Abstract
The shortage of nursing faculty is becoming a crisis in schools of nursing and is contributing to the shortage of qualified graduates to add to the nursing workforce. Aging and retirement of existing faculty contribute to the crisis. Creating retention initiatives may encourage faculty to postpone retirement. This article explored the conditions and situations which would entice faculty to continue working beyond their intended retirement date. Faculty identified workload and responsibilities, available resources, personal and professional characteristics, and work environment as areas that could be developed into incentives to remain in the faculty workforce.
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