| Sumario: | Pressures from healthcare reform and threatening economic times are causing dramatic changes to take place within American hospitals. These changes are primarily occurring at the bedside as new ways of care delivery are being proposed and implemented. These the changes greatly affect the bedside staff nurse struggling to deliver and manage the care of the hospitalized patient. Traditionally, registered nurses participate in continuing education (CE) programs to maintain currency within the field. This exploratory study was undertaken to identify the deterrents staff nurses perceive to exist when attempting to participate in professional development activities within a state requiring CE for re-licensure. Results of the study show 98% of the respondents (N = 398) adhered to the state's biannual CE requirement for re-licensure. The findings support previous research suggesting the identification of deterrence factors to be multidimensional in nature. Singularly, none of the deterrents represent a clear threat to attendance at educational offerings. For the six deterrent factors, the nurses perceive 'cost' to be the greatest deterrent, followed by lack of benefit, work constraints, family constraints, disengagement, and lack of quality programming. Multiple regression analysis identify two deterrents serving as predictors for the number of contact hours earned by the nurses. A positive correlation was found between the deterrent of 'work constraints' and the number of continuing education hours the nurses obtained and a negative correlation was found between 'lack of benefit for participation' and earned hours. Multiple regression isolated demographic variables which could serve as predictors for the six deterrent factors. Educational preparation was the single predictor for the deterrents 'disengagement', 'lack of benefit', and 'lack of quality programming'. For all three deterrents, as the educational preparation of the nurse increased beyond an associate degree, the amount of deterrence decreased. Demographic variables serving as predictors for 'family constraints' included: children under age 18 living with the nurse, marital status, the number of education hours earned at employer facility, and years of clinical experience. The number of children at home, and the presence of a spouse, both served to increase perception of 'family constraints'. The strongest predictors for the deterrent of 'work constraint' was educational preparation, followed by employment status, and location of employment. Results suggest the perception of 'work constraint' decreases with greater educational preparation, working in an urban setting, or employment less than full time. Only one demographic variable--percentage of contact hours earned at employer facility--was identified as a predictor for the deterrent 'cost'. Findings suggest that as the percentage of continuing education hours at the employer hospital increases, perception to the deterrent 'cost' decreases. Demographic variables which were not found to be significant predictors of the deterrents included chronological age of the nurse, clinical specialty, and employment by a continuing education provider. (Abstract shortened by UMI.)
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