Falk Nancy L
Eldercare Services, George Mason University, Fairfax, Virginia 22030, USA.
J Nurs Educ. 2007 Apr;46(4):165-9. doi: 10.3928/01484834-20070401-05.
Society faces an unprecedented shortage of nurses. One driver for the deficit is a shortfall in the number of faculty members available to educate current and future nurses. Another driver is the increasing age of nurse faculty. With the average age of master's and doctoral faculty older than age 50, nurse educators face short-term and long-term decisions about work and retirement. Aging faculty members bring intellectual capital, wisdom, leadership expertise, and a wealth of skills and abilities to the workforce. The nursing community, patients, and society will benefit by retaining aging nurse faculty in the workforce on a full-time or part-time basis. This article examines nurse faculty workforce issues and suggests strategies to enhance the heretention and effective utilization of aging nurse faculty.
社会面临着前所未有的护士短缺问题。造成这一短缺的一个原因是，能够培养当前及未来护士的教员数量不足。另一个原因是护士教员的年龄不断增大。硕士和博士教员的平均年龄超过50岁，护士教育工作者面临着关于工作和退休的短期及长期决策。年长的教员为劳动力队伍带来了知识资本、智慧、领导专业知识以及丰富的技能和能力。通过让年长的护士教员全职或兼职留在劳动力队伍中，护理界、患者和社会都将受益。本文探讨了护士教员劳动力队伍问题，并提出了提高年长护士教员留用率和有效利用率的策略。
