Work, work environments and other factors influencing nurse faculty intention to remain employed: A cross-sectional study

The Determinants of Job Satisfaction among Nurses, Midwives, and Auxiliary Nurses in Health Clinics: The Case of Bénin, West Africa

“…Other topics cited were recognition for their work by their district supervisors or the ministry of health; especially when working in difficult conditions, health workers wanted some sort of recognition from their supervisors. This result corroborates other studies that show recognition is an important factor in explaining satisfaction [130,131]. Auxiliary nurses were the only professionals who included job security as a factor that could increase their satisfaction.…”

Generation‐specific incentives and disincentives for nurse faculty to remain employed

“…These findings suggest that positive relationships with colleagues and faculty leaders may increase nurse faculty job satisfaction promoting higher nurse faculty retention. Indeed, previous research supports the notion that relationships with colleagues are important to nurse job satisfaction (Ellenbecker et al 2008) and nurse intent to remain employed (Ellenbecker et al 2006, Tourangeau et al 2014). As described by Grant and Parker (2009), work design research and theoretical perspectives have shown that employee experiences (e.g.…”

“…Research has identified that each generation possesses unique characteristics, values and traits that affect their expectations related to work (Duchscher & Cowin 2004, Apostolidis & Polifroni 2006. In recent research with hospital nurses, it was found that while some incentives and disincentives were similar among generations, variability existed across generations (Tourangeau et al 2013). Earlier research found that among public sector employees, generational affiliation had no significant impact on factors affecting employees drive to work (Jurkiewicz & Brown 1998, Yang & Guy 2006).…”

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

“…Extant research shows that balance between work and personal life is important among nursing faculty (Tourangeau et al, 2014), and lack of balance can lead to dissatisfaction with work, and a perceived inability to achieve a work-life balance among nursing faculty (Yedidia et al, 2014). Interestingly, Lindfelt et al (2015) found that members of the pharmacy school faculty reported a satisfaction with their position within their organization but were simultaneously dissatisfied with their work-life balance due to perceived overly long workweeks and lack of sleep.…”