Factors Influencing Nurses Intent to Stay at A Cancer Specialized Centre in Oman

The paper aims to highlight the importance of strategic planning and job satisfaction and highlight the intellectual and cognitive aspects of the study variables, strategic planning, and job satisfaction, which increases their philosophical clarity and concepts. It also aims to reveal the impact of strategic planning on improving job satisfaction at The University of Misan. The results indicate no statistically significant difference between the views of the members of the research sample on the impact of strategic planning on improving job satisfaction due to the following personal characteristics; sex, age, academic achievement, and years of experience. Furthermore, the findings indicate no statistically significant differences between the views of the research sample members on the impact of strategic planning on improving job satisfaction depending on the gender of the respondent. The findings also reveal that depending on the respondent's age; there is no statistically significant impact of strategic planning on improving job satisfaction. Moreover, the study finds no statistically significant effect of strategic planning on enhancing job satisfaction depending on the respondent's academic achievement. Furthermore, there are also no statistically significant differences between the views of the members of the research sample on the impact of strategic planning on improving job satisfaction depending on the number of years of respondent experience. Therefore, this study Emphasizes the role of strategic planning in enhancing job satisfaction. Therefore, the results of this study can be used to conceptualize how to improve the level of job satisfaction of staff at the University of Misan, which contributes to enhancing the university's performance.

Job satisfaction strongly affects nurses’ life satisfaction and is directly affected by life satisfaction. Our study aimed to determine nurses’ life and job satisfaction, show their relationship, and evaluate the factors affecting them. This cross-sectional study was conducted in 2022 at a university hospital in Türkiye. The study population included all nurses working at the hospital for at least one month, and 920 nurses participated. Data were collected using a structured questionnaire, which consisted of sections on sociodemographic characteristics, job and life satisfaction, and factors related to the nursing profession. Job satisfaction was measured using the Index of Job Satisfaction, while life satisfaction was assessed with the Life Satisfaction Scale, both validated tools. Data collection occurred during periodic health examinations through face-to-face interviews. Most participants chose the nursing profession willingly and found it suitable for themselves. However, many reported dissatisfaction with their earnings. Higher job satisfaction was associated with older age, having children, good perceived health, shorter weekly working hours, willingly choosing the nursing profession and unit, and favorable working conditions and income. Similarly, life satisfaction was higher among those with good perceived health, fewer weekly working hours, willingly chosen profession and unit, and no smoking or chronic diseases. Supportive working conditions and adequate income strongly influenced both job and life satisfaction. A significant, positive, and moderate correlation was found between job and life satisfaction, highlighting their interconnectedness. These findings suggest that improving nurses’ working conditions, ensuring adequate income, and supporting healthier lifestyles could enhance job and life satisfaction. Enhancing working conditions is essential to improving nurses’ job satisfaction, which, in turn, positively impacts their overall life satisfaction. Policymakers should prioritize initiatives that address workplace challenges and foster a supportive environment for nurses.

Factors Affecting the Job Satisfaction of U.S. Adult Endocrinologists: A Nationwide Survey

BACKGROUND: Nurses’ job satisfaction is crucial for retaining skilled staff, particularly in high-acuity oncology settings where complex treatments and emotional labor can erode well-being. Understanding the factors influencing satisfaction supports strategic workforce planning and sustainability. OBJECTIVES: This study aimed to assess job satisfaction levels among nurses in a specialized oncology center and to examine demographic and organizational influences on satisfaction. METHODS: A cross-sectional survey of 131 nurses was conducted at the Sultan Qaboos Comprehensive Cancer Care and Research Center in Oman. Data were collected using a modified McCloskey/Mueller Satisfaction Scale and analyzed with descriptive statistics, analysis of variance, and t -tests to identify the significant differences in satisfaction based on age, nationality, and work unit. RESULTS: The overall mean job satisfaction score was moderate to high (mean = 3.96, standard deviation = 0.745). Older nurses (over 40 years), non-Omani nurses, and those working in administrative and day-care units reported significantly higher satisfaction scores ( P < 0.05) than their counterparts. Peer support and collegial relationships were rated highest, while decision-making autonomy and opportunities for academic publication were rated lowest. CONCLUSION: The study highlights the importance of supportive peer relationships, fair decision-making processes, and professional development opportunities in enhancing job satisfaction among oncology nurses. These factors, when addressed, can significantly contribute to improving workforce stability and retention in multicultural oncology care environments.

Purpose: The study examines the relationships between occupational stress, employee engagement, job satisfaction, organizational commitment, and turnover intention, with a focus on employees in Pakistani special education centers. Aim: To provide actionable insights for HR professionals by identifying strategies to manage stress, enhance engagement, and foster supportive work environments that improve job satisfaction and reduce turnover. Design/Methodology: A quantitative approach using PLS-SEM (SmartPLS 4.0) and SPSS was employed. Data were collected through a structured questionnaire from 343 employees in public and private special education centers. Findings: Occupational stress negatively affects job satisfaction and engagement. Organizational commitment mediates the relationship between engagement and turnover intention, while job satisfaction mediates the association between stress and engagement. Additionally, a supportive work environment moderates the relationship between job satisfaction and engagement. Limitations: The cross-sectional design restricts causal interpretations. Practical Implications: The current study findings offer HR professionals evidence-based strategies to develop stress management programs, strengthen employee engagement, and cultivate supportive work environments, ultimately improving job satisfaction and reducing turnover. Originality/Value: The study offers unique insights into workplace dynamics within high-stress environments, presenting evidence-based strategies for HR management in special education centers Pakistan.

Job burnout, stress, and satisfaction are linked to quality of care, patient outcomes and retention of staff. This study was conducted to determine the mentioned issues among emergency nurses. This cross-sectional study was conducted on all nurses working in the emergency departments of 10 hospitals in Tehran, Iran, in 2017. Standard questionnaires were used for gathering the data of participants regarding job burnout, stress, and satisfaction. 709 (90%) participants returned the completed questionnaires (58.9% female). The mean age of the nurses was 33 (SD = 7) years. The level of job burnout was moderate in 76.1%, low in 22.5%, and high in 1.4% of the nurses. The level of burnout in the married nursing staff was lower than single nurses (3.78 ± 0.98 versus 4.14 ± 0.58, p = 0.049). The level of job satisfaction was moderate in 61.1%, low in 22.2%, and high in 16.7%. There was a significant correlation between age and job satisfaction (p = 0.027, r = 0.3). Job burnout was directly correlated with job stress (p ≤0.001, r = 0.57) and job burnout was negatively correlated with job satisfaction (p = 0.001, r = -0.41). More than 60% of the studied emergency nurses had moderate levels of job burnout, stress, and satisfaction. Job burnout had a direct correlation with job stress and indirect correlation with job satisfaction. Planning to reduce burnout of the emergency nursing staff seems to be necessary.

To describe the relationship between job satisfaction of hospital pharmacists and the extent of their involvement in clinical pharmacy activities, and to examine if demographics and practice characteristics are associated with the extent of involvement in clinical pharmacy activities and job satisfaction. A cross-sectional study was conducted by surveying with a self-administered questionnaire mailed to all full-time pharmacists employed by the Hospital Authority, Hong Kong. Respondents reporting job and career satisfaction averaged near the neutral point. The results indicated an unmet expectation of work balance between clinical activities and drug distribution, with the majority of responding pharmacists desiring a shift of work balance from more drug distributive roles towards more clinical activities. The results also suggested that an unmet expectation in work balance affects job and career satisfaction, particularly in younger, frontline pharmacists. Younger, frontline pharmacists reported lower job satisfaction and a greater gap of unmet expectations in their work balance. This study highlights the importance of pharmacists' involvement in clinical activities, as job enrichment would improve job satisfaction and maximise benefits towards patients and healthcare organisations.

Objective: The descriptive correlational study aimed to examine the relationships between organizational commitment, supervisory support, and job satisfaction in a public specialized hospital in Bangladesh.Method: Data were collected by using self-administered questionnaires from the random samples of 126 nurses. The questionnaires included organizational commitment questionnaire, supervisory support questionnaire and job satisfaction Survey. The validity of questionnaires was checked by five experts. The validity of the questionnaires on organizational commitment, supervisory support, and job satisfaction were 0.91, 0.85, and 0.89, respectively. The Cronbach’s alpha coefficient of the questionnaires were 0.85, 0.85, and 0.82, respectively. Data were analyzed by using descriptive statistics and Pearson’s product moment correlation statistics.Results: The result of the study showed that nurses perceived a moderate level of organizational commitment (M = 3.57, SD = 0.48), supervisory support (M = 3.9, SD = 0.48), and job satisfaction (M = 4.06, SD = 0.51). There was a moderate positive significant correlation between organizational commitment and job satisfaction (r = 0.32, p < 0.01) and moderate positive significant correlation between supervisory support and job satisfaction (r = 0.26, p < 0.01).Conclusion: The results of this study are helpful for nurse administrator to enhance job satisfaction in context of organizational commitment and supervisory support. Nurse administrator can apply study result to improve nursing knowledge in different aspect of their profession. It might be helpful to enhance the nurse’s job satisfaction in Bangladesh.Bangladesh Journal of Medical Science Vol.15(1) 2016 p.39-43

Background Job satisfaction is a critical factor influencing healthcare quality, patient's outcomes and overall wellbeing in medical profession. Job satisfaction is an important component of improving job performance and maintaining overall quality of work in any organization. The result of job satisfaction will have an impact not only at the individual level but also in the institutional, societal, and national level. Objective To explore overall job satisfaction among the workforce of four different medical colleges in Nepal, as well as the factors associated with it. Method A cross-sectional study was conducted from August to December 2024 among medical, nursing, and administrative staff who had at least one year of teaching or working experience in their respective institutions. A 36-items job satisfaction questionnaire with 6-point Likert type responses was administered in-person. Data analysis was carried out with STATA version 18 software. Categorical variables were presented as frequencies and percentages, whereas continuous variables were described using means, standard deviations, medians, and ranges. Inferential statistical analyses comprised independent t-tests for comparisons between two groups and analysis of variance (ANOVA) for comparisons among multiple groups. A multivariable linear regression model was used to identify the significant factors associated with health workforce job satisfaction. Statistical significance was defined as p < 0.05, with results reported at a 95% confidence interval. Result This study analyzed job satisfaction among 533 health workers in four medical colleges. The average overall job satisfaction score was 122.24 (±15.17). Multivariable linear regression identified several significant determinants of overall job satisfaction among health workers in Nepal's teaching hospitals. Employees in Nursing (adjusted mean difference [AMD]: 5.35, 95% CI: 2.46 to 8.26) and Administration (AMD: 5.45, 95% CI: 2.20 to 8.71) departments reported higher OJS compared to those in the medical department. Contract staff had significantly lower job satisfaction (AMD: -4.23, 95% CI: -7.19 to -1.28), while differences for daily wage and other positions were not significant. Unexpectedly, employees without chronic diseases reported lower OJS (AMD: -2.66, 95% CI: -5.86 to -0.55). Higher organizational input factors were significantly associated with lower OJS (AMD: -0.37, 95% CI: -0.55 to -0.19). Conclusion This study revealed that health workforces had positive attitude towards their job however are dissatisfied with the benefits offered to them and the operating condition of their institutions. Expanding the teaching learning resources, continuing career opportunities through participation in professional development and regular promotion and increment of salary would be helpful in improving job satisfaction among health workforce in Nepal.

Background: Job satisfaction among nurses is a global concern for its crucial impact on nursing shortage and quality of care. Missed nursing care defined as nurses' decision to omit or delay aspects of patient care activities is hypothesized to influence nurses' job satisfaction. Aim: The aim of this study was to explore the relationship between missed nursing care and nurses' job satisfaction. Materials and Methods: The study used a cross-sectional design, and data were collected using the MISSCARE survey and Nurses' Work Satisfaction Scale from 205 randomly selected nurses working in the medical–surgical units of four tertiary care hospitals in India. Data were analyzed using IBM SPSS version 23. Results: Nurses' job satisfaction was significantly related to missed nursing care, hospital types, and education which together explained 27% of the variance in nurses' job satisfaction. Conclusion: Focused strategies to decrease missed nursing care can improve job satisfaction among nurses. Nurse leaders can use missed nursing care as a process indicator to assess and predict nurses' job satisfaction.

Locus of Control and Job Satisfaction in Australia: The Mediating Role of Job Perception

The cultural difference between empowerment and job satisfaction among nurses: An umbrella review.

This study examines the relationship between positive affectivity, negative affectivity, job satisfaction, and life satisfaction using a sample of 558 urban employees from Dalian. Positive and negative affectivity were measured with Watson's PANAS scale, job satisfaction was measured with Spector's JSS scale, and life satisfaction was measured with the International Wellbeing Group's PWI scale. All the scales are well established multi-item scales that have been validated both in English speaking populations and in China. The statistical analysis found that affectivity is a source of both job satisfaction and life satisfaction. Job satisfaction is positively related to life satisfaction, supporting the spillover theory. Job satisfaction partly mediates the relationship between affectivity and life satisfaction. The practical implications for managers is that because of the dispositional source of job and life satisfaction, managers need to put more emphasis on improving job satisfaction and subjective quality of life by improving the workplace environment.

Under normal circumstances, the working population exhibits high levels of psychological distress and presenteeism, a scenario which was exacerbated by the COVID-19 pandemic. Moreover, few studies have analyzed presenteeism during the COVID-19 pandemic, prompting the current research. We aimed to explore the levels of presenteeism and associated factors, job satisfaction, and psychological distress in a sample of Portuguese workers in a Private Social Solidarity Institution (the acronym in Portugal is IPSS). In 2022, an observational, cross-sectional survey of workers from an IPSS in the central region of Portugal was conducted. The study included a total of 71 employees who granted written permission. The survey collected general and professional information, as well as the Stanford Presenteeism Scale (SPS-6), the Job Satisfaction Questionnaire (S20/23), and the Kessler Psychological Distress Scale (K10). Presenteeism was reported by 32 (45.1%) workers and sickness absence by 38 (54.3%). Most of the individual S20/23 evaluations indicated a greater level of satisfaction (mean ≥ 4.5 pts.), except for the question related to salary, which received a higher level of dissatisfaction (mean = 3.36 ± 1.9 pts.). Around 50.7% of participants had a high or very high risk of suffering or of suffering a mental disorder. The correlation matrix indicated a significant moderate positive correlation between presenteeism and job satisfaction and a significant moderate negative correlation between presenteeism and psychological distress (p &lt; 0.01). We found five predictors for presenteeism: marital status, quality of sleep, sickness absenteeism, health perception, and psychological distress (R2 = 0.358). We anticipate that our results will spark more studies about the practical consequences of presenteeism for fostering better health and well-being at work.

This paper summarizes the association between employees' personality traits and their job performance and satisfaction levels. Comprehending this correlation is crucial for organizations aiming to maximize employee well-being and productivity. The impact of personality traits on workplace dynamics has been widely acknowledged for a considerable period. Extensive research has been conducted on the Five-Factor Model (FFM) of personality, which comprises conscientiousness, extraversion, agreeableness, openness to experience, and emotional stability (neuroticism) concerning job performance and satisfaction. The primary objective of this systematic review was to examine the correlation between personality traits and job performance and satisfaction. Most existing literature predominantly revolves around the Big Five personality theory, which encompasses five key dimensions: agreeableness, extraversion, neuroticism, conscientiousness, and openness to experience. A total of twenty-two articles were subjected to analysis, out of which fifteen articles met the inclusion criteria. These criteria encompassed the requirement for articles to be written in English, to be directly relevant to the topic under investigation, to utilize workers as the study sample, and to have been published in reputable scientific journals. The findings indicated a robust correlation between personality traits and job performance and job satisfaction, with the former exerting a substantial influence on work outcomes. More specifically, according to the Big 5 factor model, neuroticism has been found to impact job performance and satisfaction significantly negatively. Conversely, it is noteworthy that traits such as extroversion and conscientiousness exclusively positively influence work-related factors. In summary, employees' personality traits have a notable impact on their job performance and level of satisfaction. Organizations can derive advantages by acknowledging these dynamics when engaging in recruitment, role design, and provision of developmental opportunities. The significance of personality should be taken into account in conjunction with other contextual and individual factors in order to achieve a comprehensive comprehension of employee well-being and performance.