Addressing the associate level nurse faculty shortage: Do job and mentoring satisfaction predict retention?

Abstract

IntroductionAdministrators and faculty at associate-level nursing programs face challenges retaining qualified faculty members. Job satisfaction and effective mentoring programs may increase retention. The framework for this study was Herzberg's motivation-hygiene theory. The aim was to determine if job satisfaction and mentoring satisfaction levels could predict retention. MethodFull-time nursing faculty employed at state-approved associate-level nursing programs in the Mountain, Pacific, West North Central, and West South Central regions of the United States received an invitation to participate in this cross-sectional quantitative online survey. Multiple regression analysis was used to answer the research question. ResultsThere was a weak relationship between mentoring satisfaction and retention. There was a moderate, significant relationship between job satisfaction and retention. Job satisfaction predicted retention. DiscussionAdministrators and faculty can improve job satisfaction among nursing faculty by addressing motivators (like recognition, advancement, and achievement) and hygiene factors (like salary and workload). Evidence-based mentoring programs may help improve nursing faculty job satisfaction and retention.