PDF(Pubmed)
Abstract：
BACKGROUND: The nursing shortage is driven, in part, by the critical shortage of nursing faculty. Consequently, qualified potential nursing students are being turned away from nursing schools each year. The preeminent issue influencing the United States nurse faculty workforce shortage is salary; financial compensation is higher in clinical and private-sector settings than educational settings. The purpose of this study is to describe current full-time nurse faculty salary, sources of income, and perceived need for more income, as well as the feasibility and acceptability of research focused on full-time nurse faculty salaries, so to guide future nursing faculty workforce research.
METHODS: Using a cross-sectional study design, full-time nursing faculty working in a Midwestern state in the United States completed a survey inclusive of fixed choice and free text response options focused on income (individual gross, faculty, and secondary), demographics, and feasibility/acceptability of the survey instrument. Descriptive statistics were used to describe salary, sources of income, and perceived need for additional income. Feasibility and acceptability were evaluated by descriptive statistics examining three feasibility and acceptability questions, and by comparing demographic differences between participants who answered income questions compared to those who did not using t tests, x2 tests, and Wilcoxon signed rank tests.
RESULTS: One hundred and eighty-three full-time nurse faculty completed the survey in six weeks, representing 27% of the full-time nurse faculty workforce in the state. Over half of participants, 57%, reported having another job(s) in addition to their full-time faculty position to support basic living expenses. Most respondents reported willingness to share financial/salary data and viewed the survey to be acceptable.
CONCLUSIONS: Research focused on nursing faculty salaries was feasible and acceptable to those who chose to participate in the study. Perceived income needs may be an important factor driving career decisions for nursing faculty. Future research should focus on delineating how salary influences the decision to enter or stay in the nursing faculty workforce. Further, this study can inform policy recommendations on how to best measure and report nurse faculty salary and the gap between clinical salaries and faculty salaries.
METHODS: Using a cross-sectional study design, full-time nursing faculty working in a Midwestern state in the United States completed a survey inclusive of fixed choice and free text response options focused on income (individual gross, faculty, and secondary), demographics, and feasibility/acceptability of the survey instrument. Descriptive statistics were used to describe salary, sources of income, and perceived need for additional income. Feasibility and acceptability were evaluated by descriptive statistics examining three feasibility and acceptability questions, and by comparing demographic differences between participants who answered income questions compared to those who did not using t tests, x2 tests, and Wilcoxon signed rank tests.
RESULTS: One hundred and eighty-three full-time nurse faculty completed the survey in six weeks, representing 27% of the full-time nurse faculty workforce in the state. Over half of participants, 57%, reported having another job(s) in addition to their full-time faculty position to support basic living expenses. Most respondents reported willingness to share financial/salary data and viewed the survey to be acceptable.
CONCLUSIONS: Research focused on nursing faculty salaries was feasible and acceptable to those who chose to participate in the study. Perceived income needs may be an important factor driving career decisions for nursing faculty. Future research should focus on delineating how salary influences the decision to enter or stay in the nursing faculty workforce. Further, this study can inform policy recommendations on how to best measure and report nurse faculty salary and the gap between clinical salaries and faculty salaries.
摘要：
背景：护理短缺是由驱动的，在某种程度上,护理教师的严重短缺。因此,合格的潜在护理学生每年都会被护理学校拒之门外。影响美国护士教师劳动力短缺的主要问题是工资；在临床和私营部门环境中，经济补偿高于教育环境。这项研究的目的是描述目前全职护士教师的工资，收入来源,以及对更多收入的感知需求，以及专注于全职护士教师工资的研究的可行性和可接受性，从而指导未来护理教师队伍的研究。
方法：使用横断面研究设计，在美国中西部州工作的全职护理教师完成了一项调查，其中包括固定选择和自由文本响应选项，重点是收入（个人总收入，教员,和次要)，人口统计，以及测量仪器的可行性/可接受性。描述性统计数据被用来描述工资，收入来源,以及对额外收入的感知需求。可行性和可接受性通过描述性统计评估三个可行性和可接受性问题，通过比较回答收入问题的参与者与没有使用t检验的参与者之间的人口统计学差异，x2测试，和Wilcoxon签署等级测试.
结果：一百八十三名全职护士教师在六周内完成了调查，占该州全职护士队伍的27%。超过一半的参与者，57%,报告有另一份工作（S），除了他们的全职教师职位，以支持基本生活费用。大多数受访者表示愿意分享财务/工资数据，并认为调查是可以接受的。
结论：专注于护理教师工资的研究对于那些选择参与研究的人来说是可行的和可接受的。感知收入需求可能是推动护理教师职业决策的重要因素。未来的研究应该集中在描述工资如何影响进入或留在护理教师队伍的决定。Further,这项研究可以为如何最好地衡量和报告护士教师的工资以及临床工资和教师工资之间的差距提供政策建议。
方法：使用横断面研究设计，在美国中西部州工作的全职护理教师完成了一项调查，其中包括固定选择和自由文本响应选项，重点是收入（个人总收入，教员,和次要)，人口统计，以及测量仪器的可行性/可接受性。描述性统计数据被用来描述工资，收入来源,以及对额外收入的感知需求。可行性和可接受性通过描述性统计评估三个可行性和可接受性问题，通过比较回答收入问题的参与者与没有使用t检验的参与者之间的人口统计学差异，x2测试，和Wilcoxon签署等级测试.
结果：一百八十三名全职护士教师在六周内完成了调查，占该州全职护士队伍的27%。超过一半的参与者，57%,报告有另一份工作（S），除了他们的全职教师职位，以支持基本生活费用。大多数受访者表示愿意分享财务/工资数据，并认为调查是可以接受的。
结论：专注于护理教师工资的研究对于那些选择参与研究的人来说是可行的和可接受的。感知收入需求可能是推动护理教师职业决策的重要因素。未来的研究应该集中在描述工资如何影响进入或留在护理教师队伍的决定。Further,这项研究可以为如何最好地衡量和报告护士教师的工资以及临床工资和教师工资之间的差距提供政策建议。
