Thomas Kippenbrock

Turnover at the top: CNOs and hospital characteristics.

Considering the importance of chief nursing officer (CNO) turnover, little is known. Using data published annually by the American Hospital Association and other public sources, a national sample of 102 hospitals was studied for a five-year period to determine CNO turnover rate and hospital characteristics affecting turnover.

School of Nursing Variables Related to Male Student College Choice

Minimal attention has been given to targeting men as a source of nursing school applicants. In this study, a survey was conducted of all U.S. baccalaureate programs accredited by the NLN. School variables and recruitment strategies related to male application and enrollment rates were identified. Consisting of 5.3% of the average school enrollment rate, men remain a minority in nursing schools. Twelve percent of the schools reported no men enrolled in their programs. Seventy percent of the schools reported no effort to recruit men. Schools with higher male application and enrollment rates had lower educational costs, more male faculty, more doctorally prepared faculty, larger gift and endowment funds, and provided expense paid visits to the campus for high school personnel. Only a few isolated schools recruited men into their programs with success.

Gaps in the primary care of rural and underserved populations: The impact of nurse practitioners in four Mississippi Delta states

Purpose: The shortage and distribution of primary care providers (PCPs) has left a gap in the health care of society, particularly those residents within the Lower Mississippi River Delta region, where pockets of rural and underserved populations reside. Described in this study are the workforce distribution, characteristics, and likelihood of advanced practice nurses (APNs) to practice in these communities. Data sources: Surveys were completed by 479 APNs in Arkansas, Louisiana, Mississippi, and Tennessee. Other sources included census data and the designation of Health Professional Shortage Areas as specified by Health Resources and Services Administration. Conclusions: Fifty‐one percent of respondents indicated they practice in primary care; 24% practice in a designated Health Professional Shortage Areas; and 54% practice in a rural area. Family nurse practitioners (FNPs), in particular, were more likely to practice in rural and shortage areas. Implications: More APNs, especially nurse practitioners (NPs), are needed to address the PCP shortage. But more than just increased numbers of NPs is the need for redistribution of these providers. Efforts to expand the scope of practice and limit regulatory restrictions will enable NPs to practice more autonomously, which in turn will provide opportunities for better access and improved healthcare outcomes, especially in rural and underserved regions. Educational programs must include competencies and skill sets focused on meeting the needs of these populations.

Educational Strategies to Enhance Placement and Retention of Nurse Practitioners in Rural Arkansas

Purpose To examine the factors and incentives enhancing nurse practitioners’ (NPs’) long‐term employment in rural areas. Data Source The participants were 121 masters prepared or higher educated NPs located in rural Arkansas. A survey about role preparation and employment factors was mailed to the participants. Conclusions We found that 10% of all respondents were not currently employed in the role of an NP. The majority of rural‐employed NPs had didactic content focusing on rural‐practice opportunities and engaged in rural practicums while in graduate school. Rural NPs were much more likely to have graduated from research‐intensive universities. Nearly 90% of NPs reported they were somewhat very well prepared for practice in rural Arkansas. Implications for Education The shortage of health care providers remains one of the most irresolvable problems in the U.S. health care delivery system. Compounding the shortage is the unequal distribution of health care practitioners rural areas. Evidence indicates that NP students engaged in rural clinical practicums were more likely to practice in rural areas. light of this information, nurse educators should expand the NP educational process beyond rurally located practicums to deliver the entire educational process to the NP students’ rural homes.

Academic nursing administrators' workplace satisfaction and intent to stay

BACKGROUND In nursing education, the academic administrator is critical given the multitude of challenges associated with program delivery (e.g., shortages of faculty, strict and changing regulations for program accreditation, and the sheer demand for more nurses). Unfortunately, with the focus on recruiting and retaining new novice faculty to teach students, academic nursing administrators have been overlooked in recent studies. PURPOSE As such, this study aims to explore the workplace satisfaction and intent to stay of academic nursing administrators by considering their relation to a variety of demographic and work related variables. METHODS A secondary data source was used from the Collaborative on Academic Careers in Higher Education (COACHE). One-way Analysis of Variance (ANOVA) with post hoc Fishers Least Significant Difference tests and t-tests were used in the analysis. DISCUSSION/CONCLUSION Results indicate that several modifiable work factors positively relate to both job satisfaction and intent to stay.

The Southern states: NPs made an impact in rural and healthcare shortage areas

Purpose:To investigate the distribution of nurse practitioners (NPs) in the U.S. Southern region with a focus on rural and underserved areas. Described in this study are the NP characteristics and their workforce distribution relative to rural and health professional shortage areas (HPSAs). Data sources:Method: A questionnaire was administered to NPs in 12 Southern states. Other data sources included (a) the Health Resources and Services Administration, which identified HPSAs; and (b) data from the U.S. Census Bureau, to distinguish urban and rural areas. Conclusions:Approximately 72% of NPs worked in HPSAs and less than half of the NPs worked in the rural area. Family NPs were more likely to practice in rural and HPSAs. Employment in primary care was more likely to occur in rural and HPSAs. Racial diversity was almost nonexistent within the NP population. Implication for practice:This research does demonstrate that NPs are practicing in rural and underserved areas as conceived decades ago, but there is still a great demand and gap to fill. To optimize their effectiveness, NPs need to practice to the full extent of their education. Additionally, more research and strategies to help diversify the workforce is needed.

Communication apprehension and willingness to listen in nursing education

• Communication apprehension and willingness to listen can affect safe effective patient care.