Labor market churn, or the movement of workers between jobs and sectors, carries significant implications for health care delivery. This publication examines churn among registered nurses in Oregon by linking workforce licensure data across a three-year period. By analyzing individual nurse transitions between positions, settings, and regions, the report provides a unique perspective on how employment shifts affect the stability of the nursing workforce.
The findings show that while most registered nurses remain in practice, notable portions of the workforce allow their licenses to lapse or leave Oregon. Differences are visible across age groups, years of licensure, practice settings, and regions. For instance, older nurses are more likely to exit, while newly licensed nurses exhibit high rates of turnover due to both relocation and workforce separation. Geographic disparities also emerge, with rural areas facing greater churn compared to urban centers.
These results suggest that workforce churn is not evenly distributed and has important consequences for staffing, continuity of care, and workforce planning. By documenting patterns of stability and movement, the study informs employers, educators, and policymakers as they work to balance innovation with retention strategies in Oregon’s nursing workforce.
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