Recruiting Nursing Instructors

Literature is reviewed i to support a thesis investigating the recruiting of nursing instructors. Literature relevant to each of the four variables investigatedavailability of prepared registered nurses, recruitment strategies, motivation, and work satisfactionis reviewed.

Schools of nursing draw instructors from the pool of registered nurses. The pool of registered nurses in the United States, however, is deteriorating in the contexts of both quantity and quality, as quality is a function of educational diversity (Neighbors and Eldred, 1993, pp. 9699.

As the profession of nursing becomes increasingly complex, nurses assume greater responsibilities in the areas of clinical practice, education, and the advance of nursing science (Oermann, 1994, pp. 153159). A changing face of the broader society drives change in nursing (U.S. Department of Health and Human Services, Public Health Service, 1991, pp. 15). In turn, the changes in both society and the nursing profession demand innovation in nursing education. In the future, administrators of nursing education programs will be required to be more creative in the areas of staff development and motivation, as more complex tasks become a part of increasing workloads in the face of a shortage of professional nursing educators (Barhyte and Redman, 1993, pp. 179183).

The nursing education administrator of the future must be prepared to deal with such problems as improved

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. 15). Increased use of the health care system, and increasing costs are major factors involved in changes in delivery of services. The increased use of the health care system creates additional demands for professional health care personnel. At the same time, however, pressures on health care delivery institutions to control costs causes these institutions to attempt to constrain wage and salary levels for health care personnel. One result of the dichotomy involving these two factors is a decline in the attractions of nursing, at the very time when demand for nursing services is increasing. Nursing is also a high stress occupation (U.S. Department of Health and Human Services, Public Health Service, 1991, pp. 123143). In the organizational environment, stress has been implicated in the deterioration of performance efficiency, and stress has been linked to high rates of personnel turnover. Stress in an institutional environment is typically discussed in the context of occupational stress. It is the combined stress related to both activities and environments that causes occupational stress. Two primary sources of occupational stress have been identified. The first source of these stressors is the job itself. The speci

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