Investigating the work–life experiences of nursing faculty in Canadian academic settings and the factors that influence their retention: protocol for a mixed-method study

Abstract

IntroductionWhile all research-oriented faculty face the pressures of academia, female faculty in fields including science, engineering, medicine and nursing, are especially susceptible to burnout. Nursing is unique in that it remains a predominantly female-dominated profession, which implies that there is a critical mass of females who are disproportionately affected and/or at higher risk of burnout. To date, little is known about the experiences of nursing faculty especially, new and early career researchers and the factors that influence their retention. This study aims to understand the work–life (the intersection of work with personal life) experiences of nursing faculty in Canadian academic settings and the factors that influence their retention.Methods and analysisA mixed-method design will be used in this study. For the quantitative study, a sample of approximately 1500 new and early career nursing faculty across Canadian academic institutions will be surveyed. Eligible participants will be invited to complete a web-based structured questionnaire in both French and English language. Data will be evaluated using generalised linear regression model and structural equation modelling. Given the complexities of work–life issues in Canada, qualitative focus group interviews with about 20–25 participants will also be conducted. Emerging themes will be integrated with the survey findings and used to enrich the interpretation of the quantitative data.Ethics and disseminationThis study has received ethical approval from the Hamilton Integrated Research Ethics Board (#1477). Prior to obtaining informed consent, participants will be provided with information about study risks and benefits and strategies undertaken to ensure confidentiality and anonymity. The study findings will be disseminated to academics and non-academic stakeholders through national and international conference presentations and peer-reviewed open-access journals. A user-friendly report will be shared with professional nursing associations such as the Canadian Associations of Schools of Nursing, and through public electronic forums (e.g., Twitter). Evidence from this study will also be shared with stakeholders including senior academic leaders and health practitioners, government, and health service policy-makers, to raise the profile of discourses on the nursing workforce shortages; and women’s work–life balance, a public policy issue often overlooked at the national level. Such discussion is especially pertinent in light of the disproportionate impact of COVID-19 on women, and female academics. The findings will be used to inform policy options for improving nursing faculty retention in Canada and globally.

Striking a Balance between Work and Play: The Effects of Work–Life Interference and Burnout on Faculty Turnover Intentions and Career Satisfaction

“…To improve survey response rates, the Dillman [ 49 ] method was used. To maintain confidentiality, participants were randomly assigned personal identifying numbers (PIN) numbers to complete the survey anonymously (see study protocol – page 4, paragraph 2) [ 50 ]. Non-responders were sent a reminder email three weeks after the initial invitation, followed by a reminder message four weeks later to optimize response rates and to obtain an adequate sample size (≥200 participants) [ 51 ].…”

Pressures in the Ivory Tower: An Empirical Study of Burnout Scores among Nursing Faculty

“…Eligible faculty members were identified via their respective university websites and sent email invitations, enclosed with the study objectives, potential risks and benefits, strategies to ensure the anonymity of responses, and a link to the questionnaire hosted on a secured online platform. Details of the study were described in a published protocol [23]. A power analysis was conducted using G*power software (v.3.1) [24] to identify the minimum sample needed for this study which yielded a total sample of 118.…”

Predictors of Nursing Faculty Job and Career Satisfaction, Turnover Intentions, and Professional Outlook: A National Survey

“…Intention to leave the job (or turnover intention) is defined as when an employee contemplates leaving their organization, which is an important and most consistent predictor of actual turnover [24]. While the intention to leave the job has been studied primarily among other nursing populations (e.g., nurses in clinical settings), studies exploring why nursing faculty leave or stay in their job are limited.…”