Abstract
The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses’ demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses’ job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses’ job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service.
Highlights
The present shortage of nurses is a problematic agenda among the health care sectors
Job satisfaction is a noteworthy issue for ensuring proper nursing care in healthcare sector
The present study explored the important factors of job satisfaction among the nurses who were employed in private hospitals in Turkey
Summary
The present shortage of nurses is a problematic agenda among the health care sectors. The quality of patient care services has decreased (Van Bogaert et al, 2010). Researchers acknowledged that the quality of patient care is allied with higher staffing levels in nursing. Patient satisfaction for healthcare service is related to nurses’ job satisfaction (Flinkman, Leino-Kilpi & Salanterä, 2010; Hyrkas & Morton, 2013; Meeusen et al, 2011). Nurses’ higher levels of dissatisfaction leads to turnover from the nursing profession (Banaszak-Holl & Hines, 1996), which generally creates staff shortage, increases overtime and job stress, increases burnout, longer patient waiting lists, and as a consequence increased displeasure among patients. The turnover of nurses increases recruitment and orientation costs (Murrells, Robinson & Griffiths, 2008)
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