Factors influencing job satisfaction of front line nurse managers: a systematic review

Aim The purpose of this study was to systematically review the research literature that examined the determinants of front line nurse managers’ job satisfaction. Background Front line managers are the vital link between senior management and clinical nurses. They influence organizational culture and outcomes for patients and staff so their job satisfaction and ultimately retention is of importance. Evaluations A review of research articles that examined the determinants of front line nurse managers’ job satisfaction was conducted. These managers supervise staff nurses and have direct responsibility for the management of a nursing unit or team in any type of healthcare facility. Fourteen studies were included in the final analysis. Key issues Evidence of significant positive relationships were found between span of control, organizational support, empowerment and the job satisfaction of front line nurse managers. Conclusion The review suggests that job satisfaction of front line managers may be improved by addressing span of control and workload, increasing organizational support from supervisors and empowering managers to participate in decision‐making. Implications for Nursing Management Healthcare organizations may enhance the recruitment, retention and sustainability of future nursing leadership by addressing the factors that influence job satisfaction of front line managers.     

护士工作价值观与工作满意度的调查分析

目的了解护士工作价值观与工作满意度的现状,并提出对策。方法采取方便抽样方法选取某所三级甲等医院117名护士,采用工作价值观量表、护士工作满意度量表进行调查。结果护士工作满意度处于中等水平;护士工作价值观总分为(4.95±0.91)分,其中情感型价值观(5.20±0.87)分,物质型价值观(4.93±0.75)分,认知型价值观(4.90±0.83)分。结论护理管理者对护士的情感需要和成就发展需要需进行投入,为护士创建良好的工作氛围,不断提高护士工作情景与个人工作价值观的契合度,进而提高护士的工作满意度和工作价值感。     

Authentic leadership of preceptors: predictor of new graduate nurses' work engagement and job satisfaction

giallonardo l.m ., wong c.a . & iwasiw c.l . (2010) Journal of Nursing Management 18, 993–1003
Authentic leadership of preceptors: predictor of new graduate nurses' work engagement and job satisfaction Aim To examine the relationships between new graduate nurses’ perceptions of preceptor authentic leadership, work engagement and job satisfaction. Background During a time when the retention of new graduate nurses is of the upmost importance, the reliance on preceptors to facilitate the transition of new graduate nurses is paramount. Methods A predictive non-experimental survey design was used to examine the relationships between study variables. The final sample consisted of 170 randomly selected Registered Nurses (RNs) with <3 years experience and who worked in an acute care setting. Results Hierarchical multiple regression demonstrated that 20% of the variance in job satisfaction was explained by authentic leadership and work engagement. Furthermore, work engagement was found to partially mediate the relationship between authentic leadership of preceptors and engagement of new graduate nurses. Conclusions New graduate nurses paired with preceptors who demonstrate high levels of authentic leadership feel more engaged and are more satisfied. Engagement is an important mechanism by which authentic leadership affects job satisfaction. Implications for nursing management Managers must be aware of the role preceptors’ authentic leadership plays in promoting work engagement and job satisfaction of new nurses.     

护理管理者变革型领导行为与护理人员工作满意度的相关性研究

目的调查目前护理管理者变革型领导水平及护理人员工作满意度的现状,分析变革型领导对工作满意度的影响,并探索两者的相关性。方法采用问卷调查法对哈尔滨市一所三级甲等医院中的238名护理人员进行调查。结果护理管理者的变革型领导和护士的工作满意度都处于中等水平,两者之间呈正相关（P〈0.01）。结论通过提高护理管理人员变革型领导的知识和技能,可以提高护理人员的工作满意度。     

基于Bass领导理论的病房护士长领导方式与护士工作满意度的相关性研究

目的 探讨病房护士长领导方式与护士工作满意度的相关关系.方法 采用分层抽样方法抽取2所三甲医院符合纳入标准的护士207名作为研究对象,利用交易型领导方式亚量表、转换型方式亚量表和工作满意度量表调查护士所感知的病房护士长领导方式及其自身对工作的满意度.结果 病房护士长采取交易型领导方式的频率高于转换型领导方式,2种领导方式得分比较存在差异;护士工作满意度的＂同事＂维度得分最高,＂薪酬＂维度得分最低;转换型领导方式是护士工作满意度的影响因素之一,与护士总体工作满意度总分、＂领导者＂、＂沟通＂呈显著相关性.结论 病房护士长更多地采取转换型领导方式可以提高护士的工作满意度.     

基于Bass领导理论的病房护士长领导方式与护士工作满意度的相关性研究

目的 探讨病房护士长领导方式与护士工作满意度的相关关系.方法 采用分层抽样方法抽取2所三甲医院符合纳入标准的护士207名作为研究对象,利用交易型领导方式亚量表、转换型方式亚量表和工作满意度量表调查护士所感知的病房护士长领导方式及其自身对工作的满意度.结果 病房护士长采取交易型领导方式的频率高于转换型领导方式,2种领导方式得分比较存在差异;护士工作满意度的"同事"维度得分最高,"薪酬"维度得分最低;转换型领导方式是护士工作满意度的影响因素之一,与护士总体工作满意度总分、"领导者"、"沟通"呈显著相关性.结论 病房护士长更多地采取转换型领导方式可以提高护士的工作满意度.     

The impact of nurse empowerment on job satisfaction

Title. The impact of nurse empowerment on job satisfaction. Aim. This paper is a report of a study conducted to test Kanter’s organizational empowerment theoretical model specifying the relationships among demographics, structural empowerment, and job satisfaction. Background. Empowerment has become an increasingly important factor in determining nurses’ job satisfaction in current restructured work environments in China. Methods. A correlational, cross‐sectional design was used to test Kanter’s organizational empowerment model with a sample of 650 full‐time nurses employed in six Chinese hospitals in 2007, with a response rate of 92% (n = 598). The instruments used were the Demographic Data Questionnaire, Conditions of Work Effectiveness Questionnaire‐II, and Job Satisfaction Scale. Results. The three lowest scoring items for Conditions of Work Effectiveness Questionnaire‐II were resources, opportunity and informal power. The job satisfaction items revealing most dissatisfaction were workload and compensation, professional promotion, amount of work responsibility, work environments, and organizational policies. A statistically significant positive correlation was found between empowerment and job satisfaction (r = 0·547, P < 0·01). The demographic factors influencing empowerment were work objectives and age. The influencing factors for job satisfaction were work objectives and education level. Conclusion. The results provide support for Kanter’s organizational empowerment theory in the Chinese nurse population. Nurses who view their work environments as empowering are more likely to provide high quality care. Enhancing empowerment in a supportive environment would allow nurses to experience satisfaction with their jobs.     

护士工作价值观与工作满意度的典型相关分析

[目的]探讨护士工作价值观与工作满意度的关系。[方法]采用工作价值观量表和护士工作满意度量表对794名护士进行调查。[结果]护士的认知型价值观与工作满意度中的工作被认可和表扬、职业的本身特点呈正相关;护士的情感型价值观与工作满意度的工资、补贴呈负相关。[结论]护士工作价值观和工作满意度有关。     

The relationship between nursing leadership and nurses' job satisfaction in Canadian oncology work environments

Background  Current Canadian oncology work environments are challenged by the same workforce statistics as other nursing specialties: nurses are among the most overworked, stressed and sick workers, and more than 8% of the nursing workforce is absent each week due to illness.
Aim  To develop and estimate a theoretical model of work environment factors affecting oncology nurses' job satisfaction.
Methods  The sample consisted of 515 registered nurses working in oncology settings across Canada. The theoretical model was tested as a structural equation model using LISREL 8.54.
Results  The final model fitted the data acceptably ( χ ² = 58.0, d.f. = 44, P  =   0.08). Relational leadership and physician/nurse relationships significantly influenced opportunities for staff development, RN staffing adequacy, nurse autonomy, participation in policy decisions, support for innovative ideas and supervisor support in managing conflict, which in turn increased nurses' job satisfaction.
Conclusions  These findings suggest that relational leadership and positive relationships among nurses, managers and physicians play an important role in quality oncology nursing environments and nurses' job satisfaction.
Implications for nursing management  Oncology nursing work environments can be improved by focusing on modifiable factors such as leadership, staff development and staffing resources, leading to better job satisfaction and hopefully retention of nurses.     

Changes in nurse satisfaction in California, 2004 to 2008

Spetz J. & Herrera C. (2010) Journal of Nursing Management 18 , 564–572
Changes in nurse satisfaction in California, 2004 to 2008 Aim To examine whether there were improvements in the satisfaction of hospital-employed registered nurses (RNs) in the mid-2000s. Background In recent years, many hospitals have made efforts to improve workplace characteristics, in order to improve nurse satisfaction and retention. There has also been legislative activity to regulate workplace practices that are associated with satisfaction and turnover. Methods Data from surveys conducted by the California Board of Registered Nursing from 2004, 2006 and 2008 were analysed for hospital-employed registered nurses. Satisfaction is measured with 30 items on a five-point Likert Scale. Data were analysed using t-tests and logistic regression. Results Average nurse satisfaction improved with most survey items. There was deterioration in satisfaction with some items. Controlling for family, job and demographic characteristics, the odds of a nurse being satisfied or very satisfied with their job overall were 25% higher in 2008 than in 2004. Conclusions There were improvements in most aspects of nurse satisfaction between 2004 and 2008. Implications for nursing management Efforts to improve workplace conditions in the 2000s appear to have been effective in improving overall job satisfaction and satisfaction with a number of specific factors. However, some areas for improvement continue to be evident.     

广东台山市护士离职意愿与工作满意度相关性分析

目的了解临床护士离职意愿与工作满意程度现状,并探讨两者的相关性。方法选取广东台山市531名护士,运用一般情况调查表、护士工作满意度量表和离职意愿量表进行调查。结果护士工作满意度量表总均分为（3．34±0．40）分,护士离职意愿量表总均分为（14．54±1．38）分。专业发展机会、福利待遇、工作家庭平衡性与护士离职意愿呈负相关（均P〈0．05）。结论护理管理者应充分了解护士离职意愿和护士工作满意度的情况,采取积极有效的措施提高护士工作满意度,从而有效降低护士离职意愿。     

Extrinsic and intrinsic work values: their impact on job satisfaction in nursing

AIMS: The aim of this study was to identify the intrinsic and extrinsic work values that were perceived by the members of the Queensland Nurses Union (QNU) in Queensland, Australia, to influence job satisfaction. BACKGROUND: The current shortage of nurses in Australia has been the focus of many recent studies and national inquiries. This shortage is experienced internationally in both developed and developing nations. Few studies, however, have examined the results of surveys from the model of intrinsic and extrinsic work values and their impact on job satisfaction. METHODS: Following a pilot study, a questionnaire was posted to 2800 assistants-in-nursing, enrolled and Registered Nurses in October 2001, who were members of the QNU. The sampling of nurses was undertaken from three sectors - public, private and aged care and therefore the results are reported separately for these three sectors. A total of 1477 nurses responded to the survey, equating to a total overall response rate of 53%. It should be noted that the study was limited to members of the QNU, and therefore does not represent nurses who are not members of the Union. RESULTS: The results show that intrinsic and extrinsic work values do impact upon job satisfaction and therefore intention to leave employment. The results also indicate that work stress was high and morale was low and decreasing. CONCLUSIONS: The findings of this study give some indication of what should be included in a nursing workforce planning strategy, the need for which in Australia is 'fundamental and urgent' (Senate Community Affairs References Committee 2002, p. xiii). The findings of this study also suggest that a 'one size fits all' solution across sectors will not work.     

Further psychometric testing of the home healthcare nurse job satisfaction scale

The purpose of this study was to refine the psychometric properties of the Home Healthcare Nurses' Job Satisfaction Scale (HHNJS). A theoretical model of job satisfaction had been used to develop the 30-item HHNJS, representing nine components of job satisfaction. Psychometric properties suggested the need for further refinement. Revised items and construct definitions were subjected to psychometric testing with 2,274 home healthcare nurses. Eight independent subscales consistent with the theoretical model were validated by factor analysis. Estimated internal consistency reliability of six of the eight subscales was improved. Results suggest that the refined HHNJS has potential for improving retention through accurate measurement of job satisfaction of home health care nurses.