护理学术领导力：护理教育领域亟待解决的劳动力短缺问题。
Nursing Academic Leadership: An Urgent Workforce Shortage in Nursing Education.
机构信息
About the Authors Lynette V. Apen, DNP, RN, CNS, CNE, is division dean of nursing and allied health, Evergreen Valley College, San Jose, California. Ruth Rosenblum, DNP, MS, RN, PNP-BC, CNS, is associate professor, Valley Foundation School of Nursing, San Jose State University, San Jose, California. Nanette Solvason, PhD, is regional director, Employer Engagement for Health, Health Workforce Initiative. Garrett K. Chan, PhD, APRN, FAEN, FPCN, FCNS, FNAP, FAAN, is president and CEO, HealthImpact, Oakland, California, and associate adjunct professor, University of California San Francisco, San Francisco, California. Lynette V. Apen acknowledges Colleen O'Leary-Kelley, PhD, RN, director and professor, The Valley Foundation School of Nursing, for her support on this project. Dr. Nanette Solvason acknowledges John Cordova, PHN, RN, statewide director for health, Health Workforce Initiative, for his guidance and support of this project. For more information regarding this publication, contact Lynette V. Apen at
出版信息
Nurs Educ Perspect. 2021;42(5):304-309. doi: 10.1097/01.NEP.0000000000000851.
AIM
The aim of the study was to describe the California nursing academic leader workforce shortage, identify succession planning activities, analyze driving and restraining forces of the role, and distinguish critical leadership competencies and onboarding strategies.
BACKGROUND
Several studies have projected a workforce shortage for nursing academic leaders and studied the leadership competencies and driving and restraining forces impacting the role.
METHOD
The study was a secondary descriptive analysis of an existing cross-sectional needs assessment survey administered to California nursing academic leaders of prelicensure programs.
RESULTS
The results validated an impending workforce shortage for California nurse academic leaders, with 66 percent planning to leave their positions in the next five years and 46 percent not having a succession plan in place.
CONCLUSION
To avoid threatening the success of nursing programs, a sustainable plan to address the workforce shortage of well-prepared academic nurse leaders is urgently needed.
目的
本研究旨在描述加利福尼亚州护理学术领导者的劳动力短缺情况，确定继任规划活动，分析该角色的推动因素和制约因素，并区分关键领导能力和入职策略。
背景
多项研究预测护理学术领导者将出现劳动力短缺，并研究了影响该角色的领导能力以及推动因素和制约因素。
方法
该研究是对加利福尼亚州护理学术领导人员的预先许可课程的现有横断面需求评估调查进行的二次描述性分析。
结果
结果证实了加利福尼亚州护理学术领导者即将出现劳动力短缺，有 66%的人计划在未来五年内离职，而 46%的人没有制定继任计划。
结论
为避免威胁护理项目的成功，迫切需要制定一项可持续计划来解决有充分准备的学术护理领导者的劳动力短缺问题。
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