Job satisfaction among hospital nurses: A literature review

To measure the relationship between job satisfaction and the 3 components of organizational commitment. Most of the research conducted in the West has shown a positive relationship between organizational commitment and job satisfaction of nurses; however, the relationship between the components of organizational commitment and job satisfaction is not well established in Iranian samples. This study aimed to investigate the level of organizational commitment and job satisfaction of the hospital nurses in Iran and the interrelationship between the 3 components of commitment and job satisfaction among them. Using the organizational commitment questionnaire developed by Meyer et al (J Appl Psychol. 1993;78:538-551), the 3 components of commitment were measured through a descriptive correlational design. Seven hundred eighty-six licensed nurses working in 12 hospitals participated in the study. One hundred ninety-eight of 220 returned questionnaires were identified as appropriate for the analysis. Affective commitment was positively related to job satisfaction, normative commitment, and experience in nursing, but it was negatively related to continuance commitment. Continuance commitment was negatively related to job satisfaction and affective commitment. Normative commitment was positively related to job satisfaction and affective commitment. The 3 components of commitment are variously related to job satisfaction. Nursing managers should pay attention to different components of commitment variously to promote the appropriate type of commitment needed for specific situation in which they work.

The relationships among turnover intentions, professional commitment, and job satisfaction of hospital nurses.

Objective: This study examines the job satisfaction of Mongolian hospital nurses by comparing their status and workload of Mongolian nurses with Japanese nurses’ one.Settings and participants/Methods: Survey data were collected from randomly selected 200 nurses (100 were Mongolians and the other 100 were Japanese) who agreed to participate in the survey. Data were collected through a self-administered survey questionnaire. Survey items were age, the duration of work experience, work position, health condition, accumulated fatigue, stress level, and whether having family members who need child care or nursing care. Collected data were analyzed by t-test and Wilcoxon Rank Sum test.Results: The average age of Mongolian nurses was significantly lower than that of Japanese nurses. Consequently, the average work experience of Mongolian nurses was less than that of Japanese nurses. More Japanese than Mongolian nurses had family members in need of care. Job satisfaction and status were significantly higher among Japanese than Mongolian nurses. However, Japanese nurses have family members who need child care or nursing care at a higher rate than Mongolian nurses. Job satisfaction of Japanese nurses about their work and job status was significantly higher than Mongolian nurses’ one. However, the opposite result was found in the job satisfaction about their workload. The influence of the relationships among nurses on the job satisfaction was significantly greater in Mongolian nurses than in Japanese nurses. Job satisfaction of Japanese nurses about their salaries was significantly higher than Mongolian nurses’ one.Conclusion: In order to raise nurses’ job satisfaction in Mongolia, it is necessary to raise their “occupational status” and salary of nurses.

The purpose of this study was to investigate the determinants of job satisfaction of hospital nurses. The focus was on work rewards. A causal model of job satisfaction of hospital nurses was constructed based on situational perspectives. The sample for this study consisted of 505 nurses from 2 general hospitals located in Seoul and Kyeonggi Province, Korea. Data were collected with self-administrated questionnaires and analyzed by hierarchical multiple regression. All variables except workload were positively correlated with job satisfaction. It was found that three task reward variables (workload, meaning, and participation), two organizational reward variables (security and promotional chances) and one social reward variable (family support) had significant influence on nurses' job satisfaction. The explained variance for job satisfaction was 41.4%. The data further indicate that task rewards were the most significant determinants of nurse job satisfaction. Theses findings provide strong empirical evidence for importance of task, organizational and social reward variables in explaining job satisfaction of nurses. The model used for this study will be useful for predicting nurse job satisfaction.

This paper is a report of a study exploring nurses' views and experience regarding their working lives in Mainland China. The widespread nursing shortage and high turnover has become a global issue. Job satisfaction among nurses is a key factor in nurse turnover. Although several models of job satisfaction have been suggested in Western countries, these require further development and testing in Mainland China, where the social context of the labour market is different. A survey design using questionnaires was adopted. A total of 512 hospital nurses in Beijing participated in the study in 2004, representing a response rate of 81%. There was a negative relationship between nurses' job satisfaction and intention to leave their current hospitals, which was mediated by age (P < 0.05). About 40% of the variance in job satisfaction could be explained by the set of independent variables including organizational commitment, occupational stress, professional commitment, role conflict, role ambiguity, educational level, age and working years (R2 = 0.396). Organizational commitment had the strongest impact on job satisfaction, which explained 31.3% of the variance in this, followed by occupational stress and role conflict (5.5% and 1.9% respectively). In addition, both nurses' role perception and actual role content influenced job satisfaction as well as occupational stress, role conflict and role ambiguity (P < 0.05). Nurses' educational level was also a factor related to role perception, professional commitment and role conflict (P < 0.05). Nurses' job satisfaction could be increased through promoting organizational and professional commitment and reducing occupational stress, role conflict and role ambiguity.

Job satisfaction among hospital nurses revisited: A systematic review

The complexity of today's healthcare system challenges hospitals to provide safe, patient-oriented, and cost-effective services. Leadership style in an organization is one factor that plays an essential role in increasing or slowing down the interest and commitment of individuals in the organization. The transformational leadership style emphasizes moral principles, cooperation, and community together united in the privilege of human ethics. Job satisfaction of nurses is expected to improve their performance to create full service to patients. This literature review aims to determine the effect of transformational leadership style on job satisfaction and performance of hospital nurses. The method in this study is a literature review by searching for articles through the Ebscohost, Science direct, and Proquest electronic databases published from 2016-2021 and meeting the inclusion criteria. The review process uses the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Results: The results of this review obtained nine articles showing that the transformational leadership style has a positive influence on job satisfaction. Five reports show that leadership positively affects nurse performance in hospitals. Transformational leadership style influences job satisfaction and nurse performance in hospitals. Transformational leadership has more influence on nurse performance than transactional leadership in public hospitals. Nurses' job satisfaction is influenced by opportunity, structural empowerment, job attachment, work environment, and stress. At the same time, nurse performance is influenced by organizational commitment, employee empowerment, workload, motivation, stress, psychological safety, work attachment, and work environment.

The complexity of today's healthcare system challenges hospitals to provide safe, patient-oriented, and cost-effective services. Leadership style in an organization is one factor that plays an essential role in increasing or slowing down the interest and commitment of individuals in the organization. The transformational leadership style emphasizes moral principles, cooperation, and community together united in the privilege of human ethics. Job satisfaction of nurses is expected to improve their performance to create full service to patients. This literature review aims to determine the effect of transformational leadership style on job satisfaction and performance of hospital nurses. The method in this study is a literature review by searching for articles through the Ebscohost, Science direct, and Proquest electronic databases published from 2016-2021 and meeting the inclusion criteria. The review process uses the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Results: The results of this review obtained nine articles showing that the transformational leadership style has a positive influence on job satisfaction. Five reports show that leadership positively affects nurse performance in hospitals. Transformational leadership style influences job satisfaction and nurse performance in hospitals. Transformational leadership has more influence on nurse performance than transactional leadership in public hospitals. Nurses' job satisfaction is influenced by opportunity, structural empowerment, job attachment, work environment, and stress. At the same time, nurse performance is influenced by organizational commitment, employee empowerment, workload, motivation, stress, psychological safety, work attachment, and work environment.

Background : Globally in all health care systems, major changes have taken place such as: cost effective care, early hospital discharge and high burden of patients with acute and chronic diseases. These escalating changes in health care systems influence quality of care, job satisfaction of nurses and patients perception of care. The aim of the study was to find the relationship between job satisfaction of nursing staff and patients 'perception of the quality of care. Methods : A co relational study was undertaken among 384 patients and 141 staff nurses in a tertiary teaching hospital Odisha, India within a 3 months period. RHCS questionnaire consists of 42-items was used to measure patients' perception of quality care and KUHJSS consist of 37-items was used to measure job satisfaction of nursing staff. Date was analysed to find out the related factors and relationship between job satisfaction of nursing staff and patients perception of quality care. Results : Patients' perception of overall quality care positively related to general job satisfaction of nursing staff. The highest job satisfaction levels of quality care were reported by older patients, patients who were in OPD units and patients from rural settings. Also the highest job satisfaction levels were reported by nurses over 51 years of age, nursing leaders, nurses with less than one year or more than 21 years of total work experience, and day shift workers. Conclusions : Generally job satisfaction of nursing staff is an important aspect for quality care, as evaluated by the patients. It is vital to support the well-being of staff because this has the potential to improve patients' perceptions of quality care.

Purpose : The purpose of this study is to investigate the effect of general hospital nurses' sleep disturbance and organizational commitment on job satisfaction. Methods : The data were collected using structured questionnaires from 180 nurses working at 3 general hospitals located in Seoul and Gyeonggi. The collected data were analyzed using the mean, standard deviation, t-test, ANOVA, Pearson's correlation, and stepwise multiple regression analysis using SPSS 21.0. Results : As a result, sleep disturbance was average of 3.02 out of 5, organizational commitment was average of 2.76 out of 5, and job satisfaction was 2.87 out of 5. Sleep disturbance, organizational commitment and job satisfaction were statistically correlated. Organizational commitment (β=.59, p<.001) and total length of clinical career (β=.12, p=.031) had a significant effect on job satisfaction. This factors explained 44.7% of job satisfaction (F=21.67, p<.001). Conclusion : Based on the results of this study, in order to increase the job satisfaction of hospital nurses, it is necessary to systematically improve the intervention method to promote sleep and an appropriate compensation system for organizational commitment.

Purpose: The purpose of this study was to identify the relationship among followership, organizational commitment, job satisfaction, turnover intention, and customer orientation in hospital nurses. Methods: The participants in this study were 210 staff nurses in one university hospital. Data were analyzed using frequency, ANOVA, Pearson correlation analysis, and stepwise multiple regression. Results: Followership had positive correlations with organizational commitment (r=.46, p<.001), job satisfaction (r=.41, p<.001), customer orientation (r=.47, p<.001). Followership had negative correlation with turnover intention (r=-.23, p<.001). The factor of followership influencing organizational commitment was active engagement, and this factor accounted for 23.3% of explanatory power. The factor of followership influencing job satisfaction was active engagement (F=45.00, p<.001), and this factor accounted for 17.8% of explanatory power. The factor of followership influencing turnover intention was active engagement (F=19.69, p<.001), and this factor accounted for 17.0% of explanatory power. The factors of followership influencing customer orientation were active engagement (F=51.38, p=.004) and independent, critical thinking (F=24.55, p=.011), and these factors accounted for 22.1% of explanatory power. Conclusion: Findings indicate a need to develop followership to promote organizational commitment, job satisfaction, and customer orientation and to decrease turnover intention in nurses.

The aim of this study was to examine how hospital patient-safety procedures affect the job satisfaction of hospital nurses. Additionally, we investigated the association between perceived autonomy and hospital patient-safety procedures and job satisfaction. Recently, measures for patient safety have been recognized as an essential requirement in hospitals. Hospital patient-safety procedures may enhance the job satisfaction of nurses by improving the quality of their work. However, such procedures may also decrease their job satisfaction by imposing excessive stress on nurses because they cannot make mistakes. The participants included 537 nurses at 10 private hospitals in Japan (The surveys were collected from March to July 2012). Factors related to hospital patient-safety procedures were demonstrated using factor analysis, and the associations between these factors and nurses' self-perceived autonomy and job satisfaction were examined using structural equationmodelling. Five factors regarding hospital patient-safety procedures were extracted. Additionally, structural equationmodelling revealed statistically significant associations between these factors and the nurses' self-perceived autonomy and job satisfaction. The findings showed that nurses' perceived autonomy of the workplace enhanced their job satisfaction and that their perceptions of hospital patient-safety procedures promoted their job satisfaction. However, some styles of chief nurses' leadership regarding patient safety restrict nurses' independent and autonomous decision-making and actions, resulting in a lowering of job satisfaction. This study demonstrated that hospital patient-safety procedures have ambiguous effects on nurses' job satisfaction. In particular, chief nurses' leadership relating to patient safety can have a positive or negative effect on nurses' job satisfaction. The findings indicated that hospital managers should demonstrate positive attitudes to improve patient safety for nurses' job satisfaction. In addition, policymakers in the hospitals should consider that chief nurses' leadership styles may reduce autonomy and suppress nurses' job satisfaction.

Background: Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organisational commitment on job satisfaction of Chinese nurses.Aims: The aim of this study is to describe job satisfaction, psychological empowerment and organisational commitment of Chinese nurses and to explore the impact of psychological empowerment and organisational commitment on the nurses’ job satisfaction.Methods: A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organisational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis.Results: Nurses’ job satisfaction, psychological empowerment and organisational commitment were identified at moderate levels. Nurses’ job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organisational commitment. Psychological empowerment, organisational commitment and marital status were significant predicting factors of nurse job satisfaction.Conclusions: This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses.

Previous investigators have identified residential differences in the job satisfaction of hospital nurses. However, the degree to which the greater job satisfaction of rural nurses can be generalized beyond hospitals to other work settings, including nursing homes, is unknown. The purpose of this research was to examine the job satisfaction of nurses (registered and licensed practical) employed in both rural and urban nursing homes. A total of 281 nurses from 26 participating nursing homes completed a mailed questionnaire that measured the personal and job-specific characteristics of the nurses and the contextual properties of the facilities in which they worked. The data indicated no statistically significant differences in the overall job satisfaction, or on any of the five subscales of the instrument, between rural and urban nurses. However, a pooled multivariate model identified five factors that predicted the job satisfaction of nurses employed in long-term care facilities: the employees' race and personal income; the employees' perception that their supervisor was interested in their career aspirations; the length of time that the nurses had intended to stay at the time of their hiring; and their current intent to leave.

Moral distress and ethical climate are important issues in the workplace that appear to affect people's quality of work life. This study was conducted to determine the relationship of moral distress and ethical climate to job satisfaction in critical care nurses. This descriptive-correlation study was conducted on 142 critical care nurses, selected from five social security hospitals in north Iran through census sampling. Data were collected using a demographic questionnaire, the Moral Distress Scale-Revised, the Olson's Hospital Ethical Climate Survey, and the Brayfield and Rothe Job Satisfaction index. The research project was approved by the Ethics Committee of Mazandaran University of Medical Sciences and the Medical Deputy of the Social Security Organization. The mean scores obtained by the critical care nurses for moral distress, ethical climate, and job satisfaction were 87.02 ± 44.56, 3.51 ± 0.53, and 62.64 ± 9.39, respectively. Although no significant relationships were observed between moral distress and job satisfaction, the relationship between ethical climate and job satisfaction was statistically significant (p < 0.05). Identifying ethical stressors in the workplace and giving proper feedback to the authorities to eliminate these factors and improve the ethical climate in these workplaces can help enhance job satisfaction in nurses and lead to higher quality care.