The purpose of the study was to determine whether participationin major curriculum revision was perceived as a job enriching experience by nurse educators in National League for Nursing accredited baccalaureate nursing programs in the Midwest Alliance in Nursing geographic area. Degree of participation was evaluated in relationship to perceived enrichment. Age and length of service were moderating variables. The Job Diagnostic Survey was the instrument utilized for sampling the perceptions of respondents about job enrichment.FindingsThe first three findings pertain to comparisons between faculty participating in curriculum revision and faculty not participating in curriculum revision, while the final two pertain to amount of participation in curriculum revision.1. Faculty in nursing programs undergoing no major curriculum revision perceived the job as more enriched than faculty undergoing major curriculum revision. However, when age and length of service were controlled, such differences were no longer observed.2. Age was not observed as a significant factor in undergoing major curriculum revision.3. Faculties with shorter mean lengths of service and fewer tenured faculty members were involved in major curriculum revision. 4. Degree of participation in curriculum revision was not found to be correlated with either age or length of service of faculty members. Increases in perceived job enrichment were found to accompany increased participation in curriculum revision. However, when age and length of service were controlled, the relationship disappeared.ConclusionsThe following conclusions were drawn for the population of the study:1. Major curriculum revision is not perceived as a job enriching experience for nursing faculty.2. Age of faculty is not a predictor of degree of involvementin major curriculum revision.3. Faculty with shorter length of service are more likely tobe involved in curriculum revision.4. Age or length of service are not factors in predicting degreeof participation in major curriculum revision.5. Job enrichment does not increase with amount of participation when age and experience are held constant.

The increasing complexity of today's nursing coupled with the growing need for higher numbers of expertly trained nursing staff requires faculty members who are prepared to handle this challenge. Mentoring has been noted as a successful tool for advancing careers, fulfilling role expectations, and providing resources for guidance. With a nursing shortage threatening and a bulge in the population of baby boomers beginning to retire, nurses are in high demand. The purpose of this study was to examine the concept of mentoring in nursing, determine if nursing faculty have been mentored and to ascertain the characteristics of mentoring reported by nursing faculty.The population for the study was nursing faculty from three mid-western schools of nursing. A convenience sample of all nursing faculty who agreed to participate was used. The participants were given a demographic tool and Darling's Measuring Mentoring Potential (MMP) Scale to complete. The MMP consisted of fourteen items that described the most significant characteristics of mentors.The pool consisted of 52 faculty with a response rate of 84.6% (n=44). All of the faculty that completed the questionnaire were mentored. The majority of respondents (n=43) were female ranging in age from 40-59 (84.1%). Fifty percent were Master's prepared nurses and 41% held doctoral degrees. The respondents reported the three highest characteristics of mentoring as Model, Envisioner, and Energizer which is consistent with Darling's research as denoting a significant mentoring relationship.The findings revealed that nursing faculty have been mentored and that these mentoring relationships were significant as defined by Darling. Due to proposedupcoming shortages in nursing staff and nursing faculty, this study was significant to provide data about the mentoring relationship. Nurse administrators can use information about mentoring to structure formal mentoring programs to facilitate transition into faculty roles. The implication of this study is that mentoring can be used to promote growth in new faculty members and provide schools of nursing with adequately prepared new faculty as more experienced professors retire. / School of Nursing

Socialization into the nursing profession is essential for student nurses to develop an internalized professional identity and the corresponding professional role. The espoused professional values are the foundation for the development of professional identity and commitment to the profession. Nurse educators have a responsibility to foster students' learning for the development of the student nurse as a professional. The formation and internalization of a professional identity through acquisition of values that are congruent with those espoused by the profession facilitates professional development.The purpose of this qualitative study was to examine how baccalaureate nursing students were professionally socialized into nursing values in the classroom. Mezirow's transformational learning was used to examine how nursing students came to critically reflect on personal and professional values as part of the process of professional socialization.The context for this study was a university classroom setting. A purposive sample of eight nursing students in a baccalaureate program in the first nursing, non-clinical course was used.The study used interviews, observations, and review of documents which included the informants' journals, course text, course examinations and syllabus. Two one-hour interviews were conducted with the informants at the fifth week of a seven week course and at completion. The instructor was also interviewed following completion of the course. The three classroom observations were conducted every other week to correspond with significant content areas. Journals were collected every other week.The findings suggest that nursing students do not attain the espoused professional values from the formal curriculum or role-modeling of the instructor in a classroom setting. Qualities attributed to the professional values were expressed rather than the values themselves through personal experiences. Content areas which were controversial and value-laden held the most meaning and triggered critical reflection on personal and professional values. Eight subcategories emerged from the data analysis: formal curriculum, perceived personal values, perceived values learned in the classroom, perceived values role-modeled, triggers for critical reflection, hidden curriculum, sense of belonging to the profession, and consequences of professional socialization.This study has implications for nurse educators regarding teaching strategies, nursing education and curriculum development, professions concerned with professional socialization, and adult educators interested in Mezirow's theory. Further study is recommended on aspects of belonging, triggers for critical reflection, and professional values. / Department of Educational Leadership

This study was concerned with the assessment of the andragogical-pedagogical orientation of nurse educators in associate degree, diploma, and baccalaureate schools of nursing. The principal objectives were to obtain valid data about nurse educators' attitudes toward adult education, to determine if the educational orientations of nurse educators differed from the educational orientation of other adult educators, and to determine if the nurse educators' educational orientation was affected significantly by certain background variables. Additionally, the study examined whether continuing education programs were needed to acquaint nurse faculty with theories of adult learning and whether theories of adult learning should be included in the curricula offerings for the preparation of teachers of nursing. The study was a survey of seventy nurse educators from each type of nursing program - associate degree, diplema, and baccalaureate - in Virginia for a total.of 210. The instruments used for data collection were a Supplemental Data Sheet to gather information on fourteen background variables which were thought to affect educational orientation and Hadley's Educational Orientation Questionnaire (EOQ). There were 171 responses of which 155 questionnaires and data sheets were usable. The criterion variable was educational orientat:ion as measured by the Educational Orientation Questionnaire and analyzed as a single mean score. The independent variables were educational background, type of employing institution, level of position, college credits earned in field of adult education, number of years in nursing practice, number of years in nursing education, geographic location of basic.nursing program, current appointment,,subject matter, preparation of syllabus, instructional setting, continuing education courses taught, attitude toward mandatory continuing education for relicensure, and pursuing advanced degree. The data were analyzed by t-test and the FREQUENCIES, ONEWAY and REGRESSION procedures of the Statistical Package for the .Social Sciences (SPSS). The data were presented descriptively and statistically. The most significant finding was that the nurse educators' mean score differed significantly (p≤0.001) from the mean score of other adult educators as reported by Hadley. The finding· indicated that nurse educators, as a group, are pedagogically oriented toward education. Analysis of variance revealed that the nurse educators' educational. orientation was affected significantly at the 0.05 level or better by type of employing institution, current appointment, instructional setting, and subject matter. Regression analysis showed that about 14% of the educational orientation score variance isi predictable using the four variables which showed a relationship to educational orientation. It was recommended that nurse educators adopt an andragogical approach to nursing education rather than pedagogical. In order to accomplish this it was also recommended that theories of adult learning and strategies for implementing those theories be introduced through a vigorous program of workshops and conferences for practicing teachers. Courses in adult education should be included in the curricular offerings for teacher preparation at the graduate level. Recommendations for further study included a comparative study among students, faculty, and administrators' education. orientations: andragogical or pedagogical, and that each faculty study its educational orientation in relation to the stated philosophy and objectives of the school. / Ed. D.

The primary goal of undergraduate nursing programs is to prepare students for nursing practice. Achievement of this goal may be hindered by reliance on the scientific method in nursing education. Nursing practice often requires the ability to make judgments in situations of ambiguity without the benefit of objective data. The ability to rapidly "read" a situation and respond appropriately is critical to safe nursing care. This requires education in the intuitive way of knowing. Intuitive development may be impeded when students are taught to rely on the rational, scientific way of knowing. The end result may be that students are unprepared to meet the demands of nursing practice. Research on intuition in nursing has focused on nursing practice. To date, no study has explored intuition in nursing education. This study provides data on intuition in undergraduate nursing curricula. A descriptive research study was done on faculty members of the National League for Nursing (NLN). An intuition survey was developed and pilot tested on 10 undergraduate nursing faculty. The survey was sent to a random sample of 676 NLN faculty members nationally. A 51% $(N = 330)$ response rate was achieved. The survey included: (a) intuition attitudes, (b) attitudes toward including intuition in the undergraduate nursing curriculum, (c) intuition in the current curricula, (d) practices related to development and teaching of intuition, and (e) preparation for teaching about intuition. The major findings are: (1) Faculty expressed attitudes of value for intuition. (2) Faculty expressed attitudes that support the importance and appropriateness of including intuition but had concerns about including intuition. (3) Intuition is currently included in the undergraduate nursing curriculum on a limited bases. (4) Faculty use many strategies to develop their own intuition and to help students develop intuition. The majority of faculty rate the strategies as effective. (5) A limited number of respondents had preparation to teach about intuition and the majority expressed interest in learning more about intuition. (6) Program type, years in nursing education, and highest degree in nursing made a difference on intuition attitudes.

The purpose of this qualitative study was to explore the RN to BSN student's perceptions about what they need from curricula and the faculty to meet their educational goals. In addition, the study looked at the relationship between student identified needs and those identified by the faculty in regard to the RN to BSN curriculum.Evidence was collected using three focus group interviews with RN to BSN students and three focus group interviews with faculty who teach in RN to BSN programs. The number of participants in faculty focus group totaled 13 while participants in student focus groups totaled 16 participants. Individual follow-up interviews were conducted with participants from five of the six focus groups.A total of 50 concepts and a total of 20 subcategories were identified as significant as a result of the student data analysis. Seven themes emerged from the data analysis: 1) reasons for seeking BSN degrees (personal reasons, job advancement or maintenance, bridge to graduate school); 2) curricular content (nursing research, nursing leadership/management, health assessment, politics, computer technology, and general education); 3) curricular outcomes (professionalism, professional self-esteem, critical thinking); 4) institutional factors (advising and admissions processes, separation from traditional BSN students); 5) teaching methodologies (discussion, sharing, student presentations); 6) adult learning principles (self-direction, choices, peer learning, respect for experience); and 7) accommodations (acknowledgement for multiple roles, convenience, flexibility, credit for previous work, choices, physical environment). / Department of Educational Studies

The two purposes of the study were to investigate and compare job perceptions (satisfaction-dissatisfaction) of two groups of part-time nursing faculty teaching in Indiana associate and baccalaureate nursing programs and to recommend guidelines for increasing job satisfaction of part-time employees. Referent groups in the study included:1. part-time faculty surveyed in 1983 and 19872. administrators of nursing programs surveyed in 1983 and 1988A 12-item questionnaire containing 12 job satisfiers relating to current and restructured positions was used to gather perceptions from referent groups.Findings1. Achievement, autonomy, and responsibility motivators were ranked in that order as the three most important job satisfiers by the combined 1983 and 1987 part-time faculty respondents in current and restructured positions.2. Part-time faculty, 1983, ranked salaries as eighth most important job satisfier in current positions and sixth most important in restructured positions. Part-time faculty, 1987, ranked salaries as eighth most important job satisfier in current positions and third most important in restructured positions. Administrators in 1983 and 1988 ranked salaries as ninth most important job satisfier for part-time faculty in current positions and most important job satisfier in restructured positions.3. Administrators cited budget, most frequently, as the reason they employed part-time faculty. Part-time faculty frequently mentioned inadequate salary as the most dissatisfying facet of part-time teaching.4. Part-time faculty most often listed interaction with students as the most satisfying facet of their teaching.Conclusions1. The job satisfier, salaries, has become more important to job satisfaction for part-time nursing faculty.2. With the exception of salaries, part-time faculty respondents ranked job satisfiers classified as motivators as more important in the restructured positions than job satisfiers classified as maintenance factors.3. Part-time teaching offers qualified nurses an opportunity for job satisfaction due to the many motivators which are inherent in the position. / Department of Educational Leadership

The problem of this study is faculty attrition and role strain reported by faculty members in baccalaureate and higher degree programs in nursing. The purpose of the study is to determine whether variations exist in role strain reported by faculty members and faculty attrition based on institutional size, structure, and complexity, and on official expectations for faculty members. A questionnaire eliciting information regarding faculty attrition was mailed to seventy-five randomly selected administrators of baccalaureate and higher degree programs. Data related to faculty role strain were collected by questionnaires mailed to two hundred fifty randomly-selected faculty members from participating schools. Sixty-three administrative questionnaires and one hundred ninety-five faculty questionnaires were returned in usable form and were included in the analysis of data.

Maintaining high levels of academic integrity in nursing programs is critical to student success and the transition to professional practice. Integrity encompasses the values of trustworthiness and honesty. Nursing faculty need to determine if they are providing students with the resources and communication needed to maintain a culture of integrity. It is important for faculty to determine if students tend to rationalize or neutralize the psychological effects of dishonest behaviors. Finally, it is important to determine methods to eliminate violations of academic integrity in nursing education. The overall design of the dissertation provides three distinct articles designed to stand alone as potential articles for publication. This dissertation is a part of a larger collaborative effort with two other Teachers College Doctoral students. The methods and procedures are the same for all principal investigators. Chapters I through III and Chapter V are all uniquely my own. Chapter IV represents the collaborative effort presented in this dissertation. In a cross-sectional, quantitative study design, McCabe’s Academic Integrity Survey- Modified for Nursing Students (MAIS-MNS), a Knowledge Assessment of Academic Integrity, and a Demographics Questionnaire were completed by 442 pre-licensure nursing students. In the individual portion of this study, the relationships between perceived faculty support of academic integrity policies; perceived faculty response to cheating; neutralization; and age are examined to determine if relationships exist between the variables. Additionally, in the collaborative chapter, the variables of severity and perceived faculty support of academic integrity policies were compared to the willingness to report peer violations and program-wide strategies to improve a culture of integrity. Data were analyzed using IBM SPSS Statistics version 27 (IBM Inc., Armonk, NY, USA). Results indicated students who have higher perceived faculty support of academic integrity policies are less likely to rationalize academically dishonest behaviors. It was also found that younger students were more likely to rationalize dishonest behaviors. It is also important to consider from which source students are receiving academic integrity information. Course syllabi, first-year orientation, program counselors, faculty, deans and other administrators, and other students were all found to be significant predictors related to student perception of faculty support of academic integrity policies. Students who have higher perceptions of severity scores and higher perceptions of faculty support of academic integrity policies scores were found to be more willing to report peers. Additionally, having program-wide interventions, such as an honor code, could help strengthen the overall culture of integrity. Frequent communication and consistent academic integrity policies are vital for faculty to maintain throughout nursing programs Faculty should remain vigilant to changing trends in how students violate academic integrity violations and provide consistent messages.

This investigation concerned the effect of nurse educator/nursing student learning style match on the latter's problem solving ability. Problem solving ability was defined as the processes of finding facts, problems, ideas, solutions and their acceptance in other than past experience, tradition and habit. The underlying conceptual framework was Kolb's holistic model of experiential learning which combines experience, perception, cognition and behavior. The model has vertical and horizontal axes resulting in four quadrants or kinds of learners: diverger, assimilator, converger and accommodator. Instruments used were Kolb's Learning Style Inventory and Gover's Nursing Performance Simulation Instrument.