Part-time nurse faculty play an important role in the production and quality of the nursing workforce. However, the shortage of nurse faculty exacerbates current shortages of nurses. In Canada, the shortage is predicted to reach 60,000 full-time equivalent RNs by 2022. Therefore, retaining qualified part-time nurse faculty in academia is a key component in managing the shortage problem. 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. Cross-sectional survey methods were employed. A total of 282 part-time nurse faculty employed within Ontario, Canada colleges or universities were invited to participate. Survey instruments and items measured demographic, workplace, nurse responses to the workplace, and external variables. Correlation and multiple regression analyses were conducted using data from 119 participants (47.6% true 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.

Part-time nurse faculty play an important role in the production and quality of the nursing workforce. However, the shortage of nurse faculty exacerbates current shortages of nurses. In Canada, the shortage is predicted to reach 60,000 full-time equivalent RNs by 2022. Therefore, retaining qualified part-time nurse faculty in academia is a key component in managing the shortage problem. 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. Cross-sectional survey methods were employed. A total of 282 part-time nurse faculty employed within Ontario, Canada colleges or universities were invited to participate. Survey instruments and items measured demographic, workplace, nurse responses to the workplace, and external variables. Correlation and multiple regression analyses were conducted using data from 119 participants (47.6% true 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.

p. 1 - 147 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-01-31T18:33:30Z No. of bitstreams: 1 333333.pdf: 1169536 bytes, checksum: 7cda8ea9e3a2a3a071acad53ca1f3e6d (MD5) / Approved for entry into archive by Fatima Cleômenis Botelho Maria (botelho@ufba.br) on 2013-02-04T14:29:59Z (GMT) No. of bitstreams: 1 333333.pdf: 1169536 bytes, checksum: 7cda8ea9e3a2a3a071acad53ca1f3e6d (MD5) / Made available in DSpace on 2013-02-04T14:29:59Z (GMT). No. of bitstreams: 1 333333.pdf: 1169536 bytes, checksum: 7cda8ea9e3a2a3a071acad53ca1f3e6d (MD5) Previous issue date: 2007 / Neste estudo, foram examinadas as relações entre comprometimento organizacional, percepção das práticas de gestão de pessoas, e a intenção de permanência na organização de empregados que trabalham em uma unidade petroquímica localizada no Complexo Petroquímico de Camaçari – Bahia. O estudo empírico foi realizado através de questionário estruturado com base no modelo multidimensional de comprometimento organizacional de Meyer e Allen, no modelo de gestão de pessoas, preconizado por Rousseau e Arthur, operacionalizado através da escala validada por Grangeiro na realidade baiana, e na escala de intenções comportamentais e de comprometimento organizacional (EICCO) desenvolvida por Menezes. Através das análises estatísticas de cunho descritivo, correlacional, testes de diferença de médias, análises de regressões múltiplas entre as variáveis centrais da pesquisa e as variáveis de caracterização pessoal e funcional foram analisadas as percepções dos respondentes em relação às práticas de gestão de pessoas, o comprometimento organizacional em suas bases afetiva, instrumental e normativa, bem como a intenção de permanência dos mesmos na organização, correlacionando-os entre si e com as variáveis de caracterização pessoal e funcional. Os resultados revelaram que existe uma relação significativa entre os três construtos investigados. Foram encontradas evidências da importância das práticas de gestão de pessoas e do comprometimento organizacional de base normativa como preditores da intenção de permanência / Salvador