Job Satisfaction Of Nurses Research Articles

Pengaruh Intervensi Self-Management Terhadap Kepuasan Kerja Perawat di Rumah Sakit Tipe C Yogyakarta

Background: Job satisfaction is a manifestation of the success of employees in carrying out their responsibilities at work. Self-management is self-regulation in the use of time, choices, interests, activities, and physical and mental balance. The results of measuring nurse job satisfaction amid the COVID-19 pandemic decreased and affected the quality of hospital services. Objective: This research aims to determine the effect of self-management interventions on nurse job satisfaction at type C private hospital in Yogyakarta. Methods: Pre-experimental research design, one group pre-posttest. The research population is nurses at type C private hospital in Yogyakarta. The sample in this study was 45 respondents using a total population technique as the sample. This study used the Minnesota Satisfaction Questionnaire and the intervention was carried out online meeting. Results: The majority was female with a percentage (86.7%), the ages of nurses were 31-38 years with the most (42.2%), Diploma III education dominated (82.3%). Wilcoxon obtained Asymp.Sig (2-tailed) worth 0.001. The value of 0.001 is less than 0.05, so H0 is rejected and Hα is accepted. Conclusion: There is an effect of self-management interventions on the job satisfaction of nurses at type C private hospital in Yogyakarta.

The Influence of Quality of Work Life, Mental Workload, and Self-Efficacy on Job Performance Mediated by Job Satisfaction in Nurses at Panglima Besar Soedirman Hospital

Nurses have a very important role in patient care in hospitals, namely integrated and quality nursing care for each patient. One of the most important things in Human Resources management is the performance of nurses. This study aims to analyze the direct influence of quality of work life, mental workload and self-efficacy on nurse performance, as well as the indirect influence of quality of work life, mental workload on nurse performance which is mediated by nurse job satisfaction at the Panglima Besar Soedirman National Defense Central Hospital, Jakarta. This research design is quantitative. Data collection used a non-probability sampling technique with a purposive sampling method. The sample used was 160 active nurses. This research data was collected using a questionnaire via Googleform. The data obtained was processed using the PLS-SEM multivariate analysis method with SmartPLS software. The results showed that quality of work life, mental workload and self-efficacy had a positive effect on nurses' job satisfaction. The results show that there is a positive influence on the quality of work life on nurse performance, then job satisfaction has a positive influence on nurse performance, but mental workload has a negative influence on nurse performance. The research results also show that self-efficacy has no effect on nurse performance. Quality of work life, mental workload and self-efficacy have an indirect influence on nurse performance through nurse job satisfaction. It is hoped that future research can conduct comparative studies between the health sector and other sectors to compare how factors such as quality of work life, mental workload, and self-efficacy influence job satisfaction and job performance.

Professional quality of life and job satisfaction among nurses working at tertiary hospitals in central Ethiopia

BackgroundProfessional quality of life is a crucial aspect of healthcare professionals’ well-being and job satisfaction. Job satisfaction, on the other hand, encompasses fulfillment of desired needs within the work environment, happiness or gratifying emotional response towards working conditions, and job values or equity. Existing literature tends to address job satisfaction and professional quality of life separately, overlooking their interconnectedness, especially within the unique context of Ethiopia. This study aimed to assess nurses’ professional quality of life and job satisfaction.MethodsA descriptive cross-sectional study was conducted from September 1–30 2023 among 420 nurses using a structured questionnaire. The study participants were recruited by simple random sampling. Multiple linear regressions were used to identify factors associated with outcome variables.ResultsThe study involved 420 nurses, with 407 completing the questionnaire, yielding a 96.68% response rate. The findings revealed varying levels of professional quality of life. Specifically, 258 participants (63.4%) exhibited low compassion satisfaction, while 271 (66.6%) and 266 (65.4%) experienced average levels of burnout and secondary traumatic stress, respectively. Job satisfaction was moderate to high for 55% of the participants. As the finding of this study indicates, there is a positive correlation between compassion satisfaction and job satisfaction in nursing. The study also identified predictors for job satisfaction, compassion satisfaction, and compassion fatigue, such as marital status, education, and experience.ConclusionThe majority of participants reported a medium level of compassion satisfaction, with a significant proportion experiencing moderate to high levels of compassion fatigue. Although more than half of the participants had moderate to high job satisfaction, there were still low levels of satisfaction. The study recommends developing targeted training programs, implementing workplace policies, and designing initiatives to enhance education, experience, and compassion satisfaction.

Determinants of Job Satisfaction of Nurses In The Partition Room of Toto Kabila Regional Hospital

Nursing is professions that play an role important in maintenance efforts to guard quality service health at home Sick. Service nursing becomes a factor decider of success in service. Remember that the nurse is one of the sources of Power man important at home sick, expected nurses Work with professionals in running work, so produce work satisfaction. Satisfaction Work is what people feel to work or emotions that are natural on-the-spot work, comfort feelings experienced to work. The aim of this study for analyze factor determinant satisfaction Work nurses in the Inpatient ward of Toto Kabila Regional Hospital. The research design uses Analysis observational with approach cross-sectional. A study was done in the month of January 2024 to March 2024 for 125 respondents in nurses Inpatient room at Toto Kabila Hospital. Research results show factor compensation on job satisfaction nurse n value Sig. of 0.002 (< 0.05). Motivational factors on nursing job satisfaction and value Sig. of 0.000 (< 0.05). factor leadership on nurse job satisfaction value Sig. of 0.000 (< 0.05) factor communication on nurses ' job satisfaction and value Sig. of 0.000 (> 0.05). factor supervision of nurses' job satisfaction. Sig value. of 0.000 (> 0.05). So you can conclude that factor compensation, motivation, leadership, communication, and supervision are influential to satisfaction Work nurses in the inpatient ward of Toto Kabila Regional Hospital. Analysis Multivariate variable dominant influence satisfaction Work is variable communication and supervision i. The conclusions of this research state compensation, motivation, leadership, communication, and supervision have significant influence on satisfaction Work nurse in the room take care stay Toto Kabila Regional Hospital. Therefore, hospital management needs to make development efforts to increase nurse job satisfaction.

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

AimTo explore factors associated with job satisfaction between novice and experienced nurses. BackgroundJob satisfaction is crucial for better quality of patient care and nurses’ job engagement in clinical setting. However, job dissatisfaction is commonly reported from clinical nurses leading to poorer patient outcomes and high turnover rate. Job satisfaction at different professional stages may have different expectations. Knowledge about factors influencing job satisfaction of junior and senior nurses is inadequate. DesignA phenomenological study was conducted using face-to-face individual interviews. MethodSemi-structured interviews were conducted and audio-recorded. The Herzberg’s Two-Factor Theory was used to understand the phenomena. Purposeful sampling was used to select eligible nurse participants who were working in hospital settings. ResultsEight participants, consisting of four junior and four senior nurses, with clinical experience ranging from 1 to more than 25 years, were selected in this study. Four main themes related to job satisfaction were identified: "supportive working environment," "autonomy in practice," "professional training for competence enhancement," and "heavy workload and insufficient manpower." These themes highlighted the common aspects that contribute to job satisfaction among nurses according to the Herzberg’s Two-Factor Theory. ConclusionThe findings of this study contribute to our understanding of the factors that influence job satisfaction among both novice and experienced nurses. While four themes highlighting common aspects of their needs have been identified, it is important to acknowledge that novice and experienced nurses may have their own unique perspectives within these aspects. According to Herzberg's Two-Factor Theory, job satisfaction factors can be complex and diverse. To enhance job satisfaction among nurses, hospital policymakers and senior management should be attentive to identify factors that have an impact on job satisfaction of nurses at different stages of their clinical experience. Developing a strategic plan to meet the needs of nurses based on their experience levels should take into consideration the disparities in work environment and responsibilities, ultimately job satisfaction can be improved, leading to better overall patient care.

Effects of Verbal Abuse Experience and Communication Competence on Burnout among Operating Room Nurses

Objectives: The purpose of this study is to identify the effect of verbal abuse experience and communication competence on burnout among operating room nurses. This study is a cross-sectional descriptive study that tests the relationship between variables. Methods: Subjects were 134 operating room nurses working at one tertiary hospital and two general hospitals with more than 400 beds and data were collected from September 27 to October 17, 2022. The questionnaire included verbal abuse experience, communication competence, and burnout. Data were analyzed by descriptive statistics, t-test, one-way ANOVA, Pearson’s correlation, multiple regression analysis using SPSS WIN 27.0. Results: The mean score of verbal abuse experience was 2.03 ± 0.53, that of physician’s was 2.09 ± 0.54, that of nurses’ was 1.95 ± 0.70, that of communication competence was 3.60 ± 0.50, and that of burnout was 3.29 ± 0.78. Burnout has the positive relationship with the verbal abuse experience (r = 0.51, p < 0.001), whereas a negative correlation was observed with communication competence (r = -0.25, p = 0.003). Factors affecting burnout included verbal abuse experience (β = 0.26, p = 0.001), nursing job satisfaction; not satisfied (β = 0.26, p < 0.001), not healthy (β = 0.26, p = 0.009), nursing job satisfaction; moderate (β = 0.22, p = 0.002), and communication competence (β = -0.16, p = 0.027), with 46.1% explanatory power (F = 10.49, p < 0.001). Conclusions: This study shows that verbal abuse experience is factor that exacerbate burnout while communication competence is factor that reduce burnout in nurses. Therefore, a strategy are needed to prevent exposure to verbal abuse violence and improve communication competence.

Hubungan Self Efficacy dengan Kepuasan Kerja Perawat di Instalasi Rawat Inap

Nurses with a high level of self-efficacy can encourage good work results so that nurse job satisfaction increases and has a positive effect on the quality of service in the hospital. The purpose of this study was to determine the relationship between self-efficacy and job satisfaction of nurses in providing nursing care in the inpatient room of Cilegon Hospital. The research design was quantitative with a cross-sectional approach and the number of samples in this study were 112 nurses in the inpatient rooms of Cilegon Hospital. The sampling technique used was purposive sampling. Data collection was carried out using two questionnaires modified by the researcher, namely the self-efficacy questionnaire and the job satisfaction questionnaire. The data analysis used was the Chi-Square test with a CI of 95%. Based on the results of the Chi-Square test, a p value of 0.000 was obtained, which means <0.05, so it was concluded that there was a significant relationship between self-efficacy and job satisfaction of nurses in providing nursing care in inpatient rooms at Cilegon Hospital.

Relationship between Job Satisfaction and Turnover Intentions among Nurses in South America

Purpose: The aim of the study was to analyze the relationship between job satisfaction and turnover intentions among nurses in South America Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Studies in South America indicate that job satisfaction among nurses is inversely related to their turnover intentions. Nurses who report higher job satisfaction tend to have lower turnover intentions. Factors such as supportive work environments, professional growth opportunities, and recognition contribute to job satisfaction, while heavy workloads and inadequate staffing elevate turnover intentions. Addressing these concerns is vital for healthcare organizations in South America to retain nursing staff and ensure quality patient care. Unique Contribution to Theory, Practice and Policy: Job characteristics theory, social exchange theory & expectancy theory may be used to anchor future studies on the relationship between job satisfaction and turnover intentions among nurses in South America. Encouraging participatory decision-making, providing avenues for feedback, and offering resources for stress management can contribute to a positive work environment conducive to job satisfaction and retention among nurses. Advocate for policy changes at institutional and governmental levels to address systemic issues impacting nurse job satisfaction and turnover intentions

Maternity Nurses and Midwives in a British Columbia Rural Community: Evolving Relationships

The purpose of this study was to examine the dynamics and evolution of inter-professional relationships between registered midwives and nurses in a rural community where midwifery has become well established over twelve years. Interviews explored the responses of maternity nurses, a nurse manager, and a public health nurse to the integration of midwives in a rural hospital in south east British Columbia. Factors which helped to bring resolution to early concerns were discussed, along with evolving understandings of roles and responsibilities. Participants reflected on the impact of midwifery on job satisfaction and on the character of the maternity unit. Initial concerns following integration included competence and liability, the history of unregistered midwifery in the community, and the loss of job satisfaction for nurses who had a diminished role in the care of labouring women. Nursing shortages and workload issues created some appreciation of the extra help provided by midwives, but also caused some inter-professional tensions. Although close and functional professional relationships developed, significant grey areas remain in the definition of shared roles and responsibilities with midwives.

Educational training and nursing professional self-perception in Mongolia: A prospective observational pre-post design study.

To determine whether professional self-perception of nurses in Mongolia improves following an educational intervention and to identify differences in scores among participant subgroups. A prospective observational pre-post design. Using a convenience sample of 67 nurses in Mongolia in 2019, the Nursing Professional Values Scale-3 instrument was used pre- and post-intervention. Independent and paired sample t-tests were conducted. Data were analysed using IBM SPSS 28.0.1.1 and Stata/SE 16.1. This study complied with the STROBE checklist. Of the 67 nurses, 92.0% were female, mean age was 32.15 years (SD 8.96), 70.0% held a bachelor's degree, 58.0% had 5 or more years' nursing experience and 51.0% were members of a professional nursing organization. After participating in the educational training, nurses reported higher overall professional self-perception as well as across subscales: activism, professionalism and caring. Considering the nursing shortage in lower-middle-income countries, it is important to recognise the influence of nurses' professional self-perception on nursing retention. This study highlights the significant role continuing educational opportunities play in increasing nurses' professional self-perception. It is imperative to explore ways of improving this perception and focusing on subgroups of nurses to help guide the use of limited resources. Further research is necessary to include nurses in other areas of Mongolia. Accurately assessing nursing professional self-perception and providing educational opportunities could improve nursing professional self-perception, nursing satisfaction, patient safety and nursing retention in lower-middle-income countries. What problem did the study address? This study meets the need for current study on the nursing professional self-perception of nursing from the perspective of nurses in Mongolia. It addresses the dangerous nursing shortage in Mongolia by determining if an educational intervention could improve nursing professional self-perception and thus improve nursing job satisfaction and retention. What were the main findings? Mongolian nurses in this study scored in the top quartile of the NPVS-3, indicating a baseline high NPSP. Educational intervention (including translated oral education and written clinical pathways) significantly improved the nurses' professional self-perception. Nurses were eager for training in other clinical and leadership topics. Where and on whom will the research have an impact? This research can be impactful for nurses, nurse leaders and policy makers in low- and lower-middle-income countries. Specifically for nurses in Mongolia, with increasing technologies and services such as cardiac catheterization laboratories becoming available, more education in these nursing specialty areas is imperative. Professional Nursing Organizations are poised to foster more educational offerings to their members and to increase membership. Nursing education provided by international volunteer nurses with Non-Governmental Organizations can improve NPSP in nurses in LMICs. This study complied with the STROBE checklist. No patient or public contribution.

Investigating the Professional Commitment and its Correlation with Patient Safety Culture and Patient Identification Errors: Evidence from a Cross-Sectional Study from Nurses' Perspectives

Introduction Nurses' professional commitment is crucial to their qualifications, impacting patient safety. This study aims to explore the relationship between nurses' professional commitment and patient safety culture, specifically focusing on patient identification errors. Methods A cross-sectional study was conducted in 2022 involving 340 nurses working in educational medical hospitals in southern Iran. Data collection instruments included questionnaires on nurses' professional commitment, patient identification errors, and patient safety culture. Descriptive and inferential statistics, such as t-tests, ANOVA, Pearson's correlation coefficient, and multiple linear regression, were performed using SPSS software version 23, with a significance level set at p = 0.05. Results The mean scores for professional commitment, patient safety culture, and errors in patient identification, as perceived by the nurses, were 77.64 ± 14.32 (out of 130), 2.71 ± 0.78 (out of 5), and 16.41 ± 4.58 (out of 32), respectively. There was a statistically significant correlation between professional commitment and errors in patient identification (r = -0.577, p < 0.001) as well as patient safety culture (r = 0.456, p < 0.001). Regression analysis revealed that nursing job satisfaction, understanding of nursing, self-sacrifice for the nursing profession, and engagement with the nursing profession were predictors of patient safety culture and errors in patient identification (p < 0.05). Conclusion Nurses' professional commitment was found to be at a moderate level. Furthermore, the dimensions of professional commitment significantly influenced patient safety culture and errors in patient identification. To enhance nurses' professional commitment, and subsequently improve patient safety culture and reduce identification errors, it is recommended to implement management mechanisms that increase job satisfaction, understanding, engagement, and professional self-sacrifice among nurses.

The Relationship between SBAR Method during Handover and Nurse Job Satisfaction at RSUD Lembang

SBAR communication is a communication method used when nurses carry out handovers to patients. This study aims to analyze the relationship between the application of the SBAR method during handover and the level of job satisfaction of nurses in the Lembang Hospital inpatient room. This research was carried out by taking 35 respondents involving all nurses in the Lembang Regional Hospital's inpatient room. The results of this research stated that Ha was accepted with (p = 0.033), which means there is a significant relationship between SBAR communication and nurses' job satisfaction. The conclusion of this research is that the application of the SBAR method during handover has a positive relationship with nurses' job satisfaction at Lembang Regional Hospital, confirming the importance of communication training and the use of structured communication methods such as SBAR in nursing practice to increase job satisfaction and potentially improve safety and the quality of patient care.

간호사의 교대근무 직무만족도 측정 도구 개발

The purpose of this study was to develop and test the measurement for job satisfaction of the shift work nurses. In accordance with the stages of scale development by DeVellis, 10 expert nursing administrators reviewed the content validity. 80 voluntary participants answered the initial instrument. Content, construct, and criterion-related validities were analyzed using exploratory factor analysis and confirmatory factor analysis. Reliability was approved by the Cronbach’s alpha coefficient. As a result of the study, the measuring scale for job satisfaction for the shift work nurses consists of 10 items, with 3 factors. The model fit was good with all indicators (χ2 38.318(p-value .205), RMSEA .050, TLI .955, CFI .974). The Cronbach’s alpha was .775, content validity, criterion-related validity and discriminant validity was all approved but the convergent validity was partially met. A specified measuring scale for job satisfaction of the shift work nurses had been developed and the validity and reliability of the measurement were analyzed. Although the convergent validity was partially not perfectly secured, overall validity and reliability of the measurement had been approved. It may be necessary to repeatedly measure job satisfaction related to shift work using the developed scale among a larger sample of subjects to ensure the validity of the developed measurement. Furthermore, it is expected that by utilizing the developed measurement, the job satisfaction of nurses working shifts can be measured and used as an indicator for organizational performance improvement.

Kritik Birimlerde Çalışan Hemşirelerde Merhamet Yorgunluğu, Empati Eğilimi ve Mesleki Doyum Arasındaki İlişkinin İncelenmesi

Objective: The stress levels of nurses working in critical units are very high because they have to manage crisis situations and encounter many deaths. Stress and fatigue experienced by nurses; while it leads to insensitivity to the needs of others and a decrease in empathy ability, over time it results in compassion fatigue and a decrease in job satisfaction. In this single-center descriptive survey study, it was aimed to investigate the levels of compassion fatigue, empathy tendency and job satisfaction in nurses working in critical units, and to examine the relationship between them. Methods: A survey study was planned with the participation of nurses working in critical units such as operating rooms, intensive care units and emergency rooms. “Introductory Information Form”, “Compassion Satisfaction Scale”, “Empathic Tendency Scale” and “Job Satisfaction Scale” were used as data collection tools. Results: As a result of this research in which 155 nurses participated; it was determined that there was a statistically significant relationship between the compassion fatigue scale, empathic tendency scale and job satisfaction scale (p<0.05). A negative relationship was determined between the “Compassion Satisfaction Scale” and the “Empathic Tendency Scale” (r= - 0.323; p<0.05), and the “Compassion Satisfaction” and “Job Satisfaction Scale” (r= -0.414 p<0.05). A significant positive relationship was found between the “Empathetic Tendency Scale” and the “Job Satisfaction Scale” (r= 0.446 p<0.05). Conclusion: Compassion fatigue caused by physiological and psychological wear and tear, which is common in nurses working in critical units, results in a decrease in empathy and job satisfaction over time. Stress and the feeling of professional burnout can be reduced by methods such as restricting and regulating working hours in relevant critical departments and improving physical and social conditions. Keywords: Nursing, critical units, compassion fatigue, job satisfaction, empathy tendency

Nurse Staffing, Work Hours, Mandatory Overtime, and Turnover in Acute Care Hospitals Affect Nurse Job Satisfaction, Intent to Leave, and Burnout: A Cross-Sectional Study.

Objectives: This study examined the impact of nurse staffing, working hours, mandatory overtime, and turnover on nurse outcomes in acute care hospitals. Previous studies have focused on the single characteristics of sub-optimal nurse staffing but have not considered them comprehensively. Methods: Data were collected in July-September 2022 using convenience sampling and an online survey (N = 397). For the analysis, 264 nurses working as staff nurses at 28 hospitals met the inclusion criteria. Univariate analysis and multivariable generalized estimating equation (GEE) were performed. Results: Both nurse staffing (β = -0.036, standard error [SE] = 0.011) and turnover (β = -0.006, SE = 0.003) were significant factors affecting job satisfaction. In the multivariable GEE, only mandatory overtime (β = 0.395, SE = 0.116) was significantly related to intent to leave. Nurse staffing, work hours, mandatory overtime, and turnover were not significantly related to burnout. Subjective health status and workload were significantly associated with burnout. Conclusion: Nurse staffing policies and improvement programs in hospitals should be implemented to improve nurses' job satisfaction. Labor policy should ban mandatory overtime.

Communication Self-Efficacy and Job Satisfaction among Nurses during the COVID-19 Pandemic

Introduction. The outbreak of COVID-19 has led to various challenges for healthcare workers, including nurses. Nurses play a critical role in the fight against this disease, and their communication of self-efficacy and job satisfaction has garnered significant attention. This study aimed to investigate the relationship between communication self-efficacy and job satisfaction of Iranian nurses during the COVID-19 pandemic. Methods. This study was conducted using a cross-sectional design. A total of 500 nurses working in hospitals in Iran were selected using a convenience sampling method. The communication self-efficacy scale and the job satisfaction scale were used to collect data. Results. The study found that nurses with higher communication self-efficacy exhibited better performance and job satisfaction in various work challenges (r = 0.56, p<0.001). However, nurses holding a master’s degree or higher reported the lowest average communication self-efficacy and job satisfaction scores during the COVID-19 epidemic. The study also explored the impact of shift work on job satisfaction among nurses and found that nurses working exclusively on the morning shift reported the highest average job satisfaction score. Conclusion. The findings of this study suggest that communication self-efficacy is an important factor in predicting job satisfaction among Iranian nurses during the COVID-19 pandemic. Therefore, it is recommended that healthcare organizations provide effective communication training sessions and mental health interventions to enhance nurses’ communication self-efficacy and job satisfaction. This can ultimately lead to improved performance and better patient outcomes.

The association between the adverse event reporting system and burnout and job satisfaction of nurses: Workplace violence as a mediator.

This study aims to explore the association between the implementation of the adverse event reporting system (AERS), burnout, and job satisfaction among psychiatric nurses, with a focus on examining the mediating effect of workplace violence from patients. Many organizational and personal factors contribute to burnout and job satisfaction experienced by nurses. AERS, serving as a key component of organizational-level quality improvement system, impacts the overall workplace wellness of nurses. A national sample of 9,744 psychiatric nurses from 41 psychiatric hospitals across 29 provinces in China participated. Burnout was measured by the Maslach Burnout Inventory. Job satisfaction was measured using the Minnesota Satisfaction Questionnaire. Workplace violence was assessed by nurses' experience of verbal and physical violence. Multilevel linear regression analyses were carried out to examine if AERS impacts burnout and job satisfaction and to identify the mediating role of workplace violence. AERS was positively associated with job satisfaction, but negatively with burnout and workplace violence. Workplace violence exhibited a positive association with burnout and a negative association with job satisfaction. Mediation analyses indicated that the associations between AERS, burnout, and job satisfaction were mediated by workplace violence. The application of AERS is associated with a reduction in workplace violence in hospitals, which contributes to the diminished burnout and heightened job satisfaction among psychiatric nurses. The study highlights the importance of organizational efforts and mechanisms in promoting nurses' well-being. It is necessary for hospital management to create a safe workplace through the implementation of AERS.

The Association of Nurse Burnout with Patient Satisfaction from Nurse Perspective Mediated by Nurse Job Satisfaction and Caring Behavior

The Association of Nurse Burnout with Patient Satisfaction from Nurse Perspective Mediated by Nurse Job Satisfaction and Caring Behavior

Relationship between structural empowerment and job satisfaction among nurses: A meta-analysis.

To investigate the relationship between structural empowerment and job satisfaction among nurses. Job satisfaction is considered to be a global concern. It is also essential to improve the quality of patient care and promote nurse retention. Structural empowerment of nurses can be an important factor in ensuring nurses' job satisfaction. This meta-analysis was conducted ensuring compliance with the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines. Using seven databases, including PubMed, Science Direct, Scopus, Web of Science, Springer, CINAHL, and Cochrane Library, the relevant articles were identified. Two independent reviewers screened articles and extracted data. The meta-analysis was performed using Jamovi statistical software. In total, 29 studies involving 30 cohorts (N=11,078) were identified as eligible for the meta-analysis. A significant positive relationship between nurse structural empowerment and job satisfaction was identified, with the summary effect size of r=0.559 (95% CI: 0.494-0.618). There was a strong positive relationship between structural empowerment and job satisfaction in nurses. Exploring the relationship between structural empowerment and job satisfaction can provide strategies to promote nurse retention and prevent nursing shortage. The results of this study confirmed a strong positive relationship between nurses' job satisfaction and structural empowerment. Implementing interventions that enhance the structural empowerment of nurses will contribute to increasing their job satisfaction, thereby assisting in both nurse retention and optimizing their potential to provide quality patient care. Healthcare organizations and nurse managers should create work environments that provide nurses with access to information, resources, support, and opportunities to empower them and to enhance their job satisfaction.

How are new nurses satisfied with their jobs? From the work value perspective of Generations Y and Z nurses.

Job satisfaction has garnered significant interest across multiple disciplines as it plays a vital role in shaping human resource strategies. In the field of nursing, enhancing job satisfaction can help prevent workforce shortages. Work values and job-related characteristics are significant predictors of job satisfaction. However, the influence of factors may change as younger generations join the nursing workforce. Although research on generational commonalities and differences in work values is increasing, there is insufficient information on generational differences in the interplay between work values and job satisfaction. This study investigated the factors associated with job satisfaction of new nurses in each generational group based on a work value perspective. A total of 280 new nurses (151 from Generation Y and 129 from Generation Z) were selected from the Graduates Occupational Mobility Survey. Multiple linear regression analyses were performed to determine the factors associated with job satisfaction in both groups. Most participants graduated with a diploma (61.1%), were paid less than the average salary of each group (60.4%), and conducted shift (72.9%) and overtime work (64.3%). Work values and job satisfaction levels were not significantly different between the two groups. Multiple linear regression analyses showed that career growth and task work values were associated with job satisfaction for Generation Z, while task, reputation, and environment work values were associated with job satisfaction for Generation Y. Among the job-related characteristics, nurses' job tenure was associated with job satisfaction in both groups; salary and overtime had varying relationships with job satisfaction between the two generations. Understanding generational differences is crucial for improving the effective management of new generational nurses. Our study findings support that different work value dimensions and job-related characteristics were associated with job satisfaction in each generation. Accordingly, it is essential to develop distinct initiatives, such as a well-structured program, to support the continued career growth of the new Generation Z nurses, thereby enhancing their job satisfaction. Furthermore, providing a conducive working environment that helps new-generation nurses overcome challenges and ensures personal lives should be considered.