1. A State-Wide Study of Nursing Faculty Intent to Leave Academe: Key Influencing Factors Katie Gravens PhD, RN, CPNP November 2014 1

2. 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. 3

4. 4

5. 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

6. 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

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

8. Population Survey emailed 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

9. 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. 10

11. 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

12. 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

13. 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

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

15. 15

16. 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

17. 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