Agencies make a difference in home healthcare nurses' job satisfaction

The purpose of this study was to explore the factors that contribute to variability in home healthcare nurses' job satisfaction. Nurses completed the 30-item Home Healthcare Nurses Job Satisfaction Scale specifically designed to measure job satisfaction of home healthcare nurses. Results suggest that the greatest amount of variability in satisfaction for home healthcare nurses are salary and benefits, stress and workload, and organizational factors, that is, factors over which organizations and management have the most control.     

Measuring community nurses' job satisfaction: literature review

Title.  Measuring community nurses' job satisfaction: literature review
Aim.  This paper is a report of a review of the literature on community nurses' job satisfaction, including research using different scales and settings, what is known to date and directions for future research.
Background.  Job satisfaction is one of the strongest predictors of intent to stay and retention of nurses. An adequate understanding of the sources of job satisfaction and their importance can aid policymakers in the community nursing setting to cope with the growing demand for its services.
Data sources.  A database of papers was established using ISI Web of Knowledge. Cited references were used to expand the database. Journals adding to the database were scanned for related research. This technique was repeated until no additional papers could be found.
Findings.  Twelve job satisfaction scales were found, with striking differences in methodology, settings and sample characteristics of the studies concerned. A wide variety of job satisfaction and dissatisfaction sources is identified, but little is known on their relative importance. The Measure of Job Satisfaction and the Home Healthcare Nurses' Job Satisfaction Scale prove highly reliable and applicable.
Conclusion. Findings on the level and sources of community nurses' job satisfaction are ambiguous. Of all the scales reviewed, the Home Healthcare Nurses' Job Satisfaction Scale seems most promising for use in future research, based on its strong psychometric properties and its specificity for the community nursing setting.     

Further psychometric testing of the home healthcare nurse job satisfaction scale

The purpose of this study was to refine the psychometric properties of the Home Healthcare Nurses' Job Satisfaction Scale (HHNJS). A theoretical model of job satisfaction had been used to develop the 30-item HHNJS, representing nine components of job satisfaction. Psychometric properties suggested the need for further refinement. Revised items and construct definitions were subjected to psychometric testing with 2,274 home healthcare nurses. Eight independent subscales consistent with the theoretical model were validated by factor analysis. Estimated internal consistency reliability of six of the eight subscales was improved. Results suggest that the refined HHNJS has potential for improving retention through accurate measurement of job satisfaction of home health care nurses.     

用因子分析测量"护士工作满意度量表"的结构效度

目的测量护士工作满意度量表(中文版)的结构效度。方法方便选取北京地区632名医院护士填写护士工作满意度量表,回收完整填写量表512份,回收率80%。应用因子分析的方法测量该量表的结构效度。结果护士工作满意度量表(中文版)的结构由两个主要因子组成,即工作状态(因子1)和工作中的人际关系(因子2)。结论护士工作满意度量表(中文版)具有可接受的结构效度。同时提示在应用研究工具之前,对其结构效度的测量非常必要。     

泰安地区护士工作环境与工作满意度的相关性研究

目的 了解泰安地区护士工作环境、工作满意度的状况及两者关系.方法 采用问卷调查法,对泰安市4所综合性医院620名临床护士进行调查.结果:护士工作环境中,对实践的控制和文化敏感性得分最低;工作满意度中,护士对福利待遇和职业发展机会最不满意;影响护士工作满意度的个人因素有年龄、职称、护龄;护士工作环境因素包括内部工作动机、对实践的控制、领导和自主、医护关系.结论:医院应采取有效措施改善临床护士的工作环境,提高工作满意度.     

新疆三级医院护士长工作倦怠现状及影响因素分析

目的 了解护士长工作倦怠的现状,分析工作倦怠与护士长应对方式、工作满意度及角色压力的关系.方法 采用护士工作倦怠同卷、角色冲突与角色模糊量表、应对方式问卷、护士工作满意度量表对430名护士长进行问卷调查.结果 护士长工作倦怠3个维度得分分别为,情感衰竭(25.87±9.10)分,去人性化(8.76±4.24)分,个人成就感(33.72±10.21)分,均处于中高度倦怠水平;其中情感衰竭的主要影响因素为总满意度、自贲、退避、角色冲突;去人性化的主要影响因素为自责、总满意度、角色模糊和角色冲突;个人成就感的主要影响因索为角色模糊、解决问题、对专业发展机会的满意.结论 护士长群体的工作倦怠水平处于中高度,其主要影响因素有工作总满意度、自责的应对方式、角色冲突与角色模糊,提示管理者应关注护士长群体的工作倦怠状况.重视对其应对能力、角色认知能力的培养, 创建和谐的工作环境.以减轻其工作倦怠.     

山东省三级精神病医院护士长工作倦怠及影响因素调查

目的调查精神科护士长工作倦怠状况,分析其影响因素。方法采用护士工作倦怠问卷、社会支持评定量表、简易应对方式问卷及护士工作满意度量表对96名精神科护士长进行问卷调查。结果精神科护士长处于中高度工作倦怠水平;精神科护士长工作倦怠的影响因素包括职称、学历、社会支持、应对方式和工作满意度。结论管理者应关注精神科护士长群体的工作倦怠,良好的社会支持和积极的应对方式是缓解精神科护士长工作倦怠的有效方法。     

Job satisfaction of registered nurses working in an acute hospital

The links between job satisfaction and the retention of nurses are well established in the literature. Given the current difficulties experienced by the NHS in recruiting and retaining sufficient numbers of nurses, the need to understand how satisfied nurses are in their jobs becomes clear. This study set out to measure the job satisfaction of registered nurses working in adult acute medical and surgical specialties using the Mueller McCloskey (1990) Satisfaction Scale, a 31-item Likert questionnaire. Data were collected from 141 E-grade nurses working in a ward environment. In addition to providing a general outline of reported job satisfaction, the findings of this study identify key areas of reported job satisfaction around peer socialization and dissatisfaction with childcare facilities and control over work conditions. Based on these findings, recommendations are made that may affect positively nurse retention and suggestions put forward for future use of the Mueller McCloskey Satisfaction Scale.     

心理契约破裂对护士长工作满意度的影响研究

目的探讨心理契约破裂对护士长工作满意度的影响。方法便利抽取福州市3家综合性三级甲等医院131名护士长进行护士长心理契约和工作满意度的问卷调查。结果护士长心理契约存在一定程度的破裂,其中医院现实责任破裂程度最严重;多元逐步回归分析显示心理契约破裂对护士长的工作满意度产生显著影响。结论通过降低护士长心理契约破裂的程度,可以提高护士长的工作满意度。     

精神科护士工作满意度与职业价值观相关性研究

目的：探讨精神科护士工作满意度及其与职业价值观的相关性。方法对180名精神科护士应用一般情况调查问卷、卡劳斯克与米勒满意度量表、护士职业价值观量表进行测评分析。结果本组精神科护士卡劳斯克与米勒满意度量表总均分为（2．34±0．45）分,各维度分均≤3．79分;回归分析显示,性别、婚姻状况和人事关系是精神科护士工作满意度的主要影响因素;精神科护士卡劳斯克与米勒满意度量表总均分及各维度分与护士职业价值观量表总分及各维度分呈显著正相关（P＜0．05）。结论精神科护士工作满意度较低,工作满意度与职业价值观密切相关。     

军队传染病医院护士工作满意度调查分析及管理对策

目的了解军队传染病医院护士工作满意度的现状,并提出管理对策。方法应用Mueller／McCloskey满意度量表对随机抽取的193名军队传染病医院的护士进行问卷调查。结果军队传染病医院的护士对工作的满意度较低,其中对福利待遇及排班的满意度最低,不同年龄、学历、科室和编制的护士对工作不满意的程度不同。结论多种因素导致了军队传染病医院护士对工作的不满意,护理管理者应采取有针对性的管理对策和改进措施,提高护士对工作的满意度,进而提高护理质量,减少护理人员的大量流失。     

合作单元式责任制护理方式对护士工作满意度的影响

目的:探讨合作单元式责任制护理方式对护士工作满意度各维度的影响及其影响程度,为提高护士工作满意度,稳步推进优质护理服务提供依据。方法:采用护士工作满意度量表对该院8个优质护理服务示范病房117名护士在开展合作单元式责任制护理之前和之后4个月分别进行问卷调查。结果:8个优质护理示范病房护士工作满意度总分由原来的(2.85±0.44)分上升至(3.02±0.44)分,满意率由30.8%上升至49.6%(P<0.01),其中护士对排班制度、同事关系、社会和专业交流机会、工作被称赞或认可、工作的控制与决策5个维度的满意度得分均有所提高,差异有统计学意义(P<0.05)。护士工作满意度影响回归系数:排班制度为0.446,社会和专业交流机会为0.323,工作被称赞或认可为0.236,工作控制与决策为0.199,同事关系为0.120。结论:通过改变护理工作模式,实施合作单元式责任制护理可以提高护士工作满意度。     

北京市养老院护士工作满意度及其与工作倦怠关系的研究

目的:调查北京市养老院护士工作满意度及工作倦怠状况,并分析二者关系。方法:采用工作满意度量表和工作倦怠问卷,对106名养老院护士进行调查。结果 :养老院护士工作满意度得分为(3.08±0.55)分,对福利待遇和专业发展机会的满意度低;护士在情绪衰竭(55.6%)、工作冷漠感(33.9%)、个人成就感(63.2%)方面处于中高度倦怠;对福利待遇满意度是情绪衰竭的影响因素,被称赞和认可的满意度是工作冷漠感和个人成就感的影响因素,对排班满意度是工作冷漠感的影响因素。结论:养老院护士对福利待遇和专业发展机会的满意度低,普遍存在工作倦怠,应提高其福利待遇,并帮助其做好职业规划。     

北京市三级甲等综合医院护士工作满意度现状调查及分析

目的了解北京市三级甲等综合医院护士工作满意度的现状,为提高护士工作满意度提供理论依据。方法采用卡劳斯克/米勒满意度量表,对北京市4所三级甲等综合医院的1283名护士进行调查。结果调查表明北京市三级甲等综合医院护士工作满意度的得分为(2.70±0.15)分,与同事的关系得分最高(3.53±0.62)分,福利待遇得分最低(1.98±0.72)分。结论科学评估护理服务的价值,建立公平、合理的薪酬体系和福利制度是当前改善护理人员工作满意度的首要问题。     

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。     

情绪劳动策略在调节模式和护士工作满意度间的中介效应

目的 探讨情绪劳动策略在调节模式和护士工作满意度间的中介作用。方法 便利抽样抽取西安市3所三级甲等医院的384名护士,采用一般资料问卷、调节模式量表、情绪劳动量表及工作满意度量表对其进行调查,建立和检验情绪劳动策略在调节模式和护士工作满意度之间的中介模型。结果 护士工作满意度的总均分为（3.37±0.81）分,其中外源性工作满意度均分为（3.47±0.79）分,内源性工作满意度均分为（3.27±0.94）分。工作满意度与运动模式呈一般正相关（r=0.305,P<0.01）,与深层扮演呈一般正相关（r=0.275,P<0.01）。深层扮演在运动模式与工作满意度之间存在中介效应,深层扮演对护士工作满意度的直接效应和间接效应分别为0.223、0.081。结论 调节模式对护士工作满意度有直接预测作用,情绪调节策略在调节模式与护士工作满意度之间存在中介效应。应重视护士工作满意度状况,通过培养护士运动模式并激发其增加深层扮演策略的使用、减少表层扮演策略的运用来提高其工作满意度。     

Job satisfaction and resilience in psychiatric nurses: A study at the Institute of Mental Health,Singapore

Job satisfaction ranks highly as one of the main factors influencing turnover rates among nurses. Mental health nursing has been reported to be a particularly stressful specialty, yet little is known about the level of job satisfaction among psychiatric nurses in Singapore. Resilience is defined as a means of adapting to stress at the workplace, and could serve as a factor influencing job satisfaction. The present study aimed to explore the current level of job satisfaction among psychiatric nurses working in the only tertiary psychiatric institution in Singapore, the influencing factors, and the relationship between resilience and job satisfaction. A survey questionnaire consisting of the following was administered to all eligible nurses working in the Institute of Mental Health between the period of 16–24 December 2014: (i) The McCloskey and Mueller Satisfaction Scale; (ii) The Resilience Scale; and (iii) sociodemographic data form. A total of 874 nurses were eligible for participation in the study, and a total of 748 nurses responded, totalling 85.6% response. A mean satisfaction score of 95.21 and mean resilience score of 125.74 were obtained. Mean satisfaction and resilience scores were the highest for nurses with longer working experience and those of older age. A positive and significant association between satisfaction and resilience scores (P = 0.001) was obtained. Psychiatric nurses in Singapore are generally satisfied with their job, but this can be further improved with the strengthening of personal resilience.