In 2024, the average turnover rate for registered nurses that worked in hospitals across the United States stood at **** percent. This was lower than the turnover rate of **** percent in 2022. According to this survey, the percentage of registered nurses (RN) that left hospitals in 2023 ranged from roughly ** percent to nearly ** percent, depending on the discipline. The highest RN turnover was found among Telemetry nurses. On the other hand, RN turnover was the lowest in Pediatrics.

Overview

The Per Diem Nurse Staffing Market is projected to reach approximately USD 16.4 billion by 2033, growing from USD 8.7 billion in 2023 at a CAGR of 6.5% between 2024 and 2033. The growth is driven by the persistent global shortage of nurses and the need for flexible workforce management. According to the World Health Organization (WHO), the global nursing workforce reached 29.8 million in 2023, yet a deficit of about 4.5 million nurses is projected by 2030. These shortages lead to unstable shift coverage and create opportunities for per-diem staffing solutions across hospitals and healthcare facilities.

Demographic ageing remains a long-term market driver. The United Nations projects that one in six people will be over 65 years old by 2050, while WHO indicates that the global population aged 60 and above will nearly double between 2015 and 2050. Older populations require more inpatient and long-term care, increasing daily fluctuations in patient volumes. These variations heighten the need for short-notice staffing, where per-diem nurses provide rapid and cost-effective coverage. As health systems adapt to ageing demographics, per-diem staffing ensures continuity of care amid unpredictable demand surges.

Government regulations and staffing mandates are further supporting demand. The Centers for Medicare & Medicaid Services (CMS) in the United States established minimum staffing standards for long-term care in 2024. Such regulations require consistent nurse-to-patient ratios, even during peak demand, compelling providers to maintain per-diem pools. Similar regulations in states like California also reinforce the use of flexible staffing models to ensure compliance. In other regions, tighter quality oversight in skilled nursing facilities is prompting administrators to use per-diem nurses to meet staffing adequacy requirements.

Financial pressures are influencing providers to reduce reliance on expensive external agencies and invest in internal per-diem pools. NHS England has reported declines in agency spending due to stricter rules and price caps while maintaining high levels of internal bank staff usage. This transition enables cost control while ensuring service continuity. Additionally, persistent retention challenges, nurse burnout, and high turnover rates continue to fuel temporary staffing requirements. Per-diem nurses serve as a strategic buffer against absenteeism and ongoing recruitment shortages across global healthcare systems.

The U.S. Bureau of Labor Statistics forecasts about 189,100 registered-nurse openings annually between 2024 and 2034, reinforcing structural replacement needs. Growing oversight of staffing quality and the rise of care delivery in post-acute settings further enhance the adoption of flexible workforce models. The market’s sustained expansion reflects its crucial role in maintaining service reliability, regulatory compliance, and cost efficiency. Overall, demographic shifts, labor shortages, and policy reforms are expected to anchor steady growth in the global per-diem nurse staffing industry through 2033.

BackgroundIntention to quit among nurses is increasingly recognized as a serious predictor of voluntary turnover. Voluntary turnover on the other hand is a significant factor fueling the shortage of nurses globally which could partly be blamed on negative workplace behaviors including but not limited to workplace bullying. Even though the relationship between workplace bullying and the intention to quit has been studied extensively, little is known about these concepts among nurses in Ghana.AimThe purpose of this study was to establish the relationship between workplace bullying among nurses and their intention to quit the profession in the Upper West Region of Ghana. We also determined the relationship between workplace bullying and depression among nurses.MethodsWe employed a cross-sectional design with 323 nurses recruited through a multistage sampling technique. Data were collected using a structured questionnaire with a 98.5% (N = 318) response rate.ResultsInitial descriptive statistics indicate that 64.4% (n = 203) of the nurses had intentions of quitting the job while 52.1% (n = 164) were depressed at various degrees based on scores on the DASS-21. Further analysis shows a positive linear relationship between WPB and intentions to quit. WPB was also correlated positively with depression among the nurses. This implies that an increased incidence of bullying at work is associated with increased intention to quit and depression among the nurses.ConclusionsWith over 50% of the nurses in this study intending to quit their jobs, it would be incumbent on nurse managers and other leaders at these health facilities to reconsider the work environment, policies, and leadership to prevent actual voluntary turnover. Managers must also fashion pragmatic strategies aimed at reducing stress and promoting the health and well-being of the nurses.

BackgroundIntention to quit among nurses is increasingly recognized as a serious predictor of voluntary turnover. Voluntary turnover on the other hand is a significant factor fueling the shortage of nurses globally which could partly be blamed on negative workplace behaviors including but not limited to workplace bullying. Even though the relationship between workplace bullying and the intention to quit has been studied extensively, little is known about these concepts among nurses in Ghana.AimThe purpose of this study was to establish the relationship between workplace bullying among nurses and their intention to quit the profession in the Upper West Region of Ghana. We also determined the relationship between workplace bullying and depression among nurses.MethodsWe employed a cross-sectional design with 323 nurses recruited through a multistage sampling technique. Data were collected using a structured questionnaire with a 98.5% (N = 318) response rate.ResultsInitial descriptive statistics indicate that 64.4% (n = 203) of the nurses had intentions of quitting the job while 52.1% (n = 164) were depressed at various degrees based on scores on the DASS-21. Further analysis shows a positive linear relationship between WPB and intentions to quit. WPB was also correlated positively with depression among the nurses. This implies that an increased incidence of bullying at work is associated with increased intention to quit and depression among the nurses.ConclusionsWith over 50% of the nurses in this study intending to quit their jobs, it would be incumbent on nurse managers and other leaders at these health facilities to reconsider the work environment, policies, and leadership to prevent actual voluntary turnover. Managers must also fashion pragmatic strategies aimed at reducing stress and promoting the health and well-being of the nurses.

AimTo identify and systematically review current scholarship on talent management of international nurses in healthcare organizations.BackgroundAs nurse shortages persistently pose challenges for healthcare organizations globally, one of the primary strategies employed to address these shortages is employment of international nurses. To date little has been done to systematically review and collate contemporary research on talent management of this strategically important cohort. Talent management is a holistic construct that can support healthcare organizations to attract, develop, motivate, and retain talented employees to drive organizational performance. This systematic review isolates, appraises and collates available evidence on talent management practices for international nurses.Study designSystematic literature review.Data sourcesSearches of PubMed, EBSCO and Scopus were made covering literature from 2012–2022.Review methodsThis study followed Cochrane protocol for Systematic Reviews and key search terms were developed in consultation with University of Limerick library. As a key aim of the review was to provide evidence for the development of effective talent management practices, only peer-reviewed academic papers and empirical studies were included. Initial articles screening was conducted by two reviewers and full articles review was conducted by the entire research team. Findings were combined in a data extraction template for further analysis.ResultsThis review includes 62 articles thematically analysed under the headings recruitment and selection, retention and turnover, career progression, professional development, discrimination and racism, culture and communication.ConclusionNo articles were found that directly address talent management for international nurses. Although there are studies that address aspects of talent management independently, more research is required on talent management as a holistic process for international nurses to inform evidence-based practice.ImpactThis research emphasizes the importance of talent management for retention of international nurses in healthcare settings. It provides a knowledge base for healthcare organisations to enhance employee retention and ensure quality care for patients, as well as setting the foundation for future studies in this area.

BackgroundIntention to quit among nurses is increasingly recognized as a serious predictor of voluntary turnover. Voluntary turnover on the other hand is a significant factor fueling the shortage of nurses globally which could partly be blamed on negative workplace behaviors including but not limited to workplace bullying. Even though the relationship between workplace bullying and the intention to quit has been studied extensively, little is known about these concepts among nurses in Ghana.AimThe purpose of this study was to establish the relationship between workplace bullying among nurses and their intention to quit the profession in the Upper West Region of Ghana. We also determined the relationship between workplace bullying and depression among nurses.MethodsWe employed a cross-sectional design with 323 nurses recruited through a multistage sampling technique. Data were collected using a structured questionnaire with a 98.5% (N = 318) response rate.ResultsInitial descriptive statistics indicate that 64.4% (n = 203) of the nurses had intentions of quitting the job while 52.1% (n = 164) were depressed at various degrees based on scores on the DASS-21. Further analysis shows a positive linear relationship between WPB and intentions to quit. WPB was also correlated positively with depression among the nurses. This implies that an increased incidence of bullying at work is associated with increased intention to quit and depression among the nurses.ConclusionsWith over 50% of the nurses in this study intending to quit their jobs, it would be incumbent on nurse managers and other leaders at these health facilities to reconsider the work environment, policies, and leadership to prevent actual voluntary turnover. Managers must also fashion pragmatic strategies aimed at reducing stress and promoting the health and well-being of the nurses.

BackgroundIntention to quit among nurses is increasingly recognized as a serious predictor of voluntary turnover. Voluntary turnover on the other hand is a significant factor fueling the shortage of nurses globally which could partly be blamed on negative workplace behaviors including but not limited to workplace bullying. Even though the relationship between workplace bullying and the intention to quit has been studied extensively, little is known about these concepts among nurses in Ghana.AimThe purpose of this study was to establish the relationship between workplace bullying among nurses and their intention to quit the profession in the Upper West Region of Ghana. We also determined the relationship between workplace bullying and depression among nurses.MethodsWe employed a cross-sectional design with 323 nurses recruited through a multistage sampling technique. Data were collected using a structured questionnaire with a 98.5% (N = 318) response rate.ResultsInitial descriptive statistics indicate that 64.4% (n = 203) of the nurses had intentions of quitting the job while 52.1% (n = 164) were depressed at various degrees based on scores on the DASS-21. Further analysis shows a positive linear relationship between WPB and intentions to quit. WPB was also correlated positively with depression among the nurses. This implies that an increased incidence of bullying at work is associated with increased intention to quit and depression among the nurses.ConclusionsWith over 50% of the nurses in this study intending to quit their jobs, it would be incumbent on nurse managers and other leaders at these health facilities to reconsider the work environment, policies, and leadership to prevent actual voluntary turnover. Managers must also fashion pragmatic strategies aimed at reducing stress and promoting the health and well-being of the nurses.

BackgroundIntention to quit among nurses is increasingly recognized as a serious predictor of voluntary turnover. Voluntary turnover on the other hand is a significant factor fueling the shortage of nurses globally which could partly be blamed on negative workplace behaviors including but not limited to workplace bullying. Even though the relationship between workplace bullying and the intention to quit has been studied extensively, little is known about these concepts among nurses in Ghana.AimThe purpose of this study was to establish the relationship between workplace bullying among nurses and their intention to quit the profession in the Upper West Region of Ghana. We also determined the relationship between workplace bullying and depression among nurses.MethodsWe employed a cross-sectional design with 323 nurses recruited through a multistage sampling technique. Data were collected using a structured questionnaire with a 98.5% (N = 318) response rate.ResultsInitial descriptive statistics indicate that 64.4% (n = 203) of the nurses had intentions of quitting the job while 52.1% (n = 164) were depressed at various degrees based on scores on the DASS-21. Further analysis shows a positive linear relationship between WPB and intentions to quit. WPB was also correlated positively with depression among the nurses. This implies that an increased incidence of bullying at work is associated with increased intention to quit and depression among the nurses.ConclusionsWith over 50% of the nurses in this study intending to quit their jobs, it would be incumbent on nurse managers and other leaders at these health facilities to reconsider the work environment, policies, and leadership to prevent actual voluntary turnover. Managers must also fashion pragmatic strategies aimed at reducing stress and promoting the health and well-being of the nurses.

Descriptive statistics of the studied variables (n = 881).