Intersectionality of Alignment Between Human Capital Investment and Role Utilization of Black Women Nurses
D’Jaris James1, Juritsa Ford2
1D’Jaris James, Student, Department of Business Administration Program at Hampton University, James T. George, Hampton, Virginia, United States of America (USA).
2Dr Juritsa Ford, Associate Professor and Assistant to the Dean, James T. George School of Business, Hampton University, Hampton, Virginia, United States of America (USA).
Manuscript received on 29 July 2026 | First Revised Manuscript received on 05 August 2026 | Second Revised Manuscript received on 09 August 2026 | Manuscript Accepted on 15 August 2026 | Manuscript published on 30 August 2026 | PP: 14-20 | Volume-12 Issue-12, August 2026 | Retrieval Number: 100.1/ijmh.L189512120826 | DOI: 10.35940/ijmh.L1895.12120826
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: Diverse representation in the nursing workforce does not automatically align with equity in role utilization, advancement, compensation, or leadership. This study examines the alignment between human capital investment and role utilization among black women nurses. Along with the Nursing Human Capital Value Model, advanced degree attainment was selected as the measure of human capital investment and advanced nursing role utilization as the measure of occupational alignment. A quantitative, non-experimental secondary data design was employed to analyze a sample of 769 women nurses from the publicly available Survey of Income and Program Participation. Based on the sample, higher degree attainment was associated with advanced nursing role utilization at a notably high rate. However, race-specific results showed an alignment gap. Among White women nurses, 137 held a master’s degree or PhD, and 77 worked in advanced nursing roles. Among Black women nurses, 12 held a master’s degree or a PhD, but none were represented in advanced nursing roles. Advanced degree attainment alone may not ensure advanced role utilization across racial groups. This study highlights the necessity for health care organizations to examine internal mobility, promotion pathways, credential review, and talent management practices to ensure that advanced-educated black female nurses are equitably positioned in roles aligned with their preparation.
Keywords: Role Utilization, Human Capital, Advanced Education Attainment, Black Nurse
Scope of the Article: Resource Management