Faculty retirement: stemming the tide.
The shortage of nursing faculty is becoming a crisis in schools of nursing and is contributing to the shortage of qualified graduates to add to the nursing workforce. Aging and retirement of existing faculty contribute to the crisis. Creating retention initiatives may encourage faculty to postpone retirement. This article explored the conditions and situations which would entice faculty to continue working beyond their intended retirement date. Faculty identified workload and responsibilities, available resources, personal and professional characteristics, and work environment as areas that could be developed into incentives to remain in the faculty workforce.
Foxall
Martha
M
Families and Health Systems, University of Nebraska Medical Center, College of Nursing, Omaha, NE 68198-5330, USA.
Megel
Mary Erickson
ME
Grigsby
Karen
K
Billings
Judith Sims
JS
D000328:Adult; D000367:Age Factors; D000368:Aged; D001291:Attitude of Health Personnel; D004651:Employment / Q000458:organization & administration / Q000523:psychology; D005181:Faculty, Nursing / Q000600:supply & distribution*; D005260:Female; D006801:Humans; D008297:Male; D008875:Middle Aged; D015146:Midwestern United States; D009042:Motivation; D015402:Nursing Education Research; D015404:Nursing Methodology Research; D010560:Personnel Selection / Q000458:organization & administration*; D010563:Personnel Turnover; D012179:Retirement / Q000191:economics / Q000523:psychology*; D012456:Salaries and Fringe Benefits; D011795:Surveys and Questionnaires; D016526:Workload / Q000523:psychology; D017132:Workplace / Q000458:organization & administration / Q000523:psychology