|کد مقاله||کد نشریه||سال انتشار||مقاله انگلیسی||ترجمه فارسی||نسخه تمام متن|
|2667919||1140953||2016||7 صفحه PDF||سفارش دهید||دانلود کنید|
• Administrators expect a larger-than-average hiring of PhD-prepared nursing faculty.
• Geographic location and low pay impede recruitment of doctorally prepared faculty.
• Challenges of DNP-prepared faculty relate to meeting expectations for scholarship.
This study surveyed administrators of associate degree in nursing (ADN) and bachelor of science in nursing (BSN) programs across the United States to identify hiring intentions and describe the roles and responsibilities of DNP- and PhD-prepared faculty members. The final sample included 253 ADN and 229 BSN programs. ADN programs were neither intentionally hiring nor looking to hire doctorally prepared nurse faculty. Deans and directors of BSN programs reported an average of 3 openings for the next academic year, 2 projected for new PhD-prepared faculty and 1 for a faculty member with a DNP. Schools have made varying decisions regarding the type of appointment (tenure or nontenure track) for DNP-prepared faculty members. Challenges that DNP-prepared faculty members encountered in meeting the role and promotion expectations in their schools focused predominantly on scholarship.
Journal: Journal of Professional Nursing - Volume 32, Issue 3, May–June 2016, Pages 173–179