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Just the Facts, Ma'am??.. Nursing shortage continues>50,000 qualified applicants denied admission in 2010Bureau of Labor Statistics
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1. Critical Factors in the decision to retire: Retaining Aging Faculty in Nursing Education Linda Cook, PhD, APRN, CNE
Marvel Williamson, PhD, ANEF, CNE
Lois Salmeron, EdD, ANEF, RN, CNE
Denise Burton, RNC, MS
Dan M. Goad, PhD
2. Just the Facts, Ma�am��. Nursing shortage continues
>50,000 qualified applicants denied admission in 2010
Bureau of Labor Statistics & HRSA
Shortage of 1 million nurses by 2020
3. A bit of history��� Previous cycles of nursing surplus -> decrease in nursing school enrollments
Lower enrollments -> lost faculty positions
4. Faculty Retirement Data Shortage extends to faculty, i.e. �narrowed pipeline�
220-280 Masters faculty retire each year
200-300 PhD faculty retire each year
Faculty ages gradually increasing
Older when entering grad school
Older when beginning teaching career
5. Mean age of full-time nurse faculty, 1993-2004
6. Where are the New Faculty? Nursing PhD enrollments up 0.9% (2006-07)
HOWEVER:
1000 students turned away from PhD programs
6000 students turned away from MSN programs
7. Solutions to Faculty Shortage Literature has many suggestions for retaining faculty
VERY few evidence-based
8. Phase 1 Qualitative Study What factors influence the decision of nursing faculty to stay in the workforce past retirement age?
What stumbling blocks could be removed that would encourage faculty to stay longer?
9. Study Design Qualitative phenomenological design
�Lived experience�
Interview format, taped
Open-ended questions
IRB approval
10. Qualitative Results: 15 Factors Identified Salary & benefits
Management of technology challenges
Preference for teaching to expertise
Value of self to profession
Sense of identity as an educator
Reduced tolerance of frustration
Intellectual stimulation Negative outcomes of retirement
Change of job
Support for physical challenges
Love of working with students
Social stimulation
Mentoring junior faculty
Love of teaching
Receiving recognition for contributions
11. Phase 2 Quantitative Study Research Questions
What is the relative importance of each of the fifteen factors in deciding to retire or continue working?
Is there a difference in importance of these factors in faculty who have chosen to retire versus those remaining in academia?
12. Study Participants Nursing faculty
Inclusion criteria
Over 62 y.o.
Teaching full- or part-time
No more than one year away from teaching in last 5 years
Teaching rather than administrative role
13. Procedure IRB, informed consent
Questionnaires devised asking participants to identify importance on a Likert Scale of each factor in making decision.
Cover letter & questionnaire
Sent to deans/directors of schools of nursing
Taken to conferences
Snowball sampling used for retired faculty
14. Data Analysis Demographics
15. Data Analysis ANOVA
16. Data Analysis Discriminant Analysis
17. Data Analysis Pearson Correlations
18. Recommendations Provide ample opportunities for intellectual stimulation and growth
Maintain market values for salary and benefits
Take advantage of the expertise of seasoned faculty by having them teach to their expertise
Accommodate to changing physical needs by tailoring teaching assignments & environments
Provide age-specific technology instruction and support
19. Questions?