There are currently around *** million registered nurses in the United States. Yet there are significant regional disparities, with California leading the pack in 2024. With over ******* registered nurses, the Golden State outpaces its closest competitors, Texas and Florida, by a considerable margin. This concentration of nursing professionals in populous states underscores the complex relationship between healthcare demand and population density. Diverse employment settings for nurses While the distribution of registered nurses varies widely across states, their employment settings also show interesting patterns. In 2023, hospitals remained the primary employer for registered nurses, accounting for nearly ********** of all nursing positions. Ambulatory healthcare services emerged as the second most common workplace, while educational services employed only a small fraction of the nursing workforce. This distribution highlights the critical role of nurses in various healthcare settings beyond traditional hospital environments. Specialized nursing roles across states The nursing profession encompasses various specialized roles, each with its own unique distribution across the country. For instance, nurse anesthetists showed significant variation in employment numbers, ranging from as few as ** to as many as ***** per state in 2024. Interestingly, Delaware led in nurse anesthetist employment, while Vermont and Alaska had the lowest numbers. Similarly, nurse midwives exhibited a wide range of employment figures, with California boasting the highest count and South Carolina the lowest.

In 2024, according to the Bureau of Labor Statistics, there were *** million registered nurses in the United States. With over *** thousand registered nurses, California had the highest number of registered nurses in the U.S., followed by Texas and Florida. On the other hand, Wyoming was the state with the least registered nurses in 2024.

Graph and download economic data for Employed full time: Wage and salary workers: Registered nurses occupations: 16 years and over (LEU0254487900A) from 2000 to 2024 about registered nurses, nursing, occupation, full-time, salaries, workers, 16 years +, wages, employment, and USA.

In 2023, the age group with the highest number of registered nursing staff in the UK was 31 to 40 years, with over *** thousand nurses. Overall, there were ******* registered nursing staff during this period. This statistic displays the number of nurses, midwives and nursing associates registered in the United Kingdom (UK) in 2023, by age group.

In 2022, registered nurses in the United States were predominantly white, accounting for over ** percent of all registered nurses. According to the U.S. census, however, roughly ** percent of the U.S. population are white.

This dataset contains the custom geographies used to study the registered nurse workforce and identifies which areas are designated as Registered Nurse Shortage Areas (RNSA) as of the year labeled in the title.

Introduction

According to Nursing Workforce Statistics, The nursing workforce comprises various roles, including Registered Nurses (RNs), Nurse Practitioners (NPs), Licensed Practical Nurses (LPNs), and Nursing Assistants (CNAs), each with distinct responsibilities and educational requirements.

R.N.s, the largest group, typically hold an Associate or Bachelor's degree and provide comprehensive patient care. N.P.s with advanced degrees offer specialized hospital services.

LPNs and CNAs support patient care under supervision, with LPNs requiring a diploma or certificate and CNAs needing state certification.

The nursing workforce, which exceeds 3 million in the U.S., faces challenges such as shortages and burnout but also benefits from growth in advanced practice roles and diverse career opportunities.

Graph and download economic data for Employed full time: Median usual weekly nominal earnings (second quartile): Wage and salary workers: Registered nurses occupations: 16 years and over (LEU0254541300A) from 2000 to 2024 about registered nurses, nursing, second quartile, occupation, full-time, salaries, workers, earnings, 16 years +, wages, median, employment, and USA.

BackgroundThe development of core competency is crucial for the success of new nurses, enabling them to deliver high-quality care. Psychological capital (PsyCap), encompassing self-efficacy, optimism, hope, and resilience, significantly influences individuals’ abilities and achievements across various professions. However, limited research has specifically examined the impact of PsyCap on the core competency of new nurses. This study aims to bridge this gap by investigating the relationship between PsyCap and core competency development in new nurses, providing valuable strategic insights for improving PsyCap and promoting core competence acquisition.Methods142 new nurses were chosen for the investigation using a convenient cluster sampling method. The questionnaire included components on socio-demographic characteristics, the Competency Inventory for Registered Nurses (CIRN), and the PsyCap Questionnaire-24 (PCQ-24). The t-test, One-Way ANOVA, Pearson correlation analysis and hierarchical multiple regression were used for statistical analysis.ResultThe number of valid questionnaires was 138, and the effective return rate was 97.2%. The overall mean score for core competencies was 171.01 (SD 25.34), and the PsyCap score was 104.76(SD 13.71). The PsyCap of new nurses was highly correlated with core competency, with a correlation coefficient of r = 0.7, p < 0.01. Self-efficacy of PsyCap is a significant independent predictor of core competency (adjust R2 = 0.49).ConclusionSelf-efficacy in PsyCap is an important predictor of new nurses’ core competency. Nursing managers should pay sufficient attention to the cultivation and development of new nurses’ PsyCap, with particular emphasis on enhancing self-efficacy to improve their core competency.

Brunei Number of Medical Personnel: Registered: Nurses data was reported at 2,463.000 Person in 2022. This records a decrease from the previous number of 2,775.000 Person for 2021. Brunei Number of Medical Personnel: Registered: Nurses data is updated yearly, averaging 1,359.000 Person from Dec 1971 (Median) to 2022, with 51 observations. The data reached an all-time high of 2,797.000 Person in 2018 and a record low of 196.000 Person in 1971. Brunei Number of Medical Personnel: Registered: Nurses data remains active status in CEIC and is reported by Department of Economic Planning and Statistics, Ministry of Finance and Economy. The data is categorized under Global Database’s Brunei – Table BN.G005: Health Statistics.

Financial overview and grant giving statistics of Advance Practice Registered Nurse Alliance

In the United States, the large majority of registered nurses are *****. From 2014 to 2017, only *** out of ten registered nurses were men. Although nursing remains predominately a female profession, the share of male registered nurses has slightly increased over the years.

Financial overview and grant giving statistics of Registered Nurses Association Of The University Of Cincinnati Medic

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.

Nurses’ household preparedness is critical if they are to avoid role conflict and report for duty during an emergency. To date, the alignment between nurses’ perceived and actual household preparedness remains under examined. Investigating one of these variables in isolation fails to consider that perceived and actual household preparedness must be high and aligned. If misaligned, vulnerabilities could surface during emergencies, like concerns about family safety, potentially impacting a nurse’s commitment to duty during a crisis, or nurses may lack the actual preparedness to continue working long hours during an emergency. An online questionnaire was distributed to registered nurses in Ireland. The questionnaire was informed by a review of the literature and captured nurses’ perceived and actual household preparedness, attitudes towards and exposure to a range of emergencies, and pertinent demographic characteristics. The results showed a relationship between how nurses view their household preparedness and their actual preparedness. Regression analyses indicate that while there is an overlap, the factors associated with how prepared nurses think they are and how prepared they are can differ. This means that strategies to boost actual preparedness may differ from those needed to boost perceived preparedness. This finding underscores the importance of psychosocial preparedness. Feeling prepared is crucial as it can influence how one responds in an emergency. Considering both the perceived and actual aspects of household preparedness can lead to a more effective response during emergencies.

Areas with a ratio of 100:1 or lower are found mainly in eastern Canada and Manitoba. These are areas where the number of registered nurses per capita is higher than the national rate. At the other end of the scale, regions with relatively few nurses per capita-with ratios greater than 200:1-predominate in the territories and the northern portions of many provinces. In general, higher numbers of nurses occur in locations throughout Canada where there are relatively high number of physicians and specialists.

Nurses’ household preparedness is critical if they are to avoid role conflict and report for duty during an emergency. To date, the alignment between nurses’ perceived and actual household preparedness remains under examined. Investigating one of these variables in isolation fails to consider that perceived and actual household preparedness must be high and aligned. If misaligned, vulnerabilities could surface during emergencies, like concerns about family safety, potentially impacting a nurse’s commitment to duty during a crisis, or nurses may lack the actual preparedness to continue working long hours during an emergency. An online questionnaire was distributed to registered nurses in Ireland. The questionnaire was informed by a review of the literature and captured nurses’ perceived and actual household preparedness, attitudes towards and exposure to a range of emergencies, and pertinent demographic characteristics. The results showed a relationship between how nurses view their household preparedness and their actual preparedness. Regression analyses indicate that while there is an overlap, the factors associated with how prepared nurses think they are and how prepared they are can differ. This means that strategies to boost actual preparedness may differ from those needed to boost perceived preparedness. This finding underscores the importance of psychosocial preparedness. Feeling prepared is crucial as it can influence how one responds in an emergency. Considering both the perceived and actual aspects of household preparedness can lead to a more effective response during emergencies.

In 2022, in the United States, the average age of a registered nurse was **** years old. The average age of male registered nurses was ****, lower compared to **** years for female registered nurses. With a total of ******* nurses, most registered nurses were part of the 30 to 34 years old age group in 2022.

Financial overview and grant giving statistics of Registered Nurses Professional Assoc

In this study, different data sources are mobilized to establish a demographic finding on nurses.- The Adeli directory (Automation of lists): it lists active health professionals, having a legal license to practice their profession. This register is the only exhaustive database of nurses practising in France, which is continuously updated. it also makes it possible to identify the nursing profession. It was enriched by INSEE on the 2006 data, the only data available at the time of this study, in order to distinguish employees in the public hospital from those in the private sector. it covers the entire field of active nurses practising and residing in metropolitan France. It surveys a relatively small number of nurses each year (2 700 in 2008).- The National Inter-Scheme Health Insurance Information System (SNIIR-AM) makes it possible to identify liberal nurses exhaustively.