DNP Role Development for Doctoral Advanced Nursing Practice, Second Edition

270 ■ III: ROLE FUNCTIONS OF DOCTORAL ADVANCED NURSING PRACTICE

be the critical factor in job satisfaction in both studies, and thus warranted extra con-
sideration and analyses in this study. Salary ranges of respondents who reported them-
selves as doctoral faculty only (no administrative role) are presented in Figure 11.7.
Comparison of salaries for department chairs and other administrators are also pre-
sented in Table 11.2. Finally, although it has been previously noted that qualitative anal-
ysis is not reported in this study, we should note that in the preliminary analysis of
those data one respondent reported, “I was stunned to find my salary in the bottom tier
and found that so disheartening I had trouble finishing the survey,” and we decided to
report full salary ranges in Figure 11.7.
In the current survey, in analyzing data from Figure 11.7, 40% of respondents
reported their annual salary to be less than $85,000 while the second largest range was
28% at greater than $105,000, just slightly larger than the 27% reporting a salary of
between $85,000 and $105,000. These are annual salaries and it is unknown whether
these are academic year or calendar year salaries. It is nonetheless surprising that in

22% (215)

21% (139)

21% (91)

18% (75)

18% (40)

0% 10% 20% 30% 40%

Higher salary

Reduced teaching load

More internal resources for scholarship

Better academic nursing leadership

More input into decision making

Weighted % responses

FIGURE 11.6 Weighted response in percentage in order of priority (higher percentage = more
important) to improve faculty work life. Number in parenthesis indicates number of respondents
who ranked the particular item fi rst as most important from the 2016 study.

29% (159)

23% (84)

21% (115)

16% (64)

11% (33)

0 1020304050

Higher salary

More internal resources for scholarship

Reduced teaching load

Improved climate for intellectual discourse

Higher quality students

Weighted % responses

FIGURE 11.5 Weighted response in percentage in order of priority (higher percentage = more
important) to improve faculty work life. Number in parenthesis indicates number of respondents
who ranked the particular item fi rst as most important from the 2012 study.
Reprinted with permission from Nursing Clinics of North America.