Nursing Faculty Shortages

176 Pages·2015·1.3 MB·English

Eastern Michigan University
DigitalCommons@EMU
Master's Theses, and Doctoral Dissertations, and
Master's Theses and Doctoral Dissertations
Graduate Capstone Projects
2-12-2015
Nursing faculty shortages: Perspectives from deans
and directors of BSN programs
Diane Porretta Fox
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Recommended Citation
Fox, Diane Porretta, "Nursing faculty shortages: Perspectives from deans and directors of BSN programs" (2015).Master's Theses and
Doctoral Dissertations. 605.
http://commons.emich.edu/theses/605
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Nursing Faculty Shortages:
Perspectives from Deans and Directors of BSN Programs

by

Diane Porretta Fox

Submitted to the Department of Leadership and Counseling

Eastern Michigan University

In partial fulfillment of the requirements for the degree of

DOCTOR OF EDUCATION

Ronald Williamson, Ed.D., Chair

Committee Members

Jaclynn C. Tracy, Ph.D.
Deborah deLaski-Smith, Ph.D.
Theresa Saunders, Ph.D.

February 12, 2015

Ypsilanti, Michigan
Dedication

This manuscript is dedicated to my youngest brother, Frederick Bruce Porretta, always
sensitive and caring, who asked me to complete “this doctor paper” while we spent our last
days together. This investigation process continued afterwards with fond memories and life
lessons.

ii
Acknowledgements
This study was made possible by the deans and directors who graciously granted
interviews. My deepest gratitude is extended to Dr. Ronald Williamson, my chairperson. Dr.
Williamson’s support and interest was essential in this arduous learning process. Posthumous
thanks to Dr. Charles “Chuck” Achilles for his discussions regarding education and for his
wisdom. You are missed, Dr. Achilles. I also thank my committee members, Dr. Jaclynn
Tracy, Dr. Deborah deLaski-Smith, and Dr. Theresa Saunders. Also, thank you, Norma, for
your hard work editing and your consultations, providing encouragement always.
I thank my husband, Robert, who was always by my side, ready to encourage me with
love and support. He knows and understands my passion for wisdom gained through
knowledge. He has been my unfaltering supporter who made this manuscript possible.
Thanks to Stuart, Jackson, Brady, Naomi, Phoebe, and Micah for providing the smiles
and joy essential from these wee ones to this researcher. Thanks to your parents, Jesse,
Patrick, and Melissa, for their remarkable jobs of parenting in today’s world. Jesse and
Patrick, you are still my best accomplishments in life.
Last, I extend my thanks and understanding to the nurse faculty for their dedication to
educating the future BSN registered nurses. Educators are a rare breed in all professions, with
their passion and concern for the next generation of professionals.

iii
Abstract
This study examined the shortage of nurse faculty in one Midwestern state. The
purpose of the study was to identify facilitators and barriers to recruiting and retaining nurse
faculty. Case studies were conducted, with the primary data source being semi-structured
interviews with deans and directors of six nursing programs that offer the Bachelor of
Science in Nursing (BSN) degree. The interviews and a review of institutional artifacts
informed the study.
Rich, descriptive data gathered in this study revealed strategies employed by deans
and directors, as they struggled to recruit and retain faculty at a time of burgeoning demand
for the education of nurses. The single most important barrier was the lack of nurse faculty
holding doctorate degrees that would make them eligible for promotion and tenure in their
institution. The lower nurse faculty salaries when compared to clinical nursing salaries were
identified as a significant barrier to recruitment of faculty. As identified by the deans and
directors, factors that facilitate recruiting and retention of nurse educators included the
presence of supportive administrators and research agendas anchored in collaborative
relationships with a local healthcare system.
The study affirmed prior research regarding the complexity of the issue and the need
to identify successful practices, which will provide a long-term solution to the shortage of
nurse faculty. The findings of this study provided guidance for deans and directors, as they
work within their institution, to acquire the resources, including administrative support, for a
comprehensive plan to address this shortage.

iv
TABLE OF CONTENTS
Dedication ................................................................................................................................. ii
Acknowledgements .................................................................................................................. iii
Abstract .................................................................................................................................... iv
List of Tables ......................................................................................................................... viii
Chapter 1-Introduction and Background .................................................................................. 1
Statement of the Problem ...................................................................................................... 2
Purpose of the Study ............................................................................................................. 3
Justification and Significance of the Study ........................................................................... 4
Limitations ............................................................................................................................ 5
Delimitations ......................................................................................................................... 5
Research Design.................................................................................................................... 6
Guiding Questions ................................................................................................................ 7
Interview Protocol ................................................................................................................. 8
Research Traditions in Educational Research ....................................................................... 8
Summary ............................................................................................................................... 9
Chapter 2- Literature Review and Conceptual Framework .................................................... 10
Conceptual framework ........................................................................................................ 11
The Current Nurse Faculty Shortage .................................................................................. 13
Reflective Practice and Leadership ..................................................................................... 19
v
Summary of the Literature Review and Conceptual Framework ....................................... 21
Chapter 3-Research Methods .................................................................................................. 23
Data Sources ....................................................................................................................... 24
Research Methods ............................................................................................................... 26
Data Collection ................................................................................................................... 28
Data Analysis ...................................................................................................................... 29
Validity and Reliability ....................................................................................................... 32
The Case Analysis............................................................................................................... 33
Summary ............................................................................................................................. 34
Chapter 4-Presentation of Findings ........................................................................................ 35
Context for the Study .......................................................................................................... 36
Deans’ and Directors’ Characteristics ................................................................................ 37
Universities and Colleges ................................................................................................... 38
Deans and Directors ............................................................................................................ 40
Methods and Strategies to Address the Nurse Faculty Shortage ........................................ 50
Barriers to Improving the Nurse Faculty Shortage ............................................................. 60
Summary of Barriers to Hiring and Retention of Nursing Education Faculty ................... 71
Facilitators for Improving the Nurse Faculty Shortage ...................................................... 72
Summary of Facilitators for Improving the Nurse Faculty Shortage ................................. 75
Perceptions of Nurse Faculty Shortage ............................................................................... 98
vi
Conclusion ........................................................................................................................ 107
Chapter 5-Findings, Conclusions, Implications, and Recommendations ............................. 110
Findings............................................................................................................................. 111
Implications for Nursing Education Programs ................................................................. 123
Implications for Leaders ................................................................................................... 128
Recommendations for Further Research ........................................................................... 133
Conclusion ........................................................................................................................ 134
References ............................................................................................................................. 136
Appendices ............................................................................................................................ 152
Appendix A: Open Ended Guiding Questions-A Semi-structured Interview Guide ........ 153
Appendix B: Critical Incident Record .............................................................................. 154
Appendix C: Follow-up Invitation Letter ......................................................................... 155
Appendix D: Written Consent to Participate in a Dissertation Research. ....................... 156
Appendix E: Follow-up Email .......................................................................................... 158
Appendix F: Participants’ Demographic Profile............................................................... 159
Appendix G: Uniform Checklist for Gathering Nursing Program/University Information*
........................................................................................................................................... 160
Appendix H: Eastern Michigan UHSRC Approval .......................................................... 161
Appendix I: Carnegie Classifications. Table 2 ................................................................. 163
Appendix J: BSN Nursing Student Admissions: Size and Selection ................................ 166
vii
List of Tables

Table Page
1 Participants: Deans and Directors of Nursing.............................................. 37
2 Appendix I: Participants: Carnegie Classifications...................................... 162

viii
Chapter 1-Introduction and Background
This study investigated the faculty shortage in select baccalaureate degree pre-
licensure BSN university programs using interviews of educational leaders in nursing
education (deans and directors) as the primary data source. As a nurse educator and recent
interim nursing director at a college, my awareness of the need and challenge for recruitment
and retention of faculty has been heightened. I am struck by the impact this faculty shortage
has on the future of educating new registered nurses, which in turn will affect our healthcare
industry and our society. Each year, more than 79,600 qualified applicants for nursing
schools are turned away from nursing education colleges and universities because of the lack
of nurse educators (American Association of Colleges of Nursing, Special Survey on Vacant
Faculty Positions, October 2013). A 2012 annual survey of U.S. nursing schools reported
that 64% of qualified applicants were not admitted into baccalaureate of science in nursing
pre-licensure programs in Fall semester 2011 (National League for Nursing (NLN) 2012;
Annual Survey of Schools of Nursing, Fall 2011).
Understanding how deans and directors in schools of nursing are contending with the
nurse faculty shortage was an important outcome of this study. Learning about the
experiences of nurse education leaders will define the current state of their efforts to alleviate
the nurse faculty shortage in colleges and universities. Deans and directors were invited to
describe their challenges and opportunities regarding the nurse faculty shortage. The updated
National League for Nursing (2012) NLN research priorities in nursing education for 2012-
2015 include building capacity as one of the indicators of nursing education program leaders’
success in the area of faculty growth and development. Brady (2010) recognized that deans
and directors influence and determine the culture and health of the work environment of the