背景:2022年5月,美国学术物理治疗委员会在全国范围内的入门级物理治疗博士(DPT)计划中宣布了“全国范围内的教师短缺”。随着物理治疗师教育项目的数量不断增加,对教师短缺的担忧增加。
方法:关于教师留在入门级DPT课程的原因的研究是有限的。由于全国范围内的教师短缺以及DPT计划在全国范围内的持续增长,有必要对教师保留进行更多调查。
方法:240名参与者回答了定量调查。10名项目主管(PD)和10名教职员工(FM)通过Zoom完成了定性采访。
方法:这种混合方法设计包括对264个认可的DPT计划进行定量调查,然后进行20次定性在线访谈。多元回归完成数据分析,并使用现象学方法来探索对工作满意度和组织对留下意图的承诺的看法。
结果:分析中纳入了136名受试者(平均年龄=50.04±9.54岁;男性=63,女性=173;PD=55,FM=180)。多元回归模型显著预测了所有参与者的逗留意向,F(9,211)=12.43,P<.001;调整R2=.32。对组织的承诺是留下意图的最大预测因素,β=0.61,t(0.622)=5.05,P<.01。从定性分析中得出了三个主题和六个子主题,领导力的影响,做出承诺,和Covid危机。
结论:鼓励领导层关注结构性因素,例如努力将FMs建立为部门团队的一部分,允许教学角色的自主性和灵活性,通过沟通建立透明度和开放性,并且专注于现实和公平的工作量可能会增加教师留在入门级DPT计划中的意图。
BACKGROUND: In May 2022, the American Council of Academic Physical Therapy announced a \"nationwide shortage of faculty\" in entry-level Doctor of Physical Therapy (DPT) programs across the country. As the number of physical therapist education programs continue to grow, concerns with faculty shortages increase.
METHODS: Research on reasons faculty stay in entry-level DPT programs is limited. With a nation-wide shortage of faculty and the continued growth of DPT programs across the country, more investigation into faculty retention is warranted.
METHODS: Two hundred forty-four participants responded to the quantitative survey. Ten program directors (PD) and 10 faculty members (FM) completed a qualitative interview through Zoom.
METHODS: This mixed-methods design included a quantitative survey across 264 accredited DPT programs followed by 20 qualitative online interviews. Multiple regression was completed for the data analysis, and a phenomenological approach was used to explore perceptions of job satisfaction and organizational commitment on intent to stay.
RESULTS: Two hundred thirty-six subjects (mean age = 50.04 ± 9.54 years; males = 63, females = 173; PD = 55, FM = 180) were included in the analysis. The multiple regression model significantly predicted intent to stay for all participants, F(9,211) = 12.43, P < .001; adj R2 = .32. Commitment to the organization was the greatest predictor of intent to stay, β = 0.61, t(0.622) = 5.05, P < .01. Three themes with 6 subthemes emerged from the qualitative analysis, the impact of leadership, making a commitment, and the Covid crisis.
CONCLUSIONS: Encouraging leadership to focus on structural factors such as striving to establish FMs as part of the departmental team, allowing autonomy and flexibility in the teaching role, building transparency and openness with communication, and focusing on realistic and equitable workloads could potentially increase intent to stay for faculty in entry-level DPT programs.