Using Workforce Data to Develop Strategies to Recruit Men into Nursing

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Using Workforce Data to Develop Strategies to
Recruit Men into Nursing

• Gregg E. Newschwander PhD. RN
• Chair, Department of Nursing
• Mary Val Palumbo ND, APRN
• Director, Office of Nursing Workforce

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Purpose
The purpose of this study was to examine
demographics, job placement, job satisfaction and
intention to leave data among male nurses as the
basis of formulating successful recruitment
strategies.
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Support was received from

• HRSA/ORHP grant Rural Nursing Workforce
  Research, Planning, and Development award
• 4 D1ARH 00078-01-03

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Methods

• A survey was mailed to the entire census of
  registered nurses of Vermont in March, 2003
  during the RN relicensure period.
• The instrument includes the minimum data set as
  recommended by Colleagues in Caring with
  additional questions on job satisfaction and
  intention to leave.

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Methods

• Content validity was established by review of a
  panel of experts. Reliability of the instrument
  was not determined.
• Chi-square analyses were used for categorical
  variables and t-tests for continuous variables to
  compare male and female nurse demographics, job
  satisfaction, and intention to leave.

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Sample

• 7,748 surveys mailed
• 6,319 returned (70 response rate)
• 4,228 reported that they worked as an RN in
  Vermont.
• 210 were male.

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Basic Nursing Education Program
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Highest Non-nursing Degree
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Activity by Gender
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Years as an RN
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Male-Preferred Settings

• Critical Care -
• Male 14 Female 8 p 0.0023
• Emergency/trauma
• Male 17 Female 6 p lt 0.0001
• Psychiatric/mental health
• Male 15 Female 5 p lt 0.0001

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Female-Preferred Settings

• Obstetrics -
• Female 8 Male 2 p 0.0007
• School health
• Female 7 Male 0 plt 0.0001
• Pediatrics
• Female 17 Male 5 plt0.0001

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Job Satisfaction and Intention to Leave

• How satisfied are you with your principle
• RN position?
• How likely are you to leave your principle RN
  position in the next 12 months?
• No significant difference between male and female
  nurses in this sample.

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Implications

• Curriculum
• Shortest route to license
• Non traditional entry
• Educational level affects advancement
• Accelerated BSN or Entry Level Masters

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Implications

• Targeted Recruitment
• Job fairs rather than high school
• Print advertisement should feature areas of
  interest to male nurses (i.e. ER, CC)
• Administrative examples may not work

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Implications

• Further Research
• Testing of age and gender targeted recruitment
  strategies.
• Comparison of gender preference in employment
  settings across states.

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Limitations to this study

• One small rural state, lacking in diversity, was
  used , therefore generalizability is limited.
• Reliability of the instrument has not been
  established.
• Small sample of men makes multivariate
• analyses difficult.

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Current Examples
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