Minnesota Satisfaction Questionnaire Research Articles

Association between perceived overqualification, work engagement, job satisfaction among nurses: a cross-sectional study

ObjectivesThis cross-sectional correlational study aimed to understand nurses’ perceived overqualification and work engagement, explore their effects on job satisfaction and provide a theoretical basis for hospital management policies in a...

Departmental Workload and Job Satisfaction of Indonesian Nurses in Saudi Arabia: A Cross Sectional Study

Indonesian foreign nurses working in Saudi Arabia have not been surveyed regarding workload and job satisfaction in the healthcare setting. Understanding the workload at hospital that influences job satisfaction provides an overview of the nurse’s existence at work. This study aimed to determine the prevalence of workload, and job satisfaction of Indonesian nurses in Saudi Arabia. A cross sectional study using self- administered questionnaire by Nasa Task Load Index (NASA-TLX) was used to analyze the workload, and the Minnesota Satisfaction Questionnaire (MSQ) for the satisfaction. Data were analyzed using descriptive methods and univariate statistics by SPSS version 26. A total of 132 nurses participated in this research. Five departments, including intensive care unit (ICU), emergency department (ER), operating room (OR), hemodialysis (HD), and ward department (WD) reported high workload levels (61-80 points). Job satisfaction in five departments was neutral category, while the ward department showed dissatisfied category. The analysis of nurses' characteristics revealed that the majority were aged 31-40 years old (46.2%), length of work was 1-5 years (54.5%), and worked in the outpatient department (42.4%). The study suggests that healthcare management and policymakers should implement programs to improve job satisfaction and reduce workload, especially for foreign nurses working in critical areas, including the five departments mentioned.

Analysis of job satisfaction among clinical research coordinators.

While CRCs play a crucial role in clinical trials, their job satisfaction has not received enough attention. To assess the job satisfaction of CRCs and to explore the relevant factors. The survey was programmed into an online questionnaire platform and distributed to CRCs in China for self-evaluation. The Minnesota Satisfaction Questionnaire (MSQ) was used to assess job satisfaction, and data on demographic characteristics, working situations, burnout and social support also were collected to identify factors associated with job satisfaction. Data analysis was performed using the R software program. Factors associated with job satisfaction were explored using ordinal logistic regression models. 2,840 participants were included in this survey, and the mean value of overall job satisfaction was characterized as "moderate to not fully satisfied". Additionally, both burnout and overall social support were reported at moderate levels. Ordinal logistic regression analysis revealed that age, monthly income, sleep duration per day, weekly working time, a fixed workplace, subjective support, utilization of support, emotional exhaustion, depersonalization and reduced personal accomplishment were significantly associated with all types of job satisfaction (p < 0.05). Among all the factors, a fixed workplace was more strongly associated with job satisfaction than the other factors (OR = 0.596, p < 0.001). Implementing the fixed-point CRC mode to promote the provision of a fixed workplace, improving the CRC career development path, increasing income, subjective support and utilization of support, reducing weekly working time, job burnout will help to predict job satisfaction in CRCs.

Critiquing Various Antecedents of Job Satisfaction and Job Performance of the Workforce in Schools

Many organizations are faced with lot of challenges that emanate from the state of their workforce. Education departments also encounter these challenges, especially when they have humongous personnel. The main purpose of this study is to investigate the determinants of educators’ job satisfaction and whether there is any relationship between job satisfaction and performance. The data were collected using questionnaires that were distributed to 500 respondents from primary and secondary schools, but the response rate stood at 371. A 5-point Likert scale was used to analyse data forming part of the Minnesota Satisfaction Questionnaire results indicated that educators job satisfaction has been triggered by several facets such as promotion, pay, and supervision. The other findings are that money is not the only satisfier, but other facets are important in making the teachers happy when at work. Out of the many facets, promotion, supervision, and general working conditions are the main causes of dissatisfaction of teachers. The study has shown that conditions of service for teachers must improve to enhance a conducive culture of teaching in schools.

Towards a Practical Study: Unraveling Job Satisfaction Through Models and Measurement Tools

Towards a Practical Study: Unraveling Job Satisfaction Through Models and Measurement Tools

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.

Relationship between resilience at work, work engagement and job satisfaction among engineers: a cross-sectional study

BackgroundWorkplace challenges can negatively affect employees and the organization. Resilience improves work-related outcomes like engagement, satisfaction, and performance. Gaps exist in studying resilience at work, particularly in relation to engagement and satisfaction. Therefore, this study aims to investigate relationship between Resilience at Work, Work Engagement and Job Satisfaction among engineers in an Egyptian Oil and Gas Company.MethodsIt was a cross-sectional study. The target population was the engineers who are working in Egyptian Oil and Gas Company. The study was performed on 100 engineers. Participants were enrolled by simple random sampling technique via an online questionnaire. The study was conducted from May 2023 to the end of September 2023. The data were collected in the duration of June to August 2023. Data was obtained through a structured and personally accomplished questionnaire, which was disseminated electronically via email. The questionnaire comprises of personal information, work experience, a Resilience at Work scale consisting of 20 items, the Utrecht Work Engagement Scale with nine items to evaluate work engagement, and the 20-item Short-Form Minnesota Satisfaction Questionnaire was utilized to determine employee satisfaction. The bivariate analysis employed independent samples t-test and Mann-Whitney U test. The associations between scores were measured by Spearman rho correlation. Simple linear and multiple linear regressions were used to predict work engagement and job satisfaction.ResultsA statistically strong positive correlation was observed among all the aspects of work engagement, including vigor, absorption, and dedication. This study demonstrated a significant correlation between resilience and work engagement (r = 0.356, p < 0.05). There was a strong correlation between resilience and job satisfaction (r = 0.608, p < 0.05). A significant moderate correlation was determined between job satisfaction and work engagement (r = 0.396, p < 0.05). Both gender with a female coefficient of -15.517, and resilience with a coefficient of 0.235 significantly predicted work engagement. Whereas, the significant predictors of job satisfaction were resilience (β = 0.294), and work engagement (β = 0.283).ConclusionsResilience greatly affects work engagement and job satisfaction. Thus, organizations need to promote resilience in employees to create a positive work environment and increase productivity.

Areas of professional life and job satisfaction of nurses.

Job satisfaction among nurses is closely related to work environment as well as organizational and professional commitment. Satisfaction is a concept derived from Latin, where "satis" means "enough," as much as is needed to fully satisfy expectations, needs, aspirations, in such a way that there is no room for complaint. Job satisfaction, on the other hand, is formulated as a positive attitude of employees toward the duties of the job, the work environment and other employees. The aim of this paper was to demonstrate how the different areas of nurses' professional life, i.e., workload, control, rewards, community, sense of justice and values, correlate with their perceived job satisfaction. A cross-sectional study was conducted in a group of 509 nurses working in a public hospital in Poland. Data were collected using a survey questionnaire, which consisted of a section containing sociodemographic data and standardized instruments: The Minnesota Satisfaction Questionnaire (MSQ) and The Areas of Worklife Survey (AWS) developed by Maslach and Leiter. Correlations were made using Spearman's rho coefficient. The calculations also used stepwise linear regression analysis after checking certain assumptions, including checking the assumption of normality of residuals and the Durbin-Watson Test. The mean score for the 20 items of the MSQ questionnaire ranged from 3.05 to 3.43 on a 5-point Likert scale. Support from the interdisciplinary team, which concerned assessing the quality of the social environment in the workplace, cooperation and showing positive feelings received the highest rating among respondents (3.51 ± 0.76). The sense of fair treatment at work averaged 3.26 ± 0.58. The area of value conflict within the organization itself or between the employee's values and those of the organization, respondents rated an average of 3.26 ± 0.65. The mean score for all areas of professional work in the surveyed group was 3.09 ± 0.45. As satisfaction in particular areas of work life increases, so does the level of satisfaction in such aspects of work as achievement and a sense of fairness. The higher the level of satisfaction in the area of control, the more the sense of satisfaction with independence increases. The higher the satisfaction of respondents in the areas of values, workload and control, the higher the level of satisfaction with working conditions occurs.

To Study the Effect of Job Satisfaction on the Performance of Academic Faculties Working in Private Colleges and Private Universities in Indore

The objective of the existing study was to examine the impact of job satisfaction on the performance of employees working in private colleges and universities in Indore, India. To achieve this, questionnaires were distributed to a total of 60 employees, out of which 54 responses were received and considered as the sample from private colleges and universities in Indore. An equal number of employees (n = 54) were randomly selected from different types of organizations, including undergraduate and postgraduate colleges, as a comparison group. The study utilized a self-constructed questionnaire based on the Minnesota Satisfaction Questionnaire (MSQ-quick form) developed by Weiss et al. (1967), as well as a self-constructed Performance Evaluation Form (PRF). Initially, the reliability of both instruments was assessed to determine the significance of the scales. The study findings indicated a significant correlation between the type of occupation and job satisfaction. Moreover, a positive relationship between job satisfaction and employee performance was also observed. Therefore, the study concluded that satisfied employees performed better compared to dissatisfied employees, thus playing a significant role in the advancement of their organizations. Consequently, it is crucial for every organization to adopt specific strategies and methods to motivate and ensure employee satisfaction, thereby promoting high performance.

The Relationship Between Job Satisfaction and Employee Loyalty: Case of Teaching-Researcher Staff

Employee loyalty is an important determinant of business productivity and management effectiveness, and its decline can cause organisational deviance, reputational losses, counterproductive behaviour of staff, reduced manageability, and, ultimately, increased staff turnover and loss of key employees. The article proposes and empirically confirms two hypotheses: 1) a significant relationship between job satisfaction and employee loyalty; 2) job satisfaction directly affects the employee’s intention to leave the organisation. These hypotheses were tested on the example of academic staff of different universities in Algeria. For this purpose, a random sample was formed, the reliable representativeness of which corresponds to the general population in terms of age, gender and length of service of respondents (500 questionnaires were randomly distributed, 329 of which were approved for analysis, i.e. the share of respondents who agreed to participate in the survey is 65.8%). The Minnesota Satisfaction Questionnaire (a short version of 20 job facets with a five-modality measurement scale) was chosen as the basis for the study of job satisfaction, which was improved by removing and adding individual items and adjusting the wording of individual questions. The validity and reliability of the scales measuring job satisfaction and employee intentions to leave the organisation are high (Cronbach’s alpha is 0.91 and 0.81, respectively). The data was analysed using the statistical software SPSS. V.27, and several statistical methods and tests (Cronbach’s alpha, ANOVA, regression analysis, etc.) were used to test the hypotheses. The study has shown that job satisfaction is significantly related to an employee’s intention to voluntarily leave the organisation: (β = -0.547, p &lt; 0.000), (F = 19,357, p &lt; 0.000). Job satisfaction explains 29.9% of the variance in intentions to leave voluntarily. Job satisfaction has a direct impact on reducing voluntary turnover. This relationship is negative and significant. A moderate direct relationship between employee loyalty and job satisfaction has been confirmed (correlation coefficient R=0.547 is positive), i.e. the higher the job satisfaction, the more loyal employees are to the institution where they work.

Human resource management practices and their impact on healthcare workers’ job satisfaction and burnout in the Jordanian public sector

This study aims to examine the link between human resource management practices and employee outcomes (job satisfaction and burnout) in Jordan’s healthcare public sector, including recruitment and selection, training and development, compensation and benefits, performance management, employee relations, and health and safety. The study utilized a stratified random sample of 600 healthcare professionals. The sample included doctors, nurses, administrative staff, and support staff from various public sector healthcare facilities across Jordan. The use of the Maslach Burnout Inventory and the Minnesota Satisfaction Questionnaire allowed for a detailed assessment of burnout prevalence and levels of job satisfaction among these professionals. The results revealed a high burnout prevalence of over 98%, particularly in emotional exhaustion, depersonalization, and reduced personal achievement. Variances in burnout levels were observed across professional roles, with doctors experiencing high burnout. Job satisfaction was moderately reported, negatively correlating with age and experience. Increased emotional exhaustion and depersonalization were linked to reduced satisfaction. Noteworthy HRM practices contributing to increased job satisfaction included employee relations and health and safety. Conversely, compensation and benefits and employee relations contributed to reduced burnout.

Job Satisfaction within the Grassroots Healthcare System in Vietnam's Key Industrial Region-Binh Duong Province: Validating the Vietnamese Version of the Minnesota Satisfaction Questionnaire Scale.

Background: The grassroots healthcare system is the closest and most community-oriented force, working as an extended arm of the primary healthcare network to implement healthcare programs at the household level. Its comprehensive development is a crucial task set by the Vietnamese government. Job satisfaction significantly influences the performance of healthcare staff within this system. Objective: to assess job satisfaction among healthcare staff using the short-form of the Minnesota Satisfaction Questionnaire while also evaluating the Vietnamese translation of this scale. Methods: A descriptive cross-sectional study with analysis based on the responses of 587 healthcare staff using the Vietnamese-translated version of the MSQ short-form scale. The response data from the participants were subjected to CFA, and if the proposed CFA model did not fit the data, EFA was conducted. Results: The results indicate that the new model, which evaluates job-related factors in three distinct groups, is more suitable than the original model. The 14 questions of the MSQ scale were analyzed and categorized into Autonomy, Obligation, and Specificity based on the participants' responses. The confirmatory factor analysis (CFA) conducted on the new model demonstrated favorable fit indices: CFI = 0.934, TLI = 0.917, GFI = 0.919, and RMSEA = 0.093 (90% CI: 0.085-0.102). Conclusions: The Vietnamese version of the MSQ short form demonstrates reliability and validity. It also provides additional data on the effectiveness of the MSQ short form in measuring job satisfaction.

The Mediating Role of Anxiety in the Relationship between Job Satisfaction and Psychosocial Functions of Nurses and Pediatricians in PICUs.

Job satisfaction refers to an individual's overall attitude towards their job. It is influenced by various factors such as work environment, job role, work-life balance, compensation, anxiety, opportunities for growth and development. However, low levels of job satisfaction can have a significant impact on an individual's mental health and overall well-being. We contacted this study in order to assess the effect of PICU nurses' and pediatricians' job satisfaction on their psychosocial functioning and to examine the role of anxiety as a mediating factor in this relationship. A sample of 155 nurses and pediatricians at 7 University Hospitals in Greece has consented to participate in the study. Socio-demographic data, Hamilton Rating Scale for Anxiety, Minnesota Satisfaction Questionnaire -short form and a Brief Inventory of Psychosocial Functioning were used to evaluate anxiety, job satisfaction and psychosocial functions. According to our results, participants with moderate or severe levels of anxiety showed moderate or low job satisfaction, while moderate or severe anxiety was also associated with low levels of participants' psychosocial functioning. Job satisfaction is a dynamic situation that is affected by the levels of anxiety of each worker in PICU. The presence of anxiety may be related to comorbid mental health disorders since it affects the psychosocial functions of the worker. We propose a longer rest period, a change of department in case an employee wishes it or shows symptoms of increased stress or another mental health disorder, regular assessments by mental health experts for all PICU's staff and support after a diagnosis of a mental health problem.

Transformational Leadership and Employees’ Job satisfaction in the Educational sector of Nepal

This paper aims to analyze the relationship between transformational leadership variables and employees’ job satisfaction in the educational sector of Nepal. Transformational leadership is grounded in moral foundations that are based on four components: Idealized influence, Inspirational motivation, Intellectual stimulation and Individualized consideration. The research uses Multifactor Leadership Questionnaire (MLQ form 5X) for measuring Transformational leadership style whereas Minnesota Satisfaction Questionnaire (MSQ) is used to measure the level of job satisfaction among 200 teachers and faculties from educational institutions. The study investigates transformational leadership and job satisfaction by means of descriptive and analytical research methodology. Transformational leadership behavior must be considered by the educational leaders to insure the employees’ job satisfaction which leads to increment of effectiveness, efficiency and performance of the employees.

Public service motivation and job satisfaction: The role of social support during crisis

Research background: Different crises (COVID-19 pandemic, war, natural disasters etc.) usually require new ways for providing public services to the citizens and, from this, to reinterpret and adjust the role of the public servant as the strategic key for assuring the continuity of the governance at all levels. Purpose of the article: The article establishes a relationship between the public service motivation dimension and job satisfaction aimed to analyze the mediating role of social support in a crisis. Methods: The standardized questionnaires, i.e. The Minnesota Satisfaction Questionnaire, Work Design Questionnaire, and Perry’s PSM scale, were used to observe variables in the research model. An exploratory factor analysis was used before hypothesis testing. We deployed a structural equation modelling (SEM), as a multivariate technique, to test and evaluate multivariate causal relationships between constructs. Findings &amp; value added: Based on a sample of selected Central and East European countries (namely Poland, Romania, and Serbia), the study confirms the significant impact of social support on the relationship between self-sacrifice and compassion, as a public service motivation dimension, and extrinsic job satisfaction and intrinsic job satisfaction. Social support received from colleagues and supervisor is identified as a powerful non-monetary means of neutralizing negative effects during crises and increasing job satisfaction.

WORK-RELATED DETERMINANTS OF WELL-BEING AMONG HEALTHCARE PROFESSIONALS

While burnout has been extensively examined across many occupations, medical personnel have been considered one of the most susceptible groups. The prevalence of burnout among healthcare workers is particularly concerning due to its detrimental effect on employee behaviors. It is a prominent factor contributing to staff turnover in healthcare institutions. Burnout is a critical constituent and marker of work-related well-being. The objective of this research is to ascertain the process behind personal burnout by studying many significant factors. Initially, the relationships between job satisfaction, extrinsic motivation, and work-related burnout were examined in order to determine whether and how work-related burnout caused personal burnout. The study made the assumption that job satisfaction was a powerful instrument for fostering positive attitudes towards work and inspiring extrinsic motivation in healthcare professionals, which in turn contributed to employees’ well-being. Therefore, we postulated that extrinsic motivation might serve as a potential predictor of work-related burnout, which may forecast personal burnout among healthcare professionals. The Job Satisfaction Survey, Minnesota Satisfaction Questionnaire, and Copenhagen Burnout Inventory were used as the main instruments in a cross–sectional survey to gather the data necessary to accomplish the study objectives. The study sample comprised 218 healthcare professionals employed in five public blood bank units situated in the central area of the Republic of Serbia. The PLS structural equation modeling was applied. First, the analysis determined that job satisfaction had a statistically significant impact on extrinsic motivation and work–related burnout. Second, our research results indicate that work–related burnout is a negative antecedent of personal burnout. On the other hand, the influence of extrinsic motivation on work–related burnout was not statistically significant. Ultimately, we have discovered that work-related burnout serves as a mediator in the relationship between job satisfaction and personal burnout. The originality of the research was reflected in filling the existing literature gap regarding the connection between the variables studied. The study’s uniqueness stems from its distinct conceptualization of the research model. Important implications for healthcare managers were provided regarding the strategy for reducing burnout symptoms and motivating employees through extrinsic factors. It is crucial to focus on increasing awareness among both management and employees on the significance of burnout syndrome and the necessity for early prevention. The issue necessitates a systematic and deliberate approach, involving the cultivation of favorable work mindsets among staff members, placing emphasis on their job satisfaction as the initial priority.

Unveiling Job Satisfaction: A Comprehensive Study of Teaching Staff at a Sudanese University

The purpose of this study was to assess the level of job satisfaction among teaching staffs at Gezira University, and to analyze gender differences in the level of job satisfaction among the staff of the Gezira University. The study employed survey research approach by using a questionnaire developed from the Minnesota Satisfaction Questionnaire (MSQ) and Lester (1987) Teacher Job Satisfaction Questionnaire (TJSQ). 209 participants were taken through simple random sampling techniques. The results indicate that the staffs of the Gezira University are satisfied with promotion and supervision and coworkers system. The staffs of the Gezira University demonstrate low level in work itself, pay, and work condition dimensions of job satisfaction. The study found no statistically significant difference between the male and female groups in the level of job satisfaction in the Gezira University. The study also indicates that there is no difference in the level of job satisfaction related to academic rank in the Gezira University. The study recommended that the Gezira University must improve the work condition for the staff by providing work facilities and improving the work environment as whole.

A Review on Self-Efficacy and Job Satisfaction as indicators of Effective School Principal’s Leadership Style

This review sought to investigate the importance of the relationship between the school principals’ leadership styles and the teacher’s sense of efficacy and job satisfaction. In the research article (“The Principals’ Leadership Style and Its Impact on the Teachers’ Self Efficacy and Job Performance in the Selected Secondary Schools,” 2023), it was acknowledged the organization’s contribution to its long-term success and production of high-quality results is highly dependent on its leaders and employees. The study sought to assess the impact of the principal’s leadership style on the efficacy rate and job satisfaction of the teachers. The study was participated in by public high school teachers in selected secondary schools in the locality of Sta. Maria, Bulacan. The author used the descriptive correlation research technique since the study examined the influence of the leadership style of school principals on the self-efficacy and job satisfaction of the teachers. The discussion centers on transformational and transactional leadership as styles of leadership being investigated with the use of the Multifactor Leadership Questionnaire (MLQ) by Avolio and Bass (1997) and the Minnesota Satisfaction Questionnaire (MSQ) by Weiss, et. al. to identify the respondent’s level of satisfaction with their work. Whereas, the teachers’ self-efficacy, the Teachers’ sense of Effectiveness Scale 1 was used, which consisted of 3 indicators - student engagement, instructional tactics, and classroom management. The study revealed that the principals’ leadership styles significantly affect the sense of efficacy and job satisfaction of the teachers. It was further recommended that professional development programs should continue and be pursued along with other initiatives to enhance and empower teachers’ job performance and satisfaction.

Counselling Self-Efficacy, Trait Anxiety and Cognitive Flexibility and School Counsellor Job Satisfaction

The purpose of this study was to see how counselling self-efficacy, anxiety characteristics, and cognitive flexibility influenced school counsellor job satisfaction. The survey included 70 school counsellors from Pedaling Utama District. The Minnesota Satisfaction Questionnaire (MSQ), Cognitive Flexibility Inventory (CFI), Generalized Anxiety Disorder Scale (GAD-7) and Counselling Self-Efficacy Scales were employed in this study as test instruments (CSES). The test tools used in this study were The Minnesota Satisfaction Questionnaire (MSQ), Cognitive Flexibility Inventory (CFI), Generalized Anxiety Disorder Scale (GAD-7) and Counselling self-efficacy scales (CSES). All these test tools have been certified for their reliability in the past. The results of this study show that all the variables of Counselling Self -Efficacy, Cognitive Flexibility and Job Satisfaction of School Counsellors respondents are at a high level. While for Trait Anxiety respondents are at a low level. All hypotheses have been well answered. The relationship correlation results among school counsellor self -efficacy and job satisfaction were (r = .386) while the value (p &lt;0.05). The correlation result between school counsellor anxiety traits and job satisfaction was (r = -.257) while the value (p &lt;0.05). correlation results among school counsellors cognitive flexibility and job satisfaction were (r = .414 while p value &lt;0.05). While to see the factors that most influence job satisfaction, the findings show that only Cognitive-flexibility was the only major indicator of job satisfaction (β = .363, p &lt;.001). The findings are analyzed and evaluated in light of the pertinent literature.

Working Condition and Job Satisfaction of Nurses as Predicting Factors of the Prevalence of Health care-associated Infections among Elderly Inpatients.

Health care-Associated Infections (HCAIs) are among the most common adverse events (AEs) that can negatively affect both patients and health systems. The elderly is among patients at high risk for infections. Some controllable risk factors have received less attention in research. Therefore, this study aims to investigate the relationship between prevalence of HCAIs among elderly inpatients, job satisfaction of nurses, and working condition. This cross-sectional study was conducted on 211 nurses working in hospitals affiliated with Iran University of Medical Sciences, Tehran, in 2021. The data were collected from HCAIs reports by the Nosocomial Infection Control Committee, a demographic questionnaire, the Practice Environment Scale of the Nursing Work Index (PES-NWI), and the Minnesota Satisfaction Questionnaire (MSQ). The data were statistically analyzed using Pearson correlation coefficient, ANOVA, t-test, and multiple linear regression (MLR) in SPSS 26. The results showed that there was a significant relationship between the PES-NWI and MSQ (r = 0.68, p < 0.00). The MLR results indicated that staffing and resource adequacy, nurse participation in hospital affairs, job satisfaction, nursing manager's leadership, and nursing foundations for quality of care are predictive factors that these could explain 78% of the changes in the prevalence of HCAIs and the goodness of fit of the regression model was acceptable [F6.210 = 129.47, p < 0.001]. Since job satisfaction and the work condition could predict HCAIs among the elderly patients, healthcare administers are recommended to consider these two variables in the development of HCAIs prevention and control programs.