School of Nursing, University of California San Francisco, San Francisco, California.
J Am Assoc Nurse Pract. 2020 Oct;32(10):652-659. doi: 10.1097/JXX.0000000000000295.
Schools of nursing are challenged with recruiting and retaining nurse practitioner (NP) clinical faculty in a job market where the few qualified candidates have competing professional opportunities. The role transition from clinician to clinical faculty is stressful, and many faculty have unmet needs for support.
This article will identify strategies universities can implement to increase retention in the faculty role by facilitating the transition from clinician to NP clinical faculty.
Articles were identified from the following databases: PubMed, Embase, PsychInfo, CINAHL Plus, Web of Science, Google Scholar, and Cochrane Library.
The transition from clinician to the NP role can be very difficult. New faculty experience culture shock and concerns about maintenance of clinical practice. Orientation, peer support, and mentoring can mitigate the challenges and support the transition.
Schools of nursing can facilitate the transition from clinician to NP clinical faculty by developing an onboarding program that integrates mentoring, orientation, and ongoing support.
在招聘和留住执业护士（NP）临床教师方面，护理学院面临挑战，因为在这个就业市场中，合格的候选人寥寥无几，而他们又有其他竞争激烈的职业机会。从临床医生到临床教师的角色转变压力很大，许多教师的支持需求未得到满足。
本文将确定大学可以实施的策略，通过促进从临床医生到 NP 临床教师的角色转变，来增加教师角色的保留率。
从以下数据库中确定了文章：PubMed、Embase、PsychInfo、CINAHL Plus、Web of Science、Google Scholar 和 Cochrane Library。
从临床医生到 NP 角色的转变可能非常困难。新教师会经历文化冲击和对维持临床实践的担忧。入职培训、同行支持和指导可以减轻这些挑战并支持过渡。
护理学院可以通过制定一个将指导、入职培训和持续支持相结合的入职计划，促进从临床医生到 NP 临床教师的角色转变。
