A State-Wide Study of Nursing Faculty Intent to Leave Academe: Key Influencing Factors Katie Gravens PhD, RN, CPNP November

One major cause of the nursing shortage: Lack of qualified nursing faculty (Allan & Aldebron, 2008; Berlin & Sechrist, 2002; Fulcher & Mullin, 2011; NLN, 2010; USDHHS, 2010) 2

3

4

Purpose The purpose of this study was to identify what factors, if any, influence full-time nursing faculty intent to leave academe in the state of Ohio. 5

Research Questions What influence, if any, do Faculty Institutional Environmental characteristics have on full-time nursing faculty intent to leave academe in the next five years? 6

Methodology Quantitative survey methodology Modification of the National Survey of Nurse Faculty from the Center for State Health Policy at Rutgers University 7

Population Survey ed to 1,528 nursing faculty from 60 public and private, not-for-profit, pre- licensure and advanced degree programs in the state of Ohio Return rate = 494 (32.3%) 426 entered into the regression (86.2%) 8

Summary of Faculty Descriptive Statistics Faculty education: – MSN: 67.5%; Doctorate: 30% – 21% enrolled in doctoral work Faculty characteristics: – Female: 95.7% – Caucasian: 93.1% – Mean age: 52.8; 51% over 55 – Compensation: $50,000-74,999 (58.4%) 9

10

Summary of Between College Descriptive Statistics Carnegie classification: – Doctoral 28.9% – Master’s college and university 23.2% – Baccalaureate 9.6% – Associate 38.3% 11

Summary of Environmental Descriptive Statistics Workload : > 41 hrs/wk (79.5%); > 51 hours/week (38.2%) Adequacy of workplace : > 60% agreed/agreed strongly that resources were adequate, except for professional development funding 12

Summary of Environmental Descriptive Statistics Reward for innovation, flexibility, and visibility – Flexibility: 53% * – Rewards for innovation: 23.4% * – Amount of visibility of work-related activities: 21.6% * ( * rated 4 or higher) Satisfaction – Overall satisfaction: 81.1% – Most satisfied: Work with students: 96.7%; Variety of work: 92%; Meaningfulness of work: 91.7% – Least satisfied: Salary: 48.8%; Workload: 58.5% 13

Intent to Leave Academe Somewhat likely or very likely to leave: 44% within next 5 years 60% within next 10 years 14

15

Strategies to address the nursing shortage Practice and policy implications – Development of centralized nursing faculty database – Strategies to address age-related factors – Strategies to improve satisfaction Future research – Age-related study – Study by program type – Part-time faculty 16

Conclusions Solving the nursing faculty shortage will take behavior and priority changes by leaders from academia, health care, government, and existing and potential new nursing faculty. (Kowalski & Kelley, 2013, p. 71) 17