護理教育與管理人員營養學研究.pdf

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1、Faculty Retention and the Workforce:A Panel DiscussionPamela Jeffries,PhD,RN,FAAN,ANEF,FSSHNatalie Jones,DNP,RN,NDP-BCPatty Knecht,PhD,RN.ANEFAda Woo,PhDLearner Disclosures2 Provider Statement:Assessment Technologies Institute,LLC(ATI Nursing Education)is accredited as a provider of nursing continui

2、ng professional development by the American Nurses Credentialing Centers Commission on Accreditation Criteria for Successful Completion:To obtain credit for this activity,the participants must:Attend 100%of the session Complete activity by 07/31/2023 and submit the online evaluationExpires 7/31/2023

3、3 All information included in National Nurse Educator Summit presentations is the copyrighted property of ATI or the individual presenters.You may not record this presentation or copy and/or distribute any of the handout materials.Confidential and Proprietary InformationNursing Educators and Adminis

4、trators Attrition Study4Presented by:Ada Woo PhD,VP Innovative Learning SciencesKristen Shockley PhD-lead PI2023 ATI Nursing Education SummitShockley,K.(2022).Nursing Educators and Administrators Attrition Study:Phase 2 Results.Unpublished data.What are the key pain points driving nursing faculty an

5、d administrator attrition?PROBLEM STATEMENTConfidential and Proprietary InformationApril 27,20235 Multi-phase study Phase 1:Interviews with 18 ATI employees that were previously in nursing educator or administrator roles.We content coded these interviews and recorded common themes.Phase 2:Determine

6、if the findings from Phase 1 generalize to a broader sample,using quantitative metrics(survey).SAMPLE Contacted distribution list of Ascend clients who were likely to meet the study criteria(currently in a nursing faculty or administrator role)1163 people completed at least some of the survey questi

7、ons.PHASE 2 METHODOLOGYConfidential and Proprietary InformationApril 27,20236ROLE INFORMATION31.6%administrators(386)68.4%faculty(795)26.7%tenure trackMost(82.3%and 80.8%)have no or little research and grant requirementsAverage tenure at institution is 6.7 yearsShockley,K.(2022).Nursing Educators an

8、d Administrators Attrition Study:Phase 2 Results.Unpublished data.SAMPLE INFORMATIONConfidential and Proprietary InformationApril 27,20237569822712794570100200300400500Online programOtherCareer collegeState college or univCommunity collegePrivate college or univInstitution Type45459497113335406Diplo

9、maOtherPN,LPN,LVNMSNDNPANDBSN050100150200250300350400450Program Type68.1%non-profit2023396220100200300400500600700Large(15k)Medium(5-15k)Small(5k)Institution Size18108229231287289050100150200250300350175101-175N/A,no undergradSize of undergraduate nursing classADNTwo Steps:Participants first viewed

10、a checklist of the pain points listed previously and were told:“Below are lists of factors that past research has shown contribute to peoples frustrations in their jobs.This is both in general research and research specific to nursing faculty and administrators.Please select anything on these lists

11、that has been a stressor or struggle for you in your current role.”Then for those that they selected,they were shown additional measures that aimed to examine the extent to which they experiences those stressors.These were rated on a 5-point Likert scale(strongly disagree to strongly agree)Examples:

12、For role conflict:“I receive incompatible requests from 2 or more people.”For training,“I was sufficiently trained for my role as a faculty administrator.”METHODOLOGY:CHECKLIST QUESTIONSConfidential and Proprietary InformationApril 27,20238RESULTS:ASPECTS OF THE WORK ITSELFConfidential and Proprieta

13、ry InformationApril 27,2023901020304050607080Lack of challenging workLack of research feedbLack of student feedbLittle academic freedomLack of meaningful workLack of autonomyKeeping up with changesToo much admin workRole ambiguityRole conflictCompensationHigh workload%endorsing itemFacultyAdminOvera

14、llRESULTS:RELATIONSHIPS AT WORKConfidential and Proprietary InformationApril 27,20231005101520253035404550Hostile work environmentDEIRelationships with support staffDepartment not being open to changeFocus on profit over qualified studentsRelationships with studentsRelationships with department chai

15、r/headRelationships with higher adminsRelationships with colleaguesLack of cohesion or sense of communityUpper admin lack adequate background%endorsing itemFacultyAdminOverall60 70 80RESULTS:WELL-BEING,RESOURCES,AND TRAININGConfidential and Proprietary InformationApril 27,202311010203040506070809010

16、0BurnoutWork seeping into home%endorsing itemFacultyAdminOverall0102030405060708090Lack resources for researchLack resources for other job dutiesLack resources for teachingLack opportunity to be mentoredInadequate onboardingInadequate training for faculty roleInadequate training for administrator ro

17、le%endorsing itemFacultyAdminOverallHIGHEST ENDORSED ITEMS ACROSS CATEGORIESConfidential and Proprietary InformationApril 27,2023120102030405060708090100Lack opportunity to be mentoredCompensationLack resources for other job dutiesRole conflictBurnoutInadequate training for faculty roleInadequate tr

18、aining for administrator roleInadequate onboardingHigh workloadWork seeping into homeAdministrators0102030405060708090100Role conflictLack opportunity to be mentoredCompensationBurnoutHigh workloadInadequate onboardingInadequate training for faculty roleWork seeping into homeOverall0102030405060708090100Role conflictLack resources for teachingLack opportunity to be mentoredBurnoutCompensationHigh workloadInadequate onboardingInadequate training for faculty roleWork seeping into homeFaculty