HJBR Mar-Apr 2019

54 MAR / APR 2019 I  Healthcare Journal of BATON ROUGE nurse faculty reported other areas of dis- satisfaction including: • Workload • Lack of opportunities for career ad- vancement • Support given by college/school for fac- ulty research Fifty-seven percent of full-time nurse faculty indicated they would be likely to leave their current teaching positions be- cause of retirement, and 45 percent in- dicated they would be likely to leave for more compensation. The percentage of nurse faculty report- ing that they plan to leave their positions at their primary academic institutions in- creases exponentially from one to five to ten years, with 19 percent of faculty plan- ning to leave in one year, 49 percent in five years, and 63 percent in 10 years. Fifty-four percent of graduate faculty reported that they will likely leave their current position in five years, and 78 percent plan to leave in 10 years. Significant inverse relation- ships were found between nurse faculty making the decision to leave their current teaching institutions in one year and their satisfaction (or lack of satisfaction) with the following: • Supervision of position • An atmosphere of academic freedom • Quality of relationship with school’s ad- ministration • Involvement of faculty in college/ school’s decisions • Variety of work • Support given by the college/school for community service Findings in the current study are not unique to Louisiana, but similar findings have been found in studies conducted in Massachusetts, Oregon, and Colorado (Bittner & Bechtel, 2017; Oregon Center for Nursing, 2017; Colorado Center for Nursing Excellence, 2012). Many of the schools of nursing across the country are experiencing a nurse faculty shortage. If a plan is not developed and implemented to address the gaps that will exist if 49 per- cent of the nurse faculty in Louisiana leave their current positions in five years, and 63 percent leave their positions in ten years, not only will all schools of nursing feel the impact, but so will our nurse employers, and ultimately, the recipients of health care in Louisiana. The 2018 LCN Nurse Faculty Survey can be found in its entirety on the LSBN web- site at the following link: http://lcn.lsbn . state.la.us/Portals/0/Documents/Nurse- FacultySurvey.pdf. *This article was reprinted with the per- mission of the Louisiana State Board of Nursing. It is an edited version of an article which appeared in the LSBN quarterly news- letter inOctober 2018. References Bittner, N. P. and Bechtel, C. F. (2017). Identify- ing and describing nurse faculty workload issues: A looming faculty shortage. Nursing Education Perspectives, 38(4), 171-176. Colorado Center for Nursing Excellence (2012). Colorado’s nursing faculty shortage: What it is and why you should care. Retrieved from http://www. coloradonursingcenter.org/documents/publica- tions/colorado_nursing_faculty_shortage.pdf. Oregon Center for Nursing (2017). Oregon’s nurse faculty: Why are they leaving? Retrieved from https://oregoncenterfornursing.org/wp-con- tent/uploads/2014/09/OR-Nurse-Faculty-Work- force_Why-Are-They-Leaving.pdf. Bienemy, C. (2018). Factors contributing to a nurse faculty shortage in Louisiana. Findings from the Louisiana Center for Nursing 2018 Nurse Facul- ty Survey. The Examiner, Vol. 27, No. 4. Dr. Cynthia Bienemy is the director of the Lou- isiana Center for Nursing. She has held this posi- tion for 10 years. She also serves as Co-Lead for the Future of Nursing Louisiana Action Coalition and is a Fellow of the SAMHSA Minority Fellow- ship Program at the American Nurses Association. nursing At least 30 percent of full-time nurse faculty reported other areas of dissatisfaction including: • Workload • Lack of opportunities for career advancement • Support given by college/school for faculty research