Men in Nursing Academia

Abstract

Background: Currently, there is a shortage of males holding faculty positions in schools of nursing. Minimal research has been conducted to address the shortage of male faculty. Purpose: The purpose of this study was to identify factors related to recruitment and retention of men in the faculty role. Methods: In this multisite descriptive design, 242 male faculty completed the electronic Nurse Educator Recruitment and Retention Survey. Results: Top strategies regarding attraction to the role were opportunity to work with students and to help shape the nursing profession, and nurse faculty role modeling. Top recruitment strategies were increased salaries, employee benefits, having discussions with students, and flexibility in working hours. Retention strategies reported were a positive work environment and support from administration. Conclusion:The factors identified from this study are essential for the recruitment and retention of men in faculty roles.

Addressing the Shortage of Academic Nurse Educators: Recommendations for Educational Institutions Based on Nominal Group Technique Research

“…There is a significant salary gap between clinical practice and the academic environment, with faculty wages approximately 75 percent less than clinical practice wages (NACNEP, 2021). The lack of competitive salaries is a sizable barrier to the recruitment and retention of ANEs (Evans, 2018; Hand & Reid, 2022; Moss et al, 2022). As in clinical practice, experience among ANEs needs to be valued, with a differential salary structure devised to maintain morale, retain senior faculty, and attract qualified candidates (Jarosinski et al, 2021).…”

“…As in clinical practice, experience among ANEs needs to be valued, with a differential salary structure devised to maintain morale, retain senior faculty, and attract qualified candidates (Jarosinski et al, 2021). In addition, educational institutions should maintain or increase flexible working hours and flexible assignments, including remote work, viewing them as a benefit to ANEs by helping them achieve a work-life balance (Hand & Reid, 2022; Miner, 2019).…”

“…Of the 25 participants, 23 (92%) were female, and all were from private or publicly funded community colleges and universities, with teaching experience ranging from 5 to 45 years. This convenience sample was overwhelmingly female, aligning with the national composition of the nurse faculty workforce; males comprised 7 percent of ANEs in 2022 (Hand & Reid, 2022).…”

“…These salary disparities have lacked attention, and efforts to lessen them should be a priority. Better wages and benefits and more flexible work hours are measures used to recruit nursing faculty and especially to attract male faculty (Byrne et al, 2022; Hand & Reid, 2022). Compensation disparities lead to low job satisfaction (Jarosinski et al, 2022) and can be a barrier to retaining faculty (Evans, 2018).…”

“…Resolution of the multifaceted issues contributing to the nurse and nurse educator shortage requires analysis from the perspectives of professional associations, health care organizations, policymakers, and public and business sectors, including educational institutions (Bakewell-Sachs et al, 2022; Boamah et al, 2021; Byrne et al, 2022; Gazza, 2019; Hand & Reid, 2022; Jarosinski et al, 2022; McNelis et al, 2019; McPherson, 2019; Rosseter, 2022). The purpose of this qualitative study is to explore the reasons that drive the shortage of academic nurse educators (ANEs) and determine how nursing educational institutions can mitigate and strategically resolve the crisis.…”