Nurses Job Research Articles

Antecedents of Nurse Job Satisfaction at Dr.Midiyato Suratani Tanjungpinang Navy Hospital

Antecedents of Nurse Job Satisfaction at Dr.Midiyato Suratani Tanjungpinang Navy Hospital

Impact of Nurse Roster Management on Nurses’ Job Satisfaction in a Tertiary Care Hospital Lahore, Pakistan

Roster management is seen to be an essential component of Health care settings. Rostering for hospital staff in general and nurses in particular is challenging because of variety of issues and demands in many shifts and days. Job satisfaction of nurses is an indicator of the services provided in a specific healthcare facility. Roster management and job satisfaction are very much dependent on each other although roster management is a complex task. Objectives: The study objective was to identify the impact of nurse roster management on nurses’ job satisfaction in a Tertiary Care Hospital Lahore, Pakistan. Methods: A cross-sectional study was conducted at The University of Lahore teaching Hospital, Lahore Pakistan. A non-probability convenient sampling technique was used with a sample size of 133 nurses working in the hospital were included. In this study, Mines Job Satisfaction Scale (MJSS) was used for nurses’ job satisfaction level and implementation of nurse roster management questionnaire was used for data collection. The following methods were used to analyze the data: double linear regression, one-way analysis of variance (ANOVA), Pearson correlation, and independent t test. Results: The findings showed that there was a significant association between the nurse roster management with all management functions on nurses job satisfaction level (p=.0002-.012). The two functions of management which affect the nurse job satisfaction level was organizing and controlling. Conclusions: Researchers determined that the roster management of nurses statistically correlated with the job satisfaction level of nurses. Nursing supervisors should have the competence to improve the job satisfaction level of nurses by optimizing the roster management especially on organizing and controlling aspect. Keywords: Nurses; Roaster management; Job Satisfaction; Health Care Settings; Nursing Supervisors; Turnover; Absenteeism

The Influence of Gender Equity in Nursing Education Programs on Nurse Job Satisfaction.

(1) Background: One of the strategies to overcome the shortage of nurses is to minimize gender inequity in nursing culture, starting from the undergraduate education program. Although the number of men entering the nursing profession has increased over the years, the portion of male nurses remains low, particularly in Asian countries. Only a few studies have been conducted to identify gender inequity in nursing, and most of these studies used qualitative study design. Therefore, it is necessary to quantitatively identify gender equity in nursing education and the influence it has on nurse job satisfaction. (2) Methods: A total of 165 male nurses participated in this study. Validated questionnaires were used to assess gender equity in nursing education programs, nurse job satisfaction, nurse job esteem, and nursing professional pride. (3) Results: The mean score of gender equity in nursing programs was 62.6, showing a positive correlation with nurse job satisfaction, nurse job esteem, and nursing professional pride. Gender equity positively predicted nurse job esteem. (4) Conclusions: The gender equity in nursing education programs has positive predictive effects on the factors that influence male nurse job satisfaction. In order to increase nurse job retention, educators should incorporate strategies to minimize gender inequity.

The Correlation between Compensation and Career Development with Job Satisfaction of Inpatient Nurses: A Study in a Hospital in Jakarta

Working in a workplace or organization for a short or long time can lead to job satisfaction which will directly or indirectly have a good impact on work. Nurse job satisfaction is very important for the realization of high loyalty to work and the organization in carrying out daily tasks in hospitals or other health services. Various factors can increase job satisfaction in various fields of work including the field of nursing. These factors include compensation and career development. The type of research conducted was a correlational research method with a cross sectional approach. This correlation test was carried out between compensation and career development and job satisfaction of nurses at X Hospital. Correlation test with linear regression test from the results of questionnaire answers from 25 nurses who were research respondents . The results showed that there was a positive correlation between the two dependent variables (compensation and career development) with job satisfaction with a value of p = 0.000 and the partial analysis obtained a value of p = 0.000 for compensation and p = 0.027 for career development. Based on the above results of the two factors, compensation is a factor that has a stronger influence on nurse job satisfaction when compared to career development factors. For this reason, it is expected that hospital leaders can develop a good compensation system in their management.

How Much is Too Much! The Prevalence of Post-traumatic Stress Disorder Symptoms in Critical Care Nurses of Tertiary Care Hospitals in South India: A Multicenter Cross-sectional Cohort Study.

Nurses working in the intensive care unit (ICU) are constantly bombarded with stressful events and traumatic situations that may have deleterious effects on their health. The implications and the outcomes of exposure to these constant stressors by this workforce, on their mental health, are largely unknown. To determine and measure if critical care nurses are having more work-related mental disturbances compared to their counterparts who are working in less stressful environments such as wards. We collected data from three large tertiary care hospitals in south India spanning over two states (n = 383 and 220 respectively) using various validated tools. In both cohorts of nurses, we determined the prevalence of symptoms of post-traumatic stress disorder (PTSD), depression, and anxiety using various validated tools such as PTSS-10 and hospital anxiety and depression scale (HADS). About 29% (CI 95%,18-37) of the ICU nurses were found to have symptoms PTSD, in comparison to 15% (95% CI,10-21) of the ward nurses (p = 0.04). The stress levels apart from the workplace reported by both groups were statistically similar. In the sub-domains of depression and anxiety, both groups faired equal probabilities. From this multicenter study, we have found that the staff nurses working in critical care areas of the hospital suffering from PTSD to a greater extent compared to their counterparts working in calmer ward conditions. This study will shower vital information to hospital administration and nursing leadership in improving the workplace mental health and satisfaction at jobs of ICU nurses working in tedious working conditions. Mathew C, Mathew C. The Prevalence of Post-traumatic Stress Disorder Symptoms in Critical Care Nurses of Tertiary Care Hospitals in South India: A Multicenter Cross-Sectional Cohort Study. Indian J Crit Care Med 2023;27(5):330-334.

Post operative pain assessment and pain management among patients undergoing cranioplasty

Pain assessment and pain management is the most crucial job of critical care nurses. Pain assessment and its management in patients undergoing cranioplasty, especially those with communication barriers, continue to present challenges to nurses in the critical care areas. The present study was undertaken to assess the level of post-operative pain suffered by patients after cranioplasty, to identify the activities that increases/relieve pain and to find out association between pain score of patients and selected variables. This study has used the following tools, a self-prepared validated questionnaire and Wong Bakers Faces pain scale. As per the findings, the post-operative pain was mild to moderate and decreased from first to third postoperative day. Patients Pain relief was adequate with the combination therapy of pain medications like non-narcotic analgesics and non-steroidal anti-inflammatory drugs. The study revealed that there was no significant difference between the pain perception and age or gender of the patient. It is found that the activities that increased pain were surgical dressing removal and patient’s position changing. Critical care nursing staff should focus on assessing and managing post-operative pain to improve quality of nursing care in order to improve the comfort of cranioplasty patients.

Occupational stress and associated factors among nurses working at public hospitals of Addis Ababa, Ethiopia, 2022; A hospital based cross-sectional study.

By its very nature, the nursing profession involves a lot of stress. Working in this field includes interacting with individuals who are already under a great deal of stress. Workplace stress affects the quality of services provided and also causes staff burnout, departure, and absenteeism. This study is to determine occupational stress and associated factors among nurses working at public hospitals, Addis Ababa, Ethiopia, 2022. An institutional based cross sectional study was conducted among 422 nurses working at public hospitals from March 1 to April 1/2022. Simple random sampling technique was used to select public hospitals. The calculated sample size was allocated proportionally to each hospital based on the number of nurses. Finally, systematic sampling method was used to approach the study participants. The data was collected by using a self-administered structured questionnaire (Expanded Nursing Stress Scale). The collected data was entered by Epi-data version 3.1 and analyzed by SPSS version 23. Descriptive analysis such as frequency distribution and measure of central tendency and variability (mean and standard deviation) was computed to describe variables of the study. Binary logistic regression was used to assess associations between dependent and independent variables. The degree of associations was interpreted using odds ratio (OR) and 95% confidence interval (CI) and statically significance at value of p < 0.05. The result was presented using text, tables, and graphs. The study finding showed that 198 (47.8%) of nurses were occupationally stressful. Factors significantly associated with occupational stress among nurses were having children (no: AOR = 0.46, 95% CI: 0.22, 0.96) and work shift (rotating: AOR = 2.89, 95% CI: 1.87, 4.45). In this study, job stress affected over half of the nurses. The presence of children and respondents' work shifts were personal characteristics that were significantly linked to job stress. Therefore based on this result the government policy makers, different stakeholders and hospitals need to collaborate to reduce nurses job related stress.

Analysis Head Nurses' Leadership Styles to Staff Inpatient Nurses' Job Performance in Hospital

This research explores and focuses on the nursing profession, because there is still a lack of research in knowing the relationship between nurse leadership styles and nurse performance. Data collection by interviews, questionnaires and observations on inpatient nurses at Rotal Prima Hospital Medan. This study tries to examine the influence of the Job Performance Nurse dimension which is influenced by the dimensions of the Transactional Leadership Style and the Transformational Leadership Style of Head Nurses. This research is associative, with a quantitative method approach, using a descriptive correlational research design. The research was validated using SPSS-26 with data analysis techniques using multiple linear regression analysis. The results showed that the Transactional Leadership Style and Transformational Leadership Style had a positive and significant effect on Nurse Job Performance. The results of this study, we found that nurse leaders must have a good transformational leadership style so that leaders can help and encourage their subordinates in providing training and achieving their work goals properly. Nurse leaders are more likely to adopt a transformational leadership style. The results of this study also show that transactional leadership can affect nurse performance, although it is even better if the head nurse performs transformational leadership.

Implementasi Model Praktek Keperawatan Profesional (MPKP) terhadap Kepuasan Pelanggan dan Kepuasan Kerja Perawat

This study aims to analyze the implementation of the Professional Nursing Practice Model (MPKP) on customer satisfaction and job satisfaction of nurses at RSU Royal Prima Medan. The research method used in this study is a quantitative method with a cross-sectional approach. The results showed that if the implementation of MPKP at RSU Royal Prima Medan went well, then 186 nurses felt fasting with a percentage of 88.6%. No nurses were dissatisfied, and if MPKP implementation at RSU Royal Prima Medan went wrong well, 15 nurses were satisfied with a rate of 7.1%. Nine nurses were disappointed, with a percentage of 4.3%. The results of the chi-square test obtained a p-value of 0.000 &lt;0.05. In conclusion, there is a relationship between the implementation of the Professional Nursing Practice Model (MPKP) on the job satisfaction of nurses at RSU Royal Prima Medan.&#x0D; &#x0D; Keywords: Nurse Job Satisfaction, Patient Satisfaction, MPKP

Service Quality and Work Environment on Nurse Job Satisfaction: Work Engagement as Mediation

This study aims to determine the influence quality service and environment work to satisfaction nurse work with employment association variable intervening to the nurses at the hospital of dr. Reksodiwiryo Padang. The method used is Structural Equation Modeling (SEM) analysis using the partial least squares (PLS) program. By circulating the questionnaire as many as 60 respondents. The research results showed a positive and significant effect of service quality and work environment on nurse job satisfaction with work engagement as an intervening variable for nurses. Based on the analysis of the data, the results of the t test found thatt-table value of 2.518 P-Value value of 0.012 thus, there is a significant influence of service quality on job satisfaction through work engagement. t-table value 3.611 P-Value 0.00 thus, there is a significant effect of the work environment on job satisfaction through work engagement. this show that exists influence positive between quality service and environment work on satisfaction Work nurse with attachment Work as intervening variables in nurses at hospital dr. Reksodiwiryo Padang.

The relationship between Sleep Quality and Job Satisfaction of Nurses working in the pediatric surgery clinic during the COVID-19 pandemic

Background: It is important to determine the relationship between the quality of sleep, which is the basic requirement, and job satisfaction, which has an important place in the working life of nurses. The aim of this study is to examine the relationship between sleep quality and job satisfaction of nurses working in the pediatric surgery clinic during the COVID-19 pandemic. Material and Methods:This study is of descriptive type. The sample of the study consists of 94 pediatric surgery nurses who are members of the Association of Pediatric Surgery Nurses. Nurse Descriptive Information Form, Pittsburgh Sleep Quality Index (PSQI), Nurse Job Satisfaction Scale (NJSS) were used to collect the data. Descriptive statistics, Shapiro-Wilk, Kruskall Wallis, Mann-Whitney-U test and Pearson Correlation analysis were used in the evaluation of the data. Results: The mean age of the pediatric surgical nurses was 32.82±7.85 years. It was determined that the sleep index and job satisfaction of pediatric surgery nurses were low. There was a negative and moderate correlation between the scores the pediatric surgery nursing obtained from the Nurse Job Satisfaction Scale and the Pittsburgh Sleep Quality Index. It was determined that as the sleep quality of the pediatric surgery nurses decreased, the job satisfaction decreased. Conclusions:As a result of the study, the sleep quality of pediatric surgery nurses in the COVID-19 pandemic decreased their job satisfaction. It is thought that these results may play a key role in increasing the job satisfaction and regulating working conditions of pediatric surgery nurses working at the forefront of the COVID-19 pandemic.

Relationships of Job Satisfaction and Caring Behaviors among Nurses Working in Inpatient Wards in Indonesia

Nurse job satisfaction must be adequately managed to improve working performance, particularly in applying caring behavior in nursing services. Caring behavior is an essential and fundamental component of the nursing profession. It can affect the quality of health services by increasing patient satisfaction, patient recovery processes, and hospital revenue. This study aimed to determine the relationship between job satisfaction and caring behavior among hospital nurses in Banda Aceh. This cross-sectional study was conducted in a public hospital for two weeks in December 2022 and involved 173 nurses selected using the total sampling technique. The Caring Behavior Inventory-24 (CBI-24) questionnaire and the Job Satisfaction Survey (JSS) were used to collect data. The Chi-square test showed a relationship between job satisfaction and nurses’ caring behavior (p=0.001). It can be concluded that job satisfaction influences nurses’ caring behavior, which impacts improving health care quality.

Australian and New Zealand Nurses: Social and Emotional Attributes and Work Engagement

The COVID-19 pandemic presented significant job engagement challenges for the nursing workforce with increased pressures and workplace changes. Nursing staff shortages have increased nurse anxiety, burnout, fear, low morale and intentions to leave the profession. Nursing care is inherently stressful and at times complex, with stress often due to work inconsistencies, a lack of role clarity, workloads and time pressures. This study explores nurses job engagement, by looking specifically at nurses social-emotional attributes – Occupational Commitment, Self-efficacy Beliefs, Collective Efficacy Beliefs, Resilience, Adaptability and Emotional Labour. This protocol describes a mixed methods convergent parallel study, incorporating a survey questionnaire. The survey comprised of quantitative and qualitative questions, with data collected simultaneously, analysed separately, and integrated in the final analysis step. The survey design used validated social-emotional items, sorting and ranking questions and short answer responses. Analysis will involve individual and comparative analysis of the two participants groups, they are: Australian nurses ( n = 86) and New Zealand Nurses ( n = 275). Data collection was conducted during two different time periods – Australian pilot (2020-21) and in New Zealand (2022–2023). Recruitment involved the use of professional and personal nursing networks, newsletters and social media communications. Ethics approval was obtained through participating universities in both countries. Results will be disseminated through peer-reviewed publications, conferences, blogs, newsletters and reports to nursing networks. The study will provide valuable insights into nurses’ social-emotional attributes and the role they play in job engagement.

Transition Into Practice: Outcomes of a Nurse Residency Program

Background Nurse residency programs (NRPs) have been proposed to meet the educational needs of new graduate nurses and facilitate the transition into practice. Although most studies indicate the benefits of NRPs to assist nurses during transition into practice, only one study compared an NRP with a control group. This study examined whether nurses in an NRP transitioned into practice more successfully than nurses in a traditional orientation program. Method This study enrolled 106 newly employed graduate nurses into study arms by unit: a nurse residency intervention group or a control group of standard nursing orientation. Casey-Fink Readiness for Practice, Nurse Retention, and Nurse Job Satisfaction surveys measured group outcomes. Results Readiness for practice improved significantly for nurse residents, as did nurse retention perceptions, indicating that nurse residents were more likely to be retained at the organization. The 1- and 2-year nurse retention rates during the 3 years of the study showed marked improvement. Conclusion The NRP resulted in improved readiness for practice, improved nurse retention, and higher job satisfaction compared with standard orientation. [J Contin Educ Nurs. 2023;54(1):32-39.].

Nurse job task analysis: a profile of medical and surgical nursing activities.

ObjectiveWe aim to examine the activities undertaken by medical and surgical ward nurses at a major health service in Victoria, Australia, to inform nursing and midwifery strategic workforce planning.MethodsThis descriptive, exploratory study was conducted on 17 wards from three acute care hospitals in one of Victoria's largest health services. The Work Observation Method by Activity Timing tool was used to enable participants to document the time spent in each of 10 nursing activity domains.ResultsData from 70 respondents across all shifts showed nurses spent one-third of their time in direct care. Registered nurses spent a lower proportion of time than enrolled nurses in direct care and medications overall. Compared with enrolled nurses, registered nurses spent less time in direct care on morning shifts and documentation on afternoon shifts, and more time on ward-related activities on afternoon shifts.ConclusionsMedical and surgical enrolled nurses and registered nurses spent comparable proportions of time engaged in specific activities. Further research is required to understand the influences on the time devoted to direct care and how time spent in direct care intersects with other activities, and the relationship with patient outcomes and quality of care indicators.

Nurse's motivation and job satisfaction In providing nursing services during pandemic covid-19

Background: Nurse job satisfaction is an important component of a nurse's life because it will have an impact on patient safety, productivity, performance and service quality. Job satisfaction felt by nurses appears with the motivation. The development carried out can help novice nurses become experts. This is also a process of maintaining the quality and increasing the competence of nurses. Objective: To analyze the work motivation of nurses on job satisfaction in providing nursing services during the pandemic. Method: This descriptive correlational study was conducted using Cross Sectional approach involving 55 nurses. NonProbability Sampling and Purposive Sampling. This research instrument uses a questionnaire Application Needs A. Maslow - Nursalam. Data collection with frequency distribution analysis and SEM PLS 3.0 analysis. Results: The final analysis showed This study illustrates that prehospital nurses obtained a positive mean value of 0.414 end obtained a development value the mean has a positive value of 0.517. The results showed that there were 2 dimensions of nurse motivation that were significantly related to job satisfaction, namely the Recognition of Job Satisfaction (p 0.007) and the Development Dimension of Job Satisfaction (p 0.000), meaning (sig value) &lt; 0.05. Achievement (p 0.638), Nature of Work (p 0.621) and Responsibility (p 0.951) sig value &gt; 0.05. Conclusion: Focus on the development of education and knowledge, and make a planned schedule related to nurse development. the existence of full managerial support for nurses to be able to improve their performance so that nurses can achieve success in their careers. This can make nurses feel satisfied with the work they do&#x0D; Keywords: &#x0D; Motivation; Job Satisfaction; Nurse; Pandemic Covid-19

Nurses’ mental health status, work motivation levels and related factors during the pandemic period

Aim: This study is aimed to examine the mental health status, work motivation levels and related factors of nurses who care for COVID-19 patients during the pandemic period. Materials and Methods: This study was planned as a descriptive cross-sectional study. Data were collected at a university hospital between October 2021 and January 2022. Personal Information Form developed by the researchers based on the literature, General Health Questionnaire-28, and Nurse Job Motivation Scale were used to collect the data. Results: More than half of the nurses (56.1%) were in the risk group in terms of mental health. There is a negative significant relationship between the work motivation levels of nurses and their mental health status. In addition, it has been determined that the number of patients affecting the workload of nurses during the pandemic process is related to the mental states and motivations of the nurses. Conclusion: Strategies should be developed to increase nurses’ motivation and to improve their mental health in health institutions that care for COVID-19 cases.

Factors Related to Nurse Job Satisfaction at Aisyiyah Siti Fatimah Tulangan Hospital

The purpose of this study was to determine the factors associated with job satisfaction of nurses in the inpatient room of Aisyiyah Siti Fatimah Hospital. The research design used was cross sectional to determine the relationship between certain factors and nurse job satisfaction. After being analyzed with the chi square test using the SPSS-15 program, the results obtained were compensation related to the job satisfaction of nurses in the inpatient room of Aisyiyah Siti Fatimah Tulangan Hospital with a p value = 0.001, conditions and work groups related to job satisfaction of nurses in the work room. inpatient care at Aisyiyah Siti Fatimah Reinforcement Hospital with a p value = 0.002, and Supervisor is related to nurse job satisfaction in the inpatient room of Aisyiyah Siti Fatimah Reinforcement Hospital with a p = 0.002. hospitals need to pay attention to policies that accommodate all parties in the context of providing compensation, pay attention to conditions and work groups, and the leadership of the head of the room needs to be maintained and improved so that nurse job satisfaction in the hospital increases.

Job satisfaction among primary health care nurses

This study aimed to analyze the job satisfaction of nurses in primary health care facilities. This study employed a quantitative descriptive design. The research used a cross-sectional approach. This study involved 226 nurses who worked in 15 inpatients primary health care. The sampling technique uses a proportionate simple random sampling technique. Nurse job satisfaction instruments assessed context factors and content factors. Nurse job satisfaction on context factor was in a good category by a big responsibility for nurse's work (55.2%), progress in work developed well (63.4%), nurses had the opportunity to achieve achievement (54.5%), nurses got great recognition for performance (58.6%) and felt their work is valuable (65.5%). Job satisfaction was supported by policy indicators, supervision, salary, interpersonal relationships, and good working conditions. On the other hand, nurses' job satisfaction on the content factor still needs to be optimized. This is supported by the job satisfaction of nurses on the indicators of responsibility, achievement, performance recognition that has not reached 60%. Therefore, job satisfaction among nurses in inpatient primary health care was quite good enough but still requires optimization on the content factor.

Differences in Perioperative Nurse Job Satisfaction by Specialty Certification Status

PurposeTo describe differences in perioperative RN job satisfaction by specialty certification status. DesignA retrospective, exploratory, cross-sectional design. MethodsWe conducted a secondary analysis of annual data from the National Database of Nursing Quality Indicators (NDNQI) RN Survey with 12 Job Satisfaction Scales. The sample consisted of 776 perioperative units in 206 hospitals with 13,061 study participants. We used multilevel mixed modeling to examine differences in job satisfaction for nurses holding CAPA (Certified Ambulatory Perianesthesia Nurse), CPAN (Certified Post Anesthesia Nurse), CNOR (certification for perioperative registered nurses), CRNFA (Certified RN First Assistant), other specialty certification, and not specialty certified. FindingsTwelve percent of RN participants held a perioperative nursing certification (CAPA, CPAN, CNOR, CRNFA), 15% held other nursing specialty certifications, and 73% were not certified. Regardless of certification status, nurses were the most satisfied with nurse-nurse interactions and task. They were the least satisfied with nursing administration, decision-making, and pay. CNOR certified nurses reported the lowest levels of job satisfaction in the study. CAPA and CPAN certified nurses reported higher job satisfaction than their noncertified colleagues on multiple job satisfaction scales (ie, CAPA 10 of 12; CPAN 5 of 12). CNOR certified nurses did not report meaningful differences in job satisfaction from non-certified nurses. ConclusionsAs job satisfaction impacts retention, productivity, and patient care quality, our findings have important implications for hospital leaders, nurses, and health care consumers. Based on our findings, we identified nursing professional development as a potential gap in job satisfaction that leaders can target for improvement. Our findings suggest that higher specialty nursing certification rates in perianesthesia nurses may potentially improve job satisfaction and retention of nurses.