The world is experiencing a critical shortage of RNs. As the number of nurses decreases, it is unclear how already vulnerable specialty areas, such as perioperative nursing, will be affected by the emerging workforce's career decisions. This descriptive, comparative study explores perioperative nurses' and nursing students' perceptions of the top 10 characteristics desired in a manager. Even with 70% congruency, significant differences were found in how nurses and students ranked the traits they valued. This study highlights the traits managers need to transform new graduate nurses into satisfied, productive members of the perioperative team.

Adult↗

PubMed2003

Faculty for the millennium: changes needed to attract the emerging workforce into nursing.

The twenty-something generation wants educators who nurture, motivate, and listen. Personal attention is important to these students who are entering nursing education programs that are under great pressure to produce more nurses. To compete with other career options and address the global nursing shortage, nursing education must be considered a collaborator, rather than a barrier. Aging faculty and declining faculty numbers increase the challenges related to recruiting and retaining the emerging workforce in nursing professions. This study explored what young students want in their faculty and new options for increasing the number of nursing graduates.

Adult↗

PubMed2003

Power, policy and politics.

Explore the source record for details and available documents.

Health Policy↗

PubMed2002

What the emerging workforce wants in its leaders.

PURPOSE: To describe desired traits as perceived by emerging and entrenched workforce members. DESIGN AND METHODS: A national sample of nursing students (n = 108) and a sample of Midwestern American hospital managers (n = 126) were categorized by age and asked to rank the traits desired in their leaders. Participants ranked the most desired and least desired traits of leaders. Rankings were compared between groups as well as with desired traits from leadership studies in the 1990s. FINDINGS: A high degree of congruency was found between emerging and entrenched health care workforce respondents. However, these findings showed little congruence with previous studies. CONCLUSIONS: Congruence of expectations facilitates mentoring relationships, so finding no difference between the older and younger groups bodes well for the mentoring of young nurse leaders. The key implication is the challenge to recruit and retain such leaders in the nursing profession in a systematic, logical, and generation-friendly way.

Adolescent↗

PubMed2002