Journal of Nursing Education

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Major Articles 

Strategies to Enhance Retention and Effective Utilization of Aging Nurse Faculty

Nancy L. Falk, MBA, BSN

Abstract

ABSTRACT

Society faces an unprecedented shortage of nurses. One driver for the deficit is a shortfall in the number of faculty members available to educate current and future nurses. Another driver is the increasing age of nurse faculty. With the average age of master’s and doctoral faculty older than age 50, nurse educators face short-term and long-term decisions about work and retirement. Aging faculty members bring intellectual capital, wisdom, leadership expertise, and a wealth of skills and abilities to the workforce. The nursing community, patients, and society will benefit by retaining aging nurse faculty in the workforce on a full-time or part-time basis. This article examines nurse faculty workforce issues and suggests strategies to enhance the retention and effective utilization of aging nurse faculty.

AUTHOR

Received: November 19, 2006

Accepted: December 7, 2006

Ms. Falk is a doctorate candidate and Coordinator, Eldercare Services, George Mason University, Fairfax, Virginia.

Address correspondence to Nancy L. Falk, MBA, BSN, Human Resources and Payroll Department, Eldercare Services, George Mason University, 4087 University Drive, MS3C3, Fairfax, VA 22030; e-mail: nfalk@gmu.edu.

Abstract

ABSTRACT

Society faces an unprecedented shortage of nurses. One driver for the deficit is a shortfall in the number of faculty members available to educate current and future nurses. Another driver is the increasing age of nurse faculty. With the average age of master’s and doctoral faculty older than age 50, nurse educators face short-term and long-term decisions about work and retirement. Aging faculty members bring intellectual capital, wisdom, leadership expertise, and a wealth of skills and abilities to the workforce. The nursing community, patients, and society will benefit by retaining aging nurse faculty in the workforce on a full-time or part-time basis. This article examines nurse faculty workforce issues and suggests strategies to enhance the retention and effective utilization of aging nurse faculty.

AUTHOR

Received: November 19, 2006

Accepted: December 7, 2006

Ms. Falk is a doctorate candidate and Coordinator, Eldercare Services, George Mason University, Fairfax, Virginia.

Address correspondence to Nancy L. Falk, MBA, BSN, Human Resources and Payroll Department, Eldercare Services, George Mason University, 4087 University Drive, MS3C3, Fairfax, VA 22030; e-mail: nfalk@gmu.edu.

ABSTRACT

Society faces an unprecedented shortage of nurses. One driver for the deficit is a shortfall in the number of faculty members available to educate current and future nurses. Another driver is the increasing age of nurse faculty. With the average age of master’s and doctoral faculty older than age 50, nurse educators face short-term and long-term decisions about work and retirement. Aging faculty members bring intellectual capital, wisdom, leadership expertise, and a wealth of skills and abilities to the workforce. The nursing community, patients, and society will benefit by retaining aging nurse faculty in the workforce on a full-time or part-time basis. This article examines nurse faculty workforce issues and suggests strategies to enhance the retention and effective utilization of aging nurse faculty.

AUTHOR

Received: November 19, 2006

Accepted: December 7, 2006

Ms. Falk is a doctorate candidate and Coordinator, Eldercare Services, George Mason University, Fairfax, Virginia.

Address correspondence to Nancy L. Falk, MBA, BSN, Human Resources and Payroll Department, Eldercare Services, George Mason University, 4087 University Drive, MS3C3, Fairfax, VA 22030; e-mail: nfalk@gmu.edu.

10.3928/01484834-20070401-05

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