Today, health care field of nursing has been growing continuously whereas; they need more nursing staffs to provide care to the patients. It is important to maintain proper staffing to prevent a shortage and provide a high quality of care of their patients; however, the increasing workloads of the nurses result in stress, frustration, and burnout and they end up leaving the jobs. Not only that, nursing turnover can lead to shortage due to a stressful environment at work, worse management, inadequate staffing, and low pay rate. “This clashing of existences will see a shortfall of 9 million nurses by 2030” (Goodare, 2017).
The problem of nursing shortage originates from the declining number of people leaving the career in nursing due to increase stress level, increase the number in an entry level baccalaureate program, restricting nursing programs enrollments, understaffing, high nurse’s turnover, poor image of the career, and the growing numbers of nurses approaching retirement. According to the American Association of Collages of Nursing Journal (2012), “The RN workforce is expected to grow from 2.71 million in 2012 to 3.24 million in 2022, an increase of 526,800 or 19%”. The project of RN workforce will bring the total number of job openings for nurses due to growth and replacements to 1.05 million by 2022 (Rosseter, 2012). The issues surrounding the nursing shortage and turnover affects nurses in their duty and nursing care to the patients. Actually, the nursing shortage is not the real issue itself, but the problem is what the shortage creates.
Many organizations are working to hire young graduate students in order to place other nurses who are retiring, so this way they can stay longer with organization. They are also providing strength and support in guidance, a reduction in workloads, less focus on the financial limitations, and more focus on the mission and value (Goodare, 2017).