Date of Graduation
8-2014
Document Type
Dissertation
Degree Name
Doctor of Education in Higher Education (EdD)
Degree Level
Graduate
Department
Rehabilitation, Human Resources and Communication Disorders
Advisor/Mentor
Michael Miller
Committee Member
Ketevan Mamiseishvili
Second Committee Member
Adam Morris
Keywords
Job Satisfaction, Nurse Educators, Recruitment, Retention
Abstract
Facing a crucial shortage of nurses and nurse educators, administrators of colleges and universities need to explore employment and individual characteristics that are related to recruitment and retention of nurse educators. Adding to the nurse and nurse educator shortage is the concern that the population of the United States is aging which creates a growing demand for more RNs. A further issue that complicates the nurse and nurse educator shortage is that nursing education is not producing enough RNs. Schools of nursing are positioned to have to prepare more new nurse graduates over the next decade in an effort to alleviate the nurse and nurse educator shortage.
The purpose of this descriptive survey study was to describe individual and employment factors that attract nurses to academia and factors that permit nurses to remain in academia. Full-time nurse educators who teach in associate, baccalaureate, diploma, masters, and doctoral programs in Arkansas were surveyed. The survey was distributed to 209 nurse educators with 104 completed surveys returned.
Results of the study indicated that autonomy and independence, balance with work and family life, teaching support, and administrative support were key indicators of job satisfaction. Nurse educators indicated that they are most likely to remain in academia if they have higher salaries, time off, and balance with work and family life. Additionally, nurse educators remarked that teaching, time off, and independence and autonomy as key indicators of recruitment to academia. Retirement, higher salary, and balance with work and family life were mentioned as reasons that nurse educators leave nursing education. Data analysis revealed no positive correlation between job satisfaction and reasons for leaving nursing education. Further study suggests exploring the influence of creating job satisfaction in the work environment as a resolution to recruitment and retention of nurse educators.
Citation
Lee, P. B. (2014). Recruitment, Retention, Job Satisfaction of Nurse Educators in Arkansas. Graduate Theses and Dissertations Retrieved from https://scholarworks.uark.edu/etd/2235