Measures Of Job Satisfaction Research Articles

Development of a faculty satisfaction questionnaire for Ecuadorian higher institutions

PurposeThe purpose of this paper is to develop and validate a context-specific scale to assess faculty job satisfaction for Ecuadorian higher education institutions.Design/methodology/approachA draft questionnaire was developed after reviewing the literature. Then, following a pilot study the questionnaire was administered to a stratified random sample of 261 faculty members of an Ecuadorian University. An exploratory factor analysis based on a pairwise polychoric correlation matrix was carried out to validate the scale.FindingsA 24-item faculty satisfaction questionnaire was developed. The scale showed high reliability and validity. Following an exploratory factor analysis five dimensions emerged: 1) rewards and benefits, 2) IT and facilities services, 3) administrative and other campus services, 4) teaching support and development and 5) working relationships.Research limitations/implicationsAlthough our sample size is considered good, the ratio subjects to items of 6:1 was just above the recommended minimum. Due to the split questionnaire design for the research support and community services support sections and the fact that more than a half of the participants did not fill them we had to exclude the items from those sections from the analysis.Practical implicationsThe scale can be used by higher education institutions to assess faculty satisfaction periodically.Originality/valueTo our knowledge this is the first study to develop a context-specific instrument to measure job satisfaction in Ecuadorian higher education institutions using exploratory factor analysis.

Impact of Job Satisfaction on Performance of Employees Working Nepalese Life Insurance Companies, Kathmandu, Nepal

Employee satisfaction is essential for an organization's success and survival. Job satisfaction measures how happy workforces are with their jobs and working environment. Many factors involve improving or maintaining high satisfaction rates, which wise insurance sectors would do well to implement. Employees’ job satisfaction is a multi-disciplinary concept that results from their perception of their jobs and the degree to which a good fit exists between them and the insurance sector. This study aims to examine the relationship between job satisfaction dimensions and employee performance, and it also explores how satisfaction influences employee performance in life insurance sectors. Descriptive and causal-comparative research designs were employed to examine the relationship and explore the dimensions. Data have been gathered from the 240 respondents through stratified sampling techniques and entered into SPSS version 20 for the analysis. The correlation result of the study clarified that there was a positive and significant relationship between job satisfaction constructs and employee performance. As per regression analysis, payroll had a higher influence on job performance than other factors and was positively significant. So, the payroll system affected employees satisfaction to increase their performances. It has also reported significant positive relationships between interpersonal relationships and employee performance. However, there was an insignificant relationship between working environment and job performance.

The personality profile of IPS employment specialists, and how it relates to job satisfaction: A longitudinal cohort study.

The role of the Individual Placement and Support (IPS) employment specialist is a new type of occupation within mental healthcare. High turnover among employment specialists necessitates improvement in their recruitment and retention. One element that impacts retention is job satisfaction. We assessed the personality of 38 employment specialists (Big 5 Inventory-2) and measured job satisfaction over three time periods. Compared to norm data, employment specialists were significantly higher on Extraversion (ΔT = 8.0, CI: 5.59-10.42), Agreeableness (ΔT = 7.8, CI: 5.56-10.12), Conscientiousness (ΔT = 3.3, CI: 0.8-5.84), Open-mindedness (ΔT = 3.5, CI: 0.97-6.07), while lower on Negative emotionality (ΔT = -3.5, CI: -6.5 to -0.42). Extraversion had a substantial longitudinal positive effect on job satisfaction (β at T1 = 0.39; CI: 0.10-0.73) (β at T2 = 0.40; CI: 0.03-0.80), while Negative emotionality - a substantial negative effect (β at T1 = -0.60; CI: -0.90 to -0.30) (β at T2 = -0.50; CI: -0.90 to -0.12). Male gender was significantly associated with higher job satisfaction at the time point 1 (β = -0.46; CI: -0.80 to -0.14). Age, length of employment in the role, Agreeableness, Conscientiousness and Open-mindedness were not found to have substantial significant effects on job satisfaction of employment specialists. Recruiting employment specialists who score high on Extraversion and low on Negative emotionality may be a good fit for the role and job satisfaction.

The State of the Humanities circa 2022

The State of the Humanities circa 2022

Work Facets Predicting Overall Job Satisfaction among Teachers in Selected Secondary schools in Ibadan South-West Nigeria: A Minnesota Satisfaction Questionnaire Survey

Background: Global measures are often used to assess employees’ job satisfaction. However, important information is lost when this approach is adopted. The use of multidimensional approach provides robust information for potential intervention. This study aimed to assess the work facets predicting the overall single-item job satisfaction measure among teachers in Ibadan, Nigeria.
 Methods: This was a cross-sectional descriptive study conducted among 476 secondary school teachers selected using a multistage sampling method. A structured questionnaire was used for data collection while data was analyzed using SPSS version 26. The Minnesota Satisfaction Questionnaire (MSQ) and a single-item satisfaction measure assessed satisfaction. A linear regression model of the overall job satisfaction was developed. P-value ≤ 0.05 was regarded as statistically significant.
 Results: The mean age of respondents was 38.1±9.0 years. Majority of respondents were females 263 (55.3%) and married 363 (76.3%). The respondents expressed above average satisfaction with all work facets except compensation 161 (33.8%) and work conditions 223 (46.8%). The work facets which significantly predicted overall job satisfaction included: supervision-human relations (β = 0.121: 95% CI = 0.013 to 0.229; p = 0.028);policies & practices (β = 0.111: 95% CI = 0.021 to 0.201; p = 0.016); compensation (β =0.125: 95% CI = 0.035 to 0.214; p = 0.006) and recognition (β = 0.113: 95% CI = 0.006 to 0.220; p = 0.039)
 Conclusion: Overall job satisfaction was mostly predicted by factors extrinsic to the job, so these could be specifically targeted for interventions to improve job satisfaction among teachers.

Primjena Teorije samoodređenja u objašnjenju nekih aspekata radne dobrobiti pomoraca

The goal of the study was to determine the extent to which seafarers' work and life satisfaction can be explained by the six aspects of work motivation based on the Self-Determination Theory. The research was conducted on a convenience sample of Croatian seafarers (N = 286), ranging from 18 to 65 years. The applied questionnaire consisted of sociodemographic and work characteristics questions, and measures of job satisfaction, life satisfaction, and six dimensions of work motivation. The results of regression analyses showed that two dimensions of work motivation with the highest level of self-determination contribute positively to the explanation of job satisfaction and life satisfaction: intrinsic motivation and integrated regulation. Furthermore, external regulation contributes positively to the explanation of life satisfaction, while amotivation has proven to be a significant negative predictor of job satisfaction. The results indicate the importance of developing and encouraging autonomy in work motivation in seafarers, but also the specifics of work motivation that are associated with the socio-economic context of the maritime profession in Croatia.

Nurses' Job Satisfaction in Respiratory Isolation Units of Coronavirus Disease

Abstract
 Objective(s): To assess the job satisfaction during of covid-19 among the nurses in respiratory isolation units of coronavirus disease.
 Methodology: A descriptive cross-sectional design was carried out in four hospitals at isolation units of coronavirus disease from the period (21th December, 2021 to 27th January, 2022). A non-probability (convenience) sampling method consists of (300) nurse was selected convenience based on the study criteria. The tool used to measure the job satisfaction is Job satisfaction scale for clinical nursing (JSS-CN). This tool consists of two parts, the first part is for demographic information and consists of 8 items, and the second part is a measure of job satisfaction for clinical nurses of 33 items. Data were entered into IBM-SPSS, version 23, and analyzed using descriptive statistics by specifying: frequencies, percentages, and arithmetic mean.
 Results: presented that nurses' job satisfaction were within high score in all items because the mean more than (3.18).
 Conclusion: Job satisfaction levels for nurses working in isolation units were not affected by COVID-19 as its levels were high.
 Recommendations: The study recommends maintaining levels of job satisfaction for nurses within the current levels by providing psychological support and continuous encouragement by nursing officials in order to continue the nursing giving at its best during the epidemic period.

Predicting Job Satisfaction of Malaysian Mechanical Ventilation and Air Conditioning Maintenance Personnel in the Oil and Gas Sector

Oil and gas industry pose a higher risk of operational hazards for the maintenance personnel who are least exposed to job satisfaction measures especially in the field of mechanical ventilation and air conditioning (MVAC). This study discussed current trends in the demographics of maintenance personnel in Malaysia's oil and gas maintenance sector. 50 MVAC employees (n=50) from a Malaysian oil and gas company completed a questionnaire survey as a part of this study. The set of questions was related to intrinsic and extrinsic motivation that can help achieve employees' job satisfaction. The results indicated that the general element in M = 4.26 is at the highest level with M = 4.15, and the extrinsic element is at M = 4.15. The reliability of Cronbach Alpha of each component was 0.937, 0.902, and 0.899. The warrior experience and the significant values of 0.027, 0.049, and 0.019 were essential predictors of overall job satisfaction. The findings from this study offer an up-to-date overview of employees' inner and outer motivation to continue improving work performance.

A Mixed Methods Investigation of Stress and Wellbeing Factors Contributing to Burnout and Job Satisfaction in a Specialist Small Animal Hospital.

Occupational burnout is a critical issue affecting the welfare of veterinary care providers, their patients, and the sustainability of veterinary healthcare organizations. The current research aimed to evaluate the prevalence of and factors contributing to stress, wellbeing, burnout symptoms and job satisfaction among clinical and non-clinical staff at a large specialist small animal hospital in Australia. Participants completed an anonymous online survey including self-report measures of job satisfaction and symptoms of burnout, and open-text response questions probing sources of stress and wellbeing. Subsequently, participants rated how frequently they experienced commonly reported sources of veterinary stress, and a series of focus groups were conducted with clinical and non-clinical teams. The survey was completed by 249 participants (overall response rate = 70%; 67.1% “clinical;” 17.3% “non-clinical;” 5.6% “other”). Five focus groups (including 38 of the survey participants) were subsequently conducted with groups of clinical and non-clinical staff. The majority of respondents (80.7%) reported being satisfied, very satisfied, or extremely satisfied with their job. At the same time, 57.7% of respondents exceeded the threshold for burnout on at least one burnout dimension, with 48.1% reporting high levels of emotional exhaustion, 30.2% reported high levels of cynicism, and 16.3% reporting low levels of professional efficacy. Open text responses and focus group transcripts revealed three common sources of stress and wellbeing. Stressors included communication (conflict within teams), clients (dealing with client emotions and expectations), and heavy caseload. Wellbeing was enhanced by people (team cohesion, respect for colleagues), practice (variety, autonomy, challenge), and purpose (meaningful work and impact). Overall, for both clinical and non-clinical survey respondents, “heavy workload” was rated as the most frequent source of stress. Despite high levels of job satisfaction, approximately two thirds of respondents reported at least one symptom of burnout. Convergent results from the survey and focus groups indicated that strong relationships with colleagues and the intrinsic meaningfulness of the work were key sources of wellbeing and job satisfaction. On the other hand, challenging workplace interactions with colleagues and clients, as well as heavy workload, were identified as key stressors contributing to burnout symptoms.

Level of job satisfaction among pharmacists in public and private health sectors in Zambia: a preliminary study.

Low job satisfaction levels among pharmacists are associated with poor motivation and performance in the workplace. However, in Zambia, the job satisfaction levels of pharmacists remain unknown. Therefore, the aim of this article was to explore levels of job satisfaction among pharmacists from the public and private health sectors in Zambia. We conducted a cross-sectional study among Zambian pharmacists between April and August 2019. We used a previously validated self-administered questionnaire to measure job satisfaction. We sent out 200 questionnaires, of which 156 (78.0%) were returned. Bivariate analysis and an adjusted general linear regression model were fitted to determine factors affecting job satisfaction levels. Among 156 respondents, 46 (29.5%) were males, 114 (73.1%) and worked in the public sector. Overall, the mean job satisfaction score of the responding pharmacists was 3.05 (SD = 0.64) (on a scale of 1-5). Job satisfaction scores were significantly lower for pharmacists working in the public health sectors (regression coefficient (β), -0.34; 95% confidence interval (CI), -0.59 to -0.10), adjusting for age, sex and income. Income was independently associated with levels of job satisfaction. Overall, pharmacists in Zambia were neither satisfied nor dissatisfied with their job. Nevertheless, pharmacists working in the private sector were more likely to report higher job satisfaction levels than those in the public sector. Therefore, the present study findings could contribute to developing and refining rational criteria to increase job satisfaction in pharmacy settings.

The impact of working as a peer worker in mental health services: a longitudinal mixed methods study

BackgroundPeer workers are increasingly employed in mental health services to use their own experiences of mental distress in supporting others with similar experiences. While evidence is emerging of the benefits of peer support for people using services, the impact on peer workers is less clear. There is a lack of research that takes a longitudinal approach to exploring impact on both employment outcomes for peer workers, and their experiences of working in the peer worker role.MethodsIn a longitudinal mixed methods study, 32 peer workers providing peer support for discharge from inpatient to community mental health care - as part of a randomised controlled trial - undertook in-depth qualitative interviews conducted by service user researchers, and completed measures of wellbeing, burnout, job satisfaction and multi-disciplinary team working after completing training, and four and 12 months into the role. Questionnaire data were summarised and compared to outcomes for relevant population norms, and changes in outcomes were analysed using paired t-tests. Thematic analysis and interpretive workshops involving service user researchers were used to analysis interview transcripts. A critical interpretive synthesis approach was used to synthesise analyses of both datasets.ResultsFor the duration of the study, all questionnaire outcomes were comparable with population norms for health professionals or for the general population. There were small-to-medium decreases in wellbeing and aspects of job satisfaction, and increase in burnout after 4 months, but these changes were largely not maintained at 12 months. Peer workers felt valued, empowered and connected in the role, but could find it challenging to adjust to the demands of the job after initial optimism. Supervision and being part of a standalone peer worker team was supportive, although communication with clinical teams could be improved.ConclusionsPeer workers seem no more likely to experience negative impacts of working than other healthcare professionals but should be well supported as they settle into post, provided with in-work training and support around job insecurity. Research is needed to optimise working arrangements for peer workers alongside clinical teams.

Comparing the Nurse Work Environment, Job Satisfaction, and Intent to Leave Among Military, Magnet®, Magnet-Aspiring, and Non-Magnet Civilian Hospitals.

This study aimed to compare the nurse work environment, job satisfaction, and intent to leave (ITL) among military, Magnet®, Magnet-aspiring, and non-Magnet civilian hospitals. The professional nurse work environment is an important, modifiable, organizational trait associated with positive nurse and patient outcomes; creating and maintaining a favorable work environment should be imperative for nursing leaders. Secondary data from the Army Nurse Corps and the National Database of Nursing Quality Indicators included the Practice Environment Scale of the Nursing Work Index (PES-NWI) and single-item measures of job satisfaction and ITL. Magnet and military hospitals had identical PES-NWI composite scores; however, statistically significant differences existed among the subscales. Military nurses were the most satisfied among all groups, although this difference was not statistically significant, yet their ITL was highest. Favorable work environments may exist in other organizational forms besides Magnet; however, the specific components must be considered.

Relationship Between the Big Five Personality Traits and Job Satisfaction – A Pilot Study on a Sample of Croatian Seafarers

Over the past decade, research on seafarers' health, well-being, stress, and job satisfaction has increased. Previous studies on other work populations have shown the relationship between the Big Five personality traits and job satisfaction, but the significance of each trait of the Big Five model, as well as the size of the correlations, vary according to the characteristics of the samples, such as gender, age, and occupation. With a view of the lack of addressing this research topic in seafarers, this study aimed to examine the relationships between the five basic personality dimensions and seafarers' job satisfaction. The convenient sample consisted of 286 Croatian male seafarers aged between 18 and 65. Participants completed a questionnaire that included questions on sociodemographic characteristics, IPIP-50 inventory measuring five personality traits, Job Satisfaction Scale, and Seafarers' Job Satisfaction Scale. The results showed that both measures of job satisfaction correlated positively with emotional stability, conscientiousness, and extraversion. However, the general measure of job satisfaction additionally correlated positively with intellect/imagination, while the measure of maritime job satisfaction additionally correlated positively with agreeableness. Among the five personality traits, emotional stability proved to be the highest correlate for both measures of job satisfaction. This pilot study reveals significant correlations between the Big Five personality traits and seafarers' job satisfaction. The paper brings theoretical and practical discussions on the relationships between the Big Five personality traits and seafarers' general and specific job satisfaction. The study represents a call for further researchers to verify the obtained results on more representative samples of the seafarer population and to test the predictive validity of personality traits in explaining job satisfaction through longitudinal studies.

Validation of the Organizational Dehumanization Scale in Spanish-Speaking Contexts.

The objective of this study is to validate Caesens, Stinglhamber, and Demoulin’s (2017) organizational dehumanization scale (ODS) in a Spanish-speaking sample. A sample of 422 employees (49.3% women and 50.7% men) from Chile answered an online questionnaire comprised of measures of organizational dehumanization and job satisfaction, organizational citizenship behaviors, and authentic leadership. To analyze the structure of the ODS, the sample was divided into two random subsamples and exploratory and confirmatory factor analyses were carried out. In addition, reliability and criterion validity were tested. As a result, the scale was composed of one factor. One item was eliminated due to its factor loading. The internal consistency was good (α = 0.92; ω = 0.92). The correlations between ODS, job satisfaction, organizational citizenship behaviors, and authentic leadership were statistically significant, from medium to high magnitude, indicating a reasonable degree of criterion validity. In conclusion, the Spanish version of the ODS shows adequate psychometric properties and can be useful for making progress on the understanding of organizational dehumanization and evaluating the organizational dehumanization in Spanish-speaking context.

MBTI 성격유형에 따른 전시컨벤션 산업 종사자의 직무만족 분석

This study aims to investigate whether there is a difference in the effect of personality type on job satisfaction in the exhibition·convention industry. The personality type is classified into MBTI personality type. Job Satisfaction Factor was composed of 45 questionnaires based on the previous research and measured by the Likert 5-point scale. The study verification was analyzed using one-way ANOVA and a t-test using SPSS. The limitation of this study is that to know the difference in personality types that affect job satisfaction, the environmental factors of the survey subjects must all be the same, but practically all conditions are the same. There are many discussions about whether job satisfaction surveys measure job satisfaction as a whole or for each item. However, there are also many arguments that it should be measured differently depending on the job. In the future, it is necessary to develop various tools for measuring the job satisfaction of exhibition industry employees.

Does Job Satisfaction Differ at Different Levels of Employees? Measurement of Job Satisfaction among the Levels of Sugar Industrial Employees

Purpose: The main purpose of the present study is to find comparative job satisfaction scores between different levels of employees (foremen and workers). Design/Methodology/Approach: Researcher has selected sugar industrial sector of Bangladesh as research ground. On the basis of stratified random sampling, 300 respondents have been selected from 5 (five) state-run sugar mills. This study is absolutely based on primary sources of information. To measure job satisfaction, the Job Satisfaction Index (JSI) developed by Brayfield and Rothe (1951) has been used in this study. This study conducted a face-to-face interview with a scheduled of questionnaire for data collection and the core value of workers satisfaction and dissatisfaction that they feel from working in different sugar mills in Bangladesh are placed here. Data were analyzed using SPSS (Statistical Package for Social Science). Findings: The research exposed that a pointedly higher percentage of the foreman was gratified with their existent job but not statistically significant. The study also revealed that some job-related factors have the significant contribution on job satisfaction than those of personal factors for both groups of respondents. Originality/ Value: This paper investigated the impact of job facets and personal factors on job satisfaction of the employees. This study used primary data sources. The study suggested that pay, recognition for good work, participation in decision making, promotion, and good relationship with colleagues were more important as determinants of job satisfaction, so superfluous prominence should be given on these for humanizing workplace pleasure of the workers and foremen of sugar industry.

Job satisfaction in telecommunications industry: empirical study in Uzbekistan

PurposeThe purpose of this study is to investigate the level of job satisfaction among employees in the telecommunications company in Uzbekistan and assess the effects of demographic and work-related variables on job satisfaction.Design/methodology/approachA survey questionnaire method was used to obtain the data from 403 employees working in the telecommunications company in Uzbekistan. The data were collected using the Minnesota Satisfaction Questionnaire short-form.FindingsThe results of the study indicated a significant effect of age and tenure on the job satisfaction. Age was found to be positively associated with the job satisfaction and intention to stay. The older employees are more likely to be satisfied and stay with the current company for the next 5 years. The tenure was also found to be positively correlated with the overall job satisfaction and intrinsic job satisfaction. It also has been revealed that male employees are less likely than female employees to stay in the company for the next 5 years ceteris paribus. According to the survey results, there was no significant impact of education level, gender, marital status or job field on the job satisfaction of the employees.Originality/valueThe results of the study demonstrate interesting job satisfaction findings of employees working in the telecommunications company in Uzbekistan, which can draw attention of the senior management and human resource departments to increase the level of job satisfaction levels among employees and start implementing the job satisfaction measures within the companies in Uzbekistan in order to create effective human resource management systems and retain qualified employees.

Trait Emotional Intelligence in Surgeons.

Trait emotional intelligence (trait EI or trait emotional self-efficacy) concerns people’s perceptions of their emotional functioning. Two studies investigated this construct in surgeons and comparison occupations. We hypothesized that trait EI profiles would differ both within surgical specialties as well as between them and other professions. Study 1 (N = 122) compared the trait EI profiles of four different surgical specialties (General, Orthopedic, Head and Neck, and Miscellaneous surgical specialties). There were no significant differences amongst these specialties or between consultant surgeons and trainees in these specialties. Accordingly, the surgical data were combined into a single target sample (N = 462) that was compared against samples of engineers, executives and senior managers, lawyers, junior military managers, nurses, and salespeople. Surgeons scored significantly higher on global trait EI than junior military managers, but lower than executives and senior managers, salespeople, and nurses. There were no significant differences vis-à-vis engineers or lawyers. A MANOVA confirmed a similar pattern of differences in the four trait EI factors (Wellbeing, Self-control, Sociability, and Emotionality). Global trait EI scores correlated strongly with single-question measures of job satisfaction (r = 0.47) and job performance (r = 0.46) in the surgical sample. These findings suggest that interventions to optimize the trait EI profiles of surgeons can be helpful in relation to job satisfaction, job performance, and overall psychological wellbeing.

Do ageist attitudes affect home care workers’ job satisfaction and retention?

ABSTRACT With the rapid increase of older adults, attracting and retaining home care workers in the long-term care system will be critical to meet demands. This study examined how intrinsic and extrinsic factors of job satisfaction affect home care workers’ intention to stay and determined whether ageist attitudes had a mediating effect on the relationship between job satisfaction and intention to stay. The stratified random cluster sampling method was applied in this study and self-administered questionnaires were distributed to 400 home care workers from home service units in one city in southern Taiwan. Overall, 380 participants completed the measures of job satisfaction, ageist attitudes, and intention to stay in their current job. The monthly wages of NT$30,000 to NT$39,999 were significantly related to home care workers’ intentions to stay. Both intrinsic and extrinsic factors of job satisfaction were significantly associated with the retention of home care workers. However, the ageist attitudes’ separation and affective attitude factors were mainly related to their intention to stay. Ageist attitudes have a significant mediating effect between the intrinsic factors of job satisfaction and intention to stay but have no significance for extrinsic factors. Therefore, we suggested that improving the extrinsic and intrinsic factors of job satisfaction could increase the retention of home care workers. Additionally, providing accurate aging-related knowledge to raise awareness of ageist attitudes may enhance the relationship between the intrinsic factors of job satisfaction and retention. These findings could be valuable for improving the retention of the workforce in long-term care.

Advanced practice nurse work environments and job satisfaction and intent to leave: Six-state cross sectional and observational study.

To explore the relationship between nurse practitioner work environment and nurse practitioner outcomes (job satisfaction and intent to leave) in the United States. The study used a cross-sectional survey design to collect survey data from primary care nurse practitioners in six states in the United States. We sent mail surveys to 5689 eligible nurse practitioners in Arizona, New Jersey, Washington, Pennsylvania, California and Texas. The mail also contained an online link. Participants could complete either the paper or online questionnaire. In total, 1244 participants completed the survey in 2018-2019. The work environment was measured using the Nurse Practitioner-Primary Care Organizational Climate Questionnaire comprised of four subscales: Nurse Practitioner-Administration Relations, Nurse Practitioner-Physician Relations, Independent Practice and Support and Professional Visibility. Global items measured job satisfaction and intent to leave. We used mixed-effect proportional-odds cumulative logit models to assess the association between work environment and job satisfaction and intent to leave. Overall, 90% of participants were either very satisfied or somewhat satisfied with their job and 22% reported intent to leave their job in 1year. With a one-unit increase in the organizational-level Nurse Practitioner-Administration Relations score, the odds of having a higher job satisfaction level increased by about four times and the odds of intent to leave job decreased by about 60%. A higher organizational-level Nurse Practitioner-Physician Relations score was significantly associated with higher job satisfaction and lower odds of intent to leave. Improvements in work environments may improve nurse practitioner job satisfaction and retention. This study examined the relationship between work environment, job satisfaction and turnover intention of nurse practitioners. Better work environment is associated with higher job satisfaction and lower turnover intention. Findings have implications for clinical leadership who can take actions to create better work environments to increase the nurse practitioner workforce capacity.