Salvucci Christine, Lawless Carolyn A
J Cult Divers. 2016 Summer;23(2):65-75.
The purpose of this study was to identify perceptions of nursing faculty on the barriers to recruitment, hiring, and retention of minority nursing faculty who are Black/African-American, and Hispanic/Latina (o) in order to understand the current dynamics limiting the representation of these two minority groups in nursing education. The design was a descriptive, comparative design, using an online survey. A multi-stage sampling method selected 667 nursing faculty from 56 colleges, resulting in a final sample size of 103 (15.4%). The two minority groups reported physical appearance and speech pattern had an affect on being hired. In comparing the perceptions of White, Black/African-American, and His panic/Latina (o) nurse faculty on recruitment, hiring, and retention issues, there were two statistically significant items. Responses on the major barriers to retention indicated six items were statistically significant. In conclusion, Black/African-American and Hispanic/Latina (o) nurse faculty indicated the barriers and perceptions to hiring and retention that still affect them, and confirmed the lack of financial assistance and mentors continues to be key issues for hiring and retention.
本研究的目的是确定护理教师对招聘、聘用和留住黑人/非裔美国人和西班牙裔/拉丁裔少数族裔护理教师的障碍的看法，以便了解目前限制这两个少数群体在护理教育中代表性的动态情况。研究设计为描述性比较设计，采用在线调查。多阶段抽样方法从56所学院中选取了667名护理教师，最终样本量为103名（15.4%）。这两个少数群体报告称，外貌和言语模式对被聘用有影响。在比较白人、黑人/非裔美国人和西班牙裔/拉丁裔护理教师对招聘、聘用和留用问题的看法时，有两个项目具有统计学意义。关于留用的主要障碍的回答表明，有六个项目具有统计学意义。总之，黑人/非裔美国人和西班牙裔/拉丁裔护理教师指出了仍然影响他们的聘用和留用障碍及看法，并证实缺乏经济援助和导师仍然是聘用和留用的关键问题。
