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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 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 work design, staff development, and exercising professional autonomy while, at the same time, ...

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