Home Healthcare Nurses' Job Satisfaction Scale: refinement and psychometric testing

AIMS: This paper describes a study to further develop and test the psychometric properties of the Home Healthcare Nurses' Job Satisfaction Scale, including reliability and construct and criterion validity. BACKGROUND: Numerous scales have been developed to measure nurses' job satisfaction. Only one, the Home Healthcare Nurses' Job Satisfaction Scale, has been designed specifically to measure job satisfaction of home healthcare nurses. The Home Healthcare Nurses' Job Satisfaction Scale is based on a theoretical model that integrates the findings of empirical research related to job satisfaction. METHODS: A convenience sample of 340 home healthcare nurses completed the Home Healthcare Nurses' Job Satisfaction Scale and the Mueller and McCloskey Satisfaction Scale, which was used to test criterion validity. Factor analysis was used for testing and refinement of the theory-based assignment of items to constructs. Reliability was assessed by Cronbach's alpha internal consistency reliability coefficients. The data were collected in 2003. RESULTS: Nine factors contributing to home healthcare nurses' job satisfaction emerged from the factor analysis and were strongly supported by the underlying theory. Factor loadings were all above 0.4. Cronbach's alpha coefficients for each of the nine subscales ranged from 0.64 to 0.83; the alpha for the global scale was 0.89. The correlations between the Home Healthcare Nurses' Job Satisfaction Scale and Mueller and McCloskey Satisfaction Scale was 0.79, indicating good criterion-related validity. CONCLUSIONS: The Home Healthcare Nurses' Job Satisfaction Scale has potential as a reliable and valid scale for measurement of job satisfaction of home healthcare nurses.     

A meta-analysis of studies of nurses' job satisfaction

Although several variables have been correlated with nursing job satisfaction, the findings are not uniform across studies. Three commonly noted variables from the nursing literature are: autonomy, job stress, and nurse-physician collaboration. This meta-analysis examined the strength of the relationships between job satisfaction and autonomy, job stress, and nurse-physician collaboration among registered nurses working in staff positions. A meta-analysis of 31 studies representing a total of 14,567 subjects was performed. Job satisfaction was most strongly correlated with job stress (ES = -.43), followed by nurse-physician collaboration (ES = .37), and autonomy (ES = .30). These findings have implications for the importance of improving the work environment to increase nurses' job satisfaction.     

An analysis of the relationship between job satisfaction and job stress in correctional nurses

Stamps and Piedmonte's Index of Work Satisfaction and Harris's Nurse Stress Index were completed by 287 registered nurses employed in state prison health care facilities in order to assess job satisfaction and job stress among correctional nurses. Correctional nurses' expectations about job satisfaction were influenced by pay and autonomy. This finding was consistent with studies of hospital nurses. Important sources of job satisfaction were professional status and interaction with employees. Analysis of differences between expectations and sources of job satisfaction may provide understanding of career benefits and sources of dissatisfaction. Time pressures and organizational support and involvement were sources of stress. Multivariate analyses showed an inverse relationship between stress and job satisfaction. Information about job satisfaction and work stress and their correlates may be used to develop strategies to improve the recruitment and retention of correctional nurses.     

护理人员个人特征对护士工作满意度影响的调查

目的 比较不同特征的护士对工作的满意度,为护理管理者的管理行为提供参考.方法 应用护士工作满意度量表对某综合性三级甲等医院1109名护士进行问卷调查.结果 护理人员对工作比较满意,平均分为（3.46±0.50）分,其中对工作的直接领导、同事及领导和下属的关系较满意,对自己收入、将来提升的机会和工作时数不满意,不同年龄、工作年限、婚姻状况、职称、编制和职务的护理人员对工作的满意度有所不同.结论 护理管理者要根据护士的不同特征进行管理,以提高护士工作绩效和满足感.     

Factors contributing to nurse job satisfaction in the acute hospital setting: a review of recent literature

hayes b, bonner a & pryor j (2010) Journal of Nursing Management 18, 804–814
Factors contributing to nurse job satisfaction in the acute hospital setting: a review of recent literature Aim To explore and discuss from recent literature the common factors contributing to nurse job satisfaction in the acute hospital setting. Background Nursing dissatisfaction is linked to high rates of nurses leaving the profession, poor morale, poor patient outcomes and increased financial expenditure. Understanding factors that contribute to job satisfaction could increase nurse retention. Evaluation A literature search from January 2004 to March 2009 was conducted using the keywords nursing, (dis)satisfaction, job (dis)satisfaction to identify factors contributing to satisfaction for nurses working in acute hospital settings. Key issues This review identified 44 factors in three clusters (intra-, inter- and extra-personal). Job satisfaction for nurses in acute hospitals can be influenced by a combination of any or all of these factors. Important factors included coping strategies, autonomy, co-worker interaction, direct patient care, organizational policies, resource adequacy and educational opportunities. Conclusions Research suggests that job satisfaction is a complex and multifactorial phenomenon. Collaboration between individual nurses, their managers and others is crucial to increase nursing satisfaction with their job. Implications for nursing management Recognition and regular reviewing by nurse managers of factors that contribute to job satisfaction for nurses working in acute care areas is pivotal to the retention of valued staff.     

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。     

Maintaining equilibrium: a theory of job satisfaction for community mental health nurses

This study aimed to explore what was satisfying in the role of community mental health nurse (CMHN). Previous studies have emphasized sources of dissatisfaction but the emphasis on satisfaction allowed the researchers to explore positive aspects of the role which have been largely neglected in previous studies and to explore how these nurses managed to sustain satisfaction. This study used a grounded theory, and the primary source of data was in‐depth interviews collected over a 1‐year period with 12 CMHNs. Data were analysed using the constant comparative method and theoretical sampling. The therapeutic relationship (being therapeutic, knowing oneself, knowing how) was identified as the most significant source of satisfaction for the CMHNs, but this was mediated by three properties associated with role performance – working for the organization, belonging to a team and maintaining a personal life. The properties associated with role performance affected the participants' experience of the therapeutic relationship which determined whether the CMHNs found their job satisfying. This process of balance and counter‐balance is best explained by the core category maintaining equilibrium which accounts for the dynamic interaction that occurs between the therapeutic relationship properties and the role performance properties. As a core category maintaining equilibrium describes the process in which the participants were impelled towards satisfaction.     

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.     

四川省社区护士工作满意度及影响因素的研究

目的了解四川省社区护士的工作满意度水平及其影响因素,为社区护士人力资源管理提供实证依据。方法采用一般资料问卷和社区护士工作满意度问卷对969名社区护士进行调查。结果社区护士工作满意度总均分为(3.39±0.41)分,同事关系维度得分最高,为(4.03±0.63)分,工资与福利维度得分最低,为(2.32±0.81)分;学历、婚姻状况、用工性质、是否参加岗位培训是影响社区护士工作满意度的主要因素。结论四川省社区护士的工作满意度不高,突出表现为对工资与福利不满意。建议建立适宜的薪酬制度,优化社区护士的工作环境,加强社区护士专业培训和继续教育,提升其学历等方面水平,促进其工作满意度。     

护士工作满意度与社会支持的相关分析

目的了解护士工作满意度与社会支持的相关性。方法采用工作满意度及社会支持量表对96名护士进行测评,结果收回有效调查表96份,工作满意度与社会支持呈显著正相关。结论护士获得的社会支持越多,工作满意越高。     

护理人员组织公平感与工作满意度的相关性研究

目的调查护理人员的组织公平感、工作满意度的状况,分析两者的相关性。方法采用组织公平感量表和护士工作满意度量表,对14所医院525名护理人员进行调查。结果护理人员组织公平感总均分为(3.53±0.79)分;护理人员工作满意度总均分为(3.24±0.44)分;护士工作满意度总分及各因子得分与组织公平感总分及各因子得分均呈正相关(P0.01或P0.05)。结论提高护理人员组织公平感对提升护理人员工作满意度具有积极意义,医院应针对组织公平管理中的不足之处,采取有效措施,以提高护理人员的工作满意度,促进护理事业的发展。