Results of the 2007 AORN Salary Survey

Article Outline

• ABSTRACT
• Respondent Profile
• Base Compensation
• Overview
  • Job title
  • Facility size
  • Population setting
  • Time spent on direct patient care
  • Geographic region
  • Work experience
  • Nurse compensation basis
  • Certification
  • Education level
  • Facility type
  • Collective bargaining unit
  • Household status
  • Gender
• Other Compensation Issues
  • On-call compensation
  • Overtime compensation
  • Hiring bonuses
  • Shift and other differentials
• Benefits
• Comments on Compensation
• Update on the Nursing Shortage
• Work Environments
• Copyright

ABSTRACT 

AORN CONDUCTED ITS FIFTH ANNUAL compensation survey for perioperative nurses in August of 2007.

A MULTIPLE REGRESSION MODEL was used to examine how a variety of variables including job title, education level, certification, experience, and geographic region affect nursing compensation.

COMPARISONS BETWEEN 2007 and previous years' data also are presented.

THE EFFECTS OF OTHER FORMS of compensation, such as on-call compensation, overtime, bonuses, and shift differentials on average base compensation rates are examined. AORN J 86 (December 2007) 944–957. © AORN, Inc, 2007.

In August of 2007, AORN surveyed members and nonmembers to examine the status of perioperative nursing compensation in the United States. This market research study tracks compensation changes on a yearly basis and seeks to identify factors that influence how much perioperative nurses presently are paid. The survey also addresses the perioperative nursing shortage and focuses on perceived changes in staffing-related aspects of the perioperative nursing workplace during the last four years. Several questions about nurses' satisfaction with various characteristics of their jobs were added to this year's survey, providing initial insights into job satisfaction and enabling AORN to track nurses' job satisfaction over the coming years.

Back to Article Outline

Respondent Profile 

For the fourth consecutive year, AORN conducted its survey online. In early August 2007, 23,302 AORN members and 9,040 nonmembers were sent an e-mail invitation to participate in the survey. By early September, 5,577 unique responses were received. Because the focus of this survey is perioperative nursing compensation, respondents who did not answer any compensation-related questions were excluded. This criterion reduced the usable sample to 4,429 individuals, for a 14% net response rate. This group represents the largest usable sample collected in the five years that AORN has been conducting the survey.

Of the respondents, approximately 43% are staff nurses, 26% are nurse managers; 11% are high-level managers (eg, directors, vice presidents [VPs], assistant directors, hospital and facility administrators); and 7% are educators, faculty members, or staff development employees (Figure 1). The largest numbers of respondents are between 50 and 59 years of age (ie, 43%). Thirty-one percent are between 40 and 49 years of age, and 14% are between 30 and 39 years of age. A total of 8% of the respondents are between 60 and 69 years of age. Of the total number of respondents, 4% are younger than 30 years of age. Less than 1% of the respondents are age 70 or older.

• 
  • View Large Image
  • Download to PowerPoint

• Figure 1. 

  Percentage of survey respondents by job title.

Of all the respondents, 90% are female and 10% are male. Hourly-paid employees comprise 67% of the sample, up from 63% in 2006; and 33% are salaried employees, down from 37% in 2006. Most of the respondents work in acute care hospitals (ie, 72% unchanged from last year and compared to 75% in 2005), and 23% work in an ambulatory surgery center (ASC), whether it be free-standing (ie, 12%); hospital-based (ie, 10%); or office-based (ie, 1%). Approximately 1% of the respondents work in industry, in a school of nursing, or as independent consultants. Four percent are employed in other positions.

Geographically, the sample is well dispersed across the country. As shown in Table 1, approximately 20% of the respondents live in the upper eastern coastal area (ie, New England and the Mid Atlantic); 18% reside in the South Atlantic area; and 25% are located in the East and West North Central regions. Approximately 17% reside in the East and West South Central regions, and 20% are located in the western (ie, Mountain and Pacific) states. Approximately 82% work in an urban or suburban area, and 18% work in rural locations.

Table 1. Geographic Region

Regarding the educational levels of the respondents,

Figure 2 represents some of the respondents' demographic information. Overall, the respondents' demographic profile is quite similar to the 2006 and 2005 survey samples. More than 39% of the respondents have more than 20 years of experience as a perioperative nurse, and almost 27% have more than 25 years experience. Approximately 29% of the respondents have between 11 and 20 years of experience, and 32% have 10 or fewer years of experience as a perioperative nurse.

• 
  • View Large Image
  • Download to PowerPoint

• Figure 2. 

  Profile of Survey Respondents

Back to Article Outline

Base Compensation 

Statistical analyses were performed to identify which factors had the most influence on perioperative nurse compensation. It should be noted that the sample is not perfectly random because the net response rate was modest (ie, 14%). This rate is slightly higher than the 2006 response rate. The sample also comprised mainly AORN members, although no significant differences in compensation were found between members and nonmembers. The sample was considered representative enough of the perioperative nurse population that statistical tests could provide insight.

Multiple regression was used as the primary analytical tool in this study because of the many variables affecting base compensation and the complex interactions among these variables. The multiple regression model makes it possible for researchers to estimate the effects of one variable on compensation while statistically holding the other variables constant. The influence of each variable can then be identified independently of the others. The analysis used hierarchical regression in which the variables expected to explain the most variance were entered first in the model, followed by less-important variables. Several variables with related effects were entered initially and simultaneously. These variables are

To obtain the most reliable results, the sample for the regression analyses was limited to respondents who are full-time employees and who work in the United States. Statistical outliers also were eliminated (eg, unusually high or low pay reported by very few nurses) to avoid skewing the results. Checks were conducted to ensure that the statistical assumptions behind the regression model were met (eg, linear relationships and normally distributed errors).

The final model explains 54% of the variation in base compensation. Results from the first phase of the regression analysis (ie, the simultaneous entry of primary variables) are presented in Table 2. These findings show the calculated average salary for nurses who spend an average amount of time on direct patient care according to their title and work in suburban or urban settings. The average base compensation for any particular nurse can be estimated by starting with these figures and making adjustments for the nurse's particular setting, role, and experience.

Table 2. Estimate of Base Compensation by Title and Facility Size for Urban or Suburban Facilities^*

* The sample inclusion criteria for the regression analysis resulted in the exclusion of nurse practitioners and consultants from the sample. Dollar amounts are rounded to the nearest hundred.

Back to Article Outline

Overview 

Following is an overview of the results of each variable included in the regression analysis that was found to be significantly related to base compensation level (P ≤ .05). AORN members can obtain more exact estimates of compensation for any particular nursing position by using the compensation calculator on the AORN web site at http://www.aorn.org/CareerCenter/SalarySurvey/.

It is important to note that significant differences exist for some variables compared to the results from last year's survey (eg, compensation changes for higher-level managers per each additional OR in the facility, compensation changes in various geographic regions). At this point, it cannot be determined whether such differences are actual changes in the workplace or variations between the 2007 and 2006 samples. More insight into this issue will be gained by analyzing the sample data from the upcoming 2008 survey.

Job title 

More than any other variable, differences in job title are linked to differences in compensation. The average staff nurse, for example, earns $60,400 (ie, $1,200 more than last year); and the average VP, director, or assistant director of nursing makes $93,800 (ie, $2,800 more than last year). Part of the difference in salaries across titles is explained by the difference in the percentage of time spent in direct patient care versus the percentage of time spent on other tasks such as management or administration.

To explore the trends in salary for nurses and nurse managers over time, data were combined from AORN's salary surveys for the past five years. Figure 3 shows that staff nurses as well as VPs, directors, and assistant directors of nursing have seen increases in average compensation over this time period. The rate of growth appears to be slightly higher for staff nurses (ie, averaging 4.5% per year) than for VPs, directors, and assistant directors of nursing (ie, averaging 2.4% per year) during this time period.

• 
  • View Large Image
  • Download to PowerPoint

• Figure 3. 

  Trends in Base Compensation During a Five-Year Period

Facility size 

Facility size is another key differentiator in nurse compensation. Although all nurses earn more at larger facilities, this difference is particularly pronounced for those who work in high-level management positions. Most nurses receive approximately $250 for each additional OR in their facility, which is half of the $500 reported in 2006, but more than the $200 reported in 2005. Hospital/facility administrators and directors/VPs/assistant directors of nursing earn on average $1,650 per OR in the facility compared to $1,800 in 2006 and $1,300 in 2005. These differences may be a result of the greater number and range of responsibilities that these upper-level positions entail. For high-level managers, size had a significant effect on compensation up to 41 ORs, which was the largest OR size included in the survey. For staff nurses, however, increasing size affects compensation up to 20 ORs. Thereafter, the size/compensation relationship is not significant.

Population setting 

The location of the facility (ie, urban, suburban, rural) substantially influences compensation. Nurses earn an estimated $7,200 less per year if they work in rural settings compared to $6,600 less pay reported in 2006 and $6,100 less pay reported in the 2005 survey.

Time spent on direct patient care 

On average, staff nurses spend 89% of their time delivering direct patient care, and nurse managers spend 36% of their time providing direct patient care. As expected, high-level managers spend a relatively small amount of time on patient care (ie, 27% for facility and hospital administrators, 17% for VPs and directors). Facility and hospital administrators reported spending 11% more time in direct patient care than was reported by the 2006 sample. In addition, the percentage of time spent in direct patient care varies among nurses with the same title. For example, some nurse managers spend as much time on direct patient care as does the average staff nurse, while other nurse managers spend as little time on patient care as does the typical director or VP.

Nurses in a particular position who spend more or less time than the average for direct patient care in that position should expect to receive compensation that differs from the average. Staff nurses, for example, earn about $400 more per year than the average staff nurse compensation for each 10% decrease in time spent on direct patient care per week and, correspondingly, for each 10% increase in time spent doing managerial tasks; $900 more per year was reported by the 2006 sample. This relationship is the same for nurse managers, educators, RN first assistants (RNFAs), nurse practitioners, private scrub nurses, and other nurses. Hospital and facility administrators and directors/VPs/assistant directors of nursing earn $300 more per year for every 10% decrease in percentage of time spent on direct patient care compared to $1,700 reported in last year's survey. These substantial differences in the “time spent on direct patient care” variable are, at least partly, affected by an unusually high percentage of missing responses to this question in the 2007 survey.

Geographic region 

After controlling for all variables previously discussed, geographic region explained significant differences in compensation levels across the United States. As shown in Figure 4, nurses working in the Pacific region make $14,900 more than the average compensation; a $13,300 difference was reported in the 2006 survey. Nurses working in New England also earn $10,500 more than the average compared to $8,500 more than average reported in the 2006 sample. Nurses in the Mid-Atlantic region earn $3,400 more than average, and nurses in the Mountain region earn $800 more than average. Nursing compensation is below average in five regions: East South Central region (ie, $7,700 below average); South Atlantic, West North Central, and West South Central regions (ie, all $4,600 below average); and the East North Central region (ie, $2,000 below average).

• 
  • View Large Image
  • Download to PowerPoint

• Figure 4. 

  Salary Adjustments Based on Region

Work experience 

This year, more detailed information about work experience was collected, and a different pattern emerged than was identified in 2006. The polynomial regression model suggests that all nurses see pay increases related to experience early in their careers and much smaller increases in later years. For example, the jump in compensation from the first to the second year was close to $1,100, but the jump from the 29th to the 30th year was only about $100. The average base compensation results for this survey are based on an average of 17 years of experience. Nurses with more or less than this amount can add or subtract some amount per year of experience to estimate their base compensation. Interestingly, hospital/facility administrators and director/VP/assistant directors of nursing earn about $440 per year of experience compared to $470 in last year's survey, and this relationship continues up through 30 years of experience. On average, these individuals reported 21 years of work experience.

Nurse compensation basis 

Whether or not a nurse is paid on an hourly basis or by salary is related to base compensation level. Salaried employees earn $3,900 more per year than the average. This amount is substantially more than the $2,200 additional compensation reported in the 2006 survey. Hourly employees earn about $1,300 less per year compared to $1,400 less reported by the 2006 sample.

Certification 

A total of 11 certification types were examined:

This year, none of these certifications were found to be associated with significant differences in compensation.

Of particular note is that these findings are qualified by the small number of nurses in the sample who hold eight of the types of certification. Although 57% of respondents had CNOR certification, only a small percentage held BC, C, CNA, CNAA, CPAN or CAPA, CPSN, CRNFA, or ONC certifications. Of these other certifications, only BC and CRNFA are held by more than 1% of the sample (ie, BC at 2%, CRNFA at 4%). In this regard, however, 35% of the respondents said that their facility pays more for nurses holding a nursing certification. In response to a follow-up question, 78% of the respondents said they receive extra compensation for CNOR certification, 7% receive extra compensation for CRNFA certification, and 6% receive extra compensation for CPAN or CAPA certification. Three percent or fewer mentioned one of the other certifications.

Although it appears that some nurses are receiving extra compensation for a variety of certifications, this compensation may vary by hospital. Nurses with some certifications (eg, CNOR) also may work in larger hospitals or spend more time on management tasks. When adjustments are made for these other factors, the CNOR by itself is not substantially associated with more pay. It should be noted that the number of some certifications was too small to render a statistically significant effect in regression analysis.

Education level 

Nurses with a masters of science degree in nursing add an additional $4,300 in annual base compensation compared to $2,700 last year. Nurses holding a bachelor's degree or a master's degree in another field make $500 more in yearly pay. Nurses holding a diploma receive $2,000 less, and those holding an associate's degree receive $900 less. When asked directly, only one-quarter of the respondents said their facility pays more for having a degree in nursing. In contrast to last year's findings, in most facilities, the effect of a four-year degree or graduate degree in nursing or another field appears to be stronger than the effect of any type of nursing certification.

Facility type 

The regression model results indicate that several adjustments to base compensation based on facility type are appropriate to form the best estimate of average compensation. Nurses working in ASCs often make less money than other nurses. Nurses working in free-standing ASCs make $4,500 less in base compensation compared to $2,700 less pay reported in 2006. Nurses working in an office-based ASC earn $8,600 less in base compensation compared to $2,900 less reported by the 2006 sample. Respondents working in specialty acute care hospitals average $3,600 more in base compensation per year compared to $2,300 more reported in 2006. Those in university acute care hospitals average $2,100 more in base compensation in this year's survey.

Collective bargaining unit 

Relatively few respondents (ie, 9.5%) reported working in an environment with a union or collective bargaining unit. Nurses who work in a unionized setting, however, earn an average of $5,700 more in annual base compensation than do nurses employed in a nonunion workplace compared to $4,000 more reported in 2006. Working in a unionized environment did not appear to affect the compensation of managers.

Household status 

Being married, single, or divorced is not significantly linked to changes in base compensation. Nurses with one or more children younger than age 18 living at home, however, receive $2,500 less pay than do other nurses. This is a substantial change from the $700 less reported in the 2006 sample.

Gender 

The influence of gender on compensation level was tested after controlling for the effects of all the aforementioned variables. In the last four years of the survey, the effect of gender on compensation has varied from being significant, approaching statistical significance, and being nonsignificant. This year, gender was found to be significant (P = .049). Men were found to receive about $2,000 more than women. The varying results across several years suggest that there indeed may be a gender effect, but the effect is inconsistent and small relative to all of the other factors that influence perioperative nursing compensation.

As a cautionary note, the results from the regression analysis represent general patterns and do not address several variables that can affect compensation, such as the unique needs of facilities, interpersonal skills, and leadership ability. The results generally are accurate enough so that two-thirds of nurses or managers who fit a particular profile will see an annual base compensation within $14,000 of base compensation estimated by the model.

Back to Article Outline

Other Compensation Issues 

In questions unrelated to the base compensation model, 85% of the respondents reported having received a raise this year (Table 3). For those receiving raises, the mean pay raise for staff nurses was 3.5% compared to 3.4% in 2006. Pay raises were slightly higher for those with greater managerial responsibilities. Hospital/facility administrators received an average 6.1% pay raise compared with 4.5% last year. Directors, VPs, and assistant directors averaged a 4.1% pay raise compared to 4.2% last year.

Table 3. Mean Pay Raises by Job Title^*

* Nurse practitioners and consultants were excluded because of the small sample size.

Further investigation revealed that nurses who have recently changed employers but stay in the same position earn about $5,700 more per year than nurses in the same position with similar experience and qualifications who did not change employers. Interestingly, nurses who have recently changed positions with the same employer are earning about $1,700 less than nurses in the same position with similar experience and qualifications. It would appear, therefore, that changing employers is one way a nurse can increase his or her compensation.

The regression analysis previously described applies to base compensation. In the present sample, 68% of the respondents receive additional compensation from a variety of sources including overtime, shift differential, on-call compensation, and bonuses compared to 57% in 2006 and 56% in 2005. The amounts of additional pay differed substantially by job title. The average percentage of additional compensation by title is shown in Figure 5.

• 
  • View Large Image
  • Download to PowerPoint

• Figure 5. 

  Additional Compensation by Title^*

The responses show that RNFAs received the largest compensation relative to base pay (ie, 14.3%), followed by staff nurses (ie, 12%). This year, educators/faculty members received the smallest additional compensation relative to base pay (ie, 3.7%).

On-call compensation 

More than half of the respondents (ie, 56%) report that they take call, which is unchanged from the 2006 sample. For those who take call, the median number of hours on call per week is 16. This is the same number that was reported in the last two years' surveys. Among the on-call respondents, 70% receive a dollar-per-hour amount for being on call compared to 72% in 2006 and 70% in 2005, 7% receive a percentage of their base pay compared to 5% last year and 7% in 2005, and 18% receive no compensation compared to 17% in the last two years. Among those who receive dollar-per-hour pay, the median pay is $2.57 per hour compared to $2.50 in the past two years. When called in, 59% receive time-and-a-half pay compared to 63% last year and 59% in 2005, and 5% get straight time pay compared to 7% in both 2005 and 2006. Instead of pay, 5% of the on-call respondents receive compensation time compared to 4% last year and 5% in 2005.

Overtime compensation 

A large majority of respondents work overtime (ie, 83% compared to 82% in 2006), and they work an average of 6.9 overtime hours each week compared to 6.6 hours in 2006 and 6.0 hours in 2005. Most of those who work overtime (ie, 62%, unchanged from 2006 and compared to 63% in 2005) receive time-and-a-half pay; but 29% receive no additional compensation compared to 28% for the past two surveys. Almost all of those who do not receive pay for overtime are salaried (ie, 96% compared to 97% in 2006 and 96% in 2005). As shown in Table 4, CNSs average the most overtime (ie, 7.6 hours per week) followed closely by directors/VPs/assistant directors and RNFAs (ie, both at 7.3 hours per week). Respondents working the least amount of overtime are educators/faculty members (ie, 3.4 hours) and those in educator/staff development positions (ie, 4.2 hours). Interestingly, average overtime hours increased for every specific job position compared to the 2006 sample. The largest increases were for CNSs, whose average overtime increased 3.1 hours; hospital/facility administrators, whose average overtime increased 1.3 hours; and directors, VPs, and assistant directors of nursing, whose average overtime increased 30 minutes.

Table 4. Average Overtime Hours Per Week and Percentage of Respondents Who Are Salaried^*

* Nurse practitioners and consultants were excluded because of the small sample size.

Hiring bonuses 

Relatively few of the respondents (ie, 14%) received a hiring bonus when they were hired, but 21% reported that their employer now offers a hiring bonus for their position. These figures are unchanged from the last two years. Hiring bonuses typically range from $2,500 to $5,000. The employees who are most likely to receive a hiring bonus are staff nurses (ie, 27%); nurse managers (ie, 17%); and educator/staff development personnel (ie, 17%). Hospital administrators are least likely to receive a hiring bonus (ie, 5%). These findings are essentially identical to last year's results.

Shift and other differentials 

Among the respondents, 91% work the day shift, and 4% work afternoons/evenings. Very few respondents work nights, weekend days, or weekend nights (ie, less than 3% of the sample). For those who do work the afternoon/evening shift, the median differential is $2.50/hour or 12% of base pay compared to $2.50 or 11% of base pay for 2006 and $2.50 or 10% of base pay for 2005.

Back to Article Outline

Benefits 

Almost all of the respondents receive benefits as part of their compensation. These benefits include

This year's top five benefits are the same as those reported in the previous two years.

Several of the written comments revealed that nurses were particularly concerned with retirement benefits. Data from the last several years of salary surveys were combined to explore trends in this important benefit over time. As shown in Figure 6, the trends are mixed. There has been an increase in the percentage of nurses receiving 401(k) contributions, but a corresponding decrease in the percentage of nurses receiving a pension plan.

• 
  • View Large Image
  • Download to PowerPoint

• Figure 6. 

  Changes in Retirement Benefits Over Time

Back to Article Outline

Comments on Compensation 

The survey asked respondents to provide any comments they wanted to express about compensation. More than 800 nurses offered their views. Although some respondents said that they were satisfied with their compensation, a much larger number of the respondents feel that they are underpaid. Many nurses commented that the pay is especially inadequate given the amount of responsibility, expertise, stress, personal risk, and the daunting workload that perioperative nursing involves. One nurse wrote,

I think that nurses as a whole are entirely underpaid and underappreciated as a profession. We work long, physical hours for minimal compensation. We work weekends, holidays, and nights, and we take on much responsibility for the welfare of our patients. I do receive a lot of satisfaction from my work, but no other profession in the world would tolerate what we have to put up with.

A third nurse commented, “We are considered professional in every way except in compensation and respect.” Another nurse wrote, “We have people's lives in our hands. It's so sad that garbage collectors and plumbers make more than we do.”

One nurse suggested that a major flaw exists in the compensation system for perioperative nurses:

The perioperative role and skills necessary for this area are completely misunderstood by most administrators who make compensation and retention decisions. … They have no clue about what nurses in operating rooms do physically, ergonomically, and mentally because it is a secluded environment to those who have no experience working as a perioperative nurse. Most managers with administrative authority in perioperative areas have degrees outside the nursing field, but they manage perioperative wages.

More than overall compensation, four particular concerns emerged in the comments. First, many nurses are frustrated that their employers do not provide pay increases for nurses who earn nursing certifications or advanced degrees. One nurse wrote,

Nurses that have additional certifications, education, and degrees need to be compensated for it because the employer and patient benefit from this additional knowledge both directly and indirectly. Physicians that are board certified command higher fees for their services, and nurses should be entitled to the same.

Second, shortcomings with benefits were mentioned, especially regarding health insurance. One nurse commented,

It would be great if all nurses could receive the same benefits that firefighters and police officers receive after serving 20 years in the field. We expose ourselves to so many pathogens and take personal risks every day just as they do, but we are overlooked.

Third, retirement benefits are a notable concern among a number of nurses, especially those approaching the end of their nursing careers. One nurse wrote,

I would like to see a retirement system and national health care plan for nurses similar to teachers where no matter where one works, we could bank our own money in a 401K and have medical coverage separate from Medicare. A system like this would offer more incentive for the general public to look at nursing as a viable career.

Finally, frustrations with on-call compensation and requirements also were expressed by many. One nurse responded,

Call pay is not enough for tying up your life and disrupting your sleep and then going to work the next day. OR nurses who are exhausted can make mistakes.

Another nurse wrote,

Our nursing staff has been on a steady decline. It seems to be the hours of call. Every time someone leaves the job, there is call to be picked up by those who are already taking call. This hits our older nurses especially hard. There should be a consideration for those full-time nurses who are over 60 years old—a sliding scale for the number of hours of call for each year over 60.

A number of nurses with many years of experience also mentioned pay compression as a serious problem. One nurse stated,

I had a meeting with my boss about getting a pay increase. She said, “If you want more money, I suggest you leave and then come back.” She's right. That is how you get pay increases in this field.

Finally, some nurses expressed concerns about the future of perioperative nursing. They lamented the absence of OR nursing in many nursing school curricula and the overall lack of OR training in hospitals. One respondent commented,

OR nurses are as scarce as hen's teeth. This specialty area needs to be taught in nursing schools. Many of us will retire in the next 10 years, and then who is going to take our place?

Another nurse wrote,

I am 58 years old, I've been in nursing for 35 years. I'm tired and the “call” takes a huge toll on me with the heavy equipment, moving patients, catering to surgeons, and doing other duties that should be done by [Central Sterile Supply]. I love taking care of the patients, but I wonder, who is coming to take over for me? What kids want to work this hard?

Another nurse concurred, saying,

My daughter went into advertising straight out of college and made $25,000 more than I did that first year. In her job, there's no malpractice insurance or “call” demands. What's the incentive for young people to join this profession?

Back to Article Outline

Update on the Nursing Shortage 

The nursing shortage has lessened slightly in the last year. The median percentage of vacant full-time employee nursing positions appears to be improving at 3.7% this year compared to 4.3% last year and 5.5% in 2005. This year, 51% of high-level managers reported that the nursing shortage has created a moderate- to crisis-level effect on their working environment compared to 49% last year and 51% in 2005. Among nurses in this year's sample, 72% reported a moderate- to crisis-level effect, unchanged from last year and compared to 70% in 2005. As expected, the effect that the nursing shortage has on patient care tends to be rated more severely by those with the most patient contact. Approximately 75% of staff nurses rate the shortage as having a moderate- to crisis-level effect compared to 65% of nurse managers, 55% of directors/VPs/assistant directors of nursing, and 26% of facility/hospital administrators.

Back to Article Outline

Work Environments 

This year, respondents were asked to rate their agreement with statements about their work environments. Several of these statements were phrased as satisfaction measures. The results are shown in Figure 7. Overall, managers are more satisfied with their jobs than are nurses. Some of the largest gaps in satisfaction between the two groups are found in the measures of support from hospital administration, having an adequate number of support staff members, and having adequately trained support staff members. Nurses are least satisfied with the number of support staff members, while managers are least satisfied with the pressure they feel to work more hours than they prefer to work.

• 
  • View Large Image
  • Download to PowerPoint

• Figure 7. 

  Overall Satisfaction with Aspects of the Work Environment

Respondents also were asked to identify their top three priorities for improving the workplace. Nurses who were not in management rated their top priorities as

Managers rated their top priorities as

• 
  • View Large Image
  • Download to PowerPoint