In this national study, a combination of factors that affect teacher satisfaction and retention were examined. Domains that discriminate between teachers who choose to stay or leave the teaching profession were investigated. A research-developed questionnaire was administered to 450 randomly selected first, second, and third year teachers. Survey items were related to domains affecting teacher satisfaction and retention. A demographic section was included to collect background information. A principal components analysis resulted in the emergence of domains that were used in the final analysis. They are: emotional factors; school and community support; instructional support; prepration in teaching curriculum, managing students, and assessing students; collaboration; compensation and benefits; motivation to teach; and culture shock. Eleven percent of the respondents chose to leave the profession. Results of the discriminant analysis indicated that the best predictor in choosing to leave or stay in the teaching profession was emotional factors followed by compensation and benefits and culture shock. The analysis was used to determine if the individuals in the two groups were correctly classified based on their scores on the eight predictor variables. The number of cases correctly classified was 91.4 percent. / Ed. D.

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.

The inadequacy of water and power supplies in Utah for agriculture, for industry, for domestic and community consumption has retarded the State's economic growth. Shortages of water and hyroelectric power are the principle impediments to the full realization of other potentials of Utah, that is, the full use of its arable lands, the wide and diversified use of its industrial raw materials, and the unrestricted development of its communities. The problem of securing additional sources of water and power has resolved itself into one of major concern. The objective of this study was to determine unit values of consuptive use of water by the major crops (alfalfa, small grains, and pasture) in the Ashley and Ferron Creek Areas of Utah. The consumptive use by the individual field crops was based on measurements of the depletion of moisture in the soil. Evapo-transpiration tank experiments were conducted in Ashley Valley throught the growing season and the volumes of water consumed were measured directly. Yield data were obtained from field samples and comparisons between yield and consumptive use were observed.

For several decades, a national shortage of licensed clinical social workers has been growing in the United States. Licensed social workers provide counsel and advocacy for those affected by mental illness, addiction, abuse, and discrimination, among other economic difficulties, and are the largest group of providers of mental and behavioral health services. The research questions for this project addressed what challenges unlicensed social workers in central Florida identify as barriers to pursuing clinical licensure. This study also explored strategies that unlicensed social workers in central Florida reported to address these barriers and encourage the pursuit of clinical licensure. The purpose of this research was to identify both the barriers that social worker's report in seeking their licensure and effective strategies to address the barriers. The theoretical framework to inform the project was systems theory. An action research design was used including a focus group of 5 unlicensed social workers, selected through purposive sampling. Thematic analysis was used to analyze the data. Study outcomes showed that social workers in central Florida chose not to pursue licensure because of the cost and time associated with the process. Changes recommended as part of this research may bring about social change through an increase in the number of licensed social workers to assist Floridians who seek such services.

Faculty Perspectives on Factors Impacting Work as Nurse Educators by Sharon Shockness MS, Mercy College, 2007 BSN, Mercy College, 2005 AAS, Helene Fuld College of Nursing, 1996 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Education Walden University June 2015 Job dissatisfaction among nursing faculty could have a significant impact on nursing faculty retention and student enrollment in nursing programs. The purpose of this qualitative instrumental case study was to gain insight into the perspectives of faculty members who teach nursing education in a university program. This study used Herzberg, Mausner, and Snyderman's motivation-hygiene theory to explore employee satisfaction and dissatisfaction in the workplace. The research question focused on the perspectives of nursing educators and challenges they face. Data were collected through individualized interviews with 15 nurse educators, using open-ended questions and reviewing relevant documents. The data were analyzed by sorting and highlighting the participants' responses and using codes to categorize and develop themes. Six overarching themes (expectations, motivations, benefits, job fulfillment, challenges, and job dissatisfaction) and 3 subthemes (remuneration, excessive workload, and funding for advancing education, recruitment, and mentoring) emerged. These themes and subthemes identified critical aspects of job satisfaction that may help nursing faculty and nursing administrators strengthen the positive and diminish the negative aspects of the job for greater faculty satisfaction. Nursing leaders and health care administrators can use these findings to bring awareness to the nursing education community by creating realistic goals that address job satisfaction, retention, and recruitment of nursing faculty. These changes will improve student enrollment and increase the number of nurses available to provide quality care throughout the nurses' respective communities.

No description available.

The teacher shortage problem is a national and state concern. In 1998, the Texas State Board of Education Certification reported that school districts in Texas had to hire teachers to fill over 63,000 vacancies. Teacher resignations, other than retirement, contributed to over 46,000 teachers who left the profession about 19 % of the state's total teacher workforce. A significant number of Texas teachers left the profession in the first five years. The National Commission on Teaching and America's Future (1996) called the attrition of new teachers a chronic problem for American schools. Reducing the teacher shortage in Texas must begin with reducing the teacher turnover rate. Most studies concerning teacher attrition or turnover either address salary, or working conditions. Many of the studies deal with affective and subjective data regarding teacher turnover. The studies on teacher turnover often do not address quantifiable data collected uniformly across districts. Few studies address a comprehensive set of quantitative data to determine the variables associated with teacher turnover. This study addressed teacher turnover through quantitative research of data from the Texas Academic Excellence Indicator System (AEIS) with multiple analysis to provide insights to teacher turnover conditions and trends. The population for the study included all 1042 Texas school districts, and 61 Charter schools. The Academic Excellence Indicator System (AEIS) was used to determine the variables and supply data for the study. The study addressed only district data not individual school or campus data. The data captured for this dissertation were analyzed using descriptive statistics, correlational methods, and regression tools of research.

India has become the second largest supplier of foreign-educated nurses in the U.S. The annual inflow of India-educated nurses has been increasing till 2008. The trend, however, reversed ever since the peak year. Three major events – the 2008 financial crisis, changes in the format of the NCLEX exam for registered nurses, and the adoption of WHO Code of Practice – are analyzed to understand the turning point in 2008 and the recent trend of nurse migration. Unemployment rate, health sector expenditure, exam pass rate and the behavior of recruitment agencies will be discussed to examine the impact of the three events on the push and pull factors driving international migration of nurses. The study found that the financial crisis and changes made to NCLEX exams reduced migration flow by weakening the pull factors while the impact of the adoption of WHO Code of Practice is not clear.

This thesis primarily intends to design a staff model which will facilitate service delivery within the Bureau of Housing and Physical Development in the City of Atlanta. An attempt has been made to show how the staff shortage has badly slowed down the pace of service delivery, and the effect of the inadequate service on the community. The cause of the staff shortage has been identified to stem from the provision in the City amended ordinance of November 3, 1975. The ordinance was enacted through the recommendation of the Finance Committee of the City of Atlanta to amend Article II, Classification Plan, Section 21-42 of the Code of Ordinances. The provision in the ordinance for sixteen staff positions failed to consider in depth the future needs of the City. Since the Bureau is understaffed, a device to augment the shortage had been employed by using borrowed personnel from the public and private sectors. The largest number of borrowed personnel comes from the Atlanta Housing Authority whose services to the Bureau have become a liability rather than an asset. This makes the burden of the staff shortage heavier on the Bureau than ever. The thesis recommends alternative lines of action to solve the problem.