To stay or leave: Public health nurse workforce retention in North Carolina

Abstract

States across the country have been experiencing a steady decline in public health nursing workforce, including North Carolina (NC). Objectives: To better understand retention in the NC Public Health Nurses (PHNs) workforce through an assessment of perceptions of the working environment, stress, intent to stay, and job satisfaction. Design: A cross‐sectional online survey using closed and open‐ended questions. Sample: The study population comprised of non‐supervisory PHNs (n = 672) working at NC local health departments (LHD). Measurements: Retention problem, working environment, and job satisfaction measures were adapted from the revised Casey‐Fink Registered Nurse Retention Survey© (2009) to fit public health settings. Results: Despite high levels of job satisfaction (79.76%, n = 473), 53% of respondents (n = 323) acknowledged a retention problem within their LHD; 35.32% (n = 203) planned to/considered leaving their position in the next 3 years for reasons other than retirement. ANOVAs and Kruskal Wallis Test results showed that those planning to leave had statistically lower scores on perceived working environment and job satisfaction and demonstrated higher negative stress levels. Conclusion: Like other states, NC is experiencing a PHN shortages predicted to worsen in coming years. To retain the current workforce, LHDs need to work to improve PHNs working environment, increase PHNs’ pay, and alleviate stressors.

Using data visualization to characterize whole‐person health of public health nurses

“…This aligns with literature noting the ability of PHNs to manage stressful situations through resilience factors and coping abilities (Kim et al., 2022; Monsen, Austin, Goparaju, et al., 2021; Nordstrom, 2022; Sierra‐García et al., 2022). This finding also aligns with literature regarding the ability of PHNs to sustain essential work of the public health workforce (Beck & Boulton, 2016; Kneipp et al., 2022; Watts Isley et al., 2022). This finding indicates future research is needed to examine PHN health from a strengths perspective to increase understanding of the importance and value of whole‐person health and how it relates to the PHN contributions to public health systems and outcomes.…”

“…Since the inception of the discipline, PHNs have served in various capacities to support the health and wellbeing of vulnerable populations (Kneipp et al., 2022; Miller, 2015; Monsen, 2022; Monsen et al., 2017). In recent years, there has been extreme strain on all facets of the public health sector; resulting in negative effects on PHNs and public health services (Gu et al., 2019; Heuel et al., 2022; Kim et al., 2022; Sierra‐García et al., 2022; Watts Isley et al., 2022). These effects included worsening burnout, psychological distress, turnover (Falatah, 2021; Watts Isley et al., 2022), and reduced quality of services delivered by PHNs (Kim et al., 2022; Nordstrom, 2022).…”

“…In recent years, there has been extreme strain on all facets of the public health sector; resulting in negative effects on PHNs and public health services (Gu et al., 2019; Heuel et al., 2022; Kim et al., 2022; Sierra‐García et al., 2022; Watts Isley et al., 2022). These effects included worsening burnout, psychological distress, turnover (Falatah, 2021; Watts Isley et al., 2022), and reduced quality of services delivered by PHNs (Kim et al., 2022; Nordstrom, 2022). Therefore, it is critical to understand PHN health and well‐being in order to optimally support PHNs and ensure high quality practice.…”

Public health nurses’ professional dignity: An interview study in Finland

“…However, public health nurses in different countries have suffered over the years for their scarce recognition, and little is known about their perceived dignity. 14,15 In this framework, it is essential to have an in-depth knowledge of public health nurses’ perceptions of professional dignity and discover strategies to help them achieve their individual and public health promotion targets. This study sheds light on this concept in community settings in Finland.…”

Attentes du personnel infirmier de la relève envers l’employeur pour favoriser l’engagement professionnel : un premier jalon pour la conception d’interventions organisationnelles au Québec (Canada)

“…Les problèmes de rétention sont souvent associés à des conditions de travail difficiles incluant un manque de reconnaissance, des horaires atypiques et une surcharge de travail (Hart et Warren, 2015;Morgan et Lynn, 2009;Watts Isley et al, 2022). Ces conséquences entrainent de la fatigue, une altération de la santé mentale et l'impression, pour les infirmières, de faillir aux valeurs humanistes au coeur de la profession infirmière (Conseil d'administration de l 'OIIQ, 2014;MacPhee et al, 2017;Stelnicki et al, 2020).…”