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We study how short-term labor markets responded to an extraordinary demand shock during the COVID-19 pandemic. We study traveling nurse jobs--a market hospitals use to fill temporary staffing needs--to examine workers' willingness to move to places with larger demand shocks. We find a dramatic increase in market size during the pandemic, especially for those specialties central to COVID-19 care. The number of jobs increased far more than compensation, suggesting that nurses' willingness to travel is very responsive to compensation. To examine workers' willingness to move across different locations, we examine jobs in different locations on the same day, and find even more responsive labor supply. We show that part of this supply responsiveness comes from workers' willingness to travel longer distances for jobs when payment increases, suggesting that an integrated national market facilitates reallocating workers when demand surges. This implies that a simultaneous national demand spike might be harder for the market to accommodate rapidly.
The Future of the Nursing Workforce in the United States: Data, Trends and Implications provides a timely, comprehensive, and integrated body of data supported by rich discussion of the forces shaping the nursing workforce in the US. Using plain, jargon free language, the book identifies and describes the key changes in the current nursing workforce and provide insights about what is likely to develop in the future. The Future of the Nursing Workforce offers an in-depth discussion of specific policy options to help employers, educators, and policymakers design and implement actions aimed at strengthening the current and future RN workforce. The only book of its kind, this renowned author team presents extensive data, exhibits and tables on the nurse labor market, how the composition of the workforce is evolving, changes occurring in the work environment where nurses practice their profession, and on the publics opinion of the nursing profession.
There is concern that licensure requirements impede mobility of licensed professionals to areas of high demand. Nursing has not been immune to this criticism, especially in the context of perceived nurse shortages and large expected future demand. The Nurse Licensure Compact (NLC) was introduced to solve this problem by permitting registered nurses to practice across state lines without obtaining additional licensure. We exploit the staggered adoption of the NLC to examine whether a reduction in licensure-induced barriers alters the nurse labor market. Using data on over 1.8 million nurses and other health care workers we find no evidence that the labor supply or mobility of nurses increases following the adoption of the NLC, even among the residents of counties bordering other NLC states who are potentially most affected by the NLC. This suggests that nationalizing occupational licensing will not substantially reduce labor market frictions.
There has in the U.S. been a shortage of registered nurses (RNs) for decades. Thus, policy makers would like to know what factors might increase the labor supply from currently trained nurses. In an attempt to provide insights into such factors, the determinants of the labor supply for female RNs are examined using two large micro datasets: the 2008 National Sample Survey of Registered Nurses (NSSRN) and the 2008 American Community Survey (ACS). Each dataset includes over 30,000 RNs' and their demographic characteristics and work characteristics. One set of hypotheses addressed in the dissertation involves the factors that cause currently trained RNs to work and when they work, is it fulltime or part time. The estimation procedure for this part of the dissertation is a bivariate probit model. A second set of hypotheses addresses the question about the factors impacting whether or not a nurse works and if she does, how many hours she works. This portion of the dissertation relies on a standard maximum likelihood selection model. Key variables include the RN wage, other family income and the composition of the nurse’s household. Area factors relating to characteristics of the market in which the nurse worked are also discussed in the context of their effectiveness as variables that might help predict the labor supply. The results indicate that the RN wage is not an important determinant of the labor force participation decision, both in the work no work and fulltime part time bivariate probit models as well as the maximum likelihood participation-hours model. However, in the fulltime part time portion of the bivariate probit estimates, the RN wage was negatively related to working fulltime, as it also was in the hours equation. ☐ The estimation results are corrected for potential selection bias. Selection bias was shown to exist in the models. Labor supply models for female RNs have been estimated separately by marital status and also whether the nurse lived in a metropolitan statistical area or not. ☐ The empirical literature on RN labor supply is brought together and comparisons are made with other studies in the literature of the labor supply of females in the general population and nurses. The results with respect to the key variables such as the nurse wage, other family income, and the family composition of the nurse’s household are consistent with the nurse labor supply literature