Nurses Job Research Articles

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.

Nursing Workload Influence on Nurses Job Injury and Patient Complication

Nursing Workload Influence on Nurses Job Injury and Patient Complication

Evaluation of Nurses' Competency, Motivation, and Stress Levels in Disaster Management.

This study was conducted to determine the relationships between nurses' competency, motivation, and stress levels in disaster management, as well as to shed light on the establishment of effective disaster management programs. In our research we used a correlational, descriptive, cross-sectional design. The sample of the study was composed of 498 nurses working in Turkey. The "Descriptive and Professional Characteristics and Disaster Experiences of Nurses" form, the "Competencies for Disaster Nursing Management Questionnaire," the "Perceived Stress Scale," and the "Nurses Job Motivation Scale" were used in data collection. Nurses' disaster management competency and motivation levels were found to be adequate, and their stress levels were found to be moderate. A weak positive correlation was found between disaster management competency and motivation, but a weak negative correlation was found between stress levels. Age, education level, experience level, training in disaster nursing, and knowledge of duties and responsibilities in disasters were associated with significant differences in terms of disaster competency and its dimensions, motivation, and stress levels. The study found that nurses' disaster experiences impacted their competency, feeling of preparedness, and stress and motivation levels, and motivation was found to be a predictor of increasing competency.

Relationship between nurses' perceptions of distance in-service training activities and job motivations

Background: The use of innovative technologies in continuing education activities in nursing is important in terms of increasing the quality of care. Aim: This study aimed to determine the relationship between nurses’ perceptions of distance in-service training and job motivations. Study Design: This study was designed as descriptive and correlational. Methods:. This study population consisted of nurses working in rooted education-research and state hospitals that continue distance in-service training activities. The study were conducted an 703 nurses between October 2020 and January 2021. Data were collected with the “Information Form”, the “Distance In-Service Training Perception Scale” and the “Nurse Job Motivation Scale”. Findings: The nurses’ total mean scale scores were 3.21±.97 for the “Distance In-Service Training Perception Scale” and 59.98±10.01 for the “Nurse Job Motivation Scale”. This showed that the nurses’ perception towards distance in-service training and job motivations were positively above the average. Nurses’ perception towards distance in-service training and job motivations were affected by gender, marital status, education level, type of institution, work years, type of employment, way of working, unit and choosing the profession and unit willingly. The nurses’ perception towards distance in-service training weren’t affected by distance or face-to-face education methods. It was determined that there was a weak positive relationship and a statistically highly significant relationship between the nurses’ perception towards distance in-service training activities and job motivations. Conclusion: It is thought that the use of innovative teaching methods and materials in continuing training activities will contribute to the continuity of professional development and to increase job motivations.

Nurses Job Satisfaction, Patients Satisfaction, and Quality of Care in Nnamdi Azikiwe Teaching Hospital Nnewi, Anambra State, Nigeria

Nurses are the largest workforce in healthcare facilities, providing 50% - 80% of healthcare services. They play important role in providing quality care to patients, which is important in healthcare. This study determined job satisfaction, patient satisfaction and quality of care of nurses in Nnamdi Azikiwe University Teaching Hospital Nnewi, Anambra State. A descriptive cross-sectional survey was used. A self-administered questionnaire was used to obtain information from 208 nurses, 138 patients and 36 head nurses using simple randomization technique. A pilot testing was carried out with a reliability index of 0.81. Data analysis was performed using Statistical Software for Social Sciences (SPSS) database version 25. Chi square was used to test the significance hypotheses of p < 0.05.The majority of nurses 82 (39.42%) were between ages 41-50 while most of them, 48 (23.08%) had between 11-15 years of experience. Most of the recruited patients (43.48%) were between the ages of 31-46 years and most respondents were female (52.17%). The results also show that the majority of nurses (55.3%) were dissatisfied with their jobs. 84.8% of the patients were satisfied with the quality of nursing care. According to head nurses reports, nurses provided quality care to patients. Communication and team building, training, leadership and management, salary, work itself, work environment, interpersonal relationship were significantly positively associated with overall job satisfaction. Job satisfaction of nurses in this research area was slightly low. On the other hand, patients are quite satisfied with the level of care. Despite nurses’ job satisfaction, they still provide quality care to patients. It recommended that hospital management and government should consider all components of job satisfaction.

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

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

Nurses Job Crafting: Correlation Between Organizational Identification and Workplace Attachment Among Nurses.

The aim of this study was to investigate the relationship between nurses' job crafting, organizational identification, and work attachment. Job crafting is a proactive activity in which nurses adapt the physical, cognitive, or social aspects of their jobs to make them more meaningful. Nurses are considered fundamental healthcare stakeholders who are able to transform initiatives implemented by the healthcare organization into valuable work outcomes. Nurses' perceptions of their jobs shape the community's opinion toward an organization. This is a descriptive correlational study. Two hundred seventy nurses were recruited from 1 governmental hospital in Egypt. Respondents completed the self-administered, printed questionnaires. Measures included job crafting, organizational identification, and work attachment questionnaires. Findings were investigated via descriptive and inferential statistics. Over half of the nurses reported a moderate level of job crafting, whereas none of the nurses reported a high level of organizational identification. More than half of the nurses reported low levels of work attachment. Job crafting is significantly related to nurses' organizational identification and work attachment.

The Factors of Job Satisfaction Among Nurses

Introduction: Hospital as health service center must really pay attention to the importance of health services to patients that rely on human resources. Job satisfaction among nurses is one of the factors that contribute to maintaining the quality of health services. As health workers who are directly involved in providing care to patients, nurses have a very strategic role in meeting patient needs and creating a safe, comfortable, and effective care environment.
 Methods: Research uses an analytical survey design with a cross sectional approach. The population was all 559 nurses. The number of samples was 233, using the proportional sampling method. Data collection using questionnaires, has been tested for validity and reliability test with r value above 0.361. Analysis techniques using chi-square and binary logistic regression analysis.
 Results: Perception of the nursing manager leadership variable shows an average value of 2.31, which means that the nursing manager leadership is good category. Based on the Chi-Square results, it is known that nursing manager leadership, social support, work family conflict, have a significant relationship with nurse job satisfaction with a p value ≤0.05. Meanwhile, the gender variable does not have a significant relationship with nurses job satisfaction with p value> 0.05 Multivariate analysis with ordinal regression test shows that social support with a p value = 0.00 <0.25 and Wald (OR) value of 15.856 is the largest.
 Conclution: There is a significant relationship between leadership and job satisfaction of nurses and there is also a significant relationship between social support and job satisfaction of nurses.
 Keywords: Job Satisfaction, Manager, Leadership, Social Support, Nurses

Commitment and Job Satisfaction with Nurse Job Performance

Background: Providing quality nursing services cannot be separated from human resources, which produce good performance and achievements so that they can provide excellent service. Purpose: Knowing the commitment and job satisfaction to nurses' job performance. Methods: Analytical descriptive research design with a cross-sectional approach. Sampling is total sampling. Univariate, and bivariate, uji chi square. Results: The distribution of respondents based on work commitment factors showed that almost all implementing nurses had good commitments, 90.9%. The job satisfaction factor shows that the implementing nurse with good job satisfaction is 59 1%. The chi-square test shows nurses' commitment with a p-value = 0.04 and nurse satisfaction p-value = 1.000, with a value of ? = 0.05. Conclusion: It can be concluded that a da relationship between commitment and the work performance of the implementing nurse, and there is no relationship between job satisfaction and the work performance of the implementing nurse. The hospital's recommendation is to maintain existing commitments by keeping nurses engaged by provoking nurses to participate in making decisions so that nurses feel like a whole part of the hospital.

Nurse Job Satisfaction in King Khalid General Hospital in Hafer Al Batin

This study aimed to detect aspects associated with ex-pat nurse job satisfaction in King Khalid General Hospital in Hafer AL Batin City in the Kingdom of Saudi Arabia A descriptive cross-sectional method for utilized to evaluate the relationship between the Job satisfaction variables among ex-pat nurses in King Khalid General Hospital. 53 nurses participants in this survey. The majority of respondents were male and they paid fairly for their work the supervisor as competent has the highest number of respondents more than half feel they get an adequate level of recognition when they do a good job the positive team dynamic has the highest number of participants and that can significantly improve job satisfaction.

The Relationship Between Caring Leadership and Nurse Job Satisfaction at dr. R. Goeteng Taroenadibrata Purbalingga Hospital

Nurses as health workers who play an important role in determining the quality of service in hospitals must be managed properly, one of which is by providing job satisfaction. The style or behavior of the leader greatly affects his subordinates. The leader's caring behavior toward subordinates or employees is called caring leadership. The purpose of this study was to determine the relationship between caring leadership and nurse job satisfaction at RSUD dr. R. Goeteng Taroenadibrata Purbalingga. The research method used is descriptive correlation using a cross-sectional design. The sampling technique uses purposive sampling with a total sample of 96 nurses. Research instruments. using the Caring Factor. Survey-Caring of Manager (CFS-CM) is a caring leadership questionnaire and Minnesota Satisfaction Questionnaire (MSQ) is a job satisfaction questionnaire. The analysis used Kendall's Tau-b (Ʈ) correlation test. The results obtained caring leadership in the medium category were 64 respondents (66.7%) and nurse job satisfaction in the medium category was 52 respondents (54.2%). The results of statistical tests using Kendall's Tau-b (Ʈ) obtained a calculated p-value of 0.0396 (p < 0.05). The conclusion is that there is a meaningful relationship between caring leadership and nurse job satisfaction at RSUD dr. R. Goeteng Taroenadibrata Purbalingga. It is recommended that nurses maintain and improve their ability to provide nursing care to patients so that job satisfaction can be met. Nurses are also expected to be active in providing input to management on the criteria for a good head of space so that nurses' job satisfaction increases.

Determinant Factors of Nurse Job Satisfaction in Hospital Ward

An unmanaged nurse performance satisfaction could reduce productivity, motivation, organisational commitment, and performance, increasing absenteeism and work turnover. Nurse performance satisfaction could be affected by needs, aspirations, allowance, behaviour, income, leadership style, job, workload, work environment, facility, leadership, promotion, work partner, supervisor, productivity, work efficacy, policy, and work condition. This study aims to determine the factors related to Inpatient Ward Nurse Performance Satisfaction at KRMT Wongsonegoro Hospital. It is an associative quantitative study using a cross-sectional approach. The research subject was an hospital ward nurse with criteria such as practitioner nurse with a diploma, bachelor's, or professional degree with a minimum of a year of working experience. One hundred forty-eight respondents were chosen using proportionate simple random sampling. The research focuses on measuring determinant factors that affect nurses' performance satisfaction using analysis of multiple linear regression tests with a backward method. The research finding shows the determinant variable of nurse performance satisfaction are nurse perception toward the leadership of the chief nurse (X1), nurse perception toward work (X2), and nurse perception toward workload (X3). The variables show significant positive relationships that simultaneously affect nurse performance satisfaction (Y) at 83.3%. The dominant variable that affects nurse performance satisfaction (Y) is nurse perception toward work (X2). It is because the knowledge owned by nurse make them happy and positively impact their responsibility. The unity between knowledge, feeling, and responsibility signifies accomplished nurse work satisfaction.

How Nurse Job Satisfaction is Affected by Compensation, Work Motivation, and Work Environment

The main goal of this study is to find out how salary, work motivation, and the work surroundings affect how happy nurses are with their jobs in the inpatient ward of Jayapura Hospital. Questionnaires and interviews with 186 nurses at Jayapura Hospital were used to collect raw data for this study. The story says that the hospital has 350 nurses in total. The people who did this work used the statistical programme SPSS version 23 to do quantitative analyses, such as multiple linear regression analysis and coefficient of determination analysis. We found that pay and work environment have a statistically significant and positive effect on nurse job happiness in the inpatient ward of Jayapura Hospital. This was shown by the T-test and F-test results. Despite this, it was found that work motivation does not have a statistically significant effect on job happiness in this group of nurses. Within the walls of Jayapura Hospital, study has shown that pay, work motivation, and the work environment all have a statistically significant and positive effect on how satisfied inpatient room nurses are with their jobs. After looking at the coefficient of determination, we can say that pay, work motivation, and the work environment all together account for 21.7% of the differences seen in nurse job happiness. Eighty-seven percent of the conflict is still being resolved because of outside factors that were not included in this study.

Remote telemonitoring is associated with improved patient safety and decreased workload of nurses

ObjectiveThere is significant interest in exploring new technologies to improve efficiency and work-life quality for nurses. We aimed to evaluate the impact of a remote video monitoring (RVM) solution that provides continuous in-hospital patient audio-video (AV) monitoring by technicians. MethodsThe RVM system that we developed, consisting of 2-way AV communication and a continuous O2 saturation monitoring device, has been deployed in all inpatient units within our hospital network, including 3 acute care hospitals and 2 rehabilitation facilities. Data were collected before and after implementation on safety measures including fall rates and adverse events, along with device utilization and number of escalation events requiring nursing intervention. Nurse job satisfaction was assessed with surveys. ResultsData were collected from April 2020 to May 2022. A total of 2087 patients were monitored at 5 hospital sites. The technicians identified 54,716 safety concerns that required them to intervene remotely and address with the patient. Of these, 46,289 required escalation of nursing staff, who were called to the bedside through the RVM alerting technology. Importantly, 8427 safety concerns were managed solely by the technicians without the need for nursing intervention, resulting in 8427 avoided nursing visits to the bedside. The surveyed nurses reported that the RVM technology provided reassurance that additional support was available to assist them in managing their patients. Patients and their families also expressed high degree of satisfaction. Since implementation, the rates of falls and other adverse events have been reduced, with the greatest impact in patients on high-flow oxygen. Code blue and mortality rates decreased from 7% to 1%. ConclusionsThe use of RVM has proven to be a successful innovation at our hospital and has led to improved patient safety. RVM was able to reduce 8427 individual nurse visits to the bedside, allowing nurses to manage the care of patients more effectively while improving both patient and staff satisfaction.

Nurses' Fear of COVID-19 and Job Motivation Levels: A Cross-Sectional Study

Objective: This study determined nurses' fear of COVID-19 and job motivation levels. 
 Materials and Methods: The study was conducted cross-sectionally with 147 nurses working in a public hospital between April 1 and April 30, 2022. Data were collected using the Personal Information Form, COVID-19 Fear Scale, and Nurse Job Motivation Scale. Data were evaluated using number, percentage, mean, and nonparametric tests. 
 Results: The mean age of the nurses was 29.95±6.12 years (min=22, max=51); 89.1% were female, 59.2% were married, and 68.7% were undergraduate graduates. The total score on the COVID-19 Fear Scale was 15.85±5.73 (min=7, max=35), and the total score on the Nurse Job Motivation Scale was 60.70±8.66 (min=37, max=75). There was a significant difference between the total scores of the Nurse Job Motivation Scale and educational status, willingly choosing the unit where the nurses work, being satisfied with the unit where they job, and finding the nursing profession suitable for themselves (p

Pengaruh Work-Life Balance, Burnout, Dan Kompetensi Terhadap Kepuasan Kerja Pekerja Kesehatan

Background & Aims: This study seeks to investigate and analyze the relationship between Work-Life Balance, Burnout, and Competence and Nurse Job Satisfaction at Rumah Sakit Umum Soedarso. The reason this research conducted were because many health worker were burnout and resigning from their works. Regional Public Hospital
 Method: questionnaire designed by the author, 338 health workers were surveyed to collect data. Using a probability-based sampling technique, 80 nurses were selected as samples, and the data were analyzed using Multiple Linear Regression Analysis
 Results: Work-Life Balance is positively correlated with job satisfaction (P 0.05), whereas Burnout is negatively correlated with job satisfaction (P 0.05), and Competence is positively correlated with job satisfaction (P 0.01). Work Life Balance has a positive and significant effect on Nurse Job Satisfaction at Rumah Sakit Umum Soedarso Pontianak; Burnout has a negative and significant effect; and Competence has a positive and significant effect on Nurse Job Satisfaction at Rumah Sakit Umum Soedarso Pontianak
 Conclusion: The conclusion that can be drawn is that hospitals must pay attention to early indications of fatigue so that they can prevent the resignation of health workers and in order to increase productivity by providing facilities that can improve work balance.

Jenis Intervensi dalam Meningkatkan Kepuasan Kerja Perawat

This study aims to determine the types of interventions that can increase the job satisfaction of nurses in hospitals through an article review approach. The research method used is scoping review through databases namely Pubmed, ScienceDirect, Scopus, SpringerLink, and Garuda Portal. The results of the study show that 15 interventions articles that can increase nurse job satisfaction include organizational culture, organizational commitment, implementation of nurse welfare programs, work professionalism, clinical supervision, implementation of sharia behavior in nursing services, scheduling management, leadership, democratic leadership, transformational leadership, style transformational leadership, organizational climate, application of the team method, application of the professional nursing practice model (MPKP), leadership style, and structural empowerment. In conclusion, this type of intervention is proven to increase the nurses job satisfaction.
 
 Keywords: Intervention, Job Satisfaction, Nurse

Hubungan Gaya Kepemimpinan Kepala Ruangan Terhadap Kepuasan Kerja Perawat Di Ruang Rawat Inap Akasia Dan Cendana Rumah Sakit Dr. Bratanata Kota Jambi

One of the causes of nurse job satisfaction is influenced by leadership style factors. Nurses who are satisfied with their jobs tend to provide better and more effective care to patients. This has a positive impact on patient satisfaction and trust in the hospital. Quantitative research with the type of associative analysis research using Cross Sectional. Sampling using the Total Sampling approach totaling 36 nurses in the acacia and sandalwood rooms. Data analysis using the chi square test. 1)The optimal autocratic leadership style is 38.9%; 2)optimal democratic 72.2%; 3) optimal free control of 33.3%; 4) Nurse job satisfaction has a satisfied category of 58.3%; 5) There is a significant relationship between the autocratic leadership style and the job satisfaction of nurses with a p-value = 0.000; 6) democratic leadership style with a p-value = 0.000; 7) free control leadership style with a p-value = 0.040. There is a significant relationship between autocratic, democratic, and free control leadership styles on the job satisfaction of nurses at Dr. Hospital. Jambi City Bratanata. It is recommended for the head of the room to have clear and continuous communication with the nurse in order to build a strong relationship between the leader and the nurse. Give nurses the opportunity to make decisions and take responsibility for their work.

Effectiveness of Meaning-Centered Coaching on the Job of Oncology Nurses on Spiritual Care Competences: A Participatory Action Research Approach.

Nurses' competences in providing spiritual care can increase quality of care for and quality of life of patients with cancer and job satisfaction but are often suboptimal. Training to improve this mostly takes place off-site, although implementation in daily care practice is key. The aims of this study were to implement a meaning-centered coaching on the job intervention and to measure its effects on oncology nurses' spiritual care competences and job satisfaction, and factors influencing this. A participatory action research approach was adopted. Mixed methods were used to assess intervention effects in which nurses of an oncology ward in a Dutch academic hospital participated. Spiritual care competences and job satisfaction were quantitatively measured and complemented with content analysis of qualitative data. Thirty nurses participated. A significant increase in spiritual care competences was found, particularly regarding communication, personal support, and professionalization. More self-reported awareness of personal experiences in caring for patients, and an increase in mutual communication and involvement around meaning-centered care provision as a team were found. Mediating factors were related to nurses' attitudes, support structures, and professional relations. No significant impact was found on job satisfaction. Meaning-centered coaching on the job increased oncology nurses' spiritual care competences. Nurses developed a more exploratory attitude in their communication with patients-instead of acting based on their own assumptions about what is of meaning. Attention to and improving spiritual care competences should be integrated into existing work structures, and terminology used should match existing understandings and sentiments.

The Impact of Nurses Job Stress Level on Patients Care in Tertiary Care Hospital

Nursing is dynamic in nature and nurses are often in high level of job stress because of hard job, work load and burden of responsibilities. These stressors can have negative effect on patient care. The focus of study was to evaluate the correlation of nurses’ job stress and quality of care delivered to patients. Objective: To assess the nurses job stress level and the association of job stress and patient care at tertiary care hospital. Methods: The descriptive cross-sectional study was conducted with 144 participants working in tertiary care hospital. The nurses were selected via convenient sampling technique. The duration of study was 6 months. The data were collected by demographic characteristics, Caring Dimension Inventory (CDI-25) and NIOSH Generic Job Stress Questionnaire. Results: The results of this study showed that numbers of females were more 126 (87.5%) and majority of participants in age limit of 21-30 were 92 (63.9%). Most of the participants were bachelor degree holder 137 (95.1) and official job holders were 127 (88.2) at that institute. Large numbers of participants were bed side nurses 124 (86.1%). Most of the nurses felt moderate level of job stress (76.4%) and provide poor patient care (43.1%). The p-value of 0.001 was indication of the conclusion that there were association between nurses’ job stress and patient care delivered to patient. Conclusions: There was significant relation between the job stress and patient care. The job stress had negative effect on patient care delivered to patient by nurses. It also reduced the nurses’ performance which maybe factor of poor patients’ outcome