Job satisfaction among Norwegian general practitioners

OBJECTIVE: To explore the level of job satisfaction among general practitioners (GPs) and to compare it with that of hospital doctors. DESIGN: Postal questionnaire among Norwegian doctors in 2002 and similar data from 1994 and 2000 for most of the respondents. MATERIAL: A total of 295 GPs out of 1174 doctors completed the questionnaire (73% response rate). Main outcome measures. Self-reported levels of job satisfaction according to the Job Satisfaction Scale (JSS). RESULTS: Norwegian GPs reported a high level of job satisfaction with a mean score on the JSS of 52.6 (10 is minimum and 70 maximum). The reported level of satisfaction was highest for their opportunities to use their abilities, cooperation with colleagues and fellow workers, variation in work, and freedom to choose own method of working. The GPs' level of job satisfaction remained stable in 1994, 2000, and 2004 in spite of major health reforms. GPs report a higher level of job satisfaction than hospital doctors. CONCLUSIONS: In spite of international discussions on unhappy doctors and doctors' discontent, Norwegian GPs do report a high and stable level of job satisfaction.     

南京地区部分护士工作压力与工作满意度的调查分析

目的了解南京地区部分护士的工作压力和工作满意度及其影响因素,从而提出相应的管理对策。方法采用分层整群抽样的方法,选取南京地区4所综合医院临床护士897人,采用自行设计的问卷调查护士的工作压力和工作满意度及其影响因素。结果南京地区三级甲等综合医院护士的工作压力处于较高水平,平均（7．88±1．92）分,工作满意度处于较低水平,平均（3．63±2．10）分。基础学历和编制性质不同的护士工作压力的差异有统计学意义（P〈0．05）;护龄不同的护士工作压力的差异也有统计学意义（P〈0．01）;护龄、职称、职务不同的护士工作满意度的差异有统计学意义（P〈0．01）。结论卫生行政和医院管理部门应增加护士配置,改进支持系统和分配制度,提供晋升和培训机会,减少检查、考试,关心护士生活,从而缓解护士工作压力、提高护士工作满意度,保障护理质量和安全。     

成都市乡镇／社区卫生服务机构人力资源配置现状调查——三圈七院六站预调查报告之二

目的通过调查成都市基层卫生人力资源配置基线，了解该市城乡基本医疗服务和基本公共卫生服务现状，为统筹城乡卫生资源提供决策参考和政策建议。方法分层方便抽样调查成都市三个圈7个乡镇卫生院（乡院）和社区卫生服务中心（中心），综合运用循证医学二次研究方法，参考国家各级机构、WHO相关政策比较分析。结果①成都市三圈7个乡院／中心每千人口卫生人员数仅为全球均值的1％～22％；在编人员数与理论需求数（按2006年行政区域内应服务人数计算）和实际需求数（按2006年实际年诊疗人数计算）间缺口均极大。②基层卫生人员结构不合理，卫生技术人员构成比高于全球均值4％～33％，其中（助理）医师构成比高于全球均值17％～45％，而护理、检验、其他卫生技术人员及管理、支持人员构成比普遍低于全球平均水平。③我国及本次调查的乡院／中心卫生人员以女性，45岁以下，大、中专及以下学历及中低级职称为主。④成都市卫生人员分布密度、学历和职称结构的合理性从一圈到三圈呈依次递减趋势。结论①我国基层卫生人力资源考核指标不健全、数据不完整，卫生人员数量不够，结构不合理，学历、职称偏低。②相比全国及成都市一圈水平，成都市二、三圈基层卫生人员数量缺口更大，结构合理性更差，学历、职称更低。因此建议：加大基层医疗服务亟需人才的招生和定向培养；对现有人员进行全员培训，在提高总体水平和素质基础上转岗分流；切实解决基层卫生人员负担过重、收入过低、素质不高、职称评定等问题，着力打造一支稳定、适用的基层卫生队伍。     

Safety Climate and Organizational Communication Satisfaction Among Korean Perianesthesia Care Unit Nurses

PurposeThis study investigated organizational communication satisfaction and safety climate among perianesthesia care unit (PACU) nurses and factors affecting safety climate.DesignA cross-sectional study of 103 registered nurses currently working in PACUs in Korea.MethodsOrganizational communication satisfaction was measured using the Communication Satisfaction Questionnaire, and safety climate was assessed using the Safety Attitudes Questionnaire-Korean version 2. Additional questions covered the demographics of the respondents and the characteristics of the hospital where they worked.FindingsFactors affecting teamwork climate included communication climate and horizontal informal communication. Safety climate was affected by media quality and organizational integration; job satisfaction by working in secondary hospitals, communication climate, and media quality; perception of management by working in public hospitals, media quality, and personal feedback; and working conditions by working in public hospitals, media quality, and personal feedback.ConclusionsThe results show that Korean PACU nurses experience poorer safety climate compared with other countries. One suggestion is to enhance nurses’ satisfaction using organizational communication (eg, by developing effective communication media that satisfy users) and to promote communication at an organizational level so that individual health care professionals are aware of their organizations’ vision and policies.     

Job satisfaction amongst Dutch nurse anaesthetists: the influence of emotions on events

MEEUSEN V., VAN DAM K., VAN ZUNDERT A. & KNAPE J. (2010) Job satisfaction amongst Dutch nurse anaesthetists: the influence of emotions on events. International Nursing Review 57 , 85–91 Background: An ageing population, combined with a shortage of health‐care professionals, can result in a decrease in the capacity of health‐care systems. Therefore, it is important to explore possible solutions for this problem. By finding methods to increase job satisfaction, it may be possible to retain employees within their profession. In this study, we examined events, their influence on emotions and, consequently, the effect of these emotions on job satisfaction. We attempted to answer the question: Which events and emotions influence job satisfaction? Methods: We collected data on events and emotions, and their effects on job satisfaction, amongst Dutch nurse anaesthetists. Participants (n = 314) were asked to complete two questionnaires about events, emotions and job satisfaction at two different times during an average working day. Results: One hundred thirty‐two nurse anaesthetists from 24 Dutch hospitals participated. Both positive and negative events were significant in the development of positive and negative emotions at the end of the working day. Positive emotions at the end of the working day contributed significantly to job satisfaction. Negative emotions did not have a significant effect on job satisfaction. Conclusions: The mediating role of positive emotions in relation to positive and negative events should be taken into account in managing job satisfaction amongst Dutch nurse anaesthetists. Further research is necessary to determine whether the relationship between events and emotions provides a foundation for developing a more positive working atmosphere, and also to explore how hospitals can trigger positive emotions to increase job satisfaction.     

四川省护士感知的工作环境与工作满意度的相关性研究

[目的]调查四川省护士感知的工作环境和工作满意度现况,为提高护士工作满意度提供干预依据.[方法]采用护理工作环境量表及工作满意度调查表,调查四川省20所二级、三级综合医院1 112名护士.[结果]护士感知的工作环境中“医护合作关系”得分最高,其次为“护士参与医院事务”,“充足的人力和物力”得分最低.护士工作满意度维度中“工作独立性”满意度得分最高,其次为“工作安排”满意度,收入得分最低.工作环境各维度与工作满意度呈正相关（P＜0.05或P＜0.01）;护士在目前医院的工作年限和充足的人力与物力对护士工作满意度具有预测作用（P＜0.05）.[结论]关注护士感知的工作环境对工作满意度的预测作用,并就其影响因素制定干预措施,以期提升护士工作满意度,留任护理人才,提升护理品质.     

Nursing and health care reform: implications for curriculum development

The health care system is undergoing profound changes. Cost containment efforts and restructuring have resulted in cutbacks in registered nurse (RN) positions. These changes are often related to the increased market penetration by managed care companies. To determine how RN graduates perceive these changes and their impact on the delivery of patient care, Healthcare Environment Surveys were mailed to graduates of the classes of 1986 and 1991. Using the Survey's 5-point Likert Scale, we measured the graduates' satisfaction with their salary, quality of supervision they received, opportunities for advancement, recognition for their job, working conditions, the overall job and the changes in their careers over the previous five year period. Our study suggests that the changes in the health care system are having an impact on how health care is being delivered and the way nurses view their jobs. Respondents reported that insurance companies are exerting increased control over patient care and perceive that the quality of patient care is declining. Increased workloads and an increase in the amount of paperwork were reported. Participants perceived that there were fewer jobs available and that job security was decreasing. The percentage of nurses who see job satisfaction as remaining the same or increasing are a majority. However, the relatively high percent of nurses who see job satisfaction as declining should provide a note of warning. The major implications of this study are that the professional nursing curriculum must be modified to include content on communication, organization, legislative/policy skills, and leadership. The nation's health care system is undergoing profound changes. There are numerous forces at work that are effecting the delivery of care and, consequently, the work of health professionals. These forces include significant efforts at cost containment, restructuring and downsizing of hospitals, and the movement of health care delivery out of acute care centers and into the community. Even though cutbacks in registered nurse (RN) positions appear to have leveled off in sections of the country that have gone through restructuring and reengineering of the work place, there still remains a heavy emphasis on lowering costs by decreasing employee benefits and increasing productivity through the substitution of part-time RNs for full-time RNs and the substitution of unlicensed assistive personnel (UAP) for RNs. These changes are often related to the increased market penetration by managed care companies, which are not expected to abate any time soon. It is important to determine what impact these changes are having on the delivery of patient care since there is some evidence to suggest that reduction in nursing staff below certain levels is related to poor patient outcomes (Fridken et al, 1996). It is also important to assess the effect of system changes on the satisfaction level health professionals have in their jobs. This is particularly important since some researchers suggest that job dissatisfaction, over a period of time, can result in burnout and eventually, turnover (Cameron, Horsburgh, & Armstrong-Stassen, 1994; Cotterman, 1991). Finally, understanding the impact of these health care delivery system changes has significant implications for baccalaureate nursing education and the preparation needed by future nurses to help them adjust to the changed environment.     

Job Satisfaction of Rural Public and Home Health Nurses

Abstract Based on Vroom's expectancy theory, this study was conducted to identify differences in job satisfaction between nurses working in public health settings, and staff nurses and administrators working in both settings. Questionnaires containing an adaptation of a job satisfaction scale were mailed to all 258 registered nurses practicing in public health and home health settings (response rate 57%) in a rural midwestern state. Respondents were asked to rate their satisfaction with various dimensions of their jobs, as well as how important each aspect was to them. Although both groups of nurses reported low satisfaction with salary, public health nurses were significantly less satisfied with their salaries than were home health nurses (F = 32.96, P≤0.001); home health nurses, however, were significantly less satisfied with benefits/rewards (F = 11.85, P≤0.001), task requirements (F = 8.37, P≤0.05), and professional status (F = 5.30, P≤0.05). Although administrators did not differ significantly from staff nurses on job satisfaction, they did perceive organizational climate (F = 4.50, P≤0.05) to be an important feature of satisfaction. These differences may be partially explained by divergent salaries, roles, and responsibilities between public health and home health nurses.     

The mediating effects of team and self-efficacy on the relationship between transformational leadership,and job satisfaction and psychological well-being in healthcare professionals: A cross-sectional questionnaire survey

BackgroundThe importance of transformational leadership for the health and well-being of staff in the healthcare sector is increasingly acknowledged, however, there is less knowledge about the mechanisms that may explain the links between transformational leaders and employee health and well-being.ObjectivesTo examine two possible psychological mechanisms that link transformational leadership behaviours to employee job satisfaction and well-being.DesignCross-sectional study design.SettingsThe study took place in two elderly care centers in large Danish local government. Staff were predominantly healthcare assistants but also nurses and other healthcare-related professions participated in the study.Participants274 elderly care employees completed the questionnaire. Surveys were sent to all employees working at the centers. 91% were female, the average age was 45 years.MethodsA questionnaire was distributed to all members of staff in the elderly care centers and where employees were asked to rate their line manager's leadership style and were asked to evaluate their own level of self-efficacy as well as the level of efficacy in their team (team efficacy) and their job satisfaction and psychological well-being.ResultsBoth team and self-efficacy were found to act as mediators, however, their effects differed. Self-efficacy was found to fully mediate the relationship between transformational leadership and well-being and team efficacy was found to partially mediate the relationship between transformational leadership and job satisfaction and fully mediate the relationship between transformational leadership and well-being.ConclusionsWithin the pressurised environment faced by employees in the healthcare sector today transformational leaders may help ensure employees’ job satisfaction and psychological well-being. They do so through the establishment of a sense of being in control as individuals but also as being part of a competent group.     

急诊医生工作满意度现状及其相关因素分析

目的:探讨急诊科医生工作现状及影响工作满意度的各种因素。方法:采用国际通用的明尼苏达满意度问卷(MSQ)短式量表随机抽取成都市7所综合性三甲医院的100名急诊科医生进行问卷调查,收集数据后进行统计分析。结果:急诊医生对工作普遍不满意,性别间无明显差别(P0.05),不同急诊工作年、不同年龄群、不同收入及不同工作时间的急诊医生,其工作满意度之间差异有统计学意义(P0.05)。结论:急诊科医生工作满意度较低,不同群体间存在着显著差别,而工作满意度直接影响着急诊医生的工作效率,应该积极采取措施改善急诊医生的工作状态,以便促进急诊医学的发展,更好地服务患者。     

特需服务中护理人员多元文化护理培训干预的效果研究

目的探讨特需服务护理人员多元文化护理的培训内容及方法,以提高多元文化护理应用水平。方法培训干预内容为多元文化知识理论、礼仪、沟通及英语;干预方法有面授、自学、VCD电化教学、参观、座谈讨论及案例分析。在已调查的上海市11所综合性拥有特需医疗服务医院的202名护理人员中抽取4所98名护理人员进行培训干预,用统计学方法对数据进行统计及分析。结果干预前后护士多元文化护理认知得分比较差异有统计学意义(P<0.01);干预前后患者及医师满意得分比较差异均有统计学意义(P<0.01)。结论多元文化护理培训干预能有效提高护理人员的多元文化护理认知水平及应用能力,有效提高患者及医师的满意率。     

A multi-factor analysis of job satisfaction among school nurses.

Although job satisfaction has been widely studied among registered nurses working in traditional health care settings, little is known about the job-related values and perceptions of nurses working in school systems. Job satisfaction is linked to lower levels of job-related stress, burnout, and career abandonment among nurses. This study evaluated the level of job satisfaction among a convenience sample of school nurses practicing in California. The Index of Work Satisfaction (IWS) was the instrument used. Although the sampled school nurses rated autonomy and interaction as the most important and satisfying factors contributing to job satisfaction, the overall findings indicated that school nurses are relatively dissatisfied with their jobs.     

Perception of caring behavior and associated factors among nurses and midwives working in public hospitals in Southern Ethiopia

ObjectiveThis study aimed to assess the perception of caring behaviors and associated factors among nurses and midwives who provided maternal health care services at Sidama region public hospitals, Hawassa, Ethiopia.MethodsAn institutional-based cross-sectional study design was used on a sample of 269 nurses and midwives working in maternity wards in Sidama region public hospitals. A self-administered questionnaire was used to collect data. Bivariate and multivariable logistic regression analysis was used to identify factors associated with nurses’ and midwives’ perceptions of caring behaviors.ResultsTotally 261 nurses and midwives participated the survey. Based on the mean score, participants’ perception of caring behavior was classified as higher and lower. According to this study, 75.1% (196/261) of nurses and midwives demonstrated a higher perception of caring behavior. Respondents’ age, professional satisfaction, personal satisfaction, midwife/nurse-doctor relationship and workload were significantly associated with their perception of caring behavior.ConclusionsAssessing the nurses’ and midwives’ perception of caring behavior and related factors is crucial for providing high-quality nursing and midwifery interventions. It is suggested to create a positive and conducive caring behavior in the organization by reducing excessive workload of nurses and midwives, as well as enhancing nurse/midwife-doctor relationship, and increasing their job satisfaction by providing recognition and reward will improve nurses’ and midwives’ caring behavior.     

成都市乡镇／社区卫生服务机构人力资源绩效现状调查——三圈七院六站预调查报告之四

目的了解成都市基层卫生人力资源绩效基线现状，为我国提高基层卫生人力资源绩效及统筹城乡卫生改革提供基线证据与政策建议。方法同本系列研究之二。结果①成都市三圈7个乡院／中心近5年诊疗人次均稳中有升，除最偏远两个乡院（人和、白鹿）外，均高于全国乡院平均水平。②在全球、全国、重庆还不能得到确切数据的情况下，7个乡院／中心的“六位一体”工作能得到较详实的数据，且普遍高于全球、全国平均绩效水平，但一圈到三圈呈递减趋势。③成都市乡镇／社区患者对乡院／中心“六位一体”工作满意、很满意率达65％～80％，但卫生人员的工作满意、很满意率仅9％～46％，且一圈到三圈呈递减趋势。结论①成都市基层卫生机构在卫生人员数量少、学历和职称偏低、待遇偏低、工作环境艰苦的条件下仍能提供绩效较全球、全国乡院平均水平更高的“六位一体”卫生服务，获当地患者较高满意度。②成都市卫生人员从一圈到三圈数量递减、学历和职称递降、配置不合理渐突出、服务难度递增等多种原因，导致卫生人员满意度从一圈到三圈逐渐下降。建议：①针对不同功能定位、工作类别的卫生机构或人员制定不同的绩效考核标准。通过多种培训、再教育方式保证现有卫生人员知识、临床技能不断更新。②整合区域卫生资源，建立长期、稳定的区域内上级卫生机构／人员帮扶制度、科学合理的双向转诊制度及指标体系。③晋级中应适当对基层单位倾斜，适度降低其晋级门槛，增加区域针对性和实际应用性的标准。     

照护艾滋病患者的感染科护士工作满意度调查

目的：调查照护艾滋病患者的感染科护士的工作满意度,并分析相关影响因素。方法本文以某地区4所三甲医院照护艾滋病患者的感染科护士为研究对象,采用护士工作满意度量表测量感染科护士的工作满意程度,并分析相关影响因素。结果照护艾滋病患者的感染科护士工作总体满意度（59.2±8.5）分。 Logistic回归分析结果显示学历水平、收入状况、工作时间是影响感染科护士工作满意度的因素。结论护理管理者需要提升感染科护士的内外因素,有助于改善工作满意度,从而进一步提升护理服务质量及患者满意度。     

Work related stress,burnout, job satisfaction and general health of nurses: A follow‐up study

Nurses experience high levels of work related stress and burnout as well as low job satisfaction and poor general health owing to the nature of their work. This paper seeks to provide a better understanding of the nature of relationships between work related stress, burnout, job satisfaction and general health of nurses over one year. This study involved a longitudinal design. Two hundred and seventy seven nurses from four hospitals completed a follow up survey consisting of five questionnaires. Data were collected between 2013 and 2014. The data were analysed using generalized estimation equation analysis. Lack of support was associated with burnout, patient care was associated with job satisfaction and staff issues were associated with general health of nurses. Burnout is more strongly related to job satisfaction than general health. The findings of this study could inform evidence based policy and practice through interventions aimed at improving job satisfaction and reducing the impact of burnout on general health of nurses.     

护士职业倦怠状况及其与社会支持、工作压力源的相关性研究

目的探讨护士职业倦怠与工作压力源、社会支持的相关性。方法对4家综合医院的医生（138人）、护士（162人）分别进行量表测查，其中对护士进行工作倦怠量表（MBI）、领悟社会支持量表（PSSS）、中国护士工作压力源量表的测查，医生仅进行工作倦怠量表的测查，并对结果进行分析。结果护士的MBI测查结果显示情绪衰竭、非人性化评分显著高于医生，而工作成就感评分则显著低于医生；护士职业倦怠水平明显高于医生，2者比较差异有统计学意义。护士职业倦怠程度高者，其社会支持评分低于职业倦怠程度低者；而其工作压力源评分均显著高于职业倦怠程度低者。护士职业倦怠情绪衰竭、非人性化评分与社会支持、工作压力源呈负相关，而工作成就感评分与社会支持、工作压力源呈正相关。结论护士职业倦怠状况应引起护理管理者的重视，及时采取相应措施提高其心理健康水平。     

Attitudes regarding organ donation from non-heart-beating donors

PURPOSE: To determine the attitudes toward organ donation from non-heart-beating cadaver donors in a sample of the general public and health care workers. MATERIALS AND METHODS: A moderator-administered questionnaire was completed by members of the general public, recruited randomly from a professional consumer research group's database, and health care workers recruited from the same database, family practice clinics, and local hospitals. Two primary scenarios were tested: (1) patient in coma, not going to survive intensive care unit (ICU), and (2) patient lapsing in and out of consciousness, lifetime institutional care. RESULTS: Sixty members of the general public and 68 health care workers completed the questionnaire. The majority of both groups were aware life support could be withdrawn in Scenario 1, however, significantly fewer were aware life support could also be withdrawn in Scenario 2 (83% general public vs 34% general public, P <.001 and 94% health care workers vs 78% health care workers, P =.012). Uncertainty in prognosis was cited as the primary concern. The issue of organ donation was directly linked with withdrawal of life support. The majority of both groups believed that organ donation would be permissible if further life support were deemed to be not in the patient's best interest because of poor short-term prognosis (94% health care workers and 98% general public for Scenario 1 and 87% health care workers and 81% general public for Scenario 2).The greatest difficulty arose in defining futility of care. Expected quality of life, patient's and family's values, opinions, and religious beliefs were felt to be most important in determining decisions regarding futility and withdrawal of life support. Physician beliefs and values were felt to influence decisions more than they should. CONCLUSIONS: Both the general public and health care workers support the use of non-heart-beating cadaver donors once a decision has been made to withdraw life support. However, both groups raised concerns regarding how the decision to withdraw life support is made.     

The relationship between primary health care practitioners' job satisfaction and characteristics of their practice settings

Today, individuals spend much of their time at the workplace, and theorists argue that an individual's employment experience is an integral part of his or her social identity. Current research emphasizes the importance of job satisfaction to a person's entire life adjustment. Yet little data exists about the job satisfaction of nurses working in the advanced practice role of primary care. The purposes of this article's study were to describe those individual and situational factors that contribute to job satisfaction and dissatisfaction among nurse practitioners, and to explore the relationship between levels of job satisfaction and characteristics of primary health care practitioners' work/practice settings. The study results suggest that, overall, NPs demonstrate a high level of job satisfaction; only 9 percent reported overall dissatisfaction with their jobs. Autonomy, sense of accomplishment and time spent in patient care ranked as the top three factors contributing to job satisfaction. The highest ranked dissatisfier was salary. Differences in satisfaction existed according to several practice-setting characteristics. Fewer factors than initially expected were associated with overall job satisfaction. The correlates that were noted, however, identified number of years of experience and self-perceived skill levels as important variables contributing to overall job satisfaction. Implications of these findings for the early guidance of practitioners assuming the advanced-practice role and for the NP educational curriculum are discussed.