Brady Marilyn S
Nursing, Trident Technical College, Charleston, South Carolina 29423, USA.
J Nurs Educ. 2007 Apr;46(4):190-2. doi: 10.3928/01484834-20070401-10.
Associate degree nursing (ADN) programs are influenced by many of the same factors affecting the recruitment and retention of nursing faculty in baccalaureate and graduate degree nursing programs. This article examines these factors along with strategies that have the potential to affect recruitment and retention. Factors affecting recruitment include the unique nature of the ADN educator role and salary. Factors affecting retention are salary, workload, and work hours. Beginning recruitment with students, while they are still enrolled in the program, and mentoring part-time clinical faculty are possible ways to recruit full-time faculty. Numerous initiatives designed to supplement the recruitment and retention efforts of individual nursing programs, developed by the National League for Nursing, are identified. Solutions to this shortage must be identified so there are adequate numbers of full-time faculty to achieve the goal of high-quality graduates who are committed to patient safety.
护理学副学士学位（ADN）项目受到许多与影响护理学学士和硕士学位项目师资招聘与留用相同的因素影响。本文探讨了这些因素以及可能影响招聘与留用的策略。影响招聘的因素包括ADN教育工作者角色的独特性质和薪资。影响留用的因素是薪资、工作量和工作时长。在学生仍就读于该项目时就开始招聘，并对兼职临床教师进行指导，是招聘全职教师的可行方法。文中还指出了由美国国家护士联盟制定的许多旨在补充各个护理项目招聘与留用工作的举措。必须找到解决这一短缺问题的办法，以便有足够数量的全职教师，实现培养致力于患者安全的高质量毕业生的目标。
