Exploring Incentives for RNs to Return to Practice: A Partial Solution to the Nursing Shortage

• Published in: Journal of professional nursing Vol. 23; no. 1; pp. 13 - 20
• Main Authors: Langan, Joanne C., Tadych, Rita A., Kao, Chia-Chan
• Format: Journal Article
• Language: English
• Published: United States Elsevier Inc 2007; W.B. Saunders Company/JNL
• Subjects: Adult; Aged; Aged, 80 and over; Attitude of Health Personnel; Clinical Competence; Content analysis; Education, Nursing, Continuing; Employee benefits; Employment - organization & administration; Employment - psychology; Female; Health Services Needs and Demand; Humans; Male; Middle Aged; Missouri; Motivation; Nurses; Nursing; Nursing Administration Research; Nursing Methodology Research; Nursing Staff - education; Nursing Staff - organization & administration; Nursing Staff - psychology; Occupational Health; Personnel Selection - organization & administration; Personnel Staffing and Scheduling - organization & administration; Personnel Turnover - statistics & numerical data; Pilot Projects; Professional practice; Psychological Theory; Qualitative Research; Salaries and Fringe Benefits; Self Efficacy; Surveys and Questionnaires; Work environment; Missouri; Herzberg; Nursing shortage; Inactive RNs; Refresher courses
• ISSN: 8755-7223; 1532-8481
• DOI: 10.1016/j.profnurs.2006.07.002

Although many have suggested strategies to resolve the nursing shortage, few have considered inactive RNs. This pilot study investigated reasons why nurses leave the practice, the type of work environment and resources necessary to entice RNs to return to practice, and the specific skills required to assist RNs in feeling confident and competent to return to practice. Herzberg's Two-Factor Theory was used to study motivation and hygiene factors enticing RNs to practice. A screening questionnaire was sent to 1,004 randomly selected RNs in Missouri to determine who were licensed but not practicing. Fifty-two full questionnaires were mailed and 33 (63%) were returned. Quantitative data were analyzed using SPSS, whereas qualitative data were coded and analyzed using manifest content analysis. The lack of motivators such as recognition of one's work and achievements was one reason why RNs left the practice. The hygiene factors of money, improved working conditions, refresher courses, and health insurance would motivate RNs to return to practice. Those wishing to entice inactive nurses to practice will need to offer sign-on bonuses or make the hourly wages and benefits package very competitive. This study indicates that nurses value flexible working hours, part-time opportunities, consideration of family lives, and positive relationships with administrators.