影响在物理治疗师教育计划中留学意向的因素:混合方法分析
Jill Jumper1,2,3,4, Peggy Gleeson1,2,3,4, Katy Mitchell1,2,3,4
1Jill Jumper is the program director/associate professor in the Department of Physical Therapy at the Hardin-Simmons University, 1325 Pine Street, Abilene, TX 79601 (Jill.jumper@hsutx.edu). Please address all correspondence to Jill Jumper.
Journal, physical therapy education
|August 16, 2024
概括
由于全国范围内的短缺,物理治疗博士课程的教师保留至关重要. 组织的承诺是教师留下来的最强有力的预测因素,强调了需要支持性的领导和清晰的沟通.
科学领域:
- 物理治疗教育教育 物理治疗教育
- 学术教师的保留 学术教师的保留
- 高等教育行政管理.
背景情况:
- 全国范围内的物理治疗博士 (DPT) 计划的入门级教师短缺于2022年5月宣布.
- 越来越多的DPT课程加剧了对教师短缺的担忧.
- 关于影响DPT课程教师保留因素的研究有限.
研究的目的:
- 调查影响入门级物理治疗博士 (DPT) 课程教师保留的因素.
- 探索工作满意度,组织承诺,并打算留在DPT教师之间的关系.
- 为了解决在物理治疗教育中不断增加的教师短缺问题.
主要方法:
- 采用混合方法设计,将264个认可的DPT课程的定量调查与20个定性在线访谈相结合.
- 定量数据分析包括多重回归.
- 定性数据分析利用现象学方法探索与工作满意度和组织承诺相关的主题.
主要成果:
- 组织的承诺是最强的预测意图留在DPT教师 (β = 0.61,P <.01).
- 多重回归模型显著预测了所有参与者的留下意图 (P < .001; adj R2 = .32).
- 定性分析揭示了三个关键主题:领导力的影响,承诺,以及COVID-19危机的影响.
结论:
- 提高DPT课程的教师保留率需要领导者专注于结构因素.
- 关键策略包括促进团队整合,提供自主性和灵活性,确保透明的沟通,并公平地管理工作负载.
- 解决这些因素可能会增加教师留在入门级DPT课程的意图.
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