Job Satisfaction Of Clinical Nurses Research Articles

임상간호사의 환자중심간호역량과 안전문화풍토 및 직무만족이 환자참여에 미치는 영향

임상간호사의 환자중심간호역량과 안전문화풍토 및 직무만족이 환자참여에 미치는 영향

A Study on Job Satisfaction of Clinical Nurses: Using a Medical Center in Southern Taiwan as an Example

Abstract The purpose of this study is to explore the correlation and influencing factors of job satisfaction among nurses. This study is a cross-sectional correlation study, in which convenience sampling is adopted and the subjects are clinical nurses serving in a medical center in Taiwan. This study was conducted by census, in which a total of 750 questionnaires were issued, with the effective recovery rate 79.5%. The structured questionnaire was adopted, with the contents including personal basic data sheet and job satisfaction scale. The obtained data were analyzed by t-test, oneway ANOVA, Scheffe’s post-hoc test, and Pearson’s product-moment correlation. It is found in the results of the study that the average score of job satisfaction among clinical nurses is 72.3 (out of 100, with a score range of 34 to 100). In terms of influencing factors of job satisfaction, having children or not, marital status, position, and service unit are significantly correlated with “inner satisfaction,” “external satisfaction,” and “overall satisfaction.” Based on the results of the study, the researchers made relevant recommendations for nursing administrators and future research. JEL classification numbers: C83, M15, O3. Keywords: Clinical nurses, Job satisfaction.

Multi-center investigation and the relative factors of the clinical nurse occupational low back pain

Objective To understand the present situation of occupational low back pain of clinical nurses, and analyze its influence factors. Methods A questionnaire survey was conducted among 1 300 clinical nurses from 7 Class Ⅲ Grade A general hospitals in 5 provincial capital cities, in the region of north China, central China, southern China, southwest and northwest, from April to December 2016. The survey tools included general demographic characteristics questionnaire, Visual Analogue Scale (VAS) and Chinese version of Fear-Avoidance Belief Questionnaire (FABQ-CHI) . A total of 1 300 questionnaires were distributed, and 1 279 valid were collected. SPSS 21.0 was applied for statistical analysis. Results In the 1 279 nurses, 115 (8.99%) had no low back pain, and 1 164 (91.01%) was positive. The majority of nurses suffered with mild pain, account for 64.69%. The average score of FABQ-CHI in negative nurses was (50.11±17.5) , and that in positive nurses was (55.24±8.2) , the difference was statistically significant (t=14.56, P<0.001) . Univariate analysis showed that there were significant differences in VAS scores among nurses of different ages, marital status, fertility status, professional titles, working years, and whether or not they participated in training (P<0.01) . Multivariate analysis showed that age (OR=1.40) and professional title (OR=1.84) were the influencing factors of low back pain. Conclusions The incidence of occupational low back pain in nurses is high, and it is related to individual factors, work related factors and psychological factors. It is suggested that great attention should be paid to the popularization of knowledge on prevention and treatment of low back pain and the training of occupational protection skills for clinical nurses. Especially, we should pay attention to the correlation between psychological factors and nurses' occupational low back pain, gradually improve the working environment and bad living habits of nurses, reduce the occurrence of low back pain, and improve the job satisfaction of clinical nurses. Key words: Nurses; Low back pain; Fear avoidance beliefs; Multi-center survey; Influencing factors

Development of Job Satisfaction Scale for Clinical Nurses

This study was performed to develop the Job Satisfaction Scale for Clinical Nurses (JSS-CN) and verify its validity and reliability. A preliminary 42-item version of the JSS-CN was developed through literature reviews and in-depth interviews. The draft scale was developed using thirty-seven items selected following content validity evaluation. Finally, thirty-three items with response options on a 5-point Likert scale were selected based on internal consistency reliability and construct validity. Subsequently, the test-retest reliability and convergent validity of the JSS-CN were verified. Six factors, namely, recognition from the organization and professional achievement, personal maturation through the nursing profession, interpersonal interaction with respect and recognition, accomplishment of accountability as a nurse, display of professional competency, and stability and job worth, were identified, which explained 59.7% of the total variance. The JSS-CN's Cronbach's α for the total scale was .95, and the intra-class correlation coefficient was .90. The correlation coefficient between the scores of the JSS-CN and Slavitt's scale was .75, and that between the JSS-CN and job performance was .53. Results showed that the JSS-CN has good reliability and validity. Therefore, it is concluded that the JSS-CN could be a useful tool for the measurement of the job satisfaction of clinical nurses in Korea.

Influence of emotional intelligence training on job satisfaction of clinical nurses

Objective To examine the impact of emotional intelligence training on nurses′ job satisfaction. Methods A total of 92 registered nurses of the First Affiliated Hospital of Harbin Medical University were recruited by convenient sampling in September 2016 and received emotional intelligence training. Survey on nurses′ emotional intelligence and job satisfaction were implemented before and after training. Results The total score of nurses′ emotional intelligence after training was higher than that before training [ (110.67±9.66) vs. (79.33±9.87) ; t=21.880, P<0.001]. The total score of nurses′ job satisfaction after training was higher than that before training [ (163.06±16.40) vs. (111.30±17.60) ; t=18.180, P<0.001]. Conclusions It is suggested that emotional intelligence training could be used as an intervention to elevate nurses′ emotional intelligence, enhance nurses′ job satisfaction which in turn leads to improved quality of nursing care. Key words: Nurses; Emotional intelligence; Job satisfaction

일 종합병원 간호사의 자기효능감과 마음챙김이 직무만족도에 미치는 영향에 대한 융합연구

본 연구는 직무만족도 증진을 위한 내적 강화 요인인 자기효능감과 마음챙김이 임상간호사의 직무만족도에 미치는 영향을 알아보고자 시행된 융합연구이다. 연구의 대상자는 D시에 소재하는 일 종합병원에 근무하는 71명의 임상간호사이다. 본 연구의 자료는 2015년 9월 20일부터 10월 4일 사이에 자가보고식 설문지를 통해 수집되었고, SPSS 18.0 프로그램을 사용하여 분석되었다. 연구결과 직무만족도는 자기효능감과 유의한 정적인 상관관계가 있었으나(r=.439, p<.001), 마음챙김과 직무만족도(r=-.067, p=.583), 자기효능감(r=-.142, p=.241) 간은 유의한 상관관계가 없는 것으로 나타났다. 자기효능감은 직무만족도에 유의하게 영향을 미치는 요인으로(<TEX>${\beta}=.429,$</TEX> p<.001), 설명력은 25.9%이었다(F=5.772, p<.001). 마음챙김은 직무만족도에 유의한 영향을 미치지 않는 것으로 나타났다(<TEX>${\beta}=-.014$</TEX>, p=.844). 본 연구결과, 자기효능감은 임상간호사의 직무만족도를 향상시키기 위한 주요한 요소로 임상간호사의 직무만족도를 향상시키기 위해 자기효능감 증진에 초점을 둔 프로그램 개발과 이에 대한 검증이 필요하다. This is a convergence study to examine influences of self-efficacy and mindfulness on job satisfaction of nurses. For this explanatory survey research, 71 clinical nurses working for a general hospital in D city were recruited. Data were collected with self-reported questionnaires from september 20 to october 4 in 2015 and analyzed with PASW Statistics (SPSS) 18.0 program. Job satisfaction significantly positively correlated with self-efficacy (r=.439, p<.001), but there were no significant correlation between self-efficacy and mindfulness (r=-.142, p=.241) or mindfulness and job satisfaction (r=-.067, p=.583). Self-efficacy was the only significantly influencing factor on job satisfaction (<TEX>${\beta}=.429$</TEX>, p<.001). According to the results, self-efficacy could be a key factor to increase job satisfaction of clinical nurses and many trials had to be developed and administered to increase it for enhancing clinical nurses' job satisfaction.

Relations of Job Stress, Burnout, Mindfulness and Job Satisfaction of Clinical Nurses

The study was conducted to determine the differences of research variables according general characteristics clinical nurses and to understand the factors affecting the job satisfaction of clinical nurses in Korea. Subjects were 330 clinical nurses. The results are as shown below; job stress burnout were different age groups, level education, work units, current positions, careers. For mindfulness, found positions. satisfaction, unit, positions There was positive influence between job satisfaction and mindfulness, but both job stress and burnout were negative influences. The findings of this study implied that mindfulness had a positive impact, but job stress and burnout had a negative impact, on job satisfaction.

An investigation on clinical nurses＇job satisfaction and turnover intention in hospital of traditional Chinese medicine

Objective To investigate the status of the clinical nurses＇job satisfaction and turnover intention and provide reference for scientific management. Methods Questionnaire was used to investigate the job satisfaction and turnover intention among 420 clinical nurses. Results The average score of job satisfaction of clinical nurses was （3.00 ± 0. 52） . There were significantly statistic differences on job satisfaction of nurses with different ages, marital status, education backgrounds, technical title, the natures of employment, nursing ages and departments . The score of tendency to leaving the unit was （ 2. 67±1.03 ） . The score of tendency to leaving the nursing profession unit was （2.49 ± 1.01 ） . Correlation analysis between every latitude of job satisfaction and turnover intention： there were negative correlations between every latitude of job satisfaction and turnover intention. Conclusions The job satisfaction of clinical nurses was in the medium level. Lower job satisfaction, higher turnover intention. The managers should pay attention to turnover intention and take measures for improving job satisfaction and reducing turnover intention of nurses. Key words: Traditional Chinese medicine hospital; Clinical nurse; Job satisfaction; Turnover intention; Correlation analysis

Effects of Empowerment and Job Satisfaction on Nursing Performance of Clinical Nurses

Purpose: This study was conducted to identify factors that affect nursing performance; Those factors are personal characteristics, sub-categories of empowerment and job satisfaction of clinical nurses. Methods: Data were collected from November 24, 2012 to March 11, 2013, and participants were 451 hospital nurses in 6 hospitals. Descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficient, and stepwise multiple regression were used for data analysis. Results: Nurses who were older, married, highly educated, in the position of charge nurse, and with longer clinical careers showed relatively higher empowerment, higher job satisfaction, and higher nursing performance than others. Also, there were strong correlations between nursing performance and empowerment (r=.576)/ job satisfaction (r=.617). Factors predicted nursing performance were relationship with coworkers (β=.398), duty (β =.181), promotion system (β=.134), and turnover intention (β=-.109). Factors predicting job satisfaction were competency of empowerment (β=.249), and clinical career (β=.151). These 6 factors explained 55.2% of the variance in nursing performance (F=93.37, <.001). Conclusion: Regarding human resource management, relationship with co-workers is a changeable factor. Therefore nursing organizations should apply these factors in human resource management to enhance nursing performance and achieve organizational goals.

Relationship between job satisfaction and turnover intention of clinical nurses at tertiary hospital in Shenzhen

Objective To discuss the relationship between job satisfaction and turnover intention of clinical nurses at tertiary hospitals in Shenzhen. Methods By survey method, 646 clinical nurses were investigated about their job satisfaction and turnover intention in 3 tertiary hospitals in Shenzhen. Results The Pearson correlation coefficient of job satisfaction and turnover intention were -0.49, -0.57, -0.56 (P<0.01) . The difference in the scores of job satisfaction of clinical nurses with different length of service had statistical significance (P <0. 05) . The difference in the scores of turnover intention of clinical nurses with different age, length of service and duty had statistical significance (P<0.01) . Conclusions There is negative relationship between job satisfaction and turnover intention. Population characteristics factors have different influence on job satisfaction and turnover intention. The managers should take different motivator to improve job satisfaction effectually according to the different conditions of nurses, reduce separation rate and stabilize the nurse team. Key words: Job satisfaction; Turnover intention; Clinical nurses

Experience of Job Satisfaction in Clinical Nurses: Application of Focus Group Methodology

The purpose of this study was to describe the experiences of job satisfaction in clinical nurses. Data was collected from three focus groups composed of 17 hospital nurses. Each focus group had an interview for an average of two and a half hours with the guidance of researchers. The main question was "how do you describe your lived experience of job satisfaction as a clinical nurse?" Qualitative data from the field notes and transcribed notes were analyzed using a grounded theory methodology developed by Strauss and Corbin. The core category of experience of job satisfaction in clinical nurses was identified as "Finding success." Supportive interpersonal relationships and environment affected this category. In the process of attaining job satisfaction through finding success, the participants were using four interactional strategies such as giving meaning, finding self-esteem, extending the horizon of life, and strengthening self-capability. The dimensions of job satisfaction in clinical nurses were the sense of achievement, stability, and pride. The results of this study yields very useful information for nursing managers to design a program which enhances job satisfaction of clinical nurses based on interactional strategies.