| Publication Date |
2007 |
| Personal Author |
Zangaro, G. A. |
| Page Count |
72 |
| Abstract |
Although there are regional variations, a shortage of qualified nurses to provide health care services is looming. Many factors have contributed to the decreasing supply, including expanding career options and the graying of the nursing workforce. Retention of existing workers has become progressively more important as hospitals compete for the shrinking pool of registered nurses. Although all hospitals have in common factors such as salary, promotional opportunities, and job stress, unique issues involving recruitment and retention plague the Navy. Navy nurses sign contracts for fixed terms and likely change geographical locations within a few years. Moreover, nurses are often assigned to clinical areas that are not consistent with their skills or career goals. The Navy must also be concerned about the broader non-military nurse market because civil service nurses supplement Navy nurses in many hospitals. As the shortage escalates, examining nursing workforce needs and retention strategies for both military and civil service is imperative. |
| Keywords |
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| Source Agency |
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| Corporate Authors |
National Naval Medical Center, Bethesda, MD.; TriService Nursing Research Program, Bethesda, MD. |
| Supplemental Notes |
See also ADA467232. Sponsored by the TriService Nursing Research Program, Bethesda, MD. |
| Document Type |
Technical Report |
| Title Note |
Final rept., July 1, 2002 to July 1, 2007 |
| NTIS Issue Number |
200726 |
| Contract Number |
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