2.50
Hdl Handle:
http://hdl.handle.net/10755/211705
Type:
Research Study
Title:
DETERMINANTS OF NURSE FACULTY INTENTION TO REMAIN EMPLOYED
Abstract:
Aims: This paper is a report of a study to explore nurse faculty reported determinants of intention to remain employed. Background: The current and projected shortage of nurses is a major concern across healthcare systems. One contributing factor that has received little attention is the shortage of adequately prepared nurse faculty. The nurse shortage will be exacerbated if the supply of adequately prepared nurse faculty is insufficient. Little is known about the factors that influence nurse faculty to remain employed. Methods: Focus groups were conducted in 2011 with nurse faculty from both colleges and universities in Ontario, Canada. Six focus groups including 37 participants were held with different groups of nurse faculty in geographically diverse areas of the province of Ontario, Canada. Focus group transcripts were reviewed by five members of the research team using thematic analysis strategies to identify factors related to nurse faculty intention to remain employed. Results: Nurse faculty members’ intention to remain employed was influenced by factors that fell into four thematic categories: personal characteristics (age, health status, number of dependents, job opportunities for partners, ability to balance work and life), work environment and organizational support (quality of faculty leadership, organizational climate, quality of physical environment, access to required human resources, access to required material resources,  quality of relationships with colleagues, adequacy of salary and benefits, satisfaction with job status, promotion opportunities), job content (autonomy, role variety, congruence with scholarship expectations, student success, student attitudes, workload), and external characteristics (unionization and collective agreement, availability of alternate employment opportunities, location, local community situation). Using these thematic categories, the ‘Determinants of Nurse Faculty Intention to Remain Employed’ model is hypothesized. Implications: Strategies to address modifiable factors and support unmodifiable factors are suggested to promote retention of nurse faculty. Additional research is needed to test the hypothesized model of nurse faculty intention to remain employed.
Keywords:
Nurse educators; Faculty; Employment
Repository Posting Date:
20-Feb-2012
Date of Publication:
20-Feb-2012
Other Identifiers:
4935
Sponsors:
Western Institute of Nursing

Full metadata record

DC FieldValue Language
dc.typeResearch Studyen_GB
dc.titleDETERMINANTS OF NURSE FACULTY INTENTION TO REMAIN EMPLOYEDen_GB
dc.identifier.urihttp://hdl.handle.net/10755/211705-
dc.description.abstractAims: This paper is a report of a study to explore nurse faculty reported determinants of intention to remain employed. Background: The current and projected shortage of nurses is a major concern across healthcare systems. One contributing factor that has received little attention is the shortage of adequately prepared nurse faculty. The nurse shortage will be exacerbated if the supply of adequately prepared nurse faculty is insufficient. Little is known about the factors that influence nurse faculty to remain employed. Methods: Focus groups were conducted in 2011 with nurse faculty from both colleges and universities in Ontario, Canada. Six focus groups including 37 participants were held with different groups of nurse faculty in geographically diverse areas of the province of Ontario, Canada. Focus group transcripts were reviewed by five members of the research team using thematic analysis strategies to identify factors related to nurse faculty intention to remain employed. Results: Nurse faculty members’ intention to remain employed was influenced by factors that fell into four thematic categories: personal characteristics (age, health status, number of dependents, job opportunities for partners, ability to balance work and life), work environment and organizational support (quality of faculty leadership, organizational climate, quality of physical environment, access to required human resources, access to required material resources,  quality of relationships with colleagues, adequacy of salary and benefits, satisfaction with job status, promotion opportunities), job content (autonomy, role variety, congruence with scholarship expectations, student success, student attitudes, workload), and external characteristics (unionization and collective agreement, availability of alternate employment opportunities, location, local community situation). Using these thematic categories, the ‘Determinants of Nurse Faculty Intention to Remain Employed’ model is hypothesized. Implications: Strategies to address modifiable factors and support unmodifiable factors are suggested to promote retention of nurse faculty. Additional research is needed to test the hypothesized model of nurse faculty intention to remain employed.en_GB
dc.subjectNurse educatorsen_GB
dc.subjectFacultyen_GB
dc.subjectEmploymenten_GB
dc.date.available2012-02-20T12:09:29Z-
dc.date.issued2012-02-20T12:09:29Z-
dc.date.accessioned2012-02-20T12:09:29Z-
dc.description.sponsorshipWestern Institute of Nursingen_GB
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