An exploratory study of resilience and job satisfaction among psychiatric nurses working in inpatient units

The present exploratory study was designed to examine the relationship between resilience and job satisfaction in psychiatric nurses working in inpatient units in a large, urban medical centre. The long range goal was to understand the dimensions of job satisfaction in this inpatient environment in order to implement nurse retention programmes specifically targeted toward teaching nurses skills in developing resilience. The nurses (n = 32) reported a high level of resilience and high job satisfaction. The job satisfaction subscale of professional status had the highest mean rating among these nurses, and the physician-nurse interaction subscale had the lowest mean score. Implications for future practice and research are addressed.     

Effects of unit empowerment and perceived support for professional nursing practice on unit effectiveness and individual nurse well-being: A time-lagged study

BackgroundRecruitment and retention strategies have emphasized the importance of positive work environments that support professional nursing practice for sustaining the nursing workforce. Unit leadership that creates empowering workplace conditions plays a key role in establishing supportive practice environments that increase work effectiveness, and, ultimately, improves job satisfaction.ObjectivesTo test a multi-level model examining the effect of both contextual and individual factors on individual nurse job satisfaction. At the unit level, structural empowerment and support for professional nursing practice (organizational resources) were hypothesized to be predictors of unit level effectiveness. At the individual level, core self-evaluation, and psychological empowerment (intrapersonal resources) were modeled as predictors of nurse job satisfaction one year later. Cross-level unit effects on individual nurses’ job satisfaction were also examined.DesignThis study employed a longitudinal survey design with 545 staff nurses from 49 hospital units in Ontario, Canada. Participants completed a survey at two points in time (response rate of 40%) with standardized measures of the major study variables in the hypothesized model. Multilevel structural equation modeling was used to test the model.ResultsNurses shared perceptions of structural empowerment on their units indirectly influenced their shared perceptions of unit effectiveness (Level 2) through perceived unit support for professional nursing practice, which in turn, had a significant positive direct effect on unit effectiveness (Level 2). Unit effectiveness was also strongly related to individual nurse job satisfaction one year later. At Level 1, higher core self-evaluation had a direct and indirect effect on job satisfaction through increased psychological empowerment.ConclusionsThe results suggest that nurses’ job satisfaction is influenced by a combination of individual and contextual factors demonstrating utility in considering both sources of nurses’ satisfaction with their work in creating effective nursing work environments.     

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.     

The nursing practice environment,staff retention,and quality of care

The effects of key factors in the nursing practice environment—management style, group cohesion, job stress, organizational job satisfaction, and professional job satisfaction—on staff nurse retention and process aspects of quality of care were examined. Hinshaw and Atwood's (1985) anticipated turnover model was modified and expanded to include relevant antecedent and outcome variables. The four-stage theoretical model was tested using data from 50 nursing units at four acute care hospitals in the southeast. The model explained 49% of the variance in staff nurse retention and 39% of the variance in process aspects of quality of nursing care. Study findings warrant careful consideration in light of recent practice environment changes: experience on the unit and professional job satisfaction were predictors of staff nurse retention; job stress and clinical service were predictors of quality of care. The variable contributing the most to indirect, and in turn, total model effects, was that of management style. These results substantiate the belief that aspects of the practice environment affect staff nurse retention, and most importantly, the quality of care delivered on hospital nursing units. © 1996 John Wiley & Sons, Inc.     

Attributes of nursing work environment as predictors of registered nurses’ job satisfaction and intention to leave

Aim To examine how front-line registered nurses’ perception of their work environment associates with and predicts nurse outcomes in terms of job satisfaction and turnover intention. Background Mounting evidence has pointed to an inseparable link between attributes of the nursing work environment and nurse outcomes. However, there is a paucity of research examining nurses’ perception of their work environment beyond the Western context. Methods This cross-sectional survey involved 1271 registered nurses working in 135 inpatient units in 10 public hospitals in Hong Kong. The instrument comprised items developed from in-depth interviews with front-line nurses that explored nurses’ perception of their work environment. Results Factor analysis identified five dimensions (professionalism, co-worker relationship, management, staffing and resources, and ward practice) of the nursing work environment. Logistic regression analysis further identified professionalism, management and ward practice as significant factors in predicting nurses’ turnover intention, and staffing and resources as an additional factor in predicting their job satisfaction. Conclusions Attributes of the nursing work environment have a significant bearing on nurses’ job satisfaction and intention to leave. Implications for nursing management Managerial effort should focus on improving nurses’ work conditions through detailed resource planning, effective management and removal of work constraints that affect nursing practice.     

Job satisfaction among hospital nurses revisited: a systematic review

BackgroundThe current nursing shortage and high turnover is of great concern in many countries because of its impact upon the efficiency and effectiveness of any healthcare delivery system. Recruitment and retention of nurses are persistent problems associated with job satisfaction.ObjectiveTo update review paper published in 2005.DesignThis paper analyses 100 papers relating to job satisfaction among hospital nurses derived from systematic searches of seven databases covering English and Chinese language publications 1966–2011 (updating the original paper with 46 additional studies published 2004–2011).FindingsDespite varying levels of job satisfaction across studies, sources and effects of job satisfaction were similar. Hospital nurse job satisfaction is closely related to working conditions and the organizational environment, job stress, role conflict and ambiguity, role perception and role content, organizational and professional commitment.ConclusionsMore research is required to understand the relative importance of the many identified factors relating to job satisfaction of hospital nurses. It is argued that the absence of a robust causal model reflecting moderators or moderator is undermining the development of interventions to improve nurse retention.     

手术室护理工作环境现状及其对护士工作满意度的影响

目的：探讨手术室护理工作环境现状及其对护士工作满意度的影响。方法：采用中文版护士工作环境感知量表对天津市4所三级甲等医院的手术室护士进行问卷调查。结果：手术室护士工作环境感知各维度得分由高到低排序依次为：临床工作制度、专业实践、医护协作、护理管理、专业发展及参与决策、人力和物力。多重线性回归结果显示,社会学因素中的年资及工作环境中的人力及物力维度、专业实践维度、医护协作维度和临床工作制度维度为影响手术室护士工作满意度的主要因素（P＜0.05）。结论：手术室护士的工作环境感知水平不高,尤其是人力和物力维度的感知水平较低;工作环境感知水平会影响护士的工作满意度。医院管理者应采取针对性措施提高手术室护士对工作环境的认可度,从而提高其工作满意度。     

Job satisfaction among Arizona adult nurse practitioners

PURPOSE: A literature review for studies of job satisfaction among nurse practitioners (NPs) suggests that the true determinants of job satisfaction have not been discovered. The purpose of this study was to determine job satisfaction among adult health NPs (ANPs) practicing in Arizona. DATA SOURCES: The Misener nurse practitioner job satisfaction scale was mailed to 329 Arizona ANPs who were certified by the Arizona State Board of Nursing (47% response rate). CONCLUSIONS: The mean overall satisfaction score was 4.69 out of a possible score of 6.0 for very satisfied. Differences in employer type, gender, annual income, membership in professional nursing organization, or full-time versus part-time employment status did not result in significantly different scores on the job satisfaction scale in this group. IMPLICATIONS FOR PRACTICE: A deep and sustained nursing shortage, the exodus of experienced nurses from the profession, and a projected shortage of primary care providers have generated interest among professional groups, private and government healthcare commissions, and the healthcare industry in determining what factors may influence an individual to choose and remain active in nursing practice. Researchers, educators, employers, and the healthcare industry must look beyond well-worn assumptions about job satisfaction to explore what the individual NP finds satisfying about his or her role.     

低年资护理人员工作满意度现状及模型构建

目的：了解低年资护理人员工作满意度,并构建其结构模型。方法：选取296名正在参加规范化培训的工作年限≤3年的低年资护理人员,采用一般资料问卷、护士职业认同评定量表、护士职业价值观量表、护士工作投入量表以及工作满意度量表进行调查,并构建低年资护理人员工作满意度的结构方程模型。结果：296名低年资护理人员的总体工作满意度平均得分为（21.54±4.57）分,各维度得分从高到低依次为：对同事满意、对工作本身满意、对领导满意、总体满意、对晋升满意、对工资满意。结果显示,就总的效应而言,职业认同对工作满意度的作用效果最强,路径系数为0.741。就间接效应而言,职业价值观对工作满意度的作用效果最强,路径系数为0.376。结论：低年资护理人员工作满意度处于较高水平,其中职业认同感对其总的作用效应最强。建议对低年资护理人员制定规范化的培训制度,注重低年资护士职业教育,引导其树立正确的职业价值观,提升其职业认同感和职业投入,提高工作满意度。     

Personality dimensions and their relationship with job satisfaction amongst dutch nurse anaesthetists

meeusen V.C.H., brown-mahoney C., van dam K., van zundert A.A.J. & knape J.T.A. (2010) Journal of Nursing Management 18 , 573–581
Personality dimensions and their relationship with job satisfaction amongst dutch nurse anaesthetists Aim This study investigates the relationship between personality dimensions and job satisfaction. Background The shortage of nurses, and those voluntarily leaving their jobs, continues to be a problem affecting the delivery of healthcare all over the world, including anaesthesia. If it is found that nurse anaesthetists with certain personality types have high levels of job satisfaction, the information may be helpful for the retention of nurse anaesthetists. Methods A questionnaire was distributed amongst Dutch nurse anaesthetists. Factor and multiple regression analyses were performed to reveal personality dimensions and their impact on job satisfaction. Results Nine hundred and twenty-three questionnaires were completed and analysed (46% response rate). Two personality dimensions –‘easy going’ and ‘orderly’– explained 3.5% of the variance in job satisfaction. Conclusion Personality dimensions as measured with the Myers–Briggs Type Indicator (MBTI) are only minimally relevant in predicting job satisfaction amongst Dutch nurse anaesthetists. Implications for nursing management Before using personality traits as a selection tool for retaining employees, it is important to understand the relationship of particular personalities to job satisfaction; it is also important to know which combination of personality traits is likely to create a highly cohesive work group.     

护士职业认同、工作满意度及离职倾向的相关性研究

目的:探讨临床护士职业认同水平、工作满意度及离职倾向的相关性。方法:采用"护士职业认同量表"和"工作满意度"及"离职意愿量表"对570名护士进行问卷调查。结果:回收有效问卷538份。护士职业认同总体得分为(5.24±0.95)分,工作满意度总体得分为(2.92±0.99)分,离职倾向总体得分为(3.13±1.87)分。护士职业认同与工作满意度呈正相关,护士职业认同、工作满意度与离职意愿呈负相关。结论:护士职业认同感、工作满意度、离职倾向三者存在一定的关系,通过提高护士职业认同和工作满意度,可以降低离职倾向,这为护理人力资源管理寻求有效干预措施提供了新的思路。     

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.     

Job satisfaction among nurses: a literature review

The current nursing shortage and high turnover is of great concern in many countries because of its impact upon the efficiency and effectiveness of any health-care delivery system. Recruitment and retention of nurses are persistent problems associated with job satisfaction. This paper analyses the growing literature relating to job satisfaction among nurses and concludes that more research is required to understand the relative importance of the many identified factors to job satisfaction. It is argued that the absence of a robust causal model incorporating organizational, professional and personal variables is undermining the development of interventions to improve nurse retention.     

Impact and determinants of nurse turnover: a pan-Canadian study

o’brien-pallas l., murphy g.t., shamian j., li x. & hayes l.j. (2010) Journal of Nursing Management 18, 1073–1086
Impact and determinants of nurse turnover: a pan-Canadian study Aim As part of a large study of nursing turnover in Canadian hospitals, the present study focuses on the impact and key determinants of nurse turnover and implications for management strategies in nursing units. Background Nursing turnover is an issue of ever-increasing priority as work-related stress and job dissatisfaction are influencing nurses’ intention to leave their positions. Methods Data sources included the nurse survey, unit managers, medical records and human resources databases. A broad sample of hospitals was represented with nine different types of nursing units included. Results Nurses turnover is a major problem in Canadian hospitals with a mean turnover rate of 19.9%. Higher levels of role ambiguity and role conflict were associated with higher turnover rates. Increased role conflict and higher turnover rates were associated with deteriorated mental health. Higher turnover rates were associated with lower job satisfaction. Higher turnover rate and higher level of role ambiguity were associated with an increased likelihood of medical error. Conclusion Managing turnover within nursing units is critical to high-quality patient care. A supportive practice setting in which role responsibilities are understood by all members of the caregiver team would promote nurse retention. Implications for nursing management Stable nurse staffing and adequate managerial support are essential to promote job satisfaction and high-quality patient care.     

Assessing differences in job satisfaction of nurses in magnet and nonmagnet hospitals

Is there a difference in the level of job satisfaction among clinical nurses employed at magnet versus nonmagnet hospitals, and is it linked to nurse executive leadership? To answer these questions, 305 clinical nurses employed at magnet and nonmagnet hospitals rated their perceptions of job satisfaction while 16 leaders from the same hospitals were interviewed for their perception of their role in healthcare. The author discusses that differences in job satisfaction scores were linked to greater visibility and responsiveness by magnet nurse leaders; better support of clinical nurse autonomous decision-making by magnet nurse leaders; and greater support of a professional nursing climate at magnet hospitals as evidenced by adequate staffing in the workforce.     

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.     

Job satisfaction among a multigenerational nursing workforce

Aim To explore generational differences in job satisfaction. Background Effective retention strategies are required to mitigate the international nursing shortage. Job satisfaction, a strong and consistent predictor of retention, may differ across generations. Understanding job satisfaction generational differences may lead to increasing clarity about generation‐specific retention approaches. Method The Ontario Nurse Survey collected data from 6541 Registered Nurses. Participants were categorized as Baby Boomer, Generation X or Generation Y based on birth year. Multivariate analysis of variance explored generational differences for overall and specific satisfaction components. Results In overall job satisfaction and five specific satisfaction components, Baby Boomers were significantly more satisfied than Generations X and Y. Conclusion It is imperative to improve job satisfaction for younger generations of nurses. Implications for Nursing Management Strategies to improve job satisfaction for younger generations of nurses may include creating a shared governance framework where nurses are empowered to make decisions. Implementing shared governance, through nurse‐led unit‐based councils, may lead to greater job satisfaction, particularly for younger nurses. Opportunities to self schedule or job share may be other potential approaches to increase job satisfaction, especially for younger generations of nurses. Another potential strategy would be to aggressively provide and support education and career‐development opportunities.