Martiniano R, McGinnis S, Moore J. Understanding the supply and distribution of registered nurses: Where are the data and what can they tell us? Annual Review of Nursing Research. 2010;28:43-61.
http://www.ncbi.nlm.nih.gov/pubmed/21639023
In order to quantify RN supply/demand gaps, it is important to have accurate data on RNs, including the number of active RNs as well as their demographic, education, and practice characteristics, and work location(s). A lack of relevant and timely data on the nursing workforce is a significant barrier to identifying where nursing shortages exist, where they are most severe, and determining the factors that contribute to them. This lack of understanding impedes the development of effective health workforce programs and policies to mitigate shortages and the ability to evaluate these programs and policies for effectiveness. This study describes the national data sources available to nursing researchers to study the supply and distribution of the RN workforce and assesses the sources’ strengths and limitations. This study also explores the potential for using state-level data for nursing workforce research.
Continelli T, McGinnis S, Holmes T. The effect of local primary care physician supply on the utilization of preventive health services in the United States. Health & Place. 2010;16(5):942-951.
http://dx.doi.org/10.1016/j.healthplace.2010.05.010
Little research has examined the effect of physician supply on health-related measures at the individual and community level simultaneously. Using telephone survey data from six counties in upstate New York, a commuting radius was constructed between the zip codes of respondents and their primary care physicians. The relationships between local physician supply, the probability of having a primary care physician, and receiving preventive health care checks were analyzed. Both logistic regression and multilevel modeling results indicated the local supply of primary care physicians affects the probability of having a primary care physician, which in turn affects preventive healthcare service utilization.
McGinnis SL, Brush BL, Moore J. Cultural similarity, cultural competence, and nurse workforce diversity. West J Nurs Res. 2010;32(7):894-909.
http://dx.doi.org/10.1177/0193945910361727
Proponents of health workforce diversity argue that increasing the number of minority health care providers will enhance cultural similarity between patients and providers as well as the health system’s capacity to provide culturally competent care. Measuring cultural similarity has been difficult, however, given that current benchmarks of workforce diversity categorize health workers by major racial/ethnic classifications rather than by cultural measures. This study examined the use of national racial/ethnic categories in both patient and registered nurse (RN) populations, and subsequently found other, more significant, indicators of cultural similarity.
McGinnis S, Moore J. The health services research workforce: current stock. Health Serv Res. 2009;44(6):2214-2226.
http://dx.doi.org/10.1111/j.1475-6773.2009.01027.x
This study examined the size and characteristics of the health services research (HSR) workforce; the job satisfaction, job security, and future plans reported by the workforce; and the future of the HSR workforce supply.
McGinnis SL, Moore J. An analysis of racial/ethnic pay disparities among hospital nurses in New York City. Policy Polit Nurs Pract. 2009;10(4):252-8.
http://dx.doi.org/10.1177/1527154409358627
Despite growing concern over cultural competence and diversity in the registered nursing (RN) workforce, minority RNs working in hospitals in New York City who were surveyed in 2007 earned less on average than their non-Hispanic White counterparts. Regression decomposition was applied to these data to investigate how much of the differential could be attributed to different characteristics of different racial/ethnic groups and how much could be attributed to differential valuation of characteristics between racial/ethnic groups.
Moore JM. Studying an ill-defined workforce: public health workforce research. J Public Health Manag Pract. 2009;15(6 Suppl):S54-5.
http://dx.doi.org/10.1097/PHH.0b013e3181b23978
This article describes challenges, issues, and strategies associated with public health workforce research. The factors that contribute to workforce supply and demand imbalances are reviewed, and the unique difficulties encountered with studies of public health workers are identified. Two case studies of previous public health workforce research conducted by the New York Center for Health Workforce Studies are used to illustrate how different levels of analyses can be used to better understand recruitment and retention issues of public health workers and to inform programs and policies designed to ensure a well-sized and competent public health workforce.
Wing P, Langelier MH. Workforce shortages in breast imaging: impact on mammography utilization. American Journal of Roentgenology. 2009;192(2):370-378.
http://dx.doi.org/10.2214/AJR.08.1665
The objective of this study was to develop reliable forecasts of the future supply of radiologists and radiologic technologists practicing mammography under different assumptions about future introduction of new practitioners. In addition, this article includes basic mammography workforce statistics to provide a context for the forecasts.
Wing P, McGinnis SL, Moore JM. Toward a new method for identifying facilities and communities with critical shortages of nurses. Policy Polit Nurs Pract. 2009;10(1):28-39.
http://dx.doi.org/10.1177/1527154408328660
This article summarizes the key findings of a study designed to evaluate the effectiveness of different methods for assessing the severity of nursing shortages in four types of health care facilities in the United States (hospitals, long-term care facilities, home health agencies, and public health agencies). The results of a “preferred method” for rating the severity of nursing shortages in counties in the United States are presented, along with key findings based on a variety of other models and analyses.
McGinnis SL, Zoske FM. The emerging role of faith community nurses in prevention and management of chronic disease. Policy, Politics, & Nursing Practice. 2008;9(3):173-180.
http://dx.doi.org/10.1177/1527154408322560
Faith community nursing, formerly known as parish nursing, is one model of care that relies heavily on older registered nurses (RNs) to provide population-based and other nonclinical services in community settings. Faith community nursing provides services not commonly available in the traditional health care system (e.g., community case management, community advocacy, community health education). With appropriate support, this model of nursing could be expanded into other settings within the community and has the potential to draw on the skills of experienced RNs to provide communities with services that address unmet health care needs.
Wing P, Forte GJ, Dionne MG, Christina JR. Projections of the supply of and demand for podiatric physicians in the United States, 2005 to 2030. Journal of the American Podiatric Medical Association. 2008;98(4):330-336.
http://www.ncbi.nlm.nih.gov/pubmed/18685057
An unanticipated decrease in applications to podiatric medical schools in the late 1990s has resulted in a decline in the number of podiatric physicians per capita in the United States. This study explores the implications of five possible scenarios for addressing this decline. The growing supply-demand gap revealed by this study will be an important challenge for the podiatric medical profession to overcome during the next couple of decades.
