scholarly journals Supporting the Dynamic Careers of Licensed Practical Nurses: A Strategy to Bolster the Long-Term Care Nurse Workforce

2021 ◽  
pp. 152715442110302
Author(s):  
Cheryl B. Jones ◽  
Meriel McCollum ◽  
Alberta K. Tran ◽  
Mark Toles ◽  
George J. Knafl
Keyword(s):  
Organizational Support ◽  
Long Term Care ◽  
Career Transitions ◽  
Term Care ◽  
Care Nurse ◽  
Job Transitions ◽  
Licensed Practical Nurses ◽  
Practical Nurses ◽  
Employment Data

As the U.S. population ages and the demand for long-term care increases, an insufficient number of licensed practical nurses (LPNs) is expected in the nursing workforce. Understanding the characteristics of LPN participation in the workforce is essential to address this challenge. Drawing on the theory of boundaryless careers, the authors examined longitudinal employment data from LPNs in North Carolina and described patterns in LPN licensure and career transitions. Two career patterns were identified: (a) the continuous career, in which LPNs were licensed in 75% or more of the years they were eligible to be licensed and (b) the intermittent career, in which lapses in licensure occurred. Findings indicated that LPNs who made job transitions were more likely to demonstrate continuous careers, as were Black LPNs. These findings suggest the importance of organizational support for LPN career transitions and support for diversity in the LPN workforce.

scholarly journals Second Job Holding Among Direct Care Workers and Nurses: Implications for COVID-19 Transmission in Long-Term Care

2020 ◽  
pp. 107755872097412
Author(s):  
Reagan A. Baughman ◽  
Bryce Stanley ◽  
Kristin E. Smith
Keyword(s):  
Registered Nurses ◽  
Long Term Care ◽  
The United States ◽  
Personal Care ◽  
Term Care ◽  
Licensed Practical Nurses ◽  
Care Workers ◽  
Practical Nurses ◽  
Nursing Aides

One reason that nursing homes are a primary source of COVID-19 infections and deaths in the United States may be that workers hold multiple jobs. We use 2010-2019 Current Population Survey data to document the rate of second jobholding among nursing and long-term care workers. On average, 6.41% of personal care and nursing aides and 6.23% of licensed practical nurses and registered nurses hold second jobs; second job holding rates are 35% and 32% higher than those of other workers, respectively. Both wages and hours in the primary job are negatively associated with the probability of holding a second job for personal care and nursing aides, while lower hours are more strongly correlated with a second job for registered nurses and licensed practical nurses. Many of these workers move across health settings from their first to second jobs, and 15% of second jobs for personal care and nursing aides are in other “essential” occupations.

scholarly journals Assessing apathy in long-term care residents with dementia: Who should be the rater?

Dementia ◽  
2017 ◽  
Vol 18 (6) ◽  
pp. 2220-2229
Author(s):  
Ying-Ling Jao ◽  
Kristine Williams ◽  
Jacqueline Mogle ◽  
Liza Behrens ◽  
Caroline McDermott
Keyword(s):  
Long Term Care ◽  
Pearson Correlation ◽  
Statistical Significance ◽  
Nursing Assistants ◽  
Future Research ◽  
Certified Nursing Assistants ◽  
Term Care ◽  
Licensed Practical Nurses ◽  
Practical Nurses

Background Apathy is prominent in persons with dementia and apathy assessment is challenging. It remains unclear who should conduct apathy assessments in long-term care settings for residents with moderate to advanced dementia. The Apathy Evaluation Scale (AES) is a widely used instrument and its use for long-term care residents with dementia needs to be further established. This study explored the relationship among apathy assessments conducted by family and clinical caregivers using the original AES (AES-18) and the nursing home version (AES-10). Methods This study used a cross-sectional, descriptive design and enrolled 15 quartets of participants recruited from long-term care settings. Each quartet consisted of one resident with dementia, one family member, one certified nursing assistant, and one licensed practical nurse or activity staff. Family, certified nursing assistants, and licensed practical nurses/activity staff rated the resident’s apathy level on the AES independently. Bivariate Pearson correlation coefficients were used for analysis. Results The results revealed that ratings conducted by certified nursing assistants and licensed practical nurses/activity staff were moderately correlated for the AES-18 and the result approached statistical significance (r = 0.47, p = .08). None of the other AES ratings among family, certified nursing assistants, and licensed practical nurses/activity staff were significantly correlated. Discussion Family and clinical caregivers were incongruent on their AES ratings of apathy. It remains undetermined which rater provides the most valid AES rating for residents with dementia. Findings from this study further highlight challenges in rating apathy in this population. Future research is needed to determine best practices for accurate apathy assessment for residents with dementia in long-term care.

Long-Term Care Planning Study: Strengths and Learning Needs of Nursing Staff

2006 ◽  
Vol 25 (4) ◽  
pp. 347-361 ◽  
Author(s):  
Kathleen E. Cruttenden
Keyword(s):  
Nursing Homes ◽  
Nursing Staff ◽  
Active Role ◽  
Learning Needs ◽  
Planning Study ◽  
Term Care ◽  
Licensed Practical Nurses ◽  
Direct Observations ◽  
Practical Nurses

ABSTRACTThis planning study was designed and conducted in a predominantly rural Canadian province to examine the strengths and learning needs of four categories of nursing staff practising in New Brunswick nursing homes. Participants included directors of care, registered nurses, licensed practical nurses, and resident attendants. The nursing homes ranged in size from 38 to 196 beds and were located throughout the province. In health and planning studies, ethnography conveys a coherent statement of peoples' local knowledge as culture-sharing groups (Muecke, 1994). The study derived information from the Nursing Home Act, reports, the literature, key informants, and direct observations of and interviews with participants. Leadership strengths defined the roles for categories of staff and supported the capacity of each category to identify their learning needs. In conclusion, nurses practising in nursing homes can and must take an active role in decision making for their learning.

Long-Term Care Nurse Residency Program: Evaluation of New Nurse Experiences and Lessons Learned

2017 ◽  
Vol 48 (10) ◽  
pp. 474-484 ◽  
Author(s):  
Susan W. Salmond ◽  
Edna Cadmus ◽  
Katherine Kuren Black ◽  
Nancy Bohnarczyk ◽  
Linda Hassler
Keyword(s):  
Program Evaluation ◽  
Residency Program ◽  
Long Term Care ◽  
Lessons Learned ◽  
Term Care ◽  
Care Nurse ◽  
Nurse Residency ◽  
Nurse Residency Program
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