The phrase "nursing labour force" is a correct and usable phrase in written English.
You can use this phrase to refer to the collective group of nurses that are available to work. For example, "The aging population has increased the demand for healthcare services, and thus a larger nursing labour force is needed."
We wish to draw attention to the significant drain on India's nursing labour force due to "circular migration," using selected results from a recent survey.
The word cohort here refers to "a group of people who share a common experience or condition" p. 79 [ 38], in this case pursuing nursing education and entering the nursing labour force.
This framework could serve as a convenient reference guide for nursing and human resources managers, leaders and planners on potential nursing labour force dynamics during and after an economic downturn.
Again, wage agreements that are binding for a number of years may delay these wage adjustments and thus impact the ability of institutions to quickly replenish their nursing labour force.
This snapshot of nursing "brain drain" in India suggests that up to one fifth of the nursing labour force may be lost to wealthier states through circular migration, as illustrated by one private hospital in southern India.
In response to recent findings regarding migration of health workers out of Africa, we provide data from a survey of Indian nurses suggesting that up to one fifth of the nursing labour force may be lost to wealthier countries through circular migration.
This also contributes to a decrease in the supply of nurses with decreased labour force participation for some nurses (with increased family earnings), especially those with small children and older nurses who are closer to retirement [ 3]).
In respect to the sample of nurses and midwives included in this analysis, participants' demographic characteristics (92.9% female and mean 43.9 years) were consistent with the Australian nursing and midwifery labour force at the time of recruitment (90.4% female and mean 43.7 years) [ 55].
These include graduates of nursing training programmes, inactive nurses returning into the labour market, recruitment of foreign-trained nurses (immigrant) into the labour market and an increased proportion of part-time/casual nurses enhancing their labour force participation by increasing the total number of hours worked.
The job choices of nurses can be studied using data of trained or training nurses in the Quarterly Labour Force Survey from 1999 2003 [ 23].
Like several other developed countries (and particularly the Anglo-American nations), Canada has come to rely upon internationally-trained health human resources (HHR), particularly doctors and nurses, to meet its labour force needs.
