Academic nursing administrators' workplace satisfaction and intent to stay

Emory, Jan; Lee, Peggy; Miller, Michael T.; Kippenbrock, Thomas; Rosen, Chris

doi:10.1016/j.outlook.2016.07.003

Cited by 14 publications

(13 citation statements)

References 16 publications

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“…Specifically, some authors reported significant differences in levels of satisfaction and self-reported intentions to stay or leave the university between faculty of different genders, ethnicities, marital statuses, or family situations [12][13][14] ; however, others found no differences. 15,16 Among the other factors in Hagedorn's framework, findings in the literature indicated that the institutional environment is significantly associated with job satisfaction and intent to stay. [13][14][15][16] Moreover, the variations in organizational culture and structure, roles and responsibilities, resources, salary, collegial interactions, and leadership may differ among institution type.…”

Section: Review Of Literaturementioning

confidence: 99%

Job Satisfaction and Retention Among Physical Therapist Education Program Directors

Bowens

Ford

Boggs

2021

JOPTE

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Introduction. e attrition of leaders in physical therapist (PT) education programs has been linked to job stress and satisfaction. Specifically, Program Director (PD) attrition has been associated with multiple extrinsic factors, such as perceived support, internal conflict, workload, and burnout. Institution type has also been linked to job satisfaction. However, there is limited evidence directly assessing PD job satisfaction and the impact of institutional characteristics on levels of satisfaction. us, we sought to determine the degree to which current PT PDs experience job satisfaction, what institution-related factors impact satisfaction, and the position PDs foresee themselves having in 3 years. Methods. All current PD at accredited PT education programs were invited to participate in the survey, of which 88 responded. Data were collected using an electronic survey composed of the Job Satisfaction Scale (JSS), demographics, and a question on PD intended job status in 3 years. Statistical analyses of the respondents looked for associations between Carnegie classification, institution type, and anticipated position with the 9 facets of the JSS. Results. Program directors were satisfied with their current roles, and most respondents intended to stay at their current institution, either in the same or different role.Program director working at public institutions felt less appreciation and reward from their institution. Respondents working at public and Research/Doctoral universities were less satisfied with the organizational communication, whereas respondents from Master's colleges and universities were more likely to not like their supervisors and less satisfied with their coworkers. Discussion and Conclusion. ese findings call attention to the impact that institution-related factors can have on aspects of PD job satisfaction. Results can be used inform strategies to improve educational leaders' work-life satisfaction and increase PD retention and underscore the importance of current and future leaders considering individual fit for the institution.

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Section: Review Of Literaturementioning

confidence: 99%

Job Satisfaction and Retention Among Physical Therapist Education Program Directors

Bowens

Ford

Boggs

2021

JOPTE

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“…Regular and frequent job satisfaction studies like the COACHE surveys can be used to diagnose problem areas, find solutions tailor made to the issues and establish successes (Emory et al, 2016; The Collaborative on Academic Careers in Higher Education, 2014). These will help find what works for other similar institutes, using the exercise for benchmarking best practices and moving towards a more comprehensive and workable policy making application on a national level that is deriving data from the grass roots.…”

Section: Job Satisfaction In Academiamentioning

confidence: 99%

Understanding the Job Satisfaction of Indian Academicians

Tahir

Sajid

2019

Management and Labour Studies

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The university academicians who form the backbone of the higher education set-up need better policies, training programmes, managerial support and frequent satisfaction measures to ensure their productivity, motivation and commitment to work are enhanced. The benefits of a high job satisfaction have been well-documented, but there is a definite gap in its measurement in academia. An exhaustive literature review across nine countries has shown that job satisfaction of academicians remains a lagging area of study. This article is based on a doctoral dissertation that measured the job satisfaction of 350 teachers of four higher education institutions of India using the teacher job satisfaction questionnaire (TJSQ) developed by Paula Lester. The sample was selected randomly with proportionate stratified sampling based on designations across four institutes of higher learning: Delhi University, Jamia Millia Islamia, Indian Institute of Management, Lucknow, and Indian Institute of Technology, Delhi. The findings suggested the teachers are satisfied with their jobs with the highest satisfaction reported with teaching responsibility, advancement opportunities and work itself. However, working conditions, pay and recognition were the most-cited causes for dissatisfaction. Factor analysis showed some interesting results where the number of factors remained the same at nine but their nature was slightly different. Further analyses of personal, institutional and socio-economic factors through regression models revealed interesting insights. It was also observed that these findings resonate with those observed globally among teachers, showing a need for teacher development across the world.

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“…The data from this research present the entrepreneurial profile competencies and the leadership of the nursing manager as possibilities in order to manage such barriers and circumvent the slowness in the fluidity of the pedagogical and structural processes in the university. Similarly, a study conducted at US universities highlighted positive aspects concerning institutional leadership, subgroup support through departmental division, autonomy and strengthening interpersonal relations in university management (13) , thereby contributing to the co-responsibility in university management processes.…”

Section: Discussionmentioning

confidence: 97%

Limitations and possibilities in university management performed by nursing managers

Cunha

Erdmann

Andrade

et al. 2020

Rev. esc. enferm. USP

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Objective: Understand limitations and possibilities in university management performed by nursing managers of the undergraduate nursing course of a public university. Method: A qualitative study with theoretical and methodological framework anchored in the Grounded Theory. Data collection took place between May and September 2016, and the studied scenario was the Nursing Department of a public university in southern Brazil. Results: The entrepreneurial profile and the leadership in interpersonal relations were highlighted among the possibilities, in addition to the co-responsibility in raising public resources to solve the university educational demands; as limitations, the scarcity of financial resources and the high demand for bureaucratic activities which have repercussions on the slowness of university public management processes. Conclusion: The nursing manager experiences limitations through their actions and interactions with people, and recognizes possibilities in the structure and processes of coordinating issues of collective interest in the university educational context.

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Academic nursing administrators' workplace satisfaction and intent to stay

Cited by 14 publications

References 16 publications

Job Satisfaction and Retention Among Physical Therapist Education Program Directors

Job Satisfaction and Retention Among Physical Therapist Education Program Directors

Understanding the Job Satisfaction of Indian Academicians

Limitations and possibilities in university management performed by nursing managers

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