ABSTRACT
The shortage of nursing faculty is becoming a crisis in schools of nursing and is contributing to the shortage of qualified graduates to add to the nursing workforce. Aging and retirement of existing faculty contribute to the crisis. Creating retention initiatives may encourage faculty to postpone retirement. This article explored the conditions and situations which would entice faculty to continue working beyond their intended retirement date. Faculty identified workload and responsibilities, available resources, personal and professional characteristics, and work environment as areas that could be developed into incentives to remain in the faculty workforce.
Subject(s)
Attitude of Health Personnel , Faculty, Nursing/supply & distribution , Personnel Selection/organization & administration , Retirement/psychology , Adult , Age Factors , Aged , Employment/organization & administration , Employment/psychology , Female , Humans , Male , Middle Aged , Midwestern United States , Motivation , Nursing Education Research , Nursing Methodology Research , Personnel Turnover , Retirement/economics , Salaries and Fringe Benefits , Surveys and Questionnaires , Workload/psychology , Workplace/organization & administration , Workplace/psychologyABSTRACT
There is a great need for organizational leaders to provide data-based evidence that a program or initiative makes a difference. The authors describe findings from a survey designed to gather baseline data about changes organizations experience after implementing the Clinical Practice Model framework, and report how the Clinical Practice Model Resource Center staff used the survey findings to build the capacity of individuals accountable for implementing this integrated, interdisciplinary professional practice framework into the organization's operations.
