Moderate Level Of Job Satisfaction Research Articles

Factors Associated with Nurses’ Intention to Leave in Saudi Arabia: A Literature Review

The nursing workforce represents a critical component of the healthcare system in Saudi Arabia, which is facing significant challenges related to retention and job satisfaction. High turnover rates among nurses not only compromise patient care quality but also place additional strain on the healthcare system. This study aims to investigate the factors associated with nurses' intention to leave their positions in Saudi Arabia, providing insights into the underlying causes of nursing turnover and suggesting potential strategies for retention. A comprehensive literature review was conducted, examining peer-reviewed articles, official reports, and relevant studies up to December 2023. The review focused on empirical research that specifically addressed the factors influencing nurses' intention to leave, including work environment, job satisfaction, leadership styles, recognition, societal norms, workload, opportunities for growth, work-life balance, and technological advancements. Quality assessment was performed using established checklists to ensure the reliability and validity of included studies. In this review, 28 quantitative studies met our inclusion criteria and were included in the final analysis. The findings revealed moderate levels of job satisfaction among nurses and a corresponding moderate intention to leave their current positions. Key factors influencing these outcomes included income level, nationality, work-life balance, and opportunities for professional development. Notably, a significant inverse relationship was observed between job satisfaction and the intention to leave, highlighting the importance of addressing these factors to enhance retention. Addressing nurses' intention to leave requires a multifaceted approach, focusing on improving work conditions, offering competitive rewards and recognition, fostering positive leadership and organizational culture, and providing opportunities for professional growth and work-life balance. Implementing targeted strategies that address these factors is essential for enhancing nurse retention, improving job satisfaction, and ensuring the provision of high-quality patient care in the healthcare sector of Saudi Arabia.

Sonographer wellbeing in Australia: Perceptions of job demands and resources in clinical working environments

AbstractIntroductionThe concept that job characteristics can have a profound impact on employee wellbeing has been well documented. This manuscript aims to highlight the job demands and resources experienced by Australian sonographers, and those resources perceived to be the most effective at improving workplace wellbeing.MethodsUtilising the Job Demands‐Resources Model, a national survey was issued to Australian sonographers in both public and private clinical working environments. The quantitative and qualitative data collected were analysed using non‐parametric tests of association as well as inductive coding of themes.ResultsSixty‐nine participants responded to the survey with 27 participants (39%) reporting moderate levels of job satisfaction. Workplace demands of unrealistic workloads, time pressures, and inadequate scheduled breaks were reported as the most frequently experienced demand by 67 participants (97%). Twenty‐four participants (35%) reported no access to any form of resource or strategy for improving wellbeing in the workplace and a further nine indicated they utilised entirely self‐driven resources. Workload reduction strategies were perceived to be the most consistently effective yet were the least accessible strategy for sonographers. Other strategies including psychology sessions, physical therapies, and injury prevention were perceived to be more accessible, yet minimally effective.ConclusionNew legislation in the management of psychosocial hazards at work is likely to generate positive changes. Further research establishing an acceptable workload for sonographers, introducing job crafting, and improving sonographer recognition would prove to be the most fruitful.

THE LINK BETWEEN ORGANISATIONAL CULTURE AND JOB SATISFACTION IN THE PORTUGUESE PRIVATE INSTITUTIONS OF SOCIAL SOLIDARITY (IPSS): AN EXPLORATORY APPROACH

This exploratory research studies the relationship between organisational culture and job satisfaction in social economy organisations. Specifically, 269 participants from 15 Portuguese Private Institutions of Social Solidarity (IPSSs) were studied. The results indicate that employees’ and managers’ perspectives differ regarding the organisation’s cultural profile and that employees indicate a moderate level of job satisfaction. Findings show a significant relationship between the types of culture market and hierarchy and employees’ low level of satisfaction, which is different from the for-profit organisations. Given the importance of the topic for organisations, this study opens a research path for the social economy, namely IPSSs, and contributes to the success of IPSS people management.

Job satisfaction, depression severity and quality of life ratings of perioperative nurses in robotic-assisted and laparoscopic surgery

The rapid introduction of technological developments into healthcare systems adds another layer of complexity to the already demanding jobs of nurses, particularly for those working in perioperative care. In the present study, our primary aim is job satisfaction, whereas the secondary outcomes are psychological well-being and quality of life (QoL) ratings of perioperative nurses who take part in robotic-assisted and pure laparoscopic surgery. A total of 101 perioperative nurses in six different centers were included in the study. Fifty-one of the nurses were working in robotic-assisted laparoscopic surgery and 50 of them were working in pure laparoscopic surgery. All participants responded to Minnesota Job Satisfaction Questionnaire (MJSQ), Beck Depression Inventory (BDI) and SF-36 QoL Measurement Survey. The two groups did not differ in their total MJSQ, BDI and SF-36 QoL scores (pMJSQ:0.066, pBDI:0.329, pSF-36-QoL:0.136). In addition, there were no differences between the two groups in their intrinsic job satisfaction and extrinsic job satisfaction sub-scores (pintrinsic: 0.473, pextrinsic:0.121). Overall, 18.9% of the nurses reported having moderate to extreme depressive symptoms and most of them (87.1%) had low to moderate levels of job satisfaction. Finally, QoL ratings was generally at moderate levels. Perioperative nurses who work in robotic-assisted laparoscopic surgery do not differ from those working in pure laparoscopic surgery in terms of their job satisfaction, psychological well-being, and QoL ratings. In addition, across groups’ psychological well-being, job satisfaction, and QoL ratings were not particularly high, suggesting that more attention needs to be paid to improving the work conditions of perioperative nurses.

Job Satisfaction and Burnout among Nurses Working at a Tertiary Level Hospital in Bangladesh

Background: Burnout is a state of physical, mental, and emotional exhaustion caused by chronic overwork, and nurses are particularly susceptible to experiencing burnout, which can have implications for both job satisfaction and patient well-being. This study aimed to investigate job satisfaction, burnout, and the relationship between these factors among nurses working in the pediatric ward of a tertiary hospital in Bangladesh. Methods: A descriptive cross-sectional study was conducted, involving 105 conveniently selected nurses from various pediatric wards at the Bangabandhu Sheikh Mujib Medical University Hospital. Face-to-face interviews were conducted using a structured questionnaire to collect data. Statistical Package for Social Science (SPSS) was used to analyze the data, with 101 participants' data being considered for analysis after excluding four participants. Descriptive statistics such as frequency, percentage, mean, and standard deviation were used, along with inferential statistics including two-sample t-test, ANOVA, and correlation. Results: The participants' mean age was 28 years (SD±4.20). The average job satisfaction score was 2.50 (SD=.56), with approximately 16.3% of nurses reporting being very satisfied and 36.6% expressing satisfaction. Notably, nurses working in gastrology and neurology wards reported significantly higher job satisfaction (M=3.02; SD=.25) than those in other units (F=7.38; p=.000). Additionally, nurses who had participated in at least one training showed significantly higher job satisfaction (M=2.59; SD=.65) compared to those who had not received any training (M=2.40; SD=.55) (t=3.56; p<.05). Regarding burnout, the mean score was 2.11 (SD=.69). Work place (F=3.03; p=.03) and length of service (F=2.55; p=.04) were found to be significantly associated with burnout. Job satisfaction was negatively correlated with burnout, though the correlation was weak (r=-.09; p=.32). Conclusion: The study concluded that nurses in Bangladesh generally experience a moderate level of job satisfaction and a low level of burnout.

Work-life balance and job satisfaction among faculty members of management campuses of the Kathmandu Valley

Purpose - This study intends to investigate the connection between work-life balance and job satisfaction among faculty members of management campuses in the Kathmandu Valley. When companies show concern for the satisfaction of employees’ personal lives and jobs, these employees often give back by contributing to the achievement of the organization’s objectives through enhanced performance and higher staff retention.
 Study design/methodology/approach - A quantitative approach was adopted and a descriptive and causal-comparative research design to measure the status of work-life balance and its connection with job happiness among the faculty members of management campuses in Kathmandu. Data were collected using a structured questionnaire from 147 faculty members, and analyzed through Statistical Package for Social Sciences (SPSS) version 25.
 Findings - Results of this research exhibited a strong correlation between work-life balance and job satisfaction among faculty of management campuses in Kathmandu. The majority of faculty members of management campuses was able to manage their work-life responsibilities and expressed a moderate level of job satisfaction.
 Conclusion - Long hours and intense job pressure made it challenging for faculty to have a positive work-life balance, and an imbalance in these factors made them dissatisfied towards the job. Support from coworkers, flexible work hours, and family-friendly initiatives all contributed to a healthy balance between work-life, which helped faculty members feel more satisfied with their jobs.
 Implications - Theoretically, this study filled the gap that existed in the area of educational sectors in Nepal. The study is important for academics since it sparks ideas for additional research. Practically, the results of this research help to review the policies and strategies of the educational institutions to implement work-life balance practices which add to the job happiness of faculty and the quality and productivity of the institutions.

Association of Socio-Psychological Factors on Decision Making Process of Kvk Officials in Odisha

The role of research and extension system in delivery of appropriate technology to the farmers has been looked at as the most important input for furthering agricultural production. Therefore, considering the requirement of developing the capacity of the farmers and reducing the time lag between technology generation and technology application at farmer’s field; the idea of establishing KVK under the leadership of Dr. Mohan Singh Mehta appointed by ICAR in 1973 took place. The present study is an exploratory survey design undertaking 125 respondents comprising of Sr. Scientist & Head, Scientists, Program Assistants and Farm managers selected randomly from 33 KVKs across the state. The findings of the study revealed that majority of the respondents (56.80%) were middle aged, 64 per cent of them were male officials and (68.00%) of the sample reported to experience moderate level of Job Satisfaction, Job Autonomy and Organizational Stress. Further, Organizational Climate (76.00%) and the Level of Job Management (72.00%) of the KVK was also reported to be moderate. The average gap in participation was maximum in identifying the problem/needs (38.40%) and policy decisions (39.40%) among the all the different stages of decision-making and types of decision-making respectively. Further, it was observed that Professional Experience, Organizational Stress, Job Autonomy and Level of Job Management was strongly associated with extent of Participation in different types of Decision-making. The findings also revealed that Level of Job Management was found to be associated with participation in different stages of decision-making.

Evaluation of the relationship between job satisfaction and professional behaviors in pediatric nurses

Introduction and aim. Pediatric nurses play an important role in ensuring quality healthcare through job satisfaction and professional behaviors. This study aims to examine the relationship between job satisfaction and professional behaviors in pediatric nurses. Material and methods. This was a descriptive and cross-sectional study.The sample of the study consisted of 244 pediatric nurses who worked in tertiary university hospitals in Turkey and agreed to participate in the study. Data were obtained through face-to-face interviews using a personal information form, the job satisfaction scale for nurses (JSSN), and the behavioral inventory form for professionalism in nursing (BIPN). Data were analyzed using the SPSS 22.0 software and evaluated using descriptive statistics, independent t-tests, one-way ANOVA, Pearson correlation, and simple linear regression analysis. Results. The nurses’ JSSN and BIPN means scores were 3.42±0.59 and 5.69±4.05, respectively. A statistically significant moderate positive relationship was found between the pediatric nurses’ professional behaviors and job satisfaction (R=0.342; p<0.001). The regression analysis revealed that professional behaviors significantly and positively influenced job satisfaction in pediatric nurses (β=0.050; p<0.001). Conclusion. This study found that pediatric nurses had a moderate level of job satisfaction and a low level of professional behaviors, and as their professional behavior increased, their job satisfaction also increased.

The influence of nursing leaders' behavior on nurses' job satisfaction: A quantitative study in Hail, Saudi Arabia

This cross-sectional quantitative study investigates the intricate relationships between the demographic characteristics of nurses and their perceptions of leader behavior and job satisfaction within the healthcare context of Hail, Saudi Arabia. The primary aim is to establish the pertinence of nursing leaders' behaviors in shaping the perceptions and job satisfaction levels of nursing professionals. A sample of 716 nurses was selected using a simple random sampling method, with participants completing questionnaires administered through online software. Two validated instruments were employed: the 19-item Leadership Behavior Description Questionnaire (LBDQ), exhibiting excellent reliability (Cronbach's alpha of 0.955), and the 20-item Minnesota Satisfaction Questionnaire (MSQ), also demonstrating excellent reliability (Cronbach's alpha of 0.968). Results indicate a moderate level of job satisfaction with a significant association observed with respect to age. However, nurses' perceptions of nursing leaders' behaviors did not exhibit significant variations concerning age, education, or experience. Similarly, no substantial correlations were found between job satisfaction, experience, and education. These findings align with previous studies, emphasizing that job satisfaction is primarily contingent on a supportive work environment rather than organizational structure or nursing care delivery models. Consequently, the behavior of leaders towards their staff emerges as a crucial determinant of staff satisfaction, offering a substantial solution for staff retention and fostering a positive work culture. Such improvements can enhance staff competence, skills, and overall quality, ultimately ensuring the provision of safe patient care.

The Relationship between Nursing Job Satisfaction and Missed Nursing Care in Critical Care Units

Background: Missed nursing care is a common occurrence that has a negative impact on the standard of patient care. Missed care is indicative of nurses' affected work satisfaction in times of workflow. The purpose of this study was to determine the prevalence of missed nursing care (MNC), and the reasons for its occurrence among Jordanian nurses. The study sought to assess the level of job satisfaction and missed nursing care among Jordanian nurses and their association with demographic variables. Methods: A descriptive, cross-sectional design was used in this study. A convenience sample of 181 registered nurses working in different critical care units in one teaching hospital and two government hospitals was recruited. Three tools were used to collect the data: a sociodemographic data form, a survey of missed nursing care (MISSCARE Survey) consisting of two parts (part A was designed to measure missed nursing care (MNC), and part B addressed the reasons for MNC), and the nursing-workplace satisfaction questionnaire (NWSQ). Results: The results of the study revealed Jordanian nurses in critical care units to have a moderate level of job satisfaction (45.50±9.09). In addition, the total mean score of the MNC was found to be 2.18±0.40 out of 5, which is a low level of missed nursing care. The most commonly occurring missed nursing care aspects were turning patients every 2 hours (2.53 ±1.43), mouth care (2.37 ±1.36), and teaching patients about illness, tests, and diagnostic studies (2.36 ±1.47). Moreover, among the reasons for missed nursing care with respect to teamwork, the caregiver being off the unit or unavailable was the most significant one (24.3%, n=44); with respect to the material resources, the unavailability of medications, when needed, was the most significant factor (21.5%, n=39) for missed nursing care, and regarding the labor resources, an unexpected rise in patient volume and acuity on the unit was the most significant factor influencing missed nursing care (23.8%, n=43). Finally, a statistically significant weak negative correlation was found between nurses’ job satisfaction and missed nursing care score (R=-0.177, P=0.012). Conclusion: The study concluded that nurses in critical units have a low level of missed nursing care and a moderate level of job satisfaction.

Comparative Study on Employee Engagement and Job Satisfaction Level between Generation X and Y

The purpose of this research is to compare the level of employee engagement and job satisfaction of the generations X and Y in the Human Capital General Affairs Division of PT. Karoseri. This type of research is a comparative descriptive study intended to examine differences the level of employee engagement and job satisfaction. The population of this study was all employees of the Human Capital General Affairs Division with a total of 35 people. They are all used as the sample. The data analysis techniques were descriptive analysis, inferential analysis, and t-test which was used for comparison. The results showed that there was no difference in the level of employee engagement and job satisfaction between the generation X and Y. High level of employee engagement indicates that the two generations have already had feeling to engage with the company. Moderate level of job satisfaction indicates that the generation X and Y were quite satisfied with their current job.

Researching the job satisfaction of migrant critical care nurses in Saudi Arabia.

Nurses' job satisfaction is a crucial component of a safe and efficient healthcare environment. To understand the level of job satisfaction among migrant nurses working in intensive and critical care in Saudi Arabia. This study used a quantitative descriptive design. A total of 421 migrant nurses working in intensive and critical care units in two teaching hospitals in Saudi Arabia completed a questionnaire based on the McCloskey/Mueller Satisfaction Scale. Participating migrant nurses had moderate levels of job satisfaction overall, except for salary, holiday allowance and maternity leave, which attracted low satisfaction scores, and nursing peers, which attracted a high satisfaction score. There were no statistically significant differences in job satisfaction scores according to demographic variables except marital status, with a significantly higher job satisfaction among married respondents. Promoting job satisfaction among nurses could improve the efficiency and quality of nursing care. There is a range of strategies that can be used to enhance nurses' job satisfaction, including improving working conditions and promoting career development.

Relationship between Job Satisfaction and Job Performance among Faculty in Selected Faith-Based Universities in Haiti

This study sought to establish the relationship between job satisfaction and job performance among faculty in selected faith-based universities in Haiti. The study employed a quantitative method using the descriptive-correlational design. The population for this study was constituted by 200 faculty members from three most prominent faith-based universities in Haiti. Due to their limited number, the whole population was involved in the study by filling a questionnaire and data was analyzed through descriptive statistics and inferential statistics. The study established a moderate level of job satisfaction and job performance among faculty members in selected faith-based universities. Job performance is positively correlated with job satisfaction and the best predictors of job performance include promotion, benefits, nature of work, communication and supervision. The study recommended that since pay, promotion, benefits and contingent rewards are positively correlated with job performance, administrators should strive to improve salary, promote those who are qualified and provide more possible benefits and contingent rewards in the workplace so as to motivate employees to perform better. Furthermore, administrators need to provide faculty with pathways to being promoted. They should also improve working conditions, communication modalities and supervision since all of these variables are important predictors for job performance.

Factors associated with job satisfaction of emergency medical services professionals – a cross-sectional study

Relevance. Shortage of skilled emergency medical services (EMS) employees is an alarming global problem. EMS missions have increased by fifty percent in many communities. The high EMS demand, low recruitment rate and loss of skilled employees forced EMS organization to explore ways to improve EMS employees work ability and satisfaction. To date there are no data available on EMS employees’ job satisfaction levels in Kuwait. Intention – To establish the national EMS job satisfaction level, identify factors associated with job satisfaction and explore the relationship between job satisfaction, physical wellbeing and depressive disorder. Methodology. A cross-sectional survey was conducted in 80 Kuwait EMS employees online (15 January –15 March 2020). Job satisfaction and depressive disorders were assessed via a questionnaire based on Minnesota Satisfaction Questionnaire (MSQ) that included 21 items. Descriptive and regression analysis were performed. Results and Discussion. The overall mean of job satisfaction was closer to moderate, 3.9 ± 1.4. The participants described the EMS profession to have moderate levels of intrinsic factors except for achievement 1.8 ± 1.5. And to have moderate levels of extrinsic factors except for pay and social factors: overall mean 2.7 ± 1 and 2.2. ± 1.5, respectively. There were three factors associated with job satisfaction: gender (p = < 0.001), career advancement (p = 0.003) and responsibilities (p = 0.005). This analysis also showed significant association between job satisfaction and EMS employees’ well-being (p = 0.001) and absence of depressive disorder (p = < 0.001). Conclusion. There is a moderate level of job satisfaction among EMS workforce in Kuwait. Gender, career advancement and responsibilities were the main factors associated with job satisfaction. Having satisfied EMS employees with their job can eliminate depressive disorder and enhance physical well-being. Future efforts to improve EMS employee’s recruitment, work ability and work quality should reflect on these findings.

Tam remisyonda izlenen opere meme, kolorektal ve akciğer kanserli veya lenfomalı hastaların işe dönüşü, iş doyumu ve bunu etkileyen faktörler

Aim:&#x0D; Studies on cancer and work life have shown that an increasing number of cancer survivors were able to return to work after their treatment. Many factors associated with employment and impaired work ability were defined. Nevertheless, rare studies evaluated the job satisfaction of the employees. This pilot study aims to evaluate the job satisfaction levels and factors affecting &#x0D; job satisfaction of cancer survivors.&#x0D; Material and Method:&#x0D; The study was designed as a cross-sectional survey in a university hospital. The short-form Minnesota Satisfaction Questionnaire (MSQ) Turkish version was administered during face-to-face interviews to the cancer survivors in complete remission who had returned to work after their treatment. The SPSS 15 for Windows was used for the analyses.&#x0D; Results:&#x0D; Sixty patients were evaluated. The Median MSQ score of the study population was 74 (22-95). Low MSQ score in 1 (1.7%), intermediate MSQ scores in 30 (50%) and high MSQ scores in 29 (48.3%) patients were recorded. The analysis of factors associated with MSQ scores showed that high school/university education patients were less satisfied with their jobs. There was no statistically significant difference in the analysis of sex, marital status, residence, duration of disease, and treatment modalities. The analysis of patients' subjective satisfaction with jobs showed that 6 (10%) patients were not satisfied before the disease process, and 13 (21.7%) patients were not satisfied after returning to work. Patients who returned to the same workplace were more satisfied [75 (29-95) vs. 64 (22-78) vs., p=0.03] than those who changed workplaces. Patients who had subjectively better/similar working conditions after returning to work were more satisfied than those who had worse [75 (38-95) vs. 58 (22-83), p=0.03]. Multivariate analysis revealed that high school/university education [OR=0.115 (0.022-0.601), p= 0.010] was independently associated with worse job satisfaction.&#x0D; &#x0D; Conclusion:&#x0D; It was determined that the cancer survivors experienced moderate levels of job satisfaction. Cancer survivors with various types of cancer have different individual physical and emotional characteristics that influence their decision to return to work.

Evaluation of competency and job satisfaction by positive human psychology among physical education teachers at the university level: A systematic review.

The study aimed to determine how a teacher's competency at the university level related to professional commitment and job satisfaction. This systematic review intends to determine physical education teachers' competency and job satisfaction. One of the main objectives of physical education programs is to increase various activities of the student, especially physical activities and participation in it. Students who participate in physical activities feel a variety of emotions, and these may enhance their mental and physical well-being. The study concerns the teachers' satisfaction in effectively influencing and teaching the students. Job satisfaction refers to teachers' feelings and positive attitudes toward their work. The five components of job satisfaction are pay, promotion, supervision, co-workers, and work itself. Job satisfaction is broken down into these five components. Work as a teacher is one of the most important components of a teacher's or teacher's success at work and one of the key criteria for the school's achievement. Electronic libraries were explored, including Google Scholar, PubMed, Embase, Bing Academic, and Cochrane. Appropriate keywords were used for searching the literature. By applying certain inclusion and exclusion criteria, the final studies were selected for evaluation. The study's findings showed that physical education instructors had high levels of teaching competence and moderate levels of job satisfaction. The findings demonstrated that job satisfaction and competency rise when degree levels rise, and relatedness, skill, and autonomy self-motivation ensue. Students' motivation for physical education was greatly influenced by the teachers' support, motivation, and mastery climate. The self-determination theory positively enhances physical education from the teacher's perspective on PE, increasing instruction effectiveness.

Impact of collaboration behavior among staff nurses on their quality of work life and job satisfaction

Background Nursing collaboration is a key component of promoting a good work environment in a health-care organization, as it helps to support acceptable workloads and levels of complexity, which leads to improved nurses’ quality of life and job satisfaction. Aim To assess the impact of collaboration behavior among staff nurses on their quality of work life and job satisfaction. Design A descriptive correlational study design was utilized. Setting The study was conducted in the medical critical care units at New Kasr El Aini Teaching Hospital. Subject A convenience sample of staff nurses (n=90) who are working in the previous mentioned setting. Tools Three questionnaires were used for this study: nurse collaboration behavior scale (20 items), quality of work life (38 items), and job satisfaction questionnaire (28 items). Results Results of the present study regarding collaboration behavior items revealed that around two-thirds (64.4%) of the participants agreed on listening to each other’s opinions and suggestions item, while 34.4% of them disagreed about no qualms in sharing their ideas with one another item. Also, participants were highly perceived for all-quality work life dimensions (mean%=72.1%) and most of the study participants had a moderate level of job satisfaction (78.9%). However, this study showed that there was a statistically significant positive correlation between nurse collaboration behavior and quality of work life, but no correlation was found between nurse collaboration behavior and job satisfaction (P=0.000). Conclusion The current study concluded that the majority of participants agreed about most of collaboration behavior items, participants were highly perceived for all-quality work life dimensions, and most of them had a moderate level of job satisfaction. However, there was statistically significant positive correlation between collaboration behavior and quality of work life, but no statistically significant correlation between collaboration behavior and job satisfaction as well as there was a positive statistically significant correlation between quality of work life and job satisfaction. Recommendations Nurse managers should display collaboration behaviors to construct an engaging climate, collaborative relationship with nurses and health team to preserve quality of patients’ care, and hospital administration must regularly monitor nurse job satisfaction and resolve points of dissatisfaction to encourage staff affiliation with the organization and to improve quality of work life.

Job satisfaction and organizational commitment among nurses working on temporary versus permanent jobs at a tertiary care teaching hospital, Uttarakhand, India

Objective: The objective of this study was to assess and compare job satisfaction and organizational commitment among nurses working on temporary versus permanent basis at a tertiary care teaching hospital, Uttarakhand, India.Materials and Methods: A total of 250 nurses (125 temporary and 125 permanent) were selected using stratified disproportionate random sampling techniques from a tertiary care teaching hospital. Sociodemographic datasheet, Job Satisfaction Survey scale, and Organizational Commitment scale were used to collect data.Results: The study results revealed that the job satisfaction score was significantly higher in permanent nurses (139.1 ± 15.4) than in temporary nurses (131.3 ± 12.2) (P < 0.001). However, temporary nurses (85.2 ± 14.4) were more committed toward organization than permanent nurses (80.0 ± 16.0) (P < 0.001). There was a significant association between nurses' job satisfaction and their gross salary (P < 0.001) and their organizational commitment with the selected profession by own will (P < 0.001).Conclusion: The present study concluded that majority of temporary and permanent nurses reported a moderate level of job satisfaction and organizational commitment. This study suggests enhancing employee satisfaction can improve organizational commitment. As well, this study's findings can serve as a valuable foundation for designing policies to enhance organizational commitment in the future.

Determining job satisfaction and job stress levels of nurses during the novel coronavirus (COVID-19) pandemic: A cross-sectional survey

This study aims to determine the job satisfaction and job stress experienced by nurses during the COVID-19 pandemic. This descriptive study was conducted with 129 nurses working in a pandemic hospital in a province in eastern Turkey. This study was carried out between June 2021 and January 2022, after obtaining ethical committee approval. "Nurse Information Form", "Minnesota Satisfaction Questionnaire (MSQ)", and "Perceived Job Stress Scale (PJSS)" was used to collect the data. The data were collected by the researchers using the online data collection method. Besides descriptive statistics (mean, standard deviation, frequency), Mann-Whitney U Test, Kruskal Wallis-H Test, and Spearman’s Correlation Analysis were used in the data assessment, and significance was evaluated at the level of p &lt;0.05. It was found that the mean scores of the nurses were 3.07±0.82 for overall MSQ, 2.17±0.35 for the subscale of Intrinsic Satisfaction and 2.10±0.46 for the subscale of Extrinsic Satisfaction. They obtained a total mean score of 3.27±0.82 from the Perceived Job Stress Scale. A significant negative correlation was found between job satisfaction and job stress experienced by the nurses during the COVID-19 pandemic. It was found that during the pandemic, the nurses had a high level of job stress and a moderate level of job satisfaction. As their job stress increased, their job satisfaction decreased. In line with these results, attention should be paid to the mental status of nurses, and job stress management training should be given to obtain job satisfaction and reduce job stress.

The association between the practice environment and selected nurse educator outcomes in public nursing education institutions: A cross-sectional study

AimThe purpose of this study is to describe the association between the practice environment and nurse educator outcomes (burnout, engagement, incivility, job satisfaction and intention to leave) in public nursing education institutions in the Gauteng province of South Africa. BackgroundThe practice environment holds the most promise for recruiting and retaining a qualified and engaged nurse workforce; however, the association between the practice environment and nurse educator outcomes has been relatively unexplored. DesignCross-sectional design. MethodsThe Gauteng province was purposively selected, as it has the highest number of public nursing education institutions in South Africa. All-inclusive sampling was applied to public nursing educations institutions in Gauteng province (N = 6) and then to Heads of Department (N = 30; n = 17) and nurse educators (senior lecturers [N = 162; n = 45] and lecturers [N = 257; n = 80]). Data were collected during March to November 2018. The data were collected using the Practice Environment Scale of the Nursing Work Index; Maslach Burnout Inventory - Educators Survey; Utrecht Work Engagement Scale (UWES); Incivility in Nursing Education-Revised (INE-R); job satisfaction and Propensity to Leave Scale. ResultsThe results show that nurse educators are an aging population, with limited numbers having master’s and doctoral qualifications. The most job dissatisfaction is regarding wages (M=2.0; SD 1.07); appreciation, recognition and rewards for good work (M=2.1; SD 1.01); and opportunities for advancement (M=2.2; SD 1.01). The nurse educators do not experience their public nursing education institutions as having a positive practice environment. Nurse educators experienced high levels of work engagement, moderate levels of burnout and low levels of incivility, that were highly correlated with the subscale of foundations of quality outcomes. They experienced moderate levels of job satisfaction but did not intend to leave their places of employment, which was highly correlated with the subscale of manager’s ability, leadership and support. ConclusionsA positive practice environment improves nurse educator outcomes. The subscale of foundations of quality outcomes and manager’s ability, leadership and support had the most impact on nurse educator outcomes, thus quality teaching practices should be cultivated and recognised; and managers must have the necessary skill and knowledge to lead effectively, while also including nurse educators in decisions that impact them and involving them in the affairs of the nursing education institution. There is a shortage of qualified nurse educators globally and in South Africa and urgent attention must be given to factors that influence the recruitment and retention of nurse educators. Twitter abstractThe practice environment holds the most promise for recruiting and retaining a qualified and engaged nurse educator workforce, especially regarding foundations of quality outcomes and manager’s ability, leadership and support.