Factors Influencing Job Satisfaction among Mental Health Nurses: A Systematic Review.

This review aimed to systematically assess the findings of primary studies to identify the factors associated with nurse job satisfaction in rural and urban contexts while analysing the findings according to Herzberg's theory. While there is evidence linking several factors to nurses' job satisfaction, gaps still exist in understanding the differences between factors affecting job satisfaction for nurses working in rural and urban settings. Systematic review with narrative summary. Six databases were used to identify original studies that discuss the factors associated with the nurse's job satisfaction between 1998-2018. Two authors independently reviewed each study using the Joanna Briggs Institute's critical appraisal checklists. We used the Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement to report and examine the study biases systematically. A total of 38 studies were selected for this review. Physical working environment and authority and freedom were the most frequently reported factors associated with nurses' job satisfaction. Several extrinsic, intrinsic, personal, and community factors were also found to be associated with nurses' job satisfaction. Urban studies tended to focus on extrinsic factors, whereas there was more balance between the two sets of factors in rural studies. Both intrinsic and extrinsic factors play an essential role in nurses' job satisfaction. Future research should use more robust research methods and pay more attention to contrasting rural and urban contexts. Herzberg's theory can provide conceptual clarity when investigating the factors associated with nurses' job satisfaction. This review discussed the factors associated with nurses' job satisfaction in rural and urban settings. The findings linked several extrinsic and intrinsic factors to nurses' job satisfaction. Nursing management should search for the perfect blend of intrinsic and extrinsic factors based on nurses' needs and organizational commitment to improve nurses' job satisfaction.

Job satisfaction in nursing: A qualitative inquiry into novice and experienced nurses' perspectives

Introduction: The relevance of job satisfaction in optimal and efficient productivity in healthcare delivery, such as nursing services, cannot be over-emphasised. The mechanisms that drive job satisfaction are multifactorial. However, there is a lack of knowledge on the psychosocial mechanisms that drive job satisfaction in North-eastern Nigeria.
 Objective: To determine the level and influence of extrinsic (hygiene) factors on job satisfaction and the influence of sociodemographic variables among nurses working in selected government hospitals in Borno State, Nigeria.
 Study Design and Methodology: This quantitative descriptive cross-sectional design randomly (stratified) selected 399 participants (nurses) from a population of 695 nurses. A revised Nursing Work Index (NWI- R) questionnaire was adopted to collate data related to extrinsic factors of job satisfaction and sociodemographic variables of nurses. Data were analysed using Statistical Package for Social Science Version 23.0.
 Results: The most frequently identified sociodemographic variables of the participants were those with 1-9 years of work experience, 256 (64.2%), basic (registered nurses), 235 (58.9%), those in surgical wards, 92 (23.1%), and those that work from 30 to 40 hours/ week, 214 (53.6%). The overall mean±SD (%) satisfaction for the hygiene factors was 93.55±21.85% (range: 53.63±12.49% [Policies and administration]) and 2.82±0.89% [Salary]. Marital status, qualifications, department/ward, hospital location, and working hours per week were significant sociodemographic characteristics associated with the nurses' hygiene factors (p<0.05). The levels of extrinsic factors related to interpersonal relationships in the hospitals were very high while salary was fair, all other evaluated items were moderate-high.
 Conclusion: These findings put together suggest that discovered that all the extrinsic variables collectively determined nurses' job satisfaction. However, salary, administrative and managerial support, autonomy and responsibility, salary, supervision and working condition are positively associated with nurses' job satisfaction.

Teaching nowadays requires high commitment from teachers; the workload is heavy, the role is broad and the teachers are directly responsible for educating and developing the students. Educating and developing technical and vocational students requires quality, competent and high commitment teachers. Without commitment and motivation, they feel dissatisfied, or lack of passion in their job and the worst situation, some of them may withdraw or turnover from the profession. Teachers will achieve job satisfaction when the motivation and hygiene factors complement each other. Vocational colleges want their teachers to have the best possible performance. However, how to motivate the teachers? There is not much point in motivating them if they do not care about hygiene factors. Motivating people to work when the things they complain about disappear. When the dissatisfaction is taken away, the institutions can focus on motivating teachers effectively. Hence, the purpose of this study is to highlight the factors that affect job satisfaction in vocational colleges in Malaysia and identify the factors that affect job satisfaction. This study used Two-Factor Theory from Herzberg to decide how significant hygiene and motivator factors are related to job satisfaction among the vocational teachers and how the two factors complement each other. Among the factors identified are company policy, supervision, work conditions, salary, recognition, the work itself, personal growth, and achievement. This study also has theoretical implications for directing future developments study and offers practical suggestions to the management in the improvement of job satisfaction among vocational teachers. Job satisfaction is essential for individuals and vocational colleges. Factors affecting job satisfaction need to be given more attention to improve the quality of education and thus achieve student success. Herzberg Two-Factor Theory provides two factors that affect teachers' motivation in the workplace. Hygiene factors will influence teachers' working less if they are not present, while motivational factors will motivate teachers to work better if they are present. Therefore, any hygiene factors must be resolved first, and then motivating factors must be boosted.

Objective To investigate the job satisfaction of nurses from one level three class A stomatology hospital and explore its influencing factors. Methods A questionnaire-based survey was used to examine job satisfaction of 791 nurses from the stomatology hospital in Beijing and analyze its influencing factors. Results A total of 656 effective questionnaire were collected with effective collective rate 82.9%. The total average score of job satisfaction was (3.24±0.92), which was at or above intermediate-level; dissatisfaction dimensions contained extrinsic rewards, family/work balance and professional opportunities. The correlation analysis showed job satisfaction was negatively correlated with age, working years and years serving in this hospital (P<0.01). Single-factor analysis showed nurses working in different department, with different levels of formal educations, professional titles and turnover intention varied significantly in job satisfaction (P<0.05); multiple regression analysis showed that turnover intention and age might be influencing factors of job satisfaction. Conclusions The overall job satisfaction of dental nurses is at upper level. Efficient way to increase job satisfaction may be reducing turnover intention, improving extrinsic rewards and professional opportunities. Key words: Nurses; Stomatology hospital; Job satisfaction; Influencing factors

Objective To explore the relationships between psychiatric head nurses' leadership behavior and nurses' job satisfaction.Methods Totals of 24 psychiatric head nurses and 143 nurses were recruited,and the PM inventory was used to assessed psychiatric head nurses' leadership behavior,MSQ was used to assessed nurses' job satisfaction.Results The average score of nurses,job satisfaction was (65.98 ±9.66 ),94.4％ nurses had the under moderate level,and the lowest satisfaction items in turn were reward (2.36 ±1.04),work busyness (2.67 ± 1.21 ),working conditions ( 3.04 ± 1.12 ).Among the leadership styles of head nurses,16.7％ was PM style,33.3％ was P style,29.2％ was M style and 20.8％ was pm style.There was significantly difference in job satisfaction of nurses between four leadership styles ( F =6.66,P ＜ 0.01 ).Job satisfaction of nurses in PM and P style was significantly different than that in M and pm style (P ＜ 0.01 ),while no difference was detected in PM style and P style,M style and pm style ( P ＞ 0.05 ).Conclusions The psychiatric nurses' job satisfaction is closely related to the head nurses' leadership,so it is important to improve the head nurses' leadership behavior to increase the staff nurses' job satisfaction. Key words: Nursing,supervision; Nurse; Psychiatric; Leadership behavior; Job satisfaction

Objective To investigate nurses' job satisfaction and tiredness in a First-class hospital at Grade 3 in Dalian.Methods The tiredness inventory and job satisfaction scale survey were used to investigate 429 nurses in a First-class Hospital at Grade 3 in Dalian chosen by convenience sampling of their job satisfaction and tiredness.Relationship between job satisfaction and score of tiredness,job satisfaction,general material and tiredness was investigated.Results Score of job satisfaction was (66.65 ± 13.09).Score of tiredness was negatively related to job satisfaction (r =-0.691,P ＜ 0.01).Score of job satisfaction was positively related to nurses' title,department,age,professional rank and length of service as nurses (r =0.130,0.137,0.109,0.174,0.141,respectively; P ＜0.05).Conclusions Work stress of all kinds of reasons and personal factors are the sources of nurses' tiredness increase and job satisfaction decrease.Related measures should be adopted to intervene in order to improve nurses' job satisfaction and reduce their fatigue feelings. Key words: Nurse; Job satisfaction; Job tiredness

Introduction Nurses play an important role as frontline caregivers in the healthcare system, emphasizing their responsibilities in delivering high-quality patient care across various healthcare settings. Job satisfaction among nursing staff is identified as a crucial factor influencing staff retention and addressing workforce shortages in healthcare. Research has consistently shown that low job satisfaction is linked to high turnover rates among nursing professionals, underscoring the need to understand and address the factors affecting job satisfaction. Key determinants of job satisfaction among nurses include organizational support, working conditions, supervision, and salary. Given the significance of job satisfaction in healthcare settings, the study aims to explore the complex relationship between work environment factors, nurses’ job satisfaction, and their family dynamics. By investigating how work environment factors impact job satisfaction and how job satisfaction influences family dynamics, the research seeks to identify strategies that healthcare organizations can implement to enhance nurses’ well-being, job satisfaction, and work–life balance. Aim: To investigate the relationship between work environment factors and their impact on nurses’ job satisfaction and family dynamics. Objectives Investigate the specific work environment factors that significantly influence nurses’ job satisfaction, such as workload, support systems, and organizational culture. Examine the impact of nurses’ job satisfaction on their family dynamics, including the effects on relationships, stress levels, and work–life balance. Identify strategies and interventions that healthcare organizations can implement to improve nurses’ job satisfaction and support their family well-being based on the findings of the study. Materials and methods The research was conducted at a tertiary hospital located in Pune, India, known for its advanced medical services and diverse patient population. A total of 108 nurses from various departments within the hospital participated in the study, ensuring representation across different clinical specialties. A cross-sectional survey design was utilized for data collection, with face-to-face interviews conducted using the Structured Work–family Interaction Scale (SWING-J). This tool allowed for the assessment of work–family interaction among nurses, providing valuable insights into the dynamics between work-related factors and their impact on job satisfaction and family dynamics. Discussion: The study highlights the critical role of work environment factors in shaping nurses’ job satisfaction and family dynamics. Organizational support, workload management, and job demands emerged as key influencers of job satisfaction, emphasizing the importance of creating a supportive work environment for nursing staff. Conclusion: Understanding and enhancing job satisfaction among nursing staff is paramount for promoting their well-being, improving patient care quality, and fostering a positive work environment. The study’s findings provide valuable insights for healthcare managers to develop targeted interventions that support nurses’ job satisfaction and overall well-being, ultimately leading to enhanced patient care outcomes and staff retention in healthcare settings.

Introduction The impact of employee job satisfaction on retention or the impact of job dissatisfaction on attrition is becoming increasingly important as it has a significant impact on the quality of service provided, staff shortages, and the effectiveness of healthcare organizations. This is especially true for private hospitals pharmacists in Hong Kong. Aim Based on Herzberg's two-factor theory, the aim of this quantitative, correlational study was to determine the relationship between intrinsic job satisfaction, extrinsic job satisfaction, demographic characteristics, personal factors, and turnover intentions in a sample of pharmacists working for private hospitals in Hong Kong. Methods Following institutional ethical approval, five research questions were developed to study the relationships. An empirical model of causal relationships among variables was tested with a sample of 140 registered pharmacists working in Hong Kong private hospitals. The questionnaire was designed to be self-administered, and data was collected using convenience and snowball sampling methods via an Online Google Form link. Partial least Squares Structural Equation Modelling (PLS-SEM) was used to analyse the structural relationships. The study employed SmartPLS 3.0 to compute the two-basic partial least squares (PLS) path modelling, i.e. structural and measures models. Results 68 (48.6%) were male, and 72 (51.4%) were female participants in this study, giving an overall sex ratio (males per 100 females) of 94. One third of the pharmacists surveyed were between 40-49 years old. This study found that older age was associated with a more moderate relationship between overall job satisfaction and turnover intention. At the same time, the more support from the family, the greater the negative moderating effect between overall job satisfaction and turnover intention. This study's most significant intrinsic job satisfaction factor was "achievement", with an outer loading of 0.846. Other important intrinsic job satisfaction factors included recognition, opportunities for advancement, work itself, and responsibility. For extrinsic job satisfaction factors, the most significant one was “employment status”, with an outer loading of 0.791. Other important extrinsic factors include working conditions, company policies and rules, remuneration, interpersonal relations, and supervisor's quality. There were positive relationships between intrinsic and extrinsic job satisfaction factors, and overall job satisfaction of the private hospital pharmacists. In contrast, the intrinsic job satisfaction factors, extrinsic job satisfaction factors, and overall job satisfaction are found to have negative relationships to the turnover intentions of pharmacists. Those relationships were statistically significant with p&amp;lt;0.05. Discussion/Conclusion In conclusion, private hospital managements may use the knowledge to implement strategies to improve intrinsic and extrinsic job satisfaction among pharmacists in private hospitals. It is hoped that private hospital pharmacies will then have more bargaining power to retain pharmacists in the workplace. In turn, a better-quality pharmacy service can be provided and, ultimately, better earnings for the private hospitals.

Background Job satisfaction depicts how an individual is satisfied with the job. The more satisfied nurses are within their job, the more fulfilled they are supposed to be. Professional identity development is one of the main concerns of nursing education and practice. Nurses are considered to be the vertebral column of any healthcare organization. The WHO believes that mental health nurses, as part of a multidisciplinary team, are especially relevant in the management of mental illness. Aim The aim of the study was to determine the relationship between professional identity and job satisfaction among psychiatric nurses. Methods This was a descriptive correlation research design. The research questions for this study were as follows: (a) How do psychiatric nurses perceive their professional identity? (b) What is the level of professional job satisfaction of psychiatric nurses? (c)What are the relationships between perceptions of professional identity and job satisfaction among psychiatric nurses? This study was conducted at Abbassya Mental Health Hospital in Egypt. A convenient sample of 50 nurses was used for assessment. Tool 1: The background data sheet included age, sex, educational level, position, and years of experience of nurses. Tool 2, Nurses’ professional identity tool: This tool was designed and validated by Kabeel to determine the level of nurses’ professional identity. Tool 3: Mueller and McCloskey Satisfaction Scale as developed and advanced by Ellenbecker and colleagues. Results A positive and significant correlation was determined between nurses’ job satisfaction and professional identities. Conclusion Professional identity is a factor affecting job satisfaction. Recommendations The nurse’s professional identity should be the subject of workshops, in-service programs, and other nursing education activities in various work settings, and in nursing schools and faculties’ curricula. Replication of this study is recommended on other specialty nurses in a large sample size.

Introduction The widespread nursing shortage and nurses' high turnover rate has become a global issue. 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 may serve as a factor influencing job satisfaction. Objectives/Aims This study aimed to explore the current level of job satisfaction in psychiatric nurses working in the only tertiary psychiatric institution in Singapore, the influencing factors, and the relationship between resilience and job satisfaction. Results of the study would enable the hospital to develop work programmes for improvement. Methods 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: the McCloskey & Mueller Satisfaction Scale, the Resilience Scale™, socio-demographic data form. Results A total of 874 nurses were eligible for 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 group. A positive and significant association between satisfaction and resilience scores ( P 0.001) was obtained. Conclusion Psychiatric nurses in Singapore are generally satisfied with their job but this can be further improved with strengthening of personal resilience.

Nurses' job satisfaction in hospitals is fundamental for the quality of care and the safety of patients. However, sociodemographic trends require moving care to patients' homes, and the predictors of job satisfaction for nurses working in the home care settings remain largely unknown. Therefore, the aim of this study was to investigate job satisfaction of nurses working in Italian home care settings and its determinants. Multicenter observational cross-sectional study. This study was conducted in the districts of 70 local health authorities in Italy. Data on the characteristics of the organization and nurses were collected. Nursing job satisfaction was evaluated on a four-point scale ranging from "very satisfied" to "very dissatisfied." Additionally, the following variables were assessed: workload, quality of leadership, work-private life conflict, burnout symptoms, possibility for development, staffing and resource adequacy, nurse manager ability, safety climate, and teamwork climate. A logistic regression analysis was conducted to identify factors influencing job satisfaction. Only organizational variables had a predictive value for nurses' job satisfaction. Workload (OR = 1.01; p = 0.033), work-private life conflict (OR = 1.02; p < 0.001), burnout (OR = 1.02; p < 0.001), and staffing inadequacy (OR = 1.44; p = 0.003) predicted higher levels of nurse dissatisfaction. Instead, high-quality leadership (OR = 0.981; p < 0.001), possibility for development (OR = 0.973; p < 0.001), and good teamwork climate (OR = 0.994; p = 0.003) were predictors of better levels of satisfaction. This study suggested that home care nurses are generally satisfied with their jobs. To enhance job satisfaction, it is essential to improve nurses' work environment, the leadership quality and ensure professional development. Our results are globally relevant as they contribute to the limited evidence available on this topic in home care settings. This study emphasizes the need of measuring nurses' job satisfaction and implementing interventions to promote healthy work environments.

The nursing shortage has become an internationally important issue. Nurses' professionalism and job satisfaction have been recognized as strong factors influencing their turnover. As international interchanges in nursing education are growing between Korea and China, understanding the commonalities and differences in factors associated with job satisfaction is critical to improving nurses' job retention. To compare the factors influencing job satisfaction among Korean and Chinese nurses. A cross-sectional survey was conducted. The participants were comprised of 693 nurses at three general hospitals in Jinan, People's Republic of China and 593 nurses at two general hospitals in Seoul, Korea. A questionnaire was designed to measure the nurses' professionalism and job satisfaction. Stepwise multiple regression analysis was performed to identify factors related to job satisfaction. Professionalism was the common factor influencing job satisfaction in Korean and Chinese nurses. Professionalism was positively related to job satisfaction in both groups. Additional factors associated with job satisfaction were demographics and job characteristics such as age, job position and department of work, which were significant only in Korean nurses. Professionalism was the most important factor influencing job satisfaction in both Korean and Chinese nurses. Enhancing nursing professionalism is recommended as a common strategy to improve nurses' job retention across different healthcare systems.

Objective Job satisfaction is the favorableness with which employees view their work. Two main factors that affect job satisfaction are intrinsic and extrinsic job characteristics. Intrinsic factors lead to satisfaction, whereas extrinsic characteristics prevent dissatisfaction. The objective of this study was to determine the level of job satisfaction among hospital pharmacists at the Texas Medical Center by looking specifically at intrinsic and extrinsic factors that managers may use to promote a higher level of job satisfaction. Methods A survey about intrinsic and extrinsic job characteristics was administered to hospital pharmacists. The survey employed a 5-point “strongly agree” (5) to “strongly disagree” (1) scale; satisfaction was measured using two previously validated scales abbreviated as JS1 and JS2. Eighty-five completed surveys were received for a response rate of 26%. Results The mean age of the respondents was 40 years (± 9.7); the majority of respondents were female (64.3%). In general, pharmacists were satisfied with their job. The mean job satisfaction scores on the two scales were 3.32 ± 0.86 for JS1 and 3.43 ± 0.84 for JS2. Job satisfaction was significantly correlated with intrinsic (rJS1 = 0.61, rJS2 = 0.54, P &lt; 0.05) and extrinsic factors (rJS1 = 0.64, rJS1 = 0.61, P &lt; 0.05). Furthermore, intrinsic and extrinsic factors were significantly correlated with each other (r = 0.48, P &lt; 0.05). Conclusion Hospital pharmacists at the Texas Medical Center were satisfied with their current jobs and liked their jobs. Intrinsic and extrinsic factors were significantly correlated with job satisfaction and with each other, indicating their importance when measuring job satisfaction.

In China, rural doctors (RDs) perform crucial health care missions. However, they have received less attention than their colleagues in urban public hospitals. In this specific group, a severe challenge occurs in sync with a high turnover rate and deficient job satisfaction. This study aims to systematically summarize and evaluate the influencing factors of job satisfaction and turnover intention among Chinese rural doctors. Seven databases, including PubMed, EMBASE, and China National Knowledge Infrastructure (CNKI), were systematically retrieved, and several experts were consulted to acquire holistic publications in this domain. A total of 20 full-text papers and 22,721 samples were included. In addition, 53 influencing factors were evaluated, of which 38 factors may play a significant role. Based on Herzberg's two-factor theory, together with China's cultural tradition and national conditions, we classified these influencing factors into sociodemographic characteristic factors (n=13), incentive factors (n=18), and health care factors (n=22). Meanwhile, we discussed and analyzed the influencing factors of turnover intention and job satisfaction in detail and put forward corresponding measures and suggestions for the government. We are confident that this research provides a holistic perspective to systematically evaluate the factors influencing the job satisfaction and intention to leave of Chinese rural doctors. Importantly, we hypothesize that the illumination of cases among Chinese rural physicians applies to other countries or regions, which has significant implications for the reformation of the medical system by governments or decision-makers worldwide.