A national survey examining the professional work life of today's nursing faculty

Candela, Lori; Gutierrez, Antonio P.; Keating, Sarah B.

doi:10.1016/j.nedt.2012.10.004

Cited by 33 publications

(32 citation statements)

References 24 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…With the exception of the negative effect of POS on WL, both POS and POP were significant positive predictors of all latent variables in the model. These significant positive structural relations support previous findings that underscore the importance of support from organizational leaders at all levels of the academic organization, including at the local (departmental and school/college) and global levels (central administration) (Carver et al, 2011;Gutierrez et al, 2012;Candela et al, 2013;Candela et al, 2015). Of special significance to the milieu of these academic organizations (i.e., Tier 1 and Tier 2 institutions), POP and POS were both moderately strong positive predictors of PRE, a finding that is echoed by the findings of Kohn (2014) and Cariaga-Lo et al (2010).…”

Section: Discussionsupporting

confidence: 87%

“…Expectancy is defined as one's subjective likelihood that an outcome can be achieved through the exertion of effort towards performance. Previous empirical investigations invoking this theory have focused on several outcomes including organizational behavior (e.g., Candela et al, 2015;Judge & Illies, 2002;Kanfer & Ackerman, 1989;Scholl, 1981), leadership (e.g., Chan & Drasgow, 2001;Fry, 2003;Isaac, Zerbe, & Pitt, 2001), compensation (e.g., Igalens & Roussel, 1999;Liccione, 2007;Williams & Karau, 1991), and intent to stay in the academic organization (Candela, Gutierrez, and Keating, 2013;Candela et al, 2015). A meta-analysis conducted by Van Eerde and Thierry (1996) found that research using Vroom's Expectancy Theory was the strongest for outcomes related to intention and preference.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

See 1 more Smart Citation

Perceptions of Teaching, Research, and Service Expertise, Workload, Organizational Support, and Satisfaction among U.S. Faculty Members’ Intent to Stay in Tier 1 or Tier 2 Organizations: A Structural Equation Model

Gutierrez

Candela

2018

IJLTER

View full text Add to dashboard Cite

Abstract. All faculties in higher education are expected to be effective in their teaching and service activities. However, faculty in Tier 1 and Tier 2 academic organizations are further pressed to demonstrate productivity as researchers. The diverse demands of these faculty call attention to how they really view their work lives. Thus, we investigated the influence of perceptions of organizational processes and organizational support on work related factors among a national sample of faculty from different disciplines in Tier 1 and Tier 2 academic organizations. Participants were 539 faculty employees at academic organizations across the U.S. We used structural equation modeling to examine the direct effects of the aforementioned exogenous latent variables on various aspects of the academe and faculty members' intent to stay in the academic organization. Further, we explored whether characteristics of the organization mediated the structural relations among organizational processes and support and intent to stay. Results revealed organizational support and processes to have direct effects on several of the factors within the academe, including intent to stay. Additionally, research expertise, workload, and satisfaction with work partially mediated the structural relations among organizational processes and support and intent to stay. Implications for organizational behavior and practice are also discussed.

show abstract

Section: Discussionsupporting

confidence: 87%

Section: Theoretical Frameworkmentioning

confidence: 99%

Perceptions of Teaching, Research, and Service Expertise, Workload, Organizational Support, and Satisfaction among U.S. Faculty Members’ Intent to Stay in Tier 1 or Tier 2 Organizations: A Structural Equation Model

Gutierrez

Candela

2018

IJLTER

View full text Add to dashboard Cite

show abstract

“…Teaching responsibilities are compounded when nursing faculty has work demands of research, service, and scholarship requirements (Gazza, 2009). Another factor influencing workloads is the maintenance of clinical practice expertise outside of academic workload (Candela, Gutierrez, & Keating, 2013;Gazza, 2009).…”

Section: Shortage Of Nursing Facultymentioning

confidence: 99%

Predictive Factors Impacting Intent-to-Stay Teaching for Associate Degree Adjunct Clinical Nurse Faculty

Woodworth

2016

Teaching and Learning in Nursing

View full text Add to dashboard Cite

Background: The full-time nurse faculty shortage has resulted in nursing programs employing adjunct nursing faculty heavily into the clinical teaching component to fill the gap. Many adjunct faculty members continue to teach semester after semester; however, there is a lack of evidence to support the predictive factors that facilitate intent to stay teaching. Purpose: The purpose of this study was to better understand predictors of intent to stay teaching for associate degree (AD) adjunct clinical nurse faculty. Theoretical Framework: Frederick Herzberg's two-factor motivator-hygiene theory (1959) was utilized as a foundation to explore the factors that impact intent to stay teaching. Methods: Adjunct clinical nurse faculty employed in associate degree nursing programs during the 2015 calendar year were invited to participate in this study. Participants were surveyed utilizing the Job Satisfaction Survey, the Nurse Educators' Intent to Stay in Academe Scale, and demographic questionnaire via SurveyMonkey Web site. Results: Regression analysis indicated statistically significant relationships between job satisfaction, motivator, and hygiene factors with intent to stay score. In addition, faculty who had full-time employment outside of the adjunct position were found to have lower intent to stay scores compared to those working part time or not at all. Conclusions: Enhancement of adjunct clinical faculty members' job satisfaction, motivator, and hygiene factors is necessary to retain this qualified group of educators. Improvement of intent to stay in the role can improve teaching and reduce costs at similar institutions of higher learning.

show abstract

“…1 Among various profession, nursing profession is one among where an individual is threatened by heavy workload, multiple role expectations, insufficient time, lack of mentoring, and lack of collegial support, 2 which leads to decreased job performance, negative attitudes toward work, lack of motivation, and eventually detachment from the job. 3 Job satisfaction among nurses is a great concern throughout the world but the satisfaction of nurse teachers has received less attention. 4 The nurse educator role is essential to the ongoing development of the profession and the ability of the discipline to meet society's needs for quality nursing care.…”

Section: Introductionmentioning

confidence: 99%

Job Satisfaction among Nursing Faculties of Chitwan District

Baral

Bhatta²

2018

J Coll Med Sci-Nepal

View full text Add to dashboard Cite

Background: A healthier and harmonious working environment, ample of opportunity to grab in, considerable payable amount, a sound professional growth and many others are the major backbone for a satisfaction in the work. Nursing is a profession who has a long working hours, plenty of paper work, and a lot of pressure to make a naive practice in a real environment. Thus, this study focuses on job satisfaction among nursing faculties. Materials and Methods: A cross-sectional analytical study was conducted among 62 nursing faculties. involved in teaching graduate nursing students. All the nursing faculties who are involved in teaching graduate nursing students were included in the study. Sample were collected from all five nursing college of chitwan district regulating graduate nursing program. Census method was used to collect the data. Job satisfaction survey was used to collect the data. The data gathered was analyzed using both descriptive and inferential statistics in SPSS software. Results: Among total of 62 participants, more than three fourth 79% of the participants were ambivalent (neither satisfied nor dissatisfied) whereas, 21% were dissatisfied in their jobs. Also, age (p=0.003)/ among all the socio demographic variable, internet facility (p=0.044) and increment in grade system (p=0.004) among the variable regarding organizational climate was found to be statistically significant with the job satisfaction. Conclusions: A healthier working environment with certain aspects for the personal and professional growth is vital to improve the job satisfaction thus empowering the nursing faculties for their best performances.

show abstract

A national survey examining the professional work life of today's nursing faculty

Cited by 33 publications

References 24 publications

Perceptions of Teaching, Research, and Service Expertise, Workload, Organizational Support, and Satisfaction among U.S. Faculty Members’ Intent to Stay in Tier 1 or Tier 2 Organizations: A Structural Equation Model

Perceptions of Teaching, Research, and Service Expertise, Workload, Organizational Support, and Satisfaction among U.S. Faculty Members’ Intent to Stay in Tier 1 or Tier 2 Organizations: A Structural Equation Model

Predictive Factors Impacting Intent-to-Stay Teaching for Associate Degree Adjunct Clinical Nurse Faculty

Job Satisfaction among Nursing Faculties of Chitwan District

Contact Info

Product

Resources

About