Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
Project Talent NursingA Test of Affinity for Small Towns: The Role it Plays in Rural Recruitment and Migration (and implication for rural economic development) January 9, 2012
Presented at the 2012 Applied Demography Conference, San Antonio, Tx. • Ronald Cossman, Associate Research Professor, Social Science Research Center, MSU • Philip Mason, Graduate Research Assistant, Sociology, Social Science Research Center, MSU • JeralynnCossman, Department Head, Sociology, Full Professor, Social Science Research Center, MSU • Katherine Harney, Director, NE MS AHEC, Social Science Research Center, MSU
Background • Purpose of the survey was to: • Collect baseline data on nursing students in MS. • Demographics • Why they chose their school/program • What they wish to do upon graduation • Proof of support for the Project Talent employer-student matching program. • Identify their post-graduation relocation decisions • Retaining them in MS. • Recruiting them to rural & underserved areas of MS.
Funders/Partners • Dreyfus Health Foundation • The Kellogg Foundation • The MS Office of Nursing Workforce • The Deans/Directors of Nursing Programs • Social Science Research Center at MSU • The Northeast MS Area Health Education Center (AHEC) • Mississippi Center for Health Workforce
Student Demographics & Status • Age • Gender • Race • Academic classification • Type of program enrolled in • Enrollment status • Why they chose your school (location, location, location!) • Family members who influenced them to join the health care profession • Martial status • Desired Areas of Nursing • Desired Nursing Environment
The second objective of the study: “Project Talent” Proof of Support Location-Based Job Matching • It is difficult to recruit to rural areas • Can we identify those interested in relocating to rural places? • We asked for the respondent’s e-mail address in the event that a job matching program was started. • 73% shared their e-mail address, which demonstrates the commitment by respondents to share personal information with potential employers in their preferred locations.
The final purpose of the study – rural recruitment and retention • Rural places are hard to recruit to • Even worse for the Delta • Many communities in MS are medically underserved • MS’s nursing shortage is ~1,000 RNs (excluding retirements and turnover, according to the Office of Nursing Workforce) • How does one recruit and retain employees in these places? • What factors determine or predetermine affinity for a place, especially a rural place?
Literature • We originally based our research question on a study of family practice physicians and their relocation preferences for setting up their practice. Some 50% wanted to RETURN to rural places (<10,000 persons). • So, if choosing someone who would relocate to a rural place was equivalent to a coin toss, how could we predict who would return to a rural place?
Respondent Characteristics • What factors constitute affinity for place? • Birthplace? • High school? • Where family is located? • Where they spent time or summers? • Wherever they can find a job? • Wherever their spouse/significant-other can find a job? • The kind of job they want or job environment? • How can we predict who will return to a rural place?
Collapsing MS County Beale Codes Prior to Matching to Birthplace and High School
Two Explanations for Rural Nursing Graduates Not Returning to Rural Places • 1. Specialization • By type of work • By type of employer • 2. Fleeing Poverty
Fleeing Poverty? Perhaps… • The correlation between the Rural-Urban Continuum Code and poverty for that county code is .665
Future Directions • Conduct another cross-sectional survey in the Fall 2012 • Conduct a longitudinal study of nursing students from acceptance into school until their first job. • At what point in time do they make a relocation decision? • Where do they get their information? • What factors go into their decision-making?
Thank you for your time and your attention Dr. Ronald Cossman Associate Research Professor Social Science Research Center Mississippi State University Ronald.Cossman@ssrc.msstate.edu http://nemsahec.msstate.edu/