ArticleHealth affairs scholar2026
Sociodemographic characteristics of nurses entering and leaving the US nursing workforce in 2018 and 2022.
Article in Health affairs scholar, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.
What it found
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
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0 citing papers in PubMed.
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Authors and funding
3 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
Introduction: Registered nurse (RN) workforce planning relies on a robust understanding of trends in nursing job dynamics. Relevant, current data on RNs' education, training, and job outcomes are critical to implementing solutions to mitigate high job vacancy rates or workforce shortages. Methods: This study used data from the 2018 and 2022 National Sample Survey of Registered Nurses to describe the sociodemographic characteristics and job dynamics of the nursing workforce before and after the pandemic, including nurses entering and leaving the workforce, and examined factors associated with leaving a primary job. Results: Despite concerns about 2018 weights, results suggest signs of increasing representation of Black RNs and potential declines in representation of Hispanic RNs over time respective to the US population. We found high rates of job turnover related to well-being and safety in the workplace in 2022. Conclusion: These findings suggest that strategies to increase workforce diversity have been successful among select groups, and ongoing policy should continue to focus on groups that are underrepresented. While the future of federal workforce diversity programs is unclear, states and organizations can implement strategies to support recruitment and retention of diverse groups of RNs.
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