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.     

Work climate related to job satisfaction among Dutch nurse anesthetists

Finding ways to retain nurse anesthetists in the profession to meet the increasing demands of the healthcare system is of paramount importance. The present study investigates the relationship between work climate and job satisfaction among Dutch nurse anesthetists. A questionnaire was distributed to Dutch nurse anesthetists to assess their perceptions of their work climates, and their levels of job satisfaction. Multiple regression analyses were performed to obtain the predictive value of work climate for job satisfaction. All of the work climate characteristics had statistically significant correlations to job satisfaction, and explained 20% of the variance in job satisfaction. To achieve a higher level of job satisfaction among nurse anesthetists, it is necessary to improve some essential work climate characteristics, such as: (1) making the nurse anesthetist feel an important part of the organization's mission statement, (2) discussing progress at work, (3) giving recognition for delivered work, (4) encouraging development, and (5) providing sufficient opportunities to learn and to grow.     

Role stress and job satisfaction for nurse specialists

AIM: This paper is a report of a study to illustrate the unique relationship between role stress and job satisfaction and provide recommendations for advanced nursing practice in Taiwan. BACKGROUND: International literature has shown that work role-related stress experienced by staff nurses predicts role strain, which in turn influences job satisfaction and intention to leave the job. In this study, the direct relationship between role stress and job satisfaction of nurse specialists was examined after controlling for personality trait and personal characteristics. METHOD: In 2004 a convenience sample of 129 nurse specialists from five acute care teaching hospitals in Taiwan participated. They completed a questionnaire (response rate 81%) focusing on personal characteristics, the Five Factor Model of personality traits, role stress (i.e. ambiguity, conflict, overload, incompetence) and job satisfaction (i.e. professionalism, interaction, demand/reward, control/recognition). Data were analysed using hierarchical regression models. RESULTS: After controlling for personality traits and personal characteristics, role stress variables predicted 24.8% of the variance in job satisfaction. Role ambiguity (P < 0.001) and role overload (P < 0.01) were the best predictors, but role conflict was not statistically significant. Role stress explained statistically significant proportions of the variance for each component of job satisfaction: professionalism (10.6%), interaction (16.7%), demand/reward (27.1%) and control/recognition (18.5%). Role ambiguity predicted all four satisfaction components, role overload predicted demand/reward and role incompetence predicted interaction. CONCLUSION: Organizational restructuring and administrative support are recommended to address the issues raised. Appropriate training, sufficient communications and supportive legislation are required. Future research should be conducted to evaluate the impact of these interventions.     

The relationship between personal traits and job satisfaction among Taiwanese community health volunteers

Aim. The purpose of the study was to understand the relationship between job satisfaction and personal traits in health volunteers in one community in Taiwan. Background. Among different kinds of community resources, the human resource is most essential for the process of developing healthy communities and cities. However, it is not easy to keep voluntary workers as part of health programmes even though they have been trained. Previous research has shown that to increase the job satisfaction of such a person, the volunteer needs to improve effectively his/her need to achieve. The need to achieve is an important part of a person's personal traits. Methods A cross‐sectional survey design was used to interview 317 health volunteers in various community health centres in I‐lan county, northern Taiwan. The research instruments of this study included the ‘locus of control orientation scale’ for personality measurement, the ‘achievement orientation scale’ and the ‘job satisfaction scale’. Results. Most of the sample volunteers were female with an average age of 49·55 years; the majority was married and living with their spouses. In terms of the volunteers’ personal traits, most of them are internal control orientation. The job satisfaction of the volunteers who took part in this research was extremely high. Significant variables correlating with job satisfaction in this study were gender, educational level, religious preference, participation in training, working to promote community health, the willingness to work, the frequency of participating in job training, and cooperation with other volunteer partners. The explainable variance for the prediction of job satisfaction from a combination of achievement orientation and the frequency of collaboration with other people was 9·1%. Relevance to clinical practice. The results suggest that there is a need to strengthen cooperative relationships among volunteer by initiating well‐planned volunteer training programmes and growth groups with the aim of enhancing their interpersonal relationships.     

急诊科护士职业倦怠与大五人格特征的调查分析

目的:探讨急诊科护士职业倦怠的发生情况及职业倦怠与大五人格特征的相关性。方法:采取按比例分层抽样方法,使用职业倦怠问卷、大五人格问卷对急诊科护士93人进行调查。结果:急诊科护士职业倦怠的发生率高,发生程度重,且倦怠的3个维度均高于常模(P<0.01);急诊科护士职业倦怠的3个维度与大五人格特征的5个维度具有一定程度的相关性。结论:急诊科护士自身及医院管理层均应重视人格特征对职业倦怠的调控作用。     

The relationship between effective nurse managers and nursing retention

Hospital executives are challenged to recruit and retain clinical nurses in a time when the national hospital nurse turnover rates are averaging above 20%. This literature review outlines nursing research that studied characteristics of nurse managers' leadership styles that enhance hospital nurse retention. Five consistent themes provided evidence of leadership traits that lead to job satisfaction and nurse retention. These were transformational leadership style, extroverted personality traits, magnet hospital organizational structures that support nurse empowerment, autonomy and group cohesion, tenure, and graduate education. Data from these studies provide a foundation for directing strategic plans to increase nurse retention and job satisfaction.     

三甲医院骨科护理工作量与护士工作满意度的相关性分析

目的：了解三甲医院骨科护理工作量与护士工作满意度的关系。方法采用护士工作满意度量表和骨科护理工作量评估量表对132名骨科护士进行调查。结果不同职称、护龄的护士护理工作量差异有统计学意义（ F值分别为26．988,23．654;P＜0．05）;不同职称、护龄的护士护理工作满意度差异有统计学意义（ F值分别为56．988,47．081;P＜0．05）。护士工作量同工作满意度的总体呈显著负相关（r＝-0．292,P＜0．01）。回归分析显示职称、护龄、工作量对工作满意度具有显著影响,预测系数分别为0．351,0．275和-0．356（ P＜0．05）。结论护理工作量对护士工作满意度有重要影响,提高其业务水平,合理排班是提高满意度的重要途径。     

肿瘤内科护士共情疲劳与人格特征的相关性研究

目的 了解肿瘤内科护士共情疲劳现状,探讨其与人格特征的关系。方法 采用一般情况调查表、中文版专业生活品质量表、大五人格问卷简式版对大连市7所综合医院291名肿瘤内科护士进行调查,采用Pearson相关检验法分析共情疲劳与人格特征的相关性。结果 （1）肿瘤内科护士共情疲劳各维度得分分别为共情满足（34.79±5.87）分、二次创伤（24.75±5.20）分、倦怠（24.92±5.46）分。（2）相关分析结果显示：大五人格与共情疲劳各维度密切相关,其中宜人性、严谨性、开放性、外向性维度与共情满足成正相关（r=0.311~0.496,P<0.01）,与倦怠成负相关（r=-0.304~-0.404,P<0.01）;神经质人格与二次创伤、倦怠呈正相关（r=0.338~0.422,P<0.01）,与共情满足呈负相关（r=-0.178,P<0.01）。结论 肿瘤内科护士共情疲劳现象普遍,总体处于中度水平,而在不同人格特征的肿瘤内科护士中,神经质人格者最易出现共情疲劳。建议管理者应根据个体特有的人格特征,及早发现高危人群并积极进行干预,降低共情疲劳的发生,提高肿瘤护理的工作质量。     

护理组织氛围与护士工作满意度的相关性

目的了解医院护理组织氛围与护士工作满意度现状,探讨两者之间的关系。方法2013年10-12月,采用混合抽样法选择哈尔滨市4所三级甲等综合性医院的1200名护士作为调查对象,采用一般资料问卷、护理组织氛围量表和护士工作满意度量表进行调查。结果返回的1188份有效问卷中,护理组织氛围得分为(3.84±0.59)分,编制、年龄和职务为其主要影响因素(P0.05);护士工作满意度平均得分为(123.63±18.59)分,护龄、职称和编制为其主要影响因素(P0.05);护理组织氛围的总分及3个维度(关心员工、温暖和工作主动性、支持认同)得分与护士工作满意度平均得分呈正相关(P0.05)。结论护理管理者应注重创造良好的护理组织氛围,以提高护士的工作满意度,从而促进护理服务质量的有效提升。     

Exploring the relationship between job satisfaction and nursing group outcome attainment capability in nurse administrators

Gianfermi r.e. & Buchholz s.w. (2011) Journal of Nursing Management 19, 1012–1019 Exploring the relationship between job satisfaction and nursing group outcome attainment capability in nurse administrators Aim To examine the relationship between job satisfaction and nursing group outcome attainment capability (NOAC) among nurse administrators. Background Contributing to the nursing shortage experienced in the USA is job dissatisfaction and a sense of powerlessness. The potential to achieve power exists within nursing and is realized when nurses achieve their goals. Nurse administrators can positively impact their settings by achieving these goals as they engage in the process of NOAC. However, little is known about the relationship between nurse administrators, job satisfaction and NOAC. Method In this non-experimental study, nurse administrators (n = 20) employed in mid-size urban and suburban hospitals were recruited using convenience sampling. Using an on-line format, participants completed the Minnesota Satisfaction Questionnaire to measure job satisfaction and the Sieloff–King Assessment of Group Outcome Attainment within Organizations to measure NOAC. Results Moderately strong and strong significant correlations (P < 0.003) were found between job satisfaction and nursing group outcome attainment capability (intrinsic satisfaction r = 0.800; extrinsic satisfaction r = 0.650; total satisfaction r = 0.770). Conclusion To increase job satisfaction, it is important that nurse administrators have the power to achieve their professional goals. Implications for nursing management Nurse administrators can potentially increase their job satisfaction by achieving their professional goals.     

Relationship between personality traits, job satisfaction, and job involvement among Taiwanese community health volunteers

OBJECTIVE: To understand the relationship between job involvement, job satisfaction, and personality traits among health volunteers in one Taiwan community. It is not easy to retain voluntary workers as part of health programs even though they have been trained. Previous research has shown that in order to increase job involvement, volunteers must effectively fulfill their needs to achieve and obtain job satisfaction. DESIGN AND SAMPLE: Cross-sectional design. Surveys were mailed to 317 health volunteers at community health centers in I-lan County, northern Taiwan; 213 complete responses (67%) were received. METHODS: The survey instrument included sociodemographic items and scales measuring locus of control, achievement orientation, job involvement, and job satisfaction. RESULTS: Most respondents (94.8%) were female and their average age was 49.6 years. In terms of personality traits, most volunteers showed internal control orientation. Explainable variance for the prediction of job involvement from a combination of participation frequency, on-job training, achievement orientation, and job satisfaction was 33.6%. CONCLUSIONS: The results suggest that there is a need to strengthen cooperative relationships among volunteers by initiating well-planned volunteer training programs and growth groups. These should involve the empowerment concept with the aim of enhancing the volunteers' interpersonal relationships and job satisfaction.     

Hospital nurse practice environment, burnout, job outcomes and quality of care: test of a structural equation model

Title. Hospital nurse practice environment, burnout, job outcomes and quality of care: test of a structural equation model. Aim. The aim of the study was to investigate relationships between nurse practice environment, burnout, job outcomes and nurse‐assessed quality of care. Background. A growing line of work confirms that, in countries with distinctly different healthcare systems, nurses report similar shortcomings in their work environments and the quality of care in hospitals. Neither the specific work environment factors most involved in dissatisfaction, burnout and other negative job outcomes, and patient outcomes, nor the mechanisms tying nurse job outcomes to quality of care are well understood. Method. A Nurse Practice Environment and Outcome causal structure involving pathways between practice environment dimensions and outcome variables with components of burnout in a mediating position was developed. Survey data from 401 staff nurses across 31 units in two hospitals (including the Revised Nursing Work Index, the Maslach Burnout Inventory, and job outcome and nurse‐assessed quality of care variables) were used to test this model using structural equation modelling techniques. The data were collected from December 2006 to January 2007. Results. Goodness of fit statistics confirmed an improved model with burnout dimensions in mediating positions between nurse practice environment dimensions and both job outcomes and nurse‐assessed quality of care, explaining 20% and 46% of variation in these two indicators, respectively. Conclusion. These findings suggest that hospital organizational properties, including nurse–physician relations, are related to quality of care assessments, and to the outcomes of job satisfaction and turnover intentions, with burnout dimensions appearing to play mediating roles. Additionally, a direct relationship between assessments of care quality and management at the unit level was observed.     

The impact of organizational climate on nurse satisfaction. Management implications

The stresses and demands on nurses currently in practice and those who manage nursing environments are far greater than they were just a few years ago and will only escalate in the future. The purpose of this study was to examine the relationship of organizational climate dimensions on registered nurse job satisfaction. The sample consisted of 232 pediatric registered nurses who worked in all pediatric specialties. There was a statistically significant relationship between five climate dimensions and job satisfaction (p < .01-.001). Emphasis is placed on implications for nurse administrators and managers who can greatly impact the climate of the nursing unit and department. It is essential for nurse administrators and managers to plan and implement approaches that will meet the unique needs of their staff and institution in these particularly challenging times.     

Investigating Burnout and Psychological Well‐Being of Staff Working with People with Intellectual Disabilities and Challenging Behaviour: The Role of Personality

Background The present research extended previous research by broadening the dimensions of personality traits, and focusing on burnout and psychological well‐being among staff working with people with intellectual disabilities and challenging behaviour. Methods This is a cross‐sectional survey in which 103 staff completed questionnaires measuring clients’ challenging behaviour according to staff perception, as well as staff burnout, psychological well‐being and personality traits. Results Regression analyses showed that staff perception of challenging behaviour predicted burnout. Controlling for challenging behaviour, three personality traits (neuroticism, extraversion and conscientiousness) predicted burnout and psychological well‐being. Conclusions Personality traits can affect the degree of burnout and poor psychological well‐being that staff may experience. Staff should be informed about the role that their personality traits can play in their well‐being. Training programmes for staff should incorporate the complex relationship between personality traits and well‐being. Further studies should aim at identifying other personality traits that could increase or decrease resilience of staff working in this area.     

Personality Traits Associated with Occupational ‘Burnout’ in ABA Therapists

Background

Applied behaviour analysis (ABA) therapists typically work one‐to‐one with children with autism for extended periods of time, which often leads to high levels of job‐related stress, lower levels of job satisfaction, increased frequency of occupational ‘burnout’ and higher than average job turnover (Journal of Autism Development, 39 , 2009 and 42). This is particularly unfortunate, in that these vulnerable clients need stability and consistency in care, both of which are empirically related to clinical outcomes (Journal of Autism Development, 39 , 2009 and 42). It is reasonable to assume that some individuals, by virtue of their personal characteristics, are better suited to this type of work than are others.

Method

The purpose of the this study was to investigate associations between personality traits, using the five‐factor model of personality, and key job‐related variables, including burnout and job satisfaction, in a sample of therapists (n = 113) who work one‐to‐one with individuals diagnosed with autism.

Results

Significant correlations were found between Neuroticism and all three subscales of burnout (Exhaustion, Cynicism and Professional Efficacy). Extraversion and Conscientiousness were significantly negatively correlated with Cynicism and positively correlated with Professional Efficacy. Agreeableness was positively associated with Professional Efficacy. Job satisfaction was correlated positively with Extraversion and negatively with Neuroticism. Level of perceived personal and professional support partially mediated the effect of personality traits on job satisfaction.

Conclusions

These results may help to identify job applicants who are dispositionally less suited to this type of work, as well as currently employed therapists who are in need of support or intervention.     

护士职业倦怠与人格特征的相关性研究

目的了解职业倦怠与人格特征之间的相关性,为相关部门预防和干预护士职业倦怠提供依据。方法采用整群抽样和分层抽样方法,以职业倦怠问卷、人格特征问卷对长沙市5所综合性三级公立医院600名护士进行调查,并应用SPSS13.0统计软件对所得数据进行统计学处理。结果护士总的职业倦怠维度得分为(3.82±8.76)分,呈现较为严重的职业倦怠现象;Pearson相关分析表明,护士职业倦怠与人格特征的精神质和神经质存在正相关(P<0.05),与人格特征内外向性、掩饰性显著负相关(P<0.05)。结论长沙市级医院护士职业倦怠整体水平较高,其人格特征对工作倦怠有显著影响,有关部门可采取相应的措施进行干预,以提高护士群体的心理健康水平。     

Practice environments and their associations with nurse-reported outcomes in Belgian hospitals: development and preliminary validation of a Dutch adaptation of the Revised Nursing Work Index

Aim

To study the relationship between nurse work environment, job outcomes and nurse-assessed quality of care in the Belgian context.

Background

Work environment characteristics are important for attracting and retaining professional nurses in hospitals. The Revised Nursing Work Index (NWI-R) was originally designed to describe the professional nurse work environment in U.S. Magnet Hospitals and subsequently has been extensively used in research internationally.

Method

The NWI-R was translated into Dutch to measure the nurse work environment in 155 nurses across 13 units in three Belgian hospitals. Factor analysis was used to identify a set of coherent subscales. The relationship between work environments and job outcomes and nurse-assessed quality of care was investigated using logistic and linear regression analyses.

Results

Three reliable, consistent and meaningful subscales of the NWI-R were identified: nurse-physician relations, nurse management at the unit level and hospital management and organizational support. All three subscales had significant associations with several outcome variables. Nurse-physician relations had a significant positive association with nurse job satisfaction, intention to stay the hospital, the nurse-assessed unit level quality of care and personal accomplishment. Nurse management at the unit level had a significant positive association with the nurse job satisfaction, nurse-assessed quality of care on the unit and in the hospital, and personal accomplishment. Hospital management and organizational support had a significant positive association with the nurse-assessed quality of care in the hospital and personal accomplishment. Higher ratings of nurse-physician relations and nurse management at the unit level had significant negative associations with both the Maslach Burnout Inventory emotional exhaustion and depersonalization dimensions, whereas hospital management and organizational support was inversely associated only with depersonalization scores.

Conclusion

A Dutch version of the NWI-R questionnaire produced comparable subscales to those found by many other researchers internationally. The resulting measures of the professional practice environment in Belgian hospitals showed expected relationships with nurse self-reports of job outcomes and perceptions of hospital quality.