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In order to maintain sufficient nursing faculty to meet the challenges posed by the 2010 Institute of Medicine (IOM) report, schools of nursing must determine how to decrease faculty job stress, promote job satisfaction, and improve faculty retention. This dissertation’s primary aim is to examine the relationships between job stress, job satisfaction, and intent to remain in academia among nursing faculty with research focused doctoral degree (RFDD), who teach at baccalaureate level or higher. Its secondary aim is to identify predictors of these same phenomena. A tertiary aim is to test the applicability of the effort-reward imbalance (ERI) model to effectively explain the nature of the relationships between job stress, job satisfaction, and intent to remain in academia among RFDD prepared nursing faculty who participated in this study. Responses from 363 nursing faculty members who met the inclusion criteria for this study were analyzed. The questionnaire used included the following components: Effort-Reward Imbalance (ERI) which measured job stress, Job In General (JIG) which measured job satisfaction, Job Descriptive Index (JDI) which measured faculty satisfaction with coworkers, present job, pay, promotion and supervision, and a single question on intent to remain in academia (IRA). Forty-seven percent of faculty reported job stress, 92% (n=326) reported job satisfaction, and 81% (n=275) reported intent to remain in academia. Statistical analysis indicated that demographic factors, such as age, gender, and years as faculty, did not influence job stress, but level of formal education and number of hours worked on the job were influential factors of job stress. A logistic regression showed that job satisfaction was a significant predictor of intent to remain in academia. Job satisfaction also mediated the relationship between intent to remain in academia and job stress. This study indicates that although nursing faculty did report job stress, they also reported job satisfaction and intent to remain in academia.
demographic characteristics. In the multivariate analysis, only rank and tenure differentiated the faculty members in the unification group.
This book discusses the roles and responsibilities of nursing faculty and deans related to student education, nursing program management, and success within the academic and clinical environments. Various chapters cover topics such as significant role factors and their influence on role strain--time constraints, pressure to do research and secure funding, and lack of adequate support services; strategies to reduce role strain; the use of mentoring, which decreases role strain and enables faculty to better negotiate the promotion and tenure system; the changing demographics of the student body and the effect that adult students have on teaching styles; the multiple roles of deans; and the recruitment and retention of minority students.
"[A] great guide and resource for a nurse at any level who wishes to construct and present a professional nurse portfolio."--Journal for Nurses in Professional Development "With an academic portfolio nursing faculty members can monitor their career development and present their work for others to review and critique. This is an easy-to-read book that will serve as a valuable resource for nursing faculty members in developing their academic portfolios." Marilyn H. Oermann, PhD, RN, FAAN, ANEF Professor and Chair of Adult and Geriatric Health School of Nursing University of North Carolina at Chapel Hill Using the Fast Facts style of concise, easy-to-access information, this book is the only comprehensive guide to creating an outstanding professional academic portfolio for entry into, and promotion and tenure within, an academic nursing setting. It is designed for recent nursing graduates who want to teach, faculty who need to polish their academic portfolio, and individuals already established in academia who seek promotion or tenure. This volume will help nursing academics: Assess their strengths and weaknesses Write a personal statement Demonstrate their teaching skills Showcase their research/scholarship Organize and present their portfolio Develop an E-portfolio The book provides clear guidelines on what to include in a professional portfolio, and elements to highlight when seeking work in a specific discipline or academic role. It describes pitfalls to be avoided and how to insure effective coverage of teaching, scholarship, and service, as well as addresses the differences between systems and policies of academia, versus those of community college nursing programs and diploma schools of nursing. This guide also helps prepare nurses for the rigors of promotion and tenure by clarifying what to expect and how candidates are evaluated. Numerous examples illustrate actual professional faculty experience and include personal statements written by successful nurse educators. Key Features: Provides a concise, step-by-step guide for aspiring, new, and experienced nurse faculty who need to prepare an outstanding professional portfolio for promotion and tenure Organized for quick access to types of content to be included in portfolio Includes numerous examples from real-life portfolios Features "Fast Facts in a Nutshell" to clearly guide new nurse faculty Provides recommendations for achieving academic advancement Based on SBAR (Situation, Background, Assessment, and Recommendation) method of communication