Author Affiliations: Assistant Teaching Professor, College of Nursing, Brigham Young University, Provo (Dr Anderson); Assistant Professor, Department of Nursing, Utah Valley University, Orem (Dr Taylor); Assistant Professor, College of Nursing, University of Utah, Salt Lake City (Dr Rowley); Research Assistant, Brigham Young University, Provo (Mr Owens) Research Assistant Professor, University of Utah, Salt Lake City, Utah (Dr Iacob).
Nurse Educ. 2024;49(4):222-226. doi: 10.1097/NNE.0000000000001612. Epub 2024 Feb 2.
There is a known shortage of nursing faculty in academia. Understanding factors influencing the shortage will help to develop strategies to reduce it.
The purpose was to identify the underlying factors influencing the decisions of current and former nursing faculty to leave or consider leaving their teaching roles.
A cross-sectional state-level survey was distributed to licensed registered nurses and advanced practice registered nurses. The survey covered demographics, employment status, compensation, tenure, mentorship experiences, and significant factors affecting their decision-making.
Of 496 nursing faculty responses (221 current, 275 former), low compensation, unrealistic workload, retirement, lack of appreciation, and personal/family issues were noted as significant reasons for leaving or considering departure.
The study gives voice to various factors influencing nursing faculty's intention to leave and emphasizes the need to address issues of compensation, workload, and mentorship to mitigate faculty shortages.
学术界普遍存在护理教师短缺的问题。了解影响短缺的因素将有助于制定减少短缺的策略。
本研究旨在确定影响当前和前任护理教师离职或考虑离职教学岗位的潜在因素。
采用横断面州级调查的方式，向注册护士和高级执业注册护士发放问卷。调查涵盖了人口统计学特征、就业状况、薪酬、任期、指导经验以及影响他们决策的重要因素。
在 496 名护理教师的回应中（221 名现任教师，275 名前任教师），薪酬低、工作量不切实际、退休、缺乏赞赏以及个人/家庭问题被认为是离职或考虑离职的重要原因。
该研究揭示了影响护理教师离职意愿的各种因素，并强调需要解决薪酬、工作量和指导等问题，以缓解师资短缺问题。
