Abstract
Objective:to evaluate job satisfaction and its relationship with the personal and professional characteristics of the nursing team.Method:a descriptive and cross-sectional study with 163 nursing workers from the intensive care units of a teaching hospital. For data collection, the Brazilian version of the Job Satisfaction Survey and a personal and professional characterization form were used. Data were analyzed using descriptive statistics, comparisons and correlations.Results:the professionals demonstrated ambivalence for job satisfaction in a global way and concerning the communication domain. They were satisfied with the supervision, co-workers, and nature of work, while dissatisfied with other domains. There was a correlation between the intention to stay in the job and the majority of the Job Satisfaction Survey domains, except for co-workers and operating procedures, and a correlation between time working at the unit and at the institution with the domains pay, contingent rewards, and supervision.Conclusion:there was an ambivalence regarding job satisfaction and the variables intention of stay in the job and time working at the unit and at the institution were correlated with job satisfaction concerning the domains pay, contingent rewards, and supervision.
Highlights
Job satisfaction is a complex phenomenon with multiple causal factors related to the work environment, supervision, and management
The personal and professional characterization form contained the variables age, sex, marital status, professional category, professional qualification, unit, work shift, experience time in nursing, time working at the unit and at the institution, existence of another employment relationship, and intention of remaining in the job the following year, on a visual scale of zero to ten, the higher the score, the greater the intention to stay in the job
It should be mentioned that, in the data analysis, for the domains benefits, promotion, nature of work, and operating procedures, we considered as job satisfaction mean values between 12 and 18 points; dissatisfaction for means between three and nine points; and for values between 10 and 11, www.eerp.usp.br/rlae
Summary
Job satisfaction is a complex phenomenon with multiple causal factors related to the work environment, supervision, and management It is defined as the positive response of professionals to working conditions that meet their needs, as a result of their assessment of the value or fairness of their professional experience[1]. Benefits and salary compensations are the factors that most influence the satisfaction of nursing professionals[2], followed by workload, recognition, institutional incentive[3,4], autonomy, and respect of the colleagues[5]. The practice of leadership and organizational commitment were predictors for job satisfaction of nurses in critical care units[10], as well as workload[11], relationship with the work team, autonomy, compensation, and recognition[12,13]
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