Recruiting Nursing Instructors Cindy Based on our conservation

Literature is reviewed ir to support a thesis investigating the recruiting of nursing instructors. That a shortage of qualified and quality nursing instructors exists is documented (Ryan and Irvine, 1994, pp. 6773). Anecdotal information indicates that a shortage of qualified candidates for nursing instructor positions, ineffective recruitment strategies, poor motivation to teach, and questionable job satisfaction among nursing instructors may be causal factors involved in the nursing instructor shortage. 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 n

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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 specific characteristics of a job are the source of taskrelated stressors. The second source of occupational stressors is the institutional environment. Contextrelated stressors associated with t

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Recruiting Nursing Instructors Cindy Based on our conservation

Recruiting Nursing Instructors Cindy Based on our conservation