Timely student completion of undergraduate nursing programs in order to produce practicing registered nurses (RNs) is of concern to students, faculty, governments, employers, and health care consumers across Canada. The shortage of health care professionals in Saskatchewan, particularly in nursing, is an immediate and growing concern. The average age of RNs in Saskatchewan is 44.9 years (CIHI, 2003). With the inevitability of retirement of many RNs, recruitment and retention of new nurses is critical to the quality of health care in this province. The looming shortage creates a further challenge for key stakeholders in academia, government, and health regions who hold a vested interest in the retention of nurses educated in Saskatchewan. Currently, little is known about the impact of barriers to timely completion of students in the Nursing Education Program of Saskatchewan (NEPS). Considering the aging nursing workforce, frequent, substantial numbers of nursing graduates are important to meet the demand for health human resources in the province of Saskatchewan (SRNA, 2004). <p>The purpose of this research was to conduct a secondary analysis of the NEPS Database including exit surveys completed by 363 graduates over a three-year period, 2002-2003; 2003-2004; 2004-2005. Group membership was determined by splitting data between graduates who had taken four academic years (September to April) or less to complete the program (timely completers) and those who took longer than four academic years (delayed completers). Objectives were to examine the differences between the two aforementioned groups in terms of the following variables: employment hours, financial burden, student loan status, dollar amount of bursaries awarded during the NEPS, primary responsibility the year prior to the NEPS, significant life changes during the NEPS, Aboriginal ancestry and core course averages. <p>Results show that 86% of females in the study group completed the NEPS in a timely manner compared with 58% of their male counterparts. There was a trend of higher employment hours per week in every year of the NEPS for delayed completers. However, this difference approached statistical significance only for students in year one, t (360) = 1.81, p < .07. Fifty percent of delayed completers had three or more significant life changes during the NEPS. Seventy-five percent of timely completers had two or fewer significant life changes. Students require various forms of support to ensure timely completion of the NEPS. It is anticipated that results of this research will inform policy decisions to facilitate timely completion of the NEPS.

Timely student completion of undergraduate nursing programs in order to produce practicing registered nurses (RNs) is of concern to students, faculty, governments, employers, and health care consumers across Canada. The shortage of health care professionals in Saskatchewan, particularly in nursing, is an immediate and growing concern. The average age of RNs in Saskatchewan is 44.9 years (CIHI, 2003). With the inevitability of retirement of many RNs, recruitment and retention of new nurses is critical to the quality of health care in this province. The looming shortage creates a further challenge for key stakeholders in academia, government, and health regions who hold a vested interest in the retention of nurses educated in Saskatchewan. Currently, little is known about the impact of barriers to timely completion of students in the Nursing Education Program of Saskatchewan (NEPS). Considering the aging nursing workforce, frequent, substantial numbers of nursing graduates are important to meet the demand for health human resources in the province of Saskatchewan (SRNA, 2004). <p>The purpose of this research was to conduct a secondary analysis of the NEPS Database including exit surveys completed by 363 graduates over a three-year period, 2002-2003; 2003-2004; 2004-2005. Group membership was determined by splitting data between graduates who had taken four academic years (September to April) or less to complete the program (timely completers) and those who took longer than four academic years (delayed completers). Objectives were to examine the differences between the two aforementioned groups in terms of the following variables: employment hours, financial burden, student loan status, dollar amount of bursaries awarded during the NEPS, primary responsibility the year prior to the NEPS, significant life changes during the NEPS, Aboriginal ancestry and core course averages. <p>Results show that 86% of females in the study group completed the NEPS in a timely manner compared with 58% of their male counterparts. There was a trend of higher employment hours per week in every year of the NEPS for delayed completers. However, this difference approached statistical significance only for students in year one, t (360) = 1.81, p < .07. Fifty percent of delayed completers had three or more significant life changes during the NEPS. Seventy-five percent of timely completers had two or fewer significant life changes. Students require various forms of support to ensure timely completion of the NEPS. It is anticipated that results of this research will inform policy decisions to facilitate timely completion of the NEPS.

The purpose of this exploratory qualitative case study is to describe the formation of a graduate enrollment evaluation system (GEES) to capture and explore the perceptions of key stakeholders to critically examine the barriers and benefits of a PhD nursing program at a large, public designated high research institution. As the research suggest, there is a current need for increased enrollment for nurses into nursing doctorate programs to further meet the patient's expanding demand, to expand the science of the nursing profession, and to increase the pipeline of qualified nursing faculty. Without a pipeline of qualified nursing faculty, fewer new nurses can be trained for the nursing workforce that already experiences a critical deficiency in staffing.

There is a nursing faculty shortage at a Mid-Atlantic associate degree nursing program. In response, program administrators have hired adjunct faculty with bachelor of science in nursing degrees (BSNs), hired full-time faculty with master of science in nursing degrees in areas other than education who also are not certified nurse educators, and reduced its minimum requirement for nursing faculty clinical experience. The nursing faculty shortage combined with the resulting gaps in practice are problematic because they may (a) negatively influence the program's ability to produce degreed nurses; (b) increase faculty workload; (c) decrease the quality of student education, which may decrease licensure exam scores; and (d) increase the potential for losing program approval and accreditation. The purpose of this study was to explore the perceptions of BSNs working at the bedside regarding the pursuit of careers as nursing faculty. This purpose was reflected in the 1 overarching and 5 specific research questions developed for this study. The conceptual framework for this generic qualitative study was behavioral intent, a construct based on 4 concepts: planned behavior, self-efficacy, self-determination, and motivation. Snowball sampling was used to recruit 10 BSNs who worked at local hospitals to participate in phone interviews. Data analysis using thematic analysis and the constant comparison method indicated that some BSNs had misconceptions about the roles of nursing faculty and did not feel they were qualified to teach. With insight about barriers to becoming nursing faculty, a nursing faculty champion program was developed. If implemented, the program could initiate social change by increasing the number of BSNs who become nursing faculty, thereby decreasing the nursing faculty shortage and resulting negative outcomes and gaps in practices.

Access to healthcare is needed and wanted by people of all ages and especially by those of the older population. The number of people in the 65 years of age and older population is rapidly growing with their needs expected to have a significant impact on the existing healthcare system and healthcare providers. The impact will be critical given the severe shortage of healthcare providers, especially of nurses and the rate of services being more often provided in non-hospital settings. The objectives of the study were to discover the plans of graduating nursing students as they choose their first place of employment, if they have future plans to pursue a nursing advance practice degree, and if they are very happy with their decision to become a nurse. Data for the study were obtained from a questionnaire presented to senior graduating nursing students. The findings were: (a) Most students prefer a hospital setting. (b) Younger students are three times as likely to seek out the hospital, and 1/3 of the students seek out the hospital setting because they were encouraged to become a nurse. (c) About 70% of the students want to work with their friends while 1/3 will seek the hospital worksite, as it is perceived as being the strongest resource in paying back loans. (d) Nearly 87% are considering the nursing advance practice role, and 52% have interest in the nurse practitioner role. The majority of students identified as very happy with their decision to become a nurse. This study provided insight for schools of nursing as they make curriculum decisions and to businesses as they learn of the preferences and plans of the new emerging nurses.

The purpose of this study was to test a causal analytic model for predictors of course outcomes and a second causal model for predictors of continued participation in post-secondary education. The demographic characteristics were compared for students who continued to participate in post-secondary education and those who did not continue to participate in post-secondary education after completing ALNU 1100 Basics of Patient Care at East Tennessee State University. The two models selected for testing were Henry and Basile’s (1994) “Decision Framework” for students’ decisions to continue participation, and Donaldson and Graham’s (1999) “Model of College Outcomes for Adults”, which focused on student outcomes. A review of recent literature was also conducted to ascertain and further identify additional factors. A descriptive correlational research design was used without any sampling (total population of interest was studied). The student population for this study consisted of all students who had enrolled and completed ALNU 1100 Basics of Patient Care course at East Tennessee State University. Causal models were developed using path analysis based on hierarchical multivariate linear and logistic regression. The factors that influenced student outcomes and continued participation in higher education were examined from the students’ perspectives, and causal models were constructed and presented in diagrammatic, tabular, and narrative form. The main findings were that the causal models in the present study were not the same as either the Donaldson and Graham model or the Henry and Basile model. There were as many similarities as differences, however the similarities were striking in both cases. Results from this study revealed that students, who continued in education, were males with a higher education level than average. There was also a tendency for those with a few children and high household incomes to be associated with continued participation. The most important categorical predictor of continued participation in higher education was the students’ perceptions of deterrents, course attributes, and institutional reputation. The most important categorical predictor of student outcomes was psychological values of the student.

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The U.S. shortage of qualified nursing teachers and researchers is affecting national health care outcomes. Methods such as fast-tracking Baccalaureate nurses into graduate programs and embedding leadership development early into nursing curricula have been proposed to address faculty and research shortages. Early interest in nursing research careers increases likelihood of enrollment in graduate education. One way undergraduate nursing students may develop an interest in research careers is through a mentored apprenticeship with research-active faculty. In this thesis, the author uses an autoethnography methodology to examine the benefits that a mentored research apprenticeship model brought to her undergraduate experience. Her experience incorporated a variety of roles in an adolescent intervention program with Dr. Anne Norris (PI) at the University of Central Florida College of Nursing. Several themes about the experience were defined in the results. Early research exposure that socializes a student to the nursing research world may provide a means for addressing the nursing faculty shortage. This socialization can generate interest in a research career and promote undergraduate students with the essential tools and insights needed to pursue this career pathway. However, findings from this study suggest a student-mentor relationship early in the undergraduate education experience is essential.

Problem: There is a shortage of military certified registered nurse anesthetists (CRNAs). The exodus from military service to civilian careers could be a result of relative deprivation (the discrepancy that one perceives between what one has and what one could or should have). Relative deprivation is a perception of unfairness dependent on feelings (subjective data) as well as facts (objective data). Purpose: The purpose of this study was to measure relative deprivation in active duty military nurse anesthetists, to explore variables which correlate with relative deprivation, and to validate or refute the theory of relative deprivation in active duty military CRNAs. The study was based on research conducted by Crosby who theorized that wanting (a desire for some object or opportunity) and deserving (a feeling of entitlement to an object or opportunity) were the most relevant preconditions leading to relative deprivation. It was hypothesized that antecedent factors (years as a CRNA, pay, promotion opportunities, and scope of practice/autonomy) and psychological factors (wanting and deserving) correlate with relative deprivation. It was further hypothesized, based on the theory, that psychological factors would have more influence on relative deprivation than antecedent factors.Study design: The descriptive, correlational study was conducted using a self-administered survey sent to 435 active duty Army, Navy and Air Force CRNAs. Surveys were distributed to subjects by mail and could be answered by mail or by secured website designed specifically for the conduct of this study.Results: Response rate was 58% (n = 236). Data was analyzed using descriptive and inferential statistics. Analysis of the data revealed no significant correlation (pConclusions: Further research is indicated to identify tangible factors which can be modified to improve feelings of deprivation as they relate to retention and recruitment of military CRNAs.

The United States has been experiencing a nursing shortage since the mid-1990s. The shortage is expected to deepen as the provisions of the 2010 Patient Protection and Affordable Care Act are enacted. Horizontal violence is a negative phenomenon in the nursing workplace that contributes to difficulty in recruiting and retaining nurses in hospitals. Horizontal violence has been described as a form of mistreatment, spoken or unspoken, that is threatening, humiliating, disrespectful or accusatory towards a peer. The effects of this nurse on nurse aggression can be devastating for the nurse involved and also for the patients under the nurse's care. Nursing and social science literature have advanced oppressed‐group behaviors as a motivating factor driving this phenomenon in nursing. Workplace stress has also been implicated in these negative behaviors. This study used a grounded theory approach to examine how nurses explain, through semi‐structured and open ended interviews, the phenomenon of horizontal violence in the nursing workplace. The primary outcome of this study was a small scale theory focused specifically on horizontal violence in the nursing work environment. The theory that emerged from this analysis was that horizontal violence can be influenced by other environmental factors beyond oppression theory. The results from the data indicated that these behaviors, described as horizontal violence, may be employed as a method of manipulating the care environment in an effort to enhance patient outcomes while maintaining group or individual perception of security through a sense of environmental control.