Jordanian nurses' job satisfaction and intent to stay: comparing teaching and non-teaching hospitals.

The aims of this study were to identify variables of Jordanian nurses' job satisfaction and intent to stay, compare the phenomena of interest in teaching and non-teaching hospitals, and correlate the two concepts of nurses' job satisfaction and intent to stay. A convenience sample of 433 nurses was obtained from three teaching hospitals and two non-teaching hospitals. Nurses were "neither satisfied nor dissatisfied" and were "neutral" in reporting their intent to stay at their current jobs. Nurses who were working in non-teaching hospitals reported higher job satisfaction and intent to stay rates than those working in teaching hospitals. Nurses' job satisfaction and intent to stay were at the borderlines, which require the immediate attention of nursing and hospital administrators. Nurses' job satisfaction and intent to stay, particularly in teaching hospitals, have to be promoted; thus, interventions have to be effectively initiated and maintained at the unit and organizational levels.     

Work and non‐work social support and intent to stay at work among Jordanian hospital nurses

ABUALRUB R.F. (2010) Work and non‐work social support and intent to stay at work among Jordanian hospital nurses. International Nursing Review 57 , 195–201 Purpose: To examine (1) the level of intent to stay at work among Jordanian nurses; (2) the levels of at‐work and non‐work social support; and (3) the extent of variance in the level of intent to stay at work because of the demographic and social support variables. Design: A survey design was used to investigate the predictors of intent to stay at work among the population of Jordanian nurses in three public hospitals. Two hundred and seventy five participants submitted complete and usable questionnaires. The response rates were 50%, 55% and 70%, respectively. Methods: Data were collected using a questionnaire that included a scale for measuring social support, the McCain's Intent to Stay Scale and the demographic form. Findings: The results showed that support from supervisors, marital status, number of friends at work, number of children at home, gender, time commitment, support from co‐workers and support from family accounted for 60% of the variation in the level of intent to stay. The results indicated that nurses who were females, had children at home, worked full time and perceived having more support from co‐workers and supervisors tended to stay at work more than others. On the other hand, the results showed that marital status, number of friends at work and family support were associated negatively with intent to stay at work. Conclusion: The findings of the study suggest the important role of workplace social support in enhancing the level of intent to stay at work.     

Relations Among Social Support, Burnout, and Experiences of Anger: An Investigation Among Emergency Nurses

BACKGROUND.  The aim of the present study was to determine whether social support, burnout, and anger expression are related with each other among emergency nurses working in private- or public-sector hospitals.
DESIGN AND SAMPLE.  The sample consisted of 100 emergency nurses working in the private or public sector in Ankara, Turkey. The Maslach Burnout Inventory, The Multidimensional Scale of Perceived Social Support, and The Trait-Anger and Anger Expression Scale were used.
RESULTS AND CONCLUSIONS.  The results demonstrated that social support did not differentiate among the nurses working in the private sector or in the public sector according to the burnout subscales' scores. However, nurses in the private sector find it more difficult to express their anger. The state-trait anger levels of the nurses differ according to the burnout levels and also according to the sector that they are working in. The congruence between this study's findings and the literature is discussed.     

Job satisfaction in a Norwegian population of nurses: a questionnaire survey

BACKGROUND: Although job satisfaction is a factor that influences retention, turnover and quality of nursing care globally, there are few studies exploring these factors in European countries. OBJECTIVES: To describe job satisfaction among hospital nurses in Norway, to explore the relationship between nurses' job satisfaction and participation in a clinical ladder program and to explore relationships between several variables and intent to stay. A secondary purpose was to investigate the use of a job satisfaction instrument in a different culture than its origin. DESIGN: In a survey, 2095 nurses in four different hospitals answered a questionnaire that included demographic data, intent to stay and a job satisfaction instrument covering the importance of and actual satisfaction with different job factors. RESULTS: Interaction, followed by pay and autonomy were the most important job factors for Norwegian nurses. Actual job satisfaction was similar to nurses in other countries. There was no significant difference in job satisfaction between participants and non-participants in a clinical ladder. Nurses intending to stay more than a year were significantly more satisfied in their job. Further education and 1 day or more scheduled for professional development were factors that were positively related to intent to stay in the hospital. CONCLUSIONS: Norwegian nurses' views on the importance of different job factors mirrored views of the importance ascribed to working milieu in the Norwegian society. As such, the instrument used seemed sensitive to cultural differences. Nurses' actual satisfaction with their job was similar to respondents in many other countries and may imply that structures and content defining nurses' working situation are similar in many parts of the world. Participation in a clinical ladder did not increase nurses' overall job satisfaction. However, further education and the opportunity for professional development increased nurses' intention to stay in the organization.     

Measuring community nurses' job satisfaction: literature review

Title.  Measuring community nurses' job satisfaction: literature review
Aim.  This paper is a report of a review of the literature on community nurses' job satisfaction, including research using different scales and settings, what is known to date and directions for future research.
Background.  Job satisfaction is one of the strongest predictors of intent to stay and retention of nurses. An adequate understanding of the sources of job satisfaction and their importance can aid policymakers in the community nursing setting to cope with the growing demand for its services.
Data sources.  A database of papers was established using ISI Web of Knowledge. Cited references were used to expand the database. Journals adding to the database were scanned for related research. This technique was repeated until no additional papers could be found.
Findings.  Twelve job satisfaction scales were found, with striking differences in methodology, settings and sample characteristics of the studies concerned. A wide variety of job satisfaction and dissatisfaction sources is identified, but little is known on their relative importance. The Measure of Job Satisfaction and the Home Healthcare Nurses' Job Satisfaction Scale prove highly reliable and applicable.
Conclusion. Findings on the level and sources of community nurses' job satisfaction are ambiguous. Of all the scales reviewed, the Home Healthcare Nurses' Job Satisfaction Scale seems most promising for use in future research, based on its strong psychometric properties and its specificity for the community nursing setting.     

Disordered eating and job stress among nurses

Aim  The purpose of this study was to examine disordered eating behaviours among nurses in the state of Ohio.
Background  Individuals involved in disordered eating tend to report more frequent and higher levels of perceived stress than their counterparts. As nurses regularly perform stressful roles and responsibilities within a high-stress environment, this group may be at elevated risk of disordered eating.
Method  A 65-item survey was mailed to a random sample of 1000 nurses in the state of Ohio.
Results  A total of 435 nurses (47%) returned completed surveys. Most (93%) were registered nurses (RNs) and 87% were over 31 years old. Results indicated that disordered eating differed significantly based on perceived job stress and perceived body satisfaction. Nurses with high levels of perceived job stress and low levels of body satisfaction had higher disordered eating involvement.
Conclusions  Nurses reporting high levels of job stress are at increased risk of disordered eating behaviours. Recommendations for future research are offered.
Implications for nursing management  Employee wellness programmes should be developed that educate and support nurses to make healthy lifestyle choices.     

Professionalism: the major factor influencing job satisfaction among Korean and Chinese nurses

Background:  The nursing shortage has become an internationally important issue. Nurses' professionalism and job satisfaction have been recognized as strong factors influencing their turnover. As international interchanges in nursing education are growing between Korea and China, understanding the commonalities and differences in factors associated with job satisfaction is critical to improving nurses' job retention.
Aim:  To compare the factors influencing job satisfaction among Korean and Chinese nurses.
Method:  A cross-sectional survey was conducted. The participants were comprised of 693 nurses at three general hospitals in Jinan, People's Republic of China and 593 nurses at two general hospitals in Seoul, Korea. A questionnaire was designed to measure the nurses' professionalism and job satisfaction. Stepwise multiple regression analysis was performed to identify factors related to job satisfaction.
Results:  Professionalism was the common factor influencing job satisfaction in Korean and Chinese nurses. Professionalism was positively related to job satisfaction in both groups. Additional factors associated with job satisfaction were demographics and job characteristics such as age, job position and department of work, which were significant only in Korean nurses.
Conclusions:  Professionalism was the most important factor influencing job satisfaction in both Korean and Chinese nurses. Enhancing nursing professionalism is recommended as a common strategy to improve nurses' job retention across different healthcare systems.     

护士职业承诺与留职意愿的相关性分析

目的：了解护士职业承诺、留职意愿现状,探讨两者之间的关系。方法方便抽样,抽取哈尔滨市5所三级甲等医院的469名护士为调查对象,采用护士一般情况调查表、护士职业承诺问卷、留职意愿量表进行问卷调查。结果护士职业承诺得分为（72．46±12．76）分,留职意愿得分为（14．39±3．35）分。 Pearson相关分析显示,护士留职意愿与职业承诺及其情感承诺、规范承诺、经济成本承诺、情感代价承诺、机会承诺5个维度均呈正相关（r值分别为0．528,0．504,0．412,0．337,0．381,0．324;P＜0．01）。年龄、学历、情感承诺可以作为预测护士留职意愿的主要因素。结论护理管理者应重视提高护士的职业认同,提升护士对护理职业的归属感,缓解护士工作压力,提高其职业承诺水平,稳定护理队伍。     

Relationships among conflict, conflict management, job satisfaction, intent to stay, and turnover of professional nurses in Thailand*

Abstract This study was conducted to describe level of conflict, conflict management styles, level of job satisfaction, and intent to stay, and to ascertain relationships among conflict, conflict management styles, level of job satisfaction, intent to stay, and turnover of professional nurses in Thailand. The sample was 354 professional nurses employed in four regional hospitals in Thailand. The findings showed that the overall level of conflict was at a moderate level. The majority of subjects used accommodation most frequently to manage conflict. Subjects were dissatisfied with pay but were neither satisfied nor dissatisfied with work, supervision, opportunities for promotion, co-workers and the job in general facets of job satisfaction. Most subjects had a high intent to stay in their present jobs for 1 year (97.1%) but intent to stay for the next 5 years decreased (78.5%). The result showed some relationships among these variables, but no relationship between intent to stay and turnover of professional nurses.     

Job satisfaction among Jordanian registered nurses

In a nationwide survey, factors contributing to job satisfaction and dissatisfaction among Jordanian nurses were examined. Questionnaires were completed by 312 Jordanian staff nurses working in army, government, and private hospitals. The results revealed the Jordanian staff nurses were somewhat satisfied with their social and safety rewards and incentives but somewhat dissatisfied with their psychological rewards and incentives as offered to them by their hospital work settings.     

Impact of critical social empowerment on psychological empowerment and job satisfaction in nursing and midwifery settings

casey m., saunders j. & o'hara t. (2010) Journal of Nursing Management   18, 24–34
Impact of critical social empowerment on psychological empowerment and job satisfaction in nursing and midwifery settings
Aim  To test an expanded model of empowerment which specifies the relationships between structural, psychological, critical social empowerment and job satisfaction.
Background  There is evidence that structural empowerment predicts psychological empowerment and these two dimensions of empowerment are independent predictors of job satisfaction. This study explored a third dimension of empowerment – critical social empowerment – and its impact on psychological empowerment and job satisfaction.
Method  A predictive, non-experimental design in a sample of 306 nurses and midwives in Ireland using the Conditions of Work Effectiveness Questionnaire, the Psychological Empowerment Questionnaire, a researcher developed tool to measure critical social empowerment and a job satisfaction questionnaire.
Results  While both structural and critical social empowerment were significant independent predictors of psychological empowerment and job satisfaction, critical social empowerment was the stronger predictor.
Conclusions  The findings support the inclusion of the critical social dimension of empowerment in the understanding of empowerment.
Implications for nursing management  Managers at all levels must attend to critical social empowerment as well as structural empowerment in order to increase job satisfaction, retention and engagement of highly qualified committed nurses and midwives.     

Characteristics associated with intent to stay among Quality Improvement nurses

Kim E.K. & Hwang J.I. (2011) Characteristics associated with intent to stay among Quality Improvement nurses. International Nursing Review 58 , 89–95 Aim: The study aims to investigate characteristics associated with intent to stay among Quality Improvement (QI) nurses in Korean hospitals. Background: QI nurses have recently emerged as a new specialty area in the nursing profession in Korea. They have played a major role in coordinating and facilitating hospital‐wide QI activities. However, their frequent turnover degrades the continuity of overall QI programmes and incurs additional costs in human resource management. Methods: A cross‐sectional questionnaire survey was administered to 123 QI nurses in 123 general hospitals. The collected data included their hospital and department characteristics, work demand, job satisfaction, organizational commitment and demographics. The response rate was 94.3% (n = 116). Multiple logistic regression analysis was performed to determine the factors associated with intent to stay. Findings: Only 32.8% intended to stay in their current job. Significant factors associated with intent to stay were affective commitment and work demands. QI nurses with a higher level of affective commitment were more likely to stay [odds ratios (OR) = 2.50], whereas those with higher quantitative work demands in QI education and support were less likely to stay (OR = 0.40). Conclusion: The findings indicated that intent to stay was closely associated with work environment characteristics. Efforts to enhance their affective commitment and support their workload management are needed to increase the retention of qualified and experienced QI nurses.     

Workplace empowerment, job satisfaction and job stress among Italian mental health nurses: an exploratory study

Aim  The purpose of the present study was to investigate the relationship between staff nurses' structural empowerment, work stress and job satisfaction in two health care settings in Italy using Kanter's Empowerment Theory.
Background  With the current scarcity of economic resources and shortage of nurses, it is essential to empower nurses to perform at a high level to ensure high-quality patient care. Structural empowerment is a process that can optimize use of nursing skills and professional expertise, thereby increasing job satisfaction among nurses.
Method  A convenience sample of 77 nursing staff employed in the Department of Mental Health in central Italy was used in this study (return rate 64%).
Results  Structural empowerment was significantly related to their job satisfaction ( r  = 0.506, P  < 0.001), as was global empowerment ( r  = 0.62). Empowerment also had a significant negative relationship to nurses' work stress ( r  = −0.28, P  < 0.05).
Conclusion  The results of this study support Kanter's theory of structural empowerment in an Italian nursing sample – a previously unstudied population.
Implications for nursing management  Organizational administration must make every effort to create organizational structures and systems that empower nurses to practice according to professional standards and optimize the use of their knowledge and expertise.