Job Satisfaction Of Hospital Nurses Research Articles

Nurses job satisfaction identified by personal preferences and perceived saturation divergence: a comparative cross-sectional study in Czech hospitals between 2011 and 2021

BackgroundThe perception of the quality of care provided by the medical institution to patients is directly affected by the job satisfaction of nurses. The feeling of job satisfaction is caused besides other things by the subjective expectations of employees about what their work should provide them with in return. The aim of the study is to evaluate and compare job satisfaction of hospital nurses in the Czech Republic in 2011 and 2021 by identifying differences between their personal preferences and perceived saturation.MethodsThe respondents are hospital nurses in the Czech Republic in 2011 and 2021. A developed questionnaire was used to determine the job satisfaction factors. The order of factors of personal preferences, perceived saturation and differences between them was compiled. For evaluation was used the Euclidean distance model that enables to capture the order and determine the significance given by the distance in which the factors are located.ResultsAt the top of personal preferences of hospital nurses, the factors salary and patient care are in the first two places with a similar distance. The salary factor is the most preferred by hospital nurses in both evaluated periods, and at the same time there is the greatest discrepancy between personal preferences and perceived saturation. By contrast, image of profession and working conditions were sufficiently saturated by the employer in both periods, but nurses do not significantly prefer these factors.ConclusionsThe salary and patient care (i.e. the mission of the nurse’s work itself) are at the top of personal preferences of hospital nurses, with an exclusive position among other factors. We consider it important that the hospital management emphasizes them in the management of hospital nurses. At the same time, the patient care is perceived by the hospital nurses as one of the most saturated factors - in contrast to salary, which is located at the complete opposite pole as the least saturated factor and therefore emerges from the mutual comparison as the factor with the greatest degree of divergence. The stated conclusions are valid for both compared periods. New method of data evaluation was successfully tested.

Applying a multi-criteria decision-making approach to identify key satisfaction gaps in hospital nurses’ work environment

AimA decision analysis model was constructed to explore the key factors affecting the job satisfaction of hospital nurses and to analyze the key satisfaction gaps in the case hospital. BackgroundIn China, medical institutions are facing greater pressure and challenges in the normalization of epidemic prevention and control. Nurses play a critical role in the delivery of medical care services. Past studies have shown that improving job satisfaction among hospital nurses is important for both reducing nurse turnover and improving the quality of care. MethodsMcCloskey/Mueller satisfaction scale (MMSS-31) was used to survey 25 nursing specialists in a case hospital in Zhejiang. Then, the Consistent Fuzzy Preference Relation (CFPR) method was used to analyze the degree of importance of dimensions and corresponding sub-criteria. Finally, the importance-performance analysis method was applied to identify critical satisfaction gaps for the case hospital. ResultsIn terms of local weight for dimensions, “Control/Responsibility (C8)” ≻ “Praise/Recognition (C7)” ≻ “Extrinsic Rewards (C1)” are the top three key factors for nurses’ work environment satisfaction in the case of a hospital. In addition, the sub-criteria “Salary (C11)”, “Benefits (C13)”, “Child care (C33)”, “Recognition-peers (C73)”, “Encouragement/feedback (C74)”, and “Decision making (C85)” are the key factors for improving clinical nursing satisfaction in the case hospital. ConclusionThe issues that nurses care about but for which they have not attained expectations mainly involved extrinsic rewards, recognition/encouragement and control over their working process. The findings of this study could offer an academic reference for management and remind them to consider the above factors in exploring future reform, further improving nurses' job satisfaction and motivating them to provide better nursing services.

The Impact of Transformational Leadership Style on Nurses' Job Satisfaction: An Integrative Review.

The argument about whether leadership style affects nurses' job satisfaction is centered around the impact of different leadership styles on the work environment and the quality of care provided by nurses. Therefore, this review was primarily aimed at assessing the impact of transformational leadership style on the job satisfaction of hospital nurses. This is an integrative review conducted according to the Whittemore and Knafl's framework. Comprehensive literature searches were conducted in PubMed, MEDLINE, CINAHL, Web of Science, Research4Life, and APA PsychInfo. In addition, studies were included through hand-searching from different sources of grey literature and a reference list of identified articles. All English articles published between 2012 and 2023 reporting the impact of transformational leadership style on nurses' job satisfaction were eligible for inclusion. Seventeen articles were included in the review, of which 16 were cross-sectional studies, while one was mixed. The majority (n = 12) of the studies were conducted in at least two or more healthcare settings, with a total of 5841 nurses. Almost all (n = 16) articles reported the positive influence of transformational leadership on nurses' job satisfaction. In addition, the transformational leadership style was reported to have a positive impact on nurses' intentions to stay at work, quality care, and patient outcomes. By adopting a transformational leadership approach within clinical environments, there is a potential to boost nurses' job satisfaction.

IMPACT OF WORK- LIFE BALANCE ON JOB SATISFACTION OF HOSPITAL NURSES- A CASE STUDY

A positive work- life balance makes employees feel job satisfaction towards their work and increase their productivity. Good quality work- life balance will be reduced employee retention. This study aims to know the impact of work- life balance on job satisfaction of Hospital Nurses working in Private Hospitals in Mangalore City, Dakshina Kannada. Nursing profession is a multi-tasking job. So excessive work load and long hours shifts makes imbalance in work and family life of nurses. The sample used in this study is 100 respondents. The study is descriptive one. A structured questionnaire is prepared to collect data from 100 respondents. The collected data was analyzed and thereby suggestions & conclusion are drawn. KEY WORDS: Positive work life balance, Job satisfaction, impact of work life.

Motivation and job satisfaction among hospital nurses in Bulgaria: A cross-sectional study

Introduction/Objective. The competitive healthcare market is focused on quality health services and the search for effective methods to improve the quality of these services represents a continuing challenge for healthcare managers. It has been found that satisfaction with the work of nurses directly affects the quality of care and patient satisfaction. The aim of this study was to examine the factors influencing the motivation and job satisfaction of hospital nurses. Methods. A cross-sectional study in private and public hospitals of Plovdiv region (second largest region in Bulgaria), established as training and teaching bases for nurses was conducted. The sample comprised of nurses employed in internal wards, surgical wards, intensive care units, and neurology ward settings. Results. Most of the participants 55 (67.1%) are working in public hospitals and 27 (32.9%) in private ones. All of the respondents were women with a mean age of 50.57 ? 11.6 years. Only 40.3% of nurses were satisfied with their job and employees in public hospitals were generally more dissatisfied, although both sectors have identified ?payment? and ?working conditions? as being an important source of dissatisfaction. Conclusion. Motivation and job satisfaction studies play an important role in providing appropriate medical care in the healthcare sector. The results of this study demonstrate the importance of good job salary, good working conditions, and co-workers? support for job satisfaction.

종합병원 간호사의 수면장애와 조직몰입이 직무만족에 미치는 영향

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.

The Effect of Organizational Citizenship Behaviors on Nurses Performance through Nurse's Work Satisfaction in Hospital in Kediri, East Java, Indonesia

This study aims to analyze the influence Organizational Citizenship Behavior on job satisfaction, analyzing the influence Organizational Citizenship Behavior on the performance of nurses, analyze the effect of job satisfaction on the performance of nurses and analyze the effect Organizational Citizenship Behavioron the performance of nurses through job satisfaction of hospital nurses in East Java. The sample in this study were 188 nurses, the sampling technique used proportional random sampling. The analysis technique uses structural equation modeling (SEM) analysis. The analysis results show that Organizational Citizenship Behavior affects job satisfaction. Organizational Citizenship Behavior affects the performance of nurses. Job satisfaction affects the performance of nurses. Organizational Citizenship Behavior affects nurse performance through job satisfaction.

Working conditions and job satisfaction of hospital nurses: a comparative study between Mongolia and Japan.

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.

Development and Testing of the Taiwanese Hospital Nurses' Job Satisfaction Scale

In the context of professional nursing, the concept of job satisfaction includes the degree to which a nurse is satisfied with the nursing profession, his/her personal adaptation to this profession, and his/her current working environment. No validated scale that addresses the job satisfaction of nurses working in hospitals currently exists in Taiwan. To develop a reliable and validated scale for measuring the job satisfaction of hospital nurses in Taiwan. A three-phase, cross-sectional study design was used. First, a literature review and expert focus group discussion were conducted to develop the initial scale items. Second, experts were invited to validate the content of the draft scale. Finally, convenience sampling was used to recruit 427 hospital nurses from 6 hospitals. These nurses completed the scale and the results were analyzed using item analysis, factor analysis, and internal consistency analysis. The 31-item Taiwanese hospital nurse job satisfaction scale developed in the present study addresses 5 factors, including supportive working environment, professional autonomy and growth, interpersonal interaction and collaboration, leadership style, and nursing workload. The overall Cronbach's α was .96. The results indicate that the developed scale provides good reliability and validity. This study confirms the validity and reliability of the developed scale. It may be used to measure the job satisfaction of nurses working in hospitals.

Bilateral effects of hospital patient-safety procedures on nurses' job satisfaction.

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.

Three Components of Organizational Commitment and Job Satisfaction of Hospital Nurses in Iran

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 Determinants of Job Satisfaction of Nurses: Focused on Work Rewards

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.

Job satisfaction of hospital nurses: an empirical test of a causal model in Taiwan.

The purpose of this research was to empirically test a model of job satisfaction in Taiwan. The model represents a revision of the Price-Mueller model, which is based on empirical research conducted since 1972 at the University of Iowa. This empirical test contributes to the generalization, on cross-national settings, of results from American-based research on job satisfaction. The results, based on a sample of 308 non-supervisory hospital nurses in Taiwan, indicate that 45% of the variance in job satisfaction was accounted for by the revised model. The work characteristic variable "routinization" had the greatest impact on job satisfaction, followed by the personality traits "positive affectivity" and "job involvement". Although it is difficult to change the routine nature of nursing, the manager should make efforts to diversify the job description and empower his/her subordinates. It is suggested that having information on a nurse's personality will help to predict her/his future job satisfaction and may lead to improved selection of personnel. In addition, different management styles or reward systems that are sensitive to different personalities should be carefully studied and implemented, as appropriate.

Editorial

In my first issue as editor of INR, I promised to facilitate a lively international exchange of readers’ ideas and experiences. I shared my goal of starting a dialogue in which nurses talk about their strengths, needs and issues. I also expressed my belief that such an exchange within the pages of INR would strengthen and unite nurses around the world. This issue illustrates how creative such an exchange can be. Six lively original articles communicate, in different formats, very different aspects of nursing. One article helps us understand the meaningfulness of an encounter with Ebola through pictures drawn by survivors of the virus in Uganda. Congratulations to the authors for their innovative approach to communication. We need more such articles (and correspondence) on issues of importance to nurses that are difficult to capture using conventional methodologies. Another article using more traditional descriptive methodology describes 30 women's knowledge and perceptions of Pap smear screening in Botswana. The findings for women from low socio-economic groups show a cultural norm of secrecy, providers not informing the public, and policy makers’ limited attention to cervical cancer. Yet there is a high incidence of cervical cancer in Botswana. This is the kind of small, preliminary investigation that international sponsors should follow up with a larger study. The remaining four original articles originate from authors located in Japan (and USA), Bahrain, Taiwan and Sweden. One is a fascinating account of 12 North American nurse educators working long-term in Japan. Their experiences suggest that nurses considering working overseas need adequate preparation, including language development, before embarking on such an adventure. Another article discusses the process of developing a strategic plan for nursing development in Bahrain. There are clearly lessons for nurses in the experiences described. In 1996 I visited Bahrain to give a keynote address at the First Conference of the Global Network of WHO Collaborating Centres for Nursing and Midwifery Development. I know from this experience just how hard nurses there have worked to develop their practice, education and regulation. Finally this issue presents articles originating from research in two countries half a world apart. One article concerns job satisfaction of hospital nurses in Taiwan, while the other explores novice Swedish students’ perspectives of caring. Using totally different methodologies, both studies have messages for health care managers regarding nurses’ expectations. In summary you will discover in this issue a variety of ways of investigating and communicating different aspects of nursing. I hope that you will consider contributing your own findings and experiences to the international exchange presented within the pages of INR. And I encourage you to use nonconventional formats.

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

This study investigated the relationships among turnover intentions, professional commitment, and job satisfaction of registered nurses. A structured, self-administered questionnaire, including the Professional Commitment Scale, job satisfaction, turnover intentions, and demographic data, was distributed to 2,550 registered nurses. A total of 2,197 subjects completed the questionnaires with an 86.2 per cent response rate. All of the subjects were women. The mean age was 28.56 years. Seventy-two per cent of respondents had graduated with an associate's degree and 59 per cent were unmarried. There was a positive correlation between job satisfaction and professional commitment, intention to leave the organization, and between intention to leave the profession. The negative correlation was significant between professional commitment and turnover intentions, and between job satisfaction and turnover intentions. The discriminant analysis showed that 38.4 per cent of job satisfaction was correctly classified in predicting intention to leave the organization, and 30.5 per cent in predicting the intention to leave the profession. Thirty per cent of professional commitment was correctly classified in predicting intention to leave the organization, and 39.7 per cent in predicting the intention to leave the profession. The study suggests that there were different moderators that affect different turnover intentions of staff nurses.