This document summarizes a study on the perceived value of certification among certified nurse educators (CNEs). The study used a quantitative descriptive correlational design to examine CNEs' intrinsic and extrinsic motivations for obtaining certification. Intrinsic motivations like personal accomplishment and satisfaction had higher ratings than extrinsic factors like salary. Certain demographics like teaching lower-level students or being older predicted higher intrinsic motivation scores. The study concluded certification provides most value through intrinsic rather than extrinsic rewards and recommends further research comparing certified to non-certified educators.

1. Tami J. Rogers PhD, DVM, MSN, CNE, CHSE
The Perceived Value of
Certification Among Certified Nurse
Educators

2. Introduction
 History
 Certification in Nursing Specialty
 Certified Nurse Educator (CNE)

3. Statement of the Problem
 Research purpose
 Perceived value of certification among CNEs
 Descriptive categories of CNE target population
 Correlations for those that seek certification
 Predictive value for those that seek certification
 Theoretical Foundation

4. Methodology
 Research Design
 Quantitative
 Descriptive
 Correlational
 Cross-Sectional

5. Methodology
 Instrumentation
 Demographics
 8 categories
 PVCT©
 Likert Scale
 12 Intrinsic motivators
 6 Extrinsic motivators
 Psychometric validation

6. Methodology
 Data Analysis
 Psychometric validation
 Coding
 IV: Frequency counts: Means
 DV: Likert Scale
 Paired t-test
 Pearson Correlation
 Backwards Multiple Regression

7. Results
 Primary Research Question: What is the
perceived value of the CNE specialty among
certified nurse educators?
 Sub-Research Question 1:
 “What do responders report as being the most
important motivators for earning the CNE
designation?”
 Findings
 Means for intrinsic and extrinsic motivators

8. Results
 Sub-Research Question 2: “Are any of the
intrinsic motivators related to the respondents’
demographic characteristics?”
 Findings:
 The intrinsic motivation total score was higher when
the nurse educator:
 (a) taught ADN students (r =.20, p <.01);
 (b) did not teach doctoral students (r = -.17, p <.05);
 (c) taught lower level students (r = -.23, p <.005); and
 (d) would recertify as a nurse educator (r =.32, p =.001).

9. Results
 Sub-Research Question 3: “Are any of the
extrinsic motivators related to the respondents’
demographic characteristics?”
 Findings
 None of the correlations were significant at the p
<.05 level.

10. Results
 Research Question 4: “Are the respondents’
intrinsic motivation total scores related to their
demographic characteristics?”
 Findings
 The results indicated that the intrinsic motivation
total scores were higher when the respondent:
 (a) would recertify as a nurse educator (β =.36, p =.001);
 (b) taught lower level students (β = -.40, p =.001);
 (c) was older (β =.21, p =.004); and
 (d) taught MSN students (β =.20, p = 05).

11. Results
 Sub-Research Question 5: “Are the respondents’
extrinsic motivation total scores related to their
demographic characteristics?”
 Findings
 None of the demographic variables met the
inclusion criteria of p <.05.

12. Conclusions
 Demographics
 increase of greater than 10% was noted in the highest degree
earned category, with more CNEs holding MSN and doctorate
degrees.
 dramatic increase in the number of CNEs teaching students at
the MSN level.
 Intrinsic Motivation
 intrinsic motivations for earning the CNE designation were
significantly higher than their levels of extrinsic motivation.
 The highest rated intrinsic motivators to obtain CNE
credentialing were enhances feeling of personal
accomplishment (M = 4.91) and provides personal satisfaction
(M = 4.89). Consistent with literature.
 The lowest rated intrinsic motivators to obtain CNE
credentialing were item 10, enhances personal confidence in
clinical abilities (M = 3.46) and item 2, indicates level of clinical
competence (M = 3.50). Inconsistent with literature.

13. Conclusions
 Extrinsic Motivation
 The highest rated extrinsic motivators were promotes
recognition from peers (M = 4.52) and increases
marketability (M = 4.10). Consistent with literature.
 The lowest rated extrinsic motivators were increases
salary (M = 2.17) and increases consumer confidence
(M = 3.32). Not consistent with literature
 Predictors
 Demographic findings that were statistically significant
for intrinsic motivation to seek CNE status included
those nurse educators who would recertify as a nurse
educator; those who taught lower level students; were
older; and/or taught MSN students.
 No statistically significant results for extrinsic motivation
to seek status as a CNE were found.

14. Recommendations
 Random sample of certified, non-certified and
administrative nurse educators.
 Adjust PVCT© clinical competency to nurse
educator competency.
 Examine student outcomes and student
perceptions of expertise relative to the CNE
credential.