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.     

Factors contributing to the retention of clinical laboratory personnel.

OBJECTIVE: To identify factors contributing to retention of clinical laboratory practitioners. DESIGN: A paper survey addressing retention was distributed to a potential of 4000 clinical laboratory professionals. SETTING: The survey was distributed to subjects by their laboratory manager to be completed at the worksite or home. PATIENTS OR OTHER PARTICIPANTS: 599 usable surveys were received from non-supervisory individuals employed in clinical laboratory science (CLS) for five years or more. INTERVENTIONS: Surveys were mailed to laboratory managers in March 2003 with directions to distribute to practitioners with five or more years of work experience. MAIN OUTCOME MEASURES: Percentages of respondents agreeing and disagreeing with Lickert-type opinion items were determined. The means, ranges, and standard deviations were calculated for the number of hours of continuing education, years of experience, percentage of time spent on tasks, and years in the current job. The means for job satisfaction were calculated and compared statistically based on respondents' job function, satisfaction with salary, job independence, sense of appreciation, and responsibility for continuing education. Open-ended responses were tabulated and categorized. RESULTS: Committed practitioners believe their work is important and find it challenging. Those who are most satisfied with their jobs believe they make a good salary (p = 0.000), have work independence (p = 0.000), and feel that their work is appreciated (p = 0.000). Job satisfaction does not differ for CLTs vs. CLSs. Salaries comparable to nurses and appreciation from physicians, nurses, and hospital administrators are cited by respondents as the most important factors to retaining laboratory staff. CONCLUSION: Committed practitioners believe that salaries comparable to nurses are needed to improve retention of staff. Respondents said that being appreciated by hospital administrators, nurses, and physicians would also contribute to improved retention.     

A study of school nurse job satisfaction.

This study explored job satisfaction and changes needed to help boost levels of job satisfaction. Self-reported job satisfaction data were collected from 71 school nurses employed in elementary, middle, and high school settings via interactive focus groups. The subjects participated in a 30- to 45-minute focus group session that was audiotaped and transcribed by the principal investigator. Beliefs about job satisfaction were identified and classified into exclusive categories or themes. While the majority of school nurses expressed contentment with their jobs, certain factors that would increase job satisfaction, such as salary and control issues, were discussed. Overall, 83% of school nurses in this study were satisfied in their present positions; however, issues of coping and role strain were identified as major contributors to low morale. Only 17% of the school nurses voiced job dissatisfaction, primarily attributed to low salaries and lack of trust and support from administration. As school nurses face a diverse community with complex needs, adaptation is needed for job satisfaction to be maintained. For this to occur, school nurses must take the initiative to educate administrators, parents, and communities about their role in the school setting.     

Job satisfaction of nurses in a Saudi Arabian university teaching hospital: a cross-sectional study

AL‐DOSSARY R., VAIL J. & MACFARLANE F. (2012) Job satisfaction of nurses in a Saudi Arabian university teaching hospital: a cross‐sectional study. International Nursing Review 59 , 424–430 Background: Saudi Arabia is developing very fast in all disciplines, especially in nursing and health. Only about five studies between 1990 and 2010 have been undertaken in Saudi Arabia concerning factors influencing job satisfaction of nurses, although a body of knowledge exists globally. Aim: The purpose of this research was to measure nurses' job satisfaction in Saudi Arabia in a university teaching hospital and to determine the influencing factors. Methods: A quantitative, cross sectional method, self‐administered questionnaire was used for this study. A systematic sample of N = 189 nurses was used to collect data. The SPSS version 16.0. was used to analyze the data. An independent t‐test and one‐way analysis of variance were used to test hypotheses concerning different groups, and correlation tests (the Pearson's and Spearman's rank tests) were used to examine relationships between variables. Results: Overall, nurses were neither satisfied nor dissatisfied with their jobs. However, nurses indicated satisfaction with supervision, co‐workers and nature of work. The sources of dissatisfaction were with subscales such as pay, fringe benefits, contingent rewards and operating conditions. Conclusion: These findings indicate that there is a need to increase nurses' salaries and bonuses for extra duties. More training programmes and further education also should be encouraged for all nurses. Therefore, it is imperative that nursing managers and policy makers in Saudi Arabia consider these findings to improve nurses' job satisfaction.     

Concerns, satisfaction, and retention of Canadian community health nurses

This study of Canadian community health nurses (N = 1,044) compared the work-related concerns, job satisfaction, and factors influencing the retention of public health, home care, and community care access center (CCAC) nurses. Community health nurses identified similar work-related issues as being of greatest concern to them, but there were significant differences among the 3 groups of nurses in the magnitude of these concerns. There were also significant differences among the 3 groups for satisfaction with their jobs and their immediate supervisors, with CCAC nurses being the least satisfied except for the greater dissatisfaction of home care nurses with their pay and benefits. For the retention factors, the differences were primarily in the areas of job features and supportive work relationships. There are both similarities and differences among public health, home care, and CCAC nurses. Initiatives to address community health nurses' concerns, improve their job satisfaction, and increase their retention will require interventions tailored to the specific community health care setting.     

Work satisfaction of Japanese public health nurses: Assessing validity and reliability of a scale

The Index of Work Satisfaction, developed by Stamps et al. , was administered to 583 nurses who had practiced public health nursing in Japan. After psychometric evaluation, three components were identified as contributing to their job satisfaction: the work environment, professional confidence, and commitment to the profession. Overall, the participants in the study were quite satisfied. The findings corroborated previous reports on Japanese nurses' job satisfaction, in that the nurses in the study were most satisfied with their relationships with peers, patients/families, and supervisors. However, they were least satisfied with having enough time for client care, having confidence, and promotion opportunities. The implications are discussed, to the effect that understanding the factors related to public health nurses' job satisfaction could help administrators to improve regulations and other issues related to the work environment.     

Nursing staff teamwork and job satisfaction

kalisch bj , lee h & rochman m. (2010) Journal of Nursing Management 18, 938–947
Nursing staff teamwork and job satisfaction Aim The aim of the present study was to explore the influence of unit characteristics, staff characteristics and teamwork on job satisfaction with current position and occupation. Background Teamwork has been associated with a higher level of job satisfaction but few studies have focused on the acute care inpatient hospital nursing team. Methods This was a cross-sectional study with a sample of 3675 nursing staff from five hospitals and 80 patient care units. Participants completed the Nursing Teamwork Survey (NTS). Results Participants’ levels of job satisfaction with current position and satisfaction with occupation were both higher when they rated their teamwork higher (P < 0.001) and perceived their staffing as adequate more often (P < 0.001). Type of unit influenced both satisfaction variables (P < 0.05). Additionally, education, gender and job title influenced satisfaction with occupation (P < 0.05) but not with current position. Conclusions Results of this present study demonstrate that within nursing teams on acute care patient units, a higher level of teamwork and perceptions of adequate staffing leads to greater job satisfaction with current position and occupation. Implications for Nursing Management Findings suggest that efforts to improve teamwork and ensure adequate staffing in acute care settings would have a major impact on staff satisfaction.     

10省市护士工作满意度状况及其影响因素的调查研究

目的了解我国10省市医疗机构护士的工作满意度状况,以便为改进护士工作状况、营造良好的从业环境提供建议。方法采用问卷调查的方法,收集10省市的1319名护士的工作满意度状况问卷,并对其影响因素进行分析。结果①26.2%的护士对当前的工作感到满意。②三级医院的护士工作满意度最低;月薪在3000元以上的护士工作满意度最高;高级职称的护士工作满意度最高;中专及大专学历者工作满意度最高。③导致护士工作满意度不高的主要因素有:薪酬水平较低,工作负荷和压力较大,心理健康状况不佳,才能发挥受限等。结论提高护士工作满意度应该考虑以上因素和注意不同群体的差异。     

A shared care model vs. a patient allocation model of nursing care delivery: Comparing nursing staff satisfaction and stress outcomes

Tran DT, Johnson M, Fernandez R, Jones S. International Journal of Nursing Practice 2010; 16 : 148–158
A shared care model vs. a patient allocation model of nursing care delivery: Comparing nursing staff satisfaction and stress outcomes This study compared nurse outcomes between the shared care in nursing (SCN) and patient allocation (PA) models of care. A quasi‐experimental design was used. Job satisfaction, stress and aspects of role were measured at baseline and 6 months after the implementation of the SCN model using validated instruments. Nurses in the PA (n = 51) and SCN (n = 74) units were comparable at baseline. Nurses from both groups were satisfied with their job and experienced clarity in their role despite some levels of pressure. ‘Satisfaction with co‐workers’ in the SCN group decreased, emphasizing the challenges of supervising staff. Matched pair sample sizes at follow‐up were small. The SCN represents an innovative model of care delivery that is responsive to increasing proportions of enrolled nurses and assistants in nursing within wards. Both models have been found to be supportive of nursing staff. Although difficulties with follow‐up data were experienced, this study represents the first Australian quasi‐experimental research, comparing two models with validated measures. New tasks such as negotiating with co‐workers might create some new challenges for nurses. Hospital administrators should consider the repertoire of care delivery models available.     

The mediating role of job satisfaction between leader-member exchange and turnover intentions

han g. (helen) & jekel m. (2011) Journal of Nursing Management 19, 41–49
The mediating role of job satisfaction between leader-member exchange and turnover intentions Aim The aim of the present study was to investigate whether job satisfaction mediates between leader-member exchange and nurse turnover intentions. Background Limited knowledge is available on the mediating role of job satisfaction between leader-member exchange and turnover intentions in the nursing field. Method This is a cross-sectional survey study. Data were collected in a US hospital. Results Higher leader-member exchange was associated with lower turnover intentions (β = −0.41, P < 0.001). Leader-member exchange was positively related to one’s job satisfaction (β = 0.50, P < 0.001). Job satisfaction was negatively related to turnover intentions (β = −0.64, P < 0.001). When leader-member exchange and job satisfaction were both controlled for, the link between leader-member exchange and turnover intentions was no longer significant (β = −0.12, P > 0.05). Conclusion Job satisfaction mediates the link between leader-member exchange and turnover intentions. Implications for nursing management The present study reinforces the significant role of managers. Nurse managers can try to cultivate a good relationship with the nurses. This can enhance nurses’ job satisfaction and in turn lower their turnover intentions.     

Compensation of home health, public health, and hospital nurses. Extrinsic and intrinsic rewards

Despite the proliferation of home health agencies and increased numbers of nurses working in these settings, little is known about home health nurses or how they might differ from their public health and hospital counterparts. The authors discuss differences in monetary compensation and skill usage, as well as the relationship between compensation and retention, among hospital, home health, and public health staff nurses. The results show that these nurses receive different intrinsic and extrinsic rewards and that their reasons for remaining with their employers are similar, yet unique. Implications for nurse administrators and educators are discussed, along with recommendations for further research.