Projects for Increasing Job Satisfaction and Creating a Healthy Work Environment

Workplace culture is one of the biggest factors driving employee commitment and engagement. Multiple studies have shown that hospitals will perform better over time if employees are committed to their jobs and engaged in what they do. By creating and implementing multiple projects during a three-year period, a team at the University of Florida Health Shands Hospital, Gainesville, increased job satisfaction. Projects included ensuring meal breaks were offered, creating a serenity area, developing the patient ambassador role, actively addressing bullying and unprofessional behavior, assigning a student mentee to work with staff members on culture change, offering regular fun activities, redesigning the unit, reorganizing schedules to reduce stress, implementing education and training initiatives, establishing a Unit Practice Council, and implementing reward and recognition programs. Survey results and anecdotal evidence suggest that these projects combined to increase employee satisfaction and employee retention rates.     

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.     

Establishing the Surgical Nurse Liaison Role to Improve Patient and Family Member Communication

Having clear personal communication with a surgical patient's family members decreases the anxiety and increases patient and family member satisfaction. Perioperative team members at one East Coast community hospital implemented a new approach to communication in the perioperative area to address patient satisfaction after patient survey scores declined in the areas of communication and calming fears. An additional consideration was the facility's plan to move to a new facility in which the surgical department would be split across two floors. A literature review revealed that adding a surgical nurse liaison can increase patient, family member, and staff member satisfaction. The administration approved creation of the position, with duties that included managing the waiting area, facilitating interaction between physicians and patients' family members, and assisting with family visits to the perianesthesia unit. After implementation of this position, results of surveys showed increases in patient satisfaction. One year after the position was established, staff members reported they were happy with the position as well.     

开展优质护理服务前后“护士满意”情况调查分析

目的 探讨三甲医院开展优质护理服务前后护士满意度的改变情况.方法 采用明尼苏达满意度问卷(MSQ),于2010年3月和2010年11月对某三甲医院开展优质护理服务科室的129名护士进行问卷调查测试.结果护士工作满意度在开展优质护理后平均增高4.5分,开展优质护理前后护士的满意度有显著差异；不同工作类型和不同科室护士工作...     

A last resort? A scoping review of patient and healthcare worker attitudes toward strike action

While strike action has been common since the industrial revolution, it often invokes a passionate and polarising response, from the strikers themselves, from employers, governments and the general public. Support or lack thereof from health workers and the general public is an important consideration in the justification of strike action. This systematic review sought to examine the impact of strike action on patient and clinician attitudes, specifically to explore (1) patient and health worker support for strike action and (2) the predictors for supporting strike action and the reasons given for engaging in strike action. A systematic scoping review was employed to identify all relevant literature, followed by a textual narrative synthesis. A total of 34 studies met inclusion criteria. Support for strike action was largely context-dependent. A range of factors impact support for strike action; broader cultural and structural factors, such as unionisation and general acceptance of strike action; systemic factors, such as the nature of the healthcare system, including infrastructure and work conditions; the strike itself and a range of individual factors, the most notable of which was being a student or in an early career stage. There were also some surprising results, for example, during doctors strike, nurses were provided with the opportunity to expand their role, which led to greater professional autonomy and job satisfaction.     

Job satisfaction among Ethiopian nurses:a systematic review

Objective:Job satisfaction is a positive emotional feeling in the working environment,and it is an essential tool with which to improve patient safety,nurses’efficiency and performance,quality of care,retention and turnover of nurses,and commitment to the organization and the profession.There are few studies on job satisfaction of nurses in the country.Therefore,this review aims to estimate the pooled prevalence of job satisfaction among Ethiopian nurses using the available studies.Methods:This systematic review used the Preferred Repor ting Items for Systematic Reviews and Meta-Analyses(PRISMA)guideline to synthesize the evidence on the prevalence and associated factors of nurses’job satisfaction.Databases used for searching the included ar ticles from Pub Med,Embase,CINHAL,Google Scholar,HINARI,and Science Direct.All papers selected for inclusion were subjected to a rigorous appraisal using a standardized critical appraisal checklist(JBI checklist).STATA software(version 11)was used for the analysis,and 95%confidence intervals were calculated.The Cochrane Q test statistics and I2 tests were used to assess the heterogeneity prevailing between the studies.Finally,a random effect model was computed to estimate the pooled prevalence of nurses’job satisfaction in the country.Results:In this review,the data of 1,151 nurses were obtained from six studies.The pooled prevalence of nurses’job satisfaction was found to be 39.53%(24.52,54.53).The prevalence of job satisfaction in the Central part of Ethiopia was low:31.12%(95%CI 5.25,56.99)compared to the South-Eastern part of Ethiopia’s 48.01%(95%CI 36.51,59.52).The most common predictors identified were salary(P<0.05),the leadership of the organization(P<0.05),and training opportunities(P<0.05).Conclusions:The pooled prevalence of job satisfaction among nurses was found to be low in comparison with global data.The significant predictors for nurses’job satisfaction are based on the review findings,salary,leadership of organization,and training opportunities.     

A meta-analysis of studies of nurses' job satisfaction

Although several variables have been correlated with nursing job satisfaction, the findings are not uniform across studies. Three commonly noted variables from the nursing literature are: autonomy, job stress, and nurse-physician collaboration. This meta-analysis examined the strength of the relationships between job satisfaction and autonomy, job stress, and nurse-physician collaboration among registered nurses working in staff positions. A meta-analysis of 31 studies representing a total of 14,567 subjects was performed. Job satisfaction was most strongly correlated with job stress (ES = -.43), followed by nurse-physician collaboration (ES = .37), and autonomy (ES = .30). These findings have implications for the importance of improving the work environment to increase nurses' job satisfaction.     

冲突管理在护理管理中的应用

目的探讨运用冲突管理的方法,稳定护理队伍,提高护理服务满意度。方法对我院护士从上下级和同级冲突2个层面进行倾向型管理干预。采用明尼苏达满意度短式量表进行护士自身工作满意度调查,比较干预前后工作满意度得分;并对干预前后护士离职的原因进行分类比较,同时比较干预前后患者对护士的服务满意度。结果干预前后护士总体满意度分别为(68.67±10.58)分和(79.18±10.01)分,其中内部满意度分别为(39.35±8.19)分和(45.78±7.73)分,外部满意度分别为(28.53±7.93)分和(33.82±8.61)分,干预前后比较差异均有统计学意义(P0.01)。干预后离职人员明显减少,其中因环境不满的离职人数较干预前有显著差异(P0.05);干预后患者对护士服务满意度明显提高(P0.05)。结论我院实施的冲突管理方法取得明显效果,提高了护士自身工作满意度,稳定了护理队伍,患者对护士服务更加满意。     

护士工作满意度对患者满意度的影响

目的:探讨护士工作满意度与患者满意度现状及两者之间的关系。方法:采用问卷调查法,分别对护士和患者进行调查。结果:护士工作满意度总分为(3.09±0.40)分,患者满意度总分为(3.99±0.48)分;除与同事关系这个因子外,二者各因子均相关(P<0.05,P<0.01);多元线性回归分析结果显示,管理对服务态度与主动性和工作能力这两个方面有其预测力(均P<0.01),工资及福利对关爱与沟通的预测力最大(β值为0.209),个人成长及发展对病区管理和健康教育这两个方面有其预测力(P<0.01,P<0.05)。结论:护士工作满意度与患者满意度呈正相关,医院管理者应努力提高护士工作满意度,从而提升患者满意度,取得医院内部员工与外部患者都满意的双赢效果。     

Marital and sexual satisfaction in testicular cancer survivors and their spouses

Goal To compare marital and sexual satisfaction of men who survived testicular cancer (TC) and their spouses to a reference group, and to compare marital and sexual satisfaction of couples who had a relationship at time of diagnosis (couples during TC) to couples who developed a relationship after completion of treatment (couples after TC).Patients and methods Two hundred and nineteen couples during TC and 40 couples after TC completed the Maudsley Marital Questionnaire, a validated instrument to measure marital and sexual satisfaction.Results Survivors and spouses of both couple groups reported similar marital satisfaction as men and women of the reference group. Survivors (t=2.9, p<0.01) and spouses (t=2.9, p<0.01) of couples during TC and survivors of couples after TC (t=1.9, p=0.05) reported less sexual satisfaction than the reference groups. Survivors of couples after TC reported less sexual satisfaction than survivors of couples during TC (F=4.0, p<0.05). Correlations between sexual satisfaction of survivors and spouses in couples during TC (r=0.76, p<0.001) and couples after TC (r=0.77, p<0.001) were high.Conclusion Testicular cancer did not appear to have a negative effect on marital satisfaction in couples during TC, although TC survivors and their spouses reported less sexual satisfaction than men and women of the reference group. Survivors who developed a relationship after completion of treatment seemed to form a vulnerable group: their sexual satisfaction was lower than that of men in the reference group and of TC survivors with a longer relationship. Besides that, they more often reported marital problems than their spouses did.     

Parental relationship satisfaction after the death of a child

This study describes Finnish parents' (n = 461) parental relationship satisfaction and examines factors associated with relationship satisfaction after the death of a child in the family. This reported study is part of a broader investigation concerning parents' experiences after the death of a child. Most respondents were very (36%) or quite satisfied (49%) with their current relationship. Lower relationship satisfaction scores were reported by older respondents, people with poorer subjective health and people who had other living children. Causes of death other than stillbirth, need for marriage counselling and moderate or poor marital relationship of the respondents' own parents in childhood were also related to lower relationship satisfaction.     

Predictors of Patient-Perceived Quality

Larrabee's model of quality proposes a relationship between quality and value. This study tested the relationship by identifying predictors of patient-perceived quality for nursing care. Data were obtained from interviews and records of 199 adult patients. Candidate predictors of patient-perceived quality included patient goal achievement, nurse-perceived quality, and nurse goal achievement. Candidate predictors also included seven demographic, seven financial, six illness, and six hospital variables. Predictors of both patient-perceived quality global and patient-perceived quality total were pain severity on exit interview, clinic referral, unit, and patient goal achievement. Medicare nonrecipient was a predictor of patient-perceived quality global. Worry score on admission was a predictor of patient-perceived quality total. The results support the relationship between quality and value and between quality and beneficence postulated by Larrabee's model of quality. Additional investigation of these relationships in other populations and using other operationalizations of the model concepts is needed to provide further support for the model. This model is potentially useful for investigating quality in diverse cultures because the operationalization of the model concepts can be designed to reflect local, regional, or national values.     

军队文职护士工作满意度现状及影响因素分析

【目的】了解军队文职护士工作满意度现状及影响因素。【方法】采用问卷调查法及MMSS量表对广州军区3所三级甲等医院的422名军队文职护士进行便利抽样问卷式调查,分析其对工作的满意度及影响因素。【结果】军队文职护士的工作总体满意度得分72．63±11．50分;显著低于军队文职干部得分（91．95±19．8）,与文职干部相比,在排班、工作条件、技术发展、政策实施、福利待遇、参与决策、与同事的关系、互动机会、职业机会、被表扬和认可、控制与责任等方面有差异有统计学意义（P〈0．05或P〈0．01）。【结论】文职护士工作满意度总体水平比文职干部低,提示护理管理者应加强关注。     

The Impact of Patient Telephone Call after Discharge on Likelihood to Recommend in an Academic Emergency Department

Background

Patient satisfaction is a common parameter tracked by health care systems, and likely influences patient provider choice and may impact insurer payment. Achieving high satisfaction in an academic emergency department (ED) can be a daunting task due to variable volumes, acuity, and overcrowding.

Objective

The objective of this study was to assess the impact of a postdischarge telephone call by a staff member after discharge from the ED on patient satisfaction.

Methods

This was a prospective cohort study conducted in the two University of California San Diego Health System EDs. Press Ganey patient satisfaction surveys are mailed to a random sample of 50% of all discharged patients. In August 2010 a program of MD and RN telephone call back 1 to 5 days after the ED visit was initiated. In conjunction with this program, a custom question was added to the standard survey, “Called back after discharge, Yes/No?” All surveys returned between September 22, 2010 and December 7, 2010 were reviewed, and those that chose to self-identify were selected to allow for ED chart review. The key outcome variable “likelihood to recommend score” was dichotomized into the highest category, 5 (very good) and remaining levels, 1–4 (very poor, poor, fair, good). ED records were abstracted for data on waiting time (WT), length of stay (LOS), and triage class (TC). These variables were selected because they have been shown to impact patient satisfaction in prior studies. Likelihood to recommend ratings for those reporting “Yes” to call back were compared to those reporting “No” to call back. Summary statistics were generated for patient characteristics in the “Yes” and “No” groups. Ninety-five percent confidence intervals (CIs) for all counts and proportions were calculated with the “exact” method. A logistic regression model was constructed assessing odds ratio (OR) for likelihood-to-recommend score 5 while controlling for the variables of WT, LOS, and TC.

Results

In the study period, about 5000 surveys were mailed, 507 were returned, and 368 self-identified. Of those that self-identified, 136 patients answered “Yes” to the callback question and 232 answered “No.” The mean age for those indicating “Yes” was 55.8 years (CI 52.9–58.7), and for those indicating “No,” 50.7 years (CI 47.9–53.5). Gender and triage code were similar between the two groups. Among those answering “Yes,” 89.0% (CI 82.5–93.7) provided a “5” rating for “likelihood to recommend,” compared to 55.6% (CI 49.0–62.1) who replied “No” for call back. The logistic regression model generated an OR of 6.35 (CI 3.4–11.7) for providing a level 5 rating for “likelihood to recommend” for patients reporting “Yes” for call back after controlling for WT, LOS, and TC.

Conclusion

In the study institution, patients that are called back are much more likely to have a favorable impression of the visit as assessed by likelihood to recommend regardless of WT, LOS, or TC. These data support “call back” as an effective strategy to improve ED patient satisfaction.     

Satisfaction and coercion among voluntary, persuaded/pressured and committed patients in acute psychiatric treatment

Rationale: Whereas the distinction between committed and voluntary admissions in mental health is clear from a legal point of view, this clarity is not always present in the patients’ experiences. Voluntary patients may be pressured or persuaded and committed patients may want admission. Aims: To compare three groups of patients – committed, voluntary and persuaded – admitted to acute psychiatric inpatient care as regards different aspects of satisfaction, treatment and experienced coercion. Method: The Sjukvårdens Planerings‐ och Rationaliseringsinstitut form and the Coercion Ladder were administered to all admitted patients on two acute wards. A total of 189 patients participated (86%). Data were analysed with nonparametric (Kruskal–Wallis, chi‐square) and parametric tests (multinominal regression). Results: A substantial proportion of the patients did not know of their legal status. Many reported restrictions on movement, forced medication and patronising communication. Satisfaction with the treatment was generally high. Compared to the voluntary patients, the two other groups were characterized by lack of influence, forced medication and high satisfaction with the key worker. Conclusion: Involuntariness was associated with increased likelihood of feeling excluded from participation in the treatment. The key worker seems to have an important position with regard to committed and pressured patients. Limitations: The data were limited to the patients’ subjective reports.     

质量控制专项管理在超声科中的应用效果

目的探索"质控专项管理"在超声科的应用效果。 方法应用"质控专项管理"，通过质控管理专人负责、改进患者就诊流程、业务培训提高医师技能、加强人文素养改进服务态度等措施，探索该管理实施前、后科室临床满意度、患者满意度变化。实施"质控专项管理"前后临床满意度比较及患者满意度比较，采用t检验。 结果实施"质控专项管理"后，临床满意度得分［（95.5±0.3）分］高于实施前［（90.1±1.5）分］差异有统计学意义（t=7.541，P<0.01）；患者满意度得分［（95.8±0.3）分］高于实施前［（92.8±0.7）分］，差异有统计学意义（t=5.230，P<0.01）。 结论实施"质控专项管理"提高了超声医学科临床满意度和患者满意度，是提升超声医学科医疗质量的有效方法。