Predictors of Nursing Faculty's Job Satisfaction and Intent to Stay in Academe

Derby-Davis, Marcia

doi:10.1016/j.profnurs.2013.04.001

Cited by 69 publications

(45 citation statements)

References 9 publications

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“…Part-time nurse faculty may be intrinsically motivated and seek enjoyment, interest, self-expression, satisfaction of curiosity, or personal challenge in their work [63]. Some work has been done in this area [64].…”

Section: Discussionmentioning

confidence: 99%

Part-Time Nurse Faculty Intent to Remain Employed in Academia: A Cross-Sectional Study

Ferron¹,

Tourangeau²

2017

OJN

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The purpose of this study was to test and refine a model of part-time nurse faculty intent to remain employed in the academic organization. Crosssectional survey methods were used. A total of 282 part-time nurse faculty working in colleges or universities in Ontario, Canada were invited to participate. Survey instruments and items measured demographic, workplace, nurse responses to the workplace, and external variables. Correlation, multiple regression, and mediation analyses were conducted using data from 119 participants (47.6% response rate). Of the 19 variables hypothesized to affect intent to remain employed in the academic organization, seven influenced intent to remain. The resulting model indicated that the older the part-time nurse faculty member, the lower the level of intent to remain and the more years worked in the organization, the higher the level of intent to remain. The more opportunities perceived to exist outside of the employing organization, the higher the level of intent to remain. Additionally, the more satisfied part-time nurse faculty were with their job overall, the higher their level of intent to remain. In the workplace, the more support from the leader, the more formal or informal recognition received, and the more fair work procedures were perceived to be, the higher levels of part-time nurse faculty intent to remain employed in the academic organization, mediated by job satisfaction. Although age, organizational tenure, and external career opportunities are non-modifiable variables, deans and directors can encourage part-time nurse faculty to remain employed in their academic job by focusing on enhancing overall job satisfaction. Effective strategies may include formal or informal acknowledgement of good performance, consistent verbal and behavioural support, and implementation of procedural practices, such as performance evaluations and pay raises in a fair manner.

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Section: Discussionmentioning

confidence: 99%

Part-Time Nurse Faculty Intent to Remain Employed in Academia: A Cross-Sectional Study

Ferron¹,

Tourangeau²

2017

OJN

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“…Job satisfaction is a highly subjective phenomenon and is therefore complex and multifaceted (Hayes, Bonner, & Pryor, ; Liu, Aungsuroch, & Yunibhand, ). A growing body of evidence links several factors to nurses’ job satisfaction in different working settings and different countries (Derby‐Davis, ; LaMarche & Tullai‐McGuinness, ; Thomas, ).…”

Section: Introductionmentioning

confidence: 99%

“…Job satisfaction is a highly subjective phenomenon and is therefore complex and multifaceted (Hayes, Bonner, & Pryor, 2010;Liu, Aungsuroch, & Yunibhand, 2016). A growing body of evidence links several factors to nurses' job satisfaction in different working settings and different countries (Derby-Davis, 2014;LaMarche & Tullai-McGuinness, 2009;Thomas, 2015). Previous reviews found that there are differences between factors affecting nurses' job satisfaction depending on clinical settings (Utriainen & KyngÄS, 2009).…”

Section: Introductionmentioning

confidence: 99%

Factors affecting nurses' job satisfaction in rural and urban acute care settings: A PRISMA systematic review

Yasin

Kerr

Wong

et al. 2019

Journal of Advanced Nursing

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Aims This review aimed to systematically assess the findings of primary studies to identify the factors associated with nurse job satisfaction in rural and urban contexts while analysing the findings according to Herzberg's theory. Background While there is evidence linking several factors to nurses' job satisfaction, gaps still exist in understanding the differences between factors affecting job satisfaction for nurses working in rural and urban settings. Design Systematic review with narrative summary. Data sources Six databases were used to identify original studies that discuss the factors associated with the nurse's job satisfaction between 1998–2018. Review methods Two authors independently reviewed each study using the Joanna Briggs Institute's critical appraisal checklists. We used the Preferred Reporting Items for Systematic Reviews and Meta‐Analyses statement to report and examine the study biases systematically. Results A total of 38 studies were selected for this review. Physical working environment and authority and freedom were the most frequently reported factors associated with nurses’ job satisfaction. Several extrinsic, intrinsic, personal, and community factors were also found to be associated with nurses’ job satisfaction. Urban studies tended to focus on extrinsic factors, whereas there was more balance between the two sets of factors in rural studies. Conclusion Both intrinsic and extrinsic factors play an essential role in nurses’ job satisfaction. Future research should use more robust research methods and pay more attention to contrasting rural and urban contexts. Herzberg's theory can provide conceptual clarity when investigating the factors associated with nurses’ job satisfaction. Impact This review discussed the factors associated with nurses’ job satisfaction in rural and urban settings. The findings linked several extrinsic and intrinsic factors to nurses’ job satisfaction. Nursing management should search for the perfect blend of intrinsic and extrinsic factors based on nurses’ needs and organizational commitment to improve nurses’ job satisfaction.

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“…The survey included two research instruments: the modified Nurse Educators’ Intent to Stay in Academe Scale developed by Derby‐Davis 13 and a modified Adjunct Faculty Survey developed by Hoyt 14 . The Nurse Educators’ Intent to Stay in Academe Scale consists of a 13‐item questionnaire using a four‐point Likert scale.…”

Section: Methodsmentioning

confidence: 99%

“…The Nurse Educators’ Intent to Stay in Academe Scale developed by Derby‐Davis was validated with a Cronbach's alpha of 0.898 13 . For face and content validity, Derby‐Davis used a panel of four expert nurse educators who reviewed the instrument for clarity.…”

Section: Methodsmentioning

confidence: 99%

Factors Affecting Part‐Time Dental Hygiene Faculty Members’ Intent to Stay in Education

Hodgkins¹,

Boyd²,

Vineyard³

et al. 2020

Journal of Dental Education

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The need for more dental hygiene educators has led to the increased practice of hiring part‐time faculty members; however, there is little literature on their job satisfaction or intent to stay in education. The aim of this study was to explore demographic and job satisfaction variables that may predict part‐time dental hygiene faculty members’ intent to stay in education within the framework of Herzberg's motivation‐hygiene theory. A cross‐sectional, correlational survey was conducted with a national convenience sample of part‐time dental hygiene faculty members (n = 177). The survey was a combination of two validated survey instruments (modified Nurse Educators’ Intent to Stay in Academe Scale and modified Adjunct Faculty Survey). The completion rate was 87%. Overall, the study found a significantly positive correlation between job satisfaction and intent to stay (ρ[177] = 0.48; p<0.001). Other significant findings were that both average annual salary (p = 0.005) and being approached as an undergraduate (p = 0.004) had an effect on intent to stay. Personal growth (p<0.001), the job satisfaction subscale (p<0.001), and work preference (p = 0.03) had the most predictive influence on intent to stay. Job satisfaction was a strong predictor of intent to stay, which is consistent with Herzberg's motivation‐hygiene theory. Addressing the needs of part‐time dental hygiene faculty members by increasing job satisfaction variables may aid in the recruitment and retention of these educators.

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Predictors of Nursing Faculty's Job Satisfaction and Intent to Stay in Academe

Cited by 69 publications

References 9 publications

Part-Time Nurse Faculty Intent to Remain Employed in Academia: A Cross-Sectional Study

Part-Time Nurse Faculty Intent to Remain Employed in Academia: A Cross-Sectional Study

Factors affecting nurses' job satisfaction in rural and urban acute care settings: A PRISMA systematic review

Factors Affecting Part‐Time Dental Hygiene Faculty Members’ Intent to Stay in Education

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