The effects of biographical variables on job satisfaction among nurses

A review of the literature confirms that there is no clear picture with regard to which biographical variables are strongly correlated with job satisfaction. Studies have shown small and inconsistent effects on variables, such as age, gender, education and personality, on job satisfaction. This study aimed to determine the effect of biographical variables on job satisfaction among nurses. The study used a dominant-less dominant mixed-method design and quantitative data were collected by a postal questionnaire survey. The sample was selected using stratified random sampling. The findings demonstrated no significant differences in job satisfaction for female and male nurses, and between job satisfaction and tenure. The findings did, however, confirm that nurses under the age of 35 were less satisfied than those over the age of 36; nurses with degrees were less satisfied than those without; and nurses in senior positions are more satisfied than their junior counterparts. The findings should be interpreted with caution because of the sample size and the small correlations between variables. Limitations aside, this study provides an insight into the relationship between these variables among nurses in the Republic of Ireland. It is possible that biographical variables are distal influences on job satisfaction, but further research is needed to better understand the relationship between these two sets of variables.     

护理人员工作特征与工作满意度的调查研究

目的了解分析护士工作特征,明确工作架构与工作满意度的关系,为开发实用、确切的工作设计方案,有效提升工作满意度提供实证依据。方法抽取7所综合性医院的430名护士,运用工作诊断调查表(短题本)和明尼苏达满意度问卷(短题本)进行横断面调查。结果各工作特征与内在满意度及一般满意度均成正相关,他人反馈及合作性与外在满意度成正相关(P<0.01)。内在满意度受任务重要性、工作自主性、他人反馈、年龄和轮班方式影响;外在满意度受他人反馈、职务和用工性质影响;一般满意度受他人反馈、工作自主性和任务重要性影响。结论工作特征对工作满意度具有积极影响,工作自主性、任务重要性和他人反馈是影响护士工作满意度的主要工作特征。科学的工作设计有助于促进护士与工作岗位的最佳匹配,提升工作满意度。     

护士职业价值观、工作满意度、工作绩效的关系研究

目的 采用结构方程模型探讨护士工作满意度在职业价值观与工作绩效间的中介作用.方法 采用横断面现况研究于2018年9月至12月采用便利抽样的方法在陕西省6所医院抽取548名一线在职护士作为研究对象.采用护士职业价值观量表(NPVS-R)、护士工作满意度量表(NJSS)、护理行为六维度量表(6-D)进行研究,并分析其相关性...     

护士职业认同感、工作压力和满意度及离职意愿调查

目的：了解北京市护士的职业认同感、工作压力和满意度及离职意愿状况。方法：采用方便抽样法抽取北京市19家不同级别医院的1272名护士,用自行设计的护士职业认同感、工作压力和工作满意度及离职意愿问卷对其进行调查。结果：1272名护士认为目前护士的社会地位平均分为36．5±19．7分（中位数为35．0）,27．8％的护士感觉患者对护士比较尊重或非常尊重,57．2％的护士认为工作压力较大或很大,压力来源主要为职业风险高、工作强度大、社会评价不高,30．7％的护士对工作比较满意或非常满意,不满意的原因主要为收入低、职业风险高、工作强度大;35．2％的护士表示不愿意继续从事护理工作,原因主要为收入低、职业风险高和工作强度大;多元线性逐步回归显示护士职业认同的影响因素有护龄和学历,工作压力的影响因素有婚姻状况和医院级别,工作满意度的影响因素有医院级别、职称和职务;Logistic回归显示护士离职意愿的影响因素为医院级别。结论：目前北京市护士的职业认同感评分低,工作压力大,工作满意度低,离职意愿强烈;相关管理部门应采取有效措施,减轻护士工作压力,提高护士工作满意度和职业认同感,减少有离职意愿护士的数量,以稳定护士队伍,保证临床护理质量。     

合同护士工作价值观与工作满意度的调查研究

目的探讨合同护士工作价值观对工作满意度的影响。方法以成都市三级综合医院合同护士为研究对象,使用工作满意度问卷（MSQ）和工作价值观问卷对1221名合同护士进行问卷调查。结果一般满意度的影响因素包括经济报酬、人际关系、智力刺激、审美主义、轻松舒适、社会地位、利他主义（标准化口分别为-0．319,0．239,0．203,0．124,-0．095,0．077,0．073）。结论合同护士工作价值观对工作满意度有影响。重视人际关系和智力刺激的合同护士对工作更加满意,重视经济报酬的合同护士则倾向于不满意。     

护士工作满意度的研究进展

工作满意度(job satisfaction)又称工作满足,罗宾斯[1]将工作满意度定义为“个人对他所从事工作的一般态度”,并认为一个人工作满意度水平高,则可能对工作就可能持积极态度,工作满意度水平低,则可能对工作就可能持消极态度。工作满意度这一概念从一问世就引起人们的关注,这是因     

临床护士工作满意度的调查分析

目的 :探讨临床护士工作满意度的水平及其影响因素。方法 :采用Mueller McCloskey满意度量表 (MMSS)对 1 91名临床护士的工作满意度情况进行调查。结果 :临床护士的工作满意度水平较低 ,其主要原因是护士工资过低及缺乏专业发展机会等。结论 :医院及护理管理者应采取有效措施 ,提高临床护士的工作满意度 ,促进护士积极的工作状态 ,并减少护士的流失。     

Association of musculoskeletal disorders and workload with work schedule and job satisfaction among emergency nurses

BackgroundThe emergency department is a highly demanding work environment, considered by high workload and stress. The impact of work-related factors on musculoskeletal disorders (MSDs) in emergency nurses (ENs) are not yet well understood. We investigated the association of MSDs and workload with work schedule (permanent day and night work) and job satisfaction in ENs.MethodData were collected through a questionnaire including individual and work-related factors, workload (National Aeronautics and Space Administration-Task Load Index [NASA-TLX]) and MSDs (Standardized Nordic Questionnaire) from 380 ENs in five hospitals.ResultsThe findings revealed that work schedule and job satisfaction levels were significantly associated with the MSDs in different body regions. Work schedule was significantly related to physical demand, performance, frustration, and overall workload, whereas it was not to the mental and temporal demands and effort. Job satisfaction level was negatively associated with mental demand and frustration. A high prevalence of musculoskeletal problems, particularly in knees, upper back, lower back, neck and shoulders were found.ConclusionMSDs are highly prevalent among ENs involved in night work and with low job satisfaction levels. The results are discussed in terms of their implications for emergency hospital nurses. The findings can help to better understand the working conditions and emphasize the need for ergonomic interventions in order to reduce MSDs and workload. Also, the study findings highlight the importance of mental aspects of workload in this occupational group.     

护士工作嵌入、工作满意度与留职意愿关系的研究

目的探讨工作嵌入、工作满意度与留职意愿间的关系。方法采用便利取样对青岛市6所医院及28所社区卫生服务中心站428名护士进行问卷调查。结果护士工作嵌入、工作满意度和留职意愿的平均得分别为(3.18±0.46)分、(3.53±0.62)分、(3.54±0.68)分;工作满意度、组织牺牲、年龄、收入、医院级别和社区牺牲可作为预测护士留职意愿的主要因素。结论护士工作嵌入水平、工作满意度和留职意愿均处于中等水平;工作嵌入和工作满意度对留职意愿有直接正向预测作用。     

护士工作满意度与组织支持感及工作倦怠的关系研究

目的探讨护士工作满意度、组织支持感及工作倦怠的关系。方法采用工作满意度量表、组织支持感测量问卷及工作倦怠问卷对549名护士进行调查。结果护士工作满意度、组织支持感及工作倦怠中去人格化、情感枯竭处于中等水平,个人成就感处于高度倦怠。工作年限、组织支持感及工作倦怠影响护士工作满意度(P0.01或P0.05)。结论护理管理者应提供组织支持,提高护士工作满意度,降低护士工作倦怠。     

Personal characteristics and job satisfaction among nurses in Lebanon

OBJECTIVE: This study investigates the level of satisfaction of Lebanese nurses in their job and the influence of their personal characteristics. BACKGROUND: Given the current difficulties experienced by Lebanese hospitals in recruiting and retaining a sufficient number of nurses, the need to understand the reasons of nurses' dissatisfaction became urgent. Moreover, satisfaction at work is essentially a personal experience also affected by cultural factors. Therefore, it was necessary to study the links between personal characteristics and nurses' dissatisfaction. METHODS: The study included 421 registered nurses. A modified version of Measure of Job Satisfaction, developed by Taynor and Wade, was used to assess the effect of the personal characteristics, namely educational level, age, years of work experience, position, and marital and parental status, on 5 dimensions of satisfaction: personal satisfaction, workload, professional support, pay and prospect, and training. RESULTS: The findings suggest that personal characteristics have important influences on nurses' job perceptions. University graduate nurses reported more dissatisfaction with the quality of supervision and with respect and treatment they receive from their superiors. Nurses younger than 30 years and the technically trained were more dissatisfied with the available opportunities to attend continuing education courses. Results of staff nurses and unmarried nurses showed trends of more dissatisfaction than the married and nurses of higher positions. Moreover, the whole sample perceived that nursing provided a high level of personal satisfaction, but nurses were most dissatisfied with salary and lack of prospects for promotion. CONCLUSION: The results indicate the importance of personal characteristics on nurses' retention. Furthermore, intrinsic factors related to the nature and experience of nursing are more job satisfying than extrinsic factors.     

Determinants of job satisfaction among nurses in Kuwait

OBJECTIVE: Job satisfaction among nurses working in five general hospitals in Kuwait was analysed using a global scale based on the McClosky Mueller Satisfaction Scale (MMSS) in relation to selected background characteristics (eg age, gender, nationality, educational qualification, monthly salary and the departments in which they worked. DESIGN: The questionnaire was distributed to 500 nurses using a stratified random sample. The response rate was 87.2%. RESULTS: Age, nationality and the department worked in had a positive significant relationship with job satisfaction. However, a higher level of educational qualification and previous work experience in other countries showed an inverse relationship with job satisfaction. CONCLUSION: Based on our findings, we recommend that expatriate staff should be provided with an understanding of cultural differences and how to cope with them. Special attention should be paid to the norms regarding interaction among males and females and social interaction among professionals from the opposite gender. Intensive courses in the languages to be used in the care provision process should be provided to impart requisite language competency.     

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.     

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 among factors of organizational justice,organizational citizenship behavior,job satisfaction,and ease of work among Japanese nurses.

AimThis work is aimed to create a strategy to improve the nurses' working environment.BackgroundAs the working-age population is expected to decline in Japan, the maintenance of the nurse workforce is important. In order to create a strategy to improve the nurses' working environment, we studied the relationship among factors of organizational justice (procedural, distributive, and interactional justices), organizational citizenship behavior, job satisfaction, and ease of work.MethodsA cross-sectional, self-administered questionnaire was distributed to 969 nurses and 322 effective responses were analyzed (effective response rate 33.2%). The questionnaire contained demographic information, ease of work, and three scales for organizational justice, organizational citizenship behavior, and job satisfaction. The factor structure of the scales was studied using exploratory and confirmatory factor analysis. Structural equation modeling was used to investigate the relationship among measurements. The protocol was approved by the ethical committee of the author's university.ResultsThe final model showed a fair fit to the data (χ² = 1803.15, df = 1014, p < 0.001, comparative fit index = 0.907, root mean square error of approximation = 0.049). Interactional justice showed the most significant correlation to job satisfaction (r = 0.590). Job satisfaction and ease of work also showed a significant positive correlation (r = 0.696). Distributive justice had a slight negative indirect effect on job satisfaction, whereas procedural justice had no significant effect.ConclusionIn order to enhance job satisfaction/ease of work among Japanese nurses, improvement of interactional justice may be the best strategy.