Nurse Faculty Workload Characteristics: A State-Level Survey

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Introduction

National data and research on faculty characteristics, including workload, satisfaction, and mentoring, are available; however, state-level data to inform regional efforts are limited. A state-level survey identifying faculty job characteristics and faculty mentoring practices can assist nursing programs with the development of recruitment and retention initiatives to influence regional shortages.

Aims

The aim of this study is to report the characteristics of New Hampshire (NH) nurse faculty to inform regional initiatives to support recruitment, role transition, and retention of nurse faculty.

Methods

An online survey was sent to 211 NH nurse faculty to determine job satisfaction, workload, intent to leave, and presence and characteristics of mentoring programs.

Results

Seventy-eight surveys (37%) were completed. More than 65% of respondents (n = 49) were older than 50 years. Respondents were most satisfied with professional autonomy and least satisfied with salary. More than 60% indicated their institution provided formal mentorship support; however, less than 40% reported participating.

Conclusions

NH nurse faculty concerns mirror national concerns, including an aging workforce and salary dissatisfaction. Recommendations to address NH nurse faculty workforce needs include formal mentorship programs and workload flexibility initiatives.

Section snippets

Background and Significance

The registered nurse (RN) workforce continues to be one of the fastest growing occupations, with the number of positions projected to be 3.4 million by 2026 (AACN, 2019c). The current nurse faculty shortage is one factor inhibiting the long-term supply of the RN workforce and the ability of current RNs to advance their education (AACN, 2019c). The American Association of Colleges of Nursing (AACN) member schools report the total number of full-time faculty vacancies at 1,715 in 56% of the

Literature Review

Studies related to nurse faculty demographics, workload, job satisfaction, and mentoring practices in relation to retention were examined in order to provide a baseline understanding of national nurse faculty characteristics. As noted, current national nurse faculty demographics reveal an aging nursing workforce. The percentage of working nurse faculty aged 60 or older has almost doubled between 2006 and 2015, with 17.9% aged 60 or older working in 2006 to 30.7% in 2015 (Fang & Kesten, 2017).

Methods

The purpose of this survey was to determine the NH nurse faculty workforce characteristics that may impact recruitment and retention of nurse faculty and to address the following objectives: (a) identify the demographic characteristics, job satisfaction, workload, intent to leave, and existing mentoring characteristics and opportunities among nursing faculty employed by NH schools of nursing and (b) compare survey findings to existing literature and nurse faculty data in order to provide

Results

A total of 81 surveys were returned. Of those, one respondent indicated the primary school of nursing was outside of the state of NH, and two respondents indicated they served primarily in an adjunct capacity. Therefore, the final sample size was 78 (37% response rate). The survey did not include forced-choice responses, so the response rate per item varied depending on how many respondents responded to a given question.

The mean age of respondents (n = 75) was 54 years (Mdn = 56, SD = 9.97),

Discussion

Findings from this survey mirror national concerns, including an aging nurse educator workforce, salary dissatisfaction, and lack of diversity (AACN, 2019b). More than 65% (n = 49) of NH survey respondents were older than 50 years and 41% (n = 32) noted an intent to leave within 10 years due to retirement. Similar to other states in the nation, academic nurse leaders in NH must prioritize recruitment strategies to promote nursing education as a viable career path for expert clinicians in order

Conclusion

The value of collecting and analyzing state-level workforce data cannot be overstated. Each state has its own unique population, needs, and concerns. Nationally, nurse educator workforce concerns are well-documented; however, state-level data are limited. A survey of state level nurse educator concerns is imperative in order to provide targeted, evidence-based interventions and to influence state and national government agencies to support nurse educator funding initiatives. The survey

Kristi Dalby, DNP, RN, CNE, is Faculty Lead, Undergraduate Nursing, Nursing and Health Professions Department, Southern New Hampshire University, Manchester.

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  • Cited by (0)

    Kristi Dalby, DNP, RN, CNE, is Faculty Lead, Undergraduate Nursing, Nursing and Health Professions Department, Southern New Hampshire University, Manchester.

    Robin Harris, DNP, RN, is Associate Dean for Academic Affairs, Sinclair School of Nursing, University of Missouri-Columbia.

    Amy Vogelsmeier, PhD, RN, FAAN, is Associate Professor, Sinclair School of Nursing, University of Missouri-Columbia.

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