Work Satisfaction Of Nurses Research Articles

The effect of communication skills and compensation on performance through job satisfaction and subjective well-being of mental hospital nurses in South Sulawesi

This research aims to analyze the effect of communication skills and compensation on performance through Work Satisfaction and subjective well-being of mental hospital nurses in South Sulawesi. The research was conducted at RSKD Dadi and involved 100 field samples using a saturated sampling technique. Data were analyzed using structural equation models (SEM) with the SmartPLS4 analysis tool. The research results prove that, directly, Communication skills and compensation have a positive and significant effect on Work Satisfaction; Communication skills and compensation have a positive and significant effect on subjective well-being; Work Satisfaction, communication skills, and subjective well-being have a positive and significant effect on performance; while compensation has no effect on performance. Indirectly, communication skills and compensation have a positive and significant effect on performance through Work Satisfaction; Communication skills and compensation have a positive and significant effect on performance through subjective well-being. In this latest research, it was found that nurses who can improve their communication skills will increase their Work Satisfaction and subjective well-being, so that their performance will also increase.

Linking Toxic Leadership With Work Satisfaction and Psychological Distress in Emergency Nurses: The Mediating Role of Work-Family Conflict

IntroductionToxic leadership is a prevalent issue within health care organizations, including emergency departments. No studies have been found specifically examining these issues among emergency nurses. This study examined the mediating effects of work-family conflict on the relationship between toxic leadership behaviors of nurse managers and psychological distress and work satisfaction among emergency nurses. MethodsA cross-sectional survey was used to gather data from 285 Filipino emergency nurses, using 4 validated measures. Mediation analyses were conducted using the PROCESS Macro with Model 4. ResultsToxic leadership had a direct negative effect on work satisfaction (β = −0.3313, P < .001) and a direct positive effect on psychological distress (β = 0.0945, P = .0491). Work-family conflict partially mediated the relationship between toxic leadership and both psychological distress (β = 0.0217, SE = .0141, 95% CI = 0.0002-0.0538) and work satisfaction (β = −0.0438, SE = 0.0216, 95% CI = −0.0884 to −0.0049). DiscussionThe study findings highlighted the negative influence of toxic leadership behaviors on the overall work satisfaction and psychological well-being of emergency nurses. In addition, this study identified work-family conflict as a mechanism that explained how the toxic leadership behaviors of nurse managers influenced the psychological well-being and job satisfaction of emergency nurses. The results of this study underscore the need for interventions and strategies to address toxic leadership and mitigate the negative consequences it poses to emergency nurses’ well-being.

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.

A cross-sectional study of work satisfaction and general health of adult and pediatric Intensive Care Unit nurses

Background: Working in an intensive care environment is known to cause stress to health care providers, especially to nursing staff, with implications for their health. The aim of this study was to investigate the job satisfaction and general health of adult and pediatric Intensive Care Unit nurses, and the sociodemographic/working factors associated with their satisfaction. Design: A multi-center cross-sectional study. Methods: Data collected using a self-report questionnaire consisted of questions about demographics, the Stamps Index of Work Satisfaction, and the General Health Questionnaire. This was distributed to nurses working in adult or pediatric Intensive Care Units. Statistical analysis done using the IBM SPSS 25.0. Results: 150 replies were included in the analyses. Mean age was 40.1 years, and mean work experience were 8.6 years. Moderate job satisfaction [3.65 (SD±0.51)]. and good overall health [24.4 (SD±12.3)]. were found. Job satisfaction was significantly correlated with anxiety/sleep problems and social dysfunction. Gender had a significant effect for the dimensions of remuneration (U = 1464.5, p = 0.034), professional prestige (U = 1480, p = 0.040) and duties (t = -2.968, p = 0.003). Job position and weekend working hours significant correlated with the autonomy subscale (U=474, p=0.014, r = -0.263, p &lt;0.01 respectively). Conclusions: There is a need to design and implement policies in order to improve the working conditions of the Greek Intensive Care nurses.

Meta-Analysis of Correlations between Work Stress and Burnout with Work Satisfaction in Nurses

Background: Nurses are one of the human resources in the field of health services. Human resources who work in the service sector mostly have high levels of stress and burnout. The level of stress and burnout affect the work satisfaction of nurses. This study aims to determine the relationship between work stress and burnout with nurses’ work satisfaction.Subjects and Method: This study is a systematic review and meta-analysis by searching for articles published by the online database including PubMed, ResearchGate, Science Direct, Google Schoolar and EBSCO in 2007 to 2022. PICO variable work stress (Population: nurses, Intervention: heavy stress, Comparison: heavy stress, Outcome: work satisfaction). PICO variable burnout (Population: nurses, Intervention: heavy burnout, Comparison: heavy burnout, Outcome: work satisfaction). Data analysis was using RevMan software version 5.3.Results: Nurses who experience heavy or severe stress have a risk of lowering work satisfaction by 0.97 times compared to mild work stress, but it is not statistically significant (aOR= 0.97; 95% CI 0.78 to 1.20; p=0.750). Nurses who experience heavy burnout have a risk of reducing job satisfaction 0.87 times compared to mild job burnout, but it is not statistically significant (aOR= 0.87; CI 95% 0.58 to 1.30; p= 0.490).Conclusion: High stress levels can reduce nurses’ work satisfaction. A high level of burnout can reduce nurses’ work satisfaction. Keywords: burnout, nurse, work satisfaction, work stress. Correspondence:Arista Gunawati. Masters Program in Public Health Universitas Sebelas Maret. Jl. Ir. Sutami 36A, Surakarta 57126, Central Java, Indonesia. Email: aristagunawati@gmail.com. Mobile: +6285647093646.

The Moral Impact of the COVID-19 Pandemic on Nurses' Burnout, Work Satisfaction and Adaptive Work Performance: The Role of Autobiographical Memories of Potentially Morally Injurious Events and Basic Psychological Needs.

The COVID-19 pandemic resulted in unprecedented exposure to Potentially Morally Injurious Events (PMIEs) for nurses, in which they were both moral transgressors and moral victims, with deleterious consequences on their psycho-social health and functioning. Our experimental design compared memories of PMIEs with memories of severe moral transgressions (SMTs), in which participants were only moral transgressors. Drawing from Self-Determination Theory and research on moral auto-biographical episodic memories, we assessed a conceptual model describing the impact of recalling a single PMIE or SMT event on nurses’ burnout, work satisfaction and adaptive performance. Our convenience sample comprised 614 Romanian nurses, and data was analyzed with path analysis, general linear modelling, and t-tests. Findings showed that memories of PMIEs, compared to SMTs, were more autonomy thwarting, being associated with more controlled work motivation, less moral learning, higher burnout, less work satisfaction, and adaptive performance. Burnout, moral learning, and work satisfaction were significant mediators of the relationships between PMIE and SMT recall and, respectively, adaptive performance. Our results highlight the urgency for organizational practices of moral repair for nurses after the pandemic, along with interventions meant to increase their autonomy and self-determined work motivation.

A Study to Assess the Work and Life Satisfaction among Staff Nurses

Background: Nursing is a Profession that incorporates the generous practice of the past with the dynamic truth of today’s Health Care Industry. When we speak to Nurses, usually Majority of Nurses expresses saying “I’m thinking why I joined Nursing, I’m not satisfied in the Work I do due to various reasons like Respect, Work Place, Work Stress, Domination, Work Load, Decision Making Ability, many more. This is making my personal life disturbed and feel even my Life is not satisfied. Hence, we conducted this study with an Objective. Objective: To assess the staff nurses Work Satisfaction and Life Satisfaction, working at selected hospitals, Kolar by using Modified Minnesota work satisfaction scale &amp; Life Satisfaction index-A questionnaire and find out the Co-relation between Work and Life Satisfaction among Staff Nurses. Methods: Descriptive Survey Research Design was used to conduct the study. 300 Staff Nurses working at selected Hospitals, Kolar were selected by using Convenient Sampling Technique. By Self-administered questionnaire data was collected using Modified Minnesota Work Satisfaction Scale and Life Satisfaction Index-A questionnaire. Data was analyzed by using Descriptive Statistics. Results: The study findings showed that, there was Positive Correlation (r=0.17) between Work and Life Satisfaction. Conclusion: This showed that Work &amp; Life Satisfaction are interdependent and Staff Nurses who were satisfied at Work area they expressed they had Life Satisfaction. Keywords: Staff Nur

To Explore the Application Effect and Value of Evidence-Based Nursing in Patients with Pregnancy-Induced Hypertension Syndrome.

Objective The objective is to explore the nursing methods of evidence-based nursing in preventing serious complications in patients with pregnancy-induced hypertension. Methods A total of 80 patients with pregnancy-induced hypertension from April 2020 to April 2022 were selected and randomly divided into a control group and a research group, with 40 cases in each group. The blood pressure, Self-Efficacy Scale score, Disease Uncertainty Scale score, the incidence of maternal and infant complications, the improvement of mental state, and the patients' satisfaction with the nursing program were observed and compared between the two groups. Results Compared with before the intervention, the self-efficacy scores of the two groups were significantly improved, and the blood pressure, disease uncertainty score, SAS, and SDS scores were significantly decreased, and the indicators in the study group were better than those before the intervention. In the control group, the difference was statistically significant (P < 0.05). After the intervention, among the 40 patients in the study group, 10 cases (25.00%) of cesarean section were significantly lower than 19 cases (47.50%) in the control group, and the nursing work satisfaction in the study group was significantly higher than that in the control group (P < 0.05). Conclusion The application of evidence-based nursing interventions and smart medical nursing interventions to patients with pregnancy-induced hypertension syndrome has significant effect and can effectively improve the blood pressure control effect of patients during pregnancy.

Meta-Analysis of Correlations between Work Stress and Burnout with Work Satisfaction in Nurses

Background: Nurses are one of the human resources in the field of health services. Human resources who work in the service sector mostly have high levels of stress and burnout. The level of stress and burnout affect the work satisfaction of nurses. This study aims to determine the relationship between work stress and burnout with nurses’ work satisfaction. Subjects and Method : This study is a systematic review and meta-analysis by searching for articles published by the online database including PubMed, ResearchGate, Science Direct, Google Schoolar and EBSCO in 2007 to 2022. PICO variable work stress (Population: nurses, Interven­tion: heavy stress, Comparation: heavy stress, Outcome: work satisfaction). PICO variable burnout (Population: nurses, Intervention: heavy burnout, Comparation: heavy burnout, Outcome: work satisfaction). Data analysis was using RevMan software version 5.3. Results: Nurses who experience heavy or severe stress have a risk of lowering work satisfaction by 0.97 times compared to mild work stress, but it is not statistically significant (aOR= 0.97; 95% CI 0.78 to 1.20; p=0.750). Nurses who experience heavy burnout have a risk of reducing job satisfaction 0.87 times compared to mild job burnout, but it is not statistically significant (aOR= 0.87; CI 95% 0.58 to 1.30; p= 0.490). Conclusion: High stress levels can reduce nurses’ work satisfaction. A high level of burnout can reduce nurses’ work satisfaction. Keywords: burnout, nurse, work satisfaction, work stress. Correspondence: Arista Gunawati. Masters Program in Public Health Universitas Sebelas Maret. Jl. Ir. Sutami 36A, Surakarta 57126, Central Java, Indonesia. Email: aristagunawati@gmail.com. Mobile: +62 856-4709-3646. Journal of Epidemiology and Public Health (2022), 07(04): 475-492 https://doi.org/10.26911/jepublichealth.2022.07.04.06 .

The effect of Neurolinguistic Programming practices on organizational citizenship behaviour of nurses: A randomized controlled study.

The aim of this study is to evaluate the effect of Neurolinguistic Programming practices on organizational citizenship behavior in nursing. Neurolinguistic Programming practices are used for different purposes in many areas, and they can also be used to contribute to the acquisition of organizational citizenship behaviour. The research is a randomized controlled trial. The sample of the study consisted of 180 nurses. The data of the study were collected through structured face-to-face interviews conducted with the nurses in the sample group, Neurolinguistic Programming training group, standard training and control groups between January and April 2020 after Neurolinguistic Programming training was received by the researcher. The Chi-squared test and the analysis of variance (ANOVA) were used to analyze the collected data. A statistically significant difference was found in the total score of the organizational citizenship behaviour in the Neurolinguistic Programming training group compared with the standard training group and the control group (p < .05). The use of Neurolinguistic Programming practices can be an effective method for nurses to gain organizational citizenship behaviour. Neurolinguistic Programming practices can be used to achieve the desired goals, especially for the acquisition of informing and participation, tolerance and conscientiousness behaviours. Organizational citizenship behaviour exhibited by employees is very important for organisations. With this behaviour, nurses can improve all processes, from the quality of care services they provide to patients, to satisfaction. Findings of this study may be used to increase work satisfaction of nurses and to improve the quality of services received by patients.

Social Support Affect Nurses’ Job Satisfaction: A Literature Review

BACKGROUND: Social support is an important predictor in improving job satisfaction. Nursing work satisfaction, in general, has a direct relationship with the positive impact on the quality of nursing services. Nurses who have good job satisfaction will produce good and optimal work performance that can create patient satisfaction. Results survey expressed the nurse lacks good support and the satisfaction of the felt work of the nurse is at a low level. AIM: This study aims to review the nursing works of literature about relation to social support and identify the factors that may impact on job satisfaction among nurses. METHODS: This literature uses inclusion and exclusion criteria, articles obtained, reviewed, and obtained from databases, namely, Google Scholar (2015–2020), PubMed (2015–2020), and Wiley Online Library (2015–2020). The search strategy with terms used in English is as follows: Social support and nurses’ and job satisfaction. The year the literary source is taken from 2015 until 2020. Search strategy with the keyword “social support and nurse or job satisfaction,” and in Bahasa Indonesia “dukungan sosial dengan kepuasan kerja perawat.” This is to make sure all the articles obtained are relevant and appropriate, then the full text is downloaded and saved. RESULTS: Initial identification of titles and abstracts is PubMed obtained 418,738 articles, at Wiley Online Library acquired 34,229 whereas on Google Scholar acquired 4400 articles so total obtained 457,367 articles. Review Literature results from 10 articles stating that social support is significantly and positively influential with nursing work satisfaction, social support to moderate work satisfaction against psychological pressure, as well as social support and job satisfaction affecting the desire of nurses to not abandon their work (turnover). CONCLUSION: Social support can affect the jobs satisfaction of nurses, unresolved dissatisfaction can reduce the quality of nursing services and will have an impact on increasing the mortality rate.

The Relationship of Work Motivation with Nurse Job Satisfaction Factors: A Systematic Review

Nurse job satisfaction is believed to determine patient satisfaction which has a significant impact on the quality of work motivation and increases productivity. This review aimed to look at the relationship of work motivation with factors of job satisfaction in nurses. The methods involved:1) used Scopus, Sage Journals, and Science Direct databases 2) journal search starts 20-25 December 2020 3) Journal search used the English Language 4) Used keywords Work Motivation, Job Satisfaction, and Factors of Job Satisfaction in Nurses 5) Used the PICOS approach. The total journals obtained were 178 and then analyzed. Fifteen corresponding journals were appropriate. Work motivation was positively related to nurse job satisfaction. Three main themes affect the work satisfaction and dissatisfaction of nurses, there are spiritual feelings, work environment factors, and work motivation. This review concludes that work motivation was the most influential factor for increasing nurse job satisfaction supported by achievement of purpose

RELATIONSHIP A BETWEEN LEADERSHIP STYLE AND WORKING CONDITIONS WITH NURSES 'WORKING SATISFACTION IN INPATIENT ROOMS, BAHTERAMAS HOSPITAL

Background:From the preliminary study by the researcher with the inpatient nursing department through in-depth interviews, there were problems such as complaints from patients who were in pain, there were nurses who did not come immediately and provide nursing care. Through interviews with nurses, it was found that career development procedures had not been prepared in nursing management. In addition, there are nurses who are several times late more than the stipulated time. Then there are still complaints that the incentives received are still insufficient. Methods:This type of research uses quantitative research with a cross sectional design. The population was 257 all nurses in the inpatient room at Bahteramas Hospital, with a sample of 141 samples using simple random sampling. Results:Using the cramer coefficient, it is obtained a value of 0.732, this shows the strength of the relationship between leadership style in work and job satisfaction of nurses. And the cramer coefficient is obtained a value of 0.620, this shows the strength of the relationship between leadership style in work and job satisfaction of nurses in the inpatient room at Bahteramas Hospital in the strong relationship category. Conclusion:There is a relationship between leadership style and working conditions on the job satisfaction of nurses in the inpatient room of the Bahteramas Hospital.

The Influence of Workload, Job Satisfaction and Work Motivation on Nurse Performance in Hospital Inpatient Installation

Work performance in quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities assigned to him. This study aims to analyze the effect of workload, job satisfaction and work motivation on the performance of nurses in the inpatient installation of dr. Tadjuddin Chalid Hospital and Makassar City Hospital. This type of research is a quantitative study using an observational study with a cross sectional study design. The sample in this study were nurses in the inpatient installation of dr. Tadjuddin Chalid Hospital and Makassar City Hospital, totaling 170 respondents. The results showed that there was an effect of workload on the performance of nurses, there was an effect of job satisfaction on the performance of nurses, there was an effect of work motivation on the performance of nurses at dr. Tadjuddin Chalid and Makassar City Hospital. It is suggested to the hospital management that the need for improvement in nursing management, especially the division of duties and working hours of nurses to reduce the workload of nurses so as not to cause work stress that can impact on the performance of nurses, to further increase the work satisfaction of nurses by continuing to carry out fair rewards and punishments sytem, ​​giving motivation, both material and non-material, for nurses who have good performance to be able to maintain their performance while still carrying out their duties based on the applicable rules. For nurses who have poor performance, they can improve their performance by paying more attention to work targets to be achieved for the advancement and image of the organization as well as the quality of services provided to patients.

Pelaksanaan Fungsi Manajemen Dan Kondisi Kerja Berhubungan Dengan Kepuasan Kerja Perawat

Kepuasan kerja merupakan bagian dari pengintegrasian sumber daya manusia, menjadi salah satu respon emosional aatas pekerjaan yag telah dilakukan. Tujuan penelitian ini untuk menganalisa hubugan antara elakanaan fungsi manajemen, kondisi kerja dan kepuasan kerja perawat di ruang rawat ina rumah sakit daerah kota Baubau. Jenis penelitian ini merupakan penelitian kuatitatif dengan pendekatan cross sectional study. Sampel dalam penelitian ini adalah 153 perawat yang bekerja diruang rawat inap, yang di peroleh degan menggunakan teknik total sampling. Pengumpulan data menggunakan kuesioner dengan skala likert. Analisa data univariat menggunakan tabel frekuensi dan analisa bivariat menggunakan uji spearman. Hasil enelitian menunjukan ada hubungan antara fungsi manajemen dan kepuasan kerja (p=0,001) dan ada hubungan antara kondisi kerja dan kepuasan kerja (p=0,036). Fungsi manjemen dan kondisi kerja berhubugan dega kepuasan kerja perawat. hasil penelitian dapat menjadi pertimbangan bagi rumah sakit pada umumnya dan manajemen rumah sakit perlu memperhatikan kondisi kerja perawat dan fungsi manajemen sehingga dapat menjaga kepuasan kerja perawat

Fear of COVID-19, psychological distress, work satisfaction and turnover intention among frontline nurses.

AimTo examine the relative influence of fear of COVID‐19 on nurses' psychological distress, work satisfaction and intent to leave their organisation and the profession.BackgroundThe emergence of COVID‐19 has significantly impacted the psychological and mental well‐being of frontline health care workers, including nurses. To date, no studies have been conducted examining how this fear of COVID‐19 contributes to health, well‐being and work outcomes in frontline nurses.MethodsThis is a cross‐sectional research design involving 261 frontline nurses in the Philippines. Five standardized scales were used for data collection.ResultsOverall, the composite score of the fear of COVID‐19 scale was 19.92. Job role and attendance of COVID‐19‐related training predicted fear of COVID‐19. An increased level of fear of COVID‐19 was associated with decreased job satisfaction, increased psychological distress and increased organisational and professional turnover intentions.ConclusionsFrontline nurses who reported not having attended COVID‐19‐related training and those who held part‐time job roles reported increased fears of COVID‐19. Addressing the fear of COVID‐19 may result in improved job outcomes in frontline nurses, such as increased job satisfaction, decreased stress levels and lower intent to leave the organisation and the profession.Implications for Nursing ManagementOrganisational measures are vital to support the mental health of nurses and address their fear of COVID‐19 through peer and social support, psychological and mental support services (e.g. counselling or psychotherapy), provision of training related to COVID‐19 and accurate and regular information updates.

Perception of Nursing Work Satisfaction in Patient Safety Culture

Health service mistakes can result in thousands of people dying annually. One strategy to improve patient safety is to create the safety culture of patients with the satisfaction of nursing work. The dissatisfaction of nurses work can lead to a decline in hospital service quality. Objective: This study aims to know the relationship perception of nurse work satisfaction to patient safety culture. The studies used are descriptive-analytic with a cross-sectional approach. The sample number of 137 nurses taken at Padang in the 2020 period with total sampling techniques. There is a significant link between salary satisfaction, supervision, additional benefits, motivation, technical procedures, communication, and nursing work satisfaction with the safety culture of the patient. The most significant relationship is supervision with the safety culture of the patient.

The effect of hierarchical management on the early activity of ICU patients with severe pneumonia

Objective To explore the effect of hierarchical management on the early activity of severe pneumonia patients in intensive care unit (ICU). Methods A total of 100 patients with severe pneumonia in ICU admitted to Guangdong Agricultural Cultivation Central Hospital from June 2017 to May 2018 were selected. The patients were divided into observation group and control group with 50 patients in each group according to the odd and even number of inpatient beds.The control group used routine methods to judge the patients' activity ability and perform routine activities on a daily basis.The observation group divided the activity ability of ICU patients into levels A, B, C, and D according to the factors affecting the early activities of ICU patients with severe pneumonia, and developed the corresponding level of activity programs. By daily assessment of the level of patients, the corresponding activity programs were adopted for activities.The Barthel index was used to judge the activity ability of daily life, and the differences between the two groups were compared.Meanwhile, the use time of ventilator, blood oxygen saturation at the time of discharge, average length of stay in ICU, and patients' satisfaction with nursing work were compared between the two groups. Results There was no significant difference in Barthel index score between the two groups(P>0.05). There was a statistically significant difference between the Barthel index score at the time of discharge and that at the time of admission(P<0.05). The duration of ventilator use and average length of stay in ICU in the observation group were significantly shorter than those in the control group, blood oxygen saturation was significantly better than that in the control group, and nursing work satisfaction was significantly higher than that in the control group, with statistically significant differences(P<0.05). Conclusions The implementation of hierarchical management can further improve the daily living ability of ICU patients with severe pneumonia, accelerate the recovery process of patients, and improve the treatment effect and nursing satisfaction of patients. Key words: Hierarchical management; Severe pneumonia in ICU; Average length of stay in ICU; Nursing

Impact of Nursing Staff Perception of Work Environment on Turnover Rate in Hemodialysis Unit

Abstract Background: The nursing work environment is complex with many variables affecting the nurses' perception and work satisfaction. The strongest predictor of nurse's job dissatisfac-tion and intent to leave a job is personal stress related to the practice environment. Negative work environments demoralize nurses and contribute to the development of unsafe working conditions, which are unhealthy and highly associated with nursing job dissatisfaction, low productivity, and high turnover. High nurse turnover in healthcare facilities can negatively affect the ability of hospitals to meet patient needs, provide quality care and increases both direct and indirect labor costs. Aim of Study: To explore the impact of nursing staff perception of work environment on turnover rate in hemodi-alysis unit. Subjects and Methods: A descriptive correlational design was utilized to collect data from A convince sample of nursing staff working in the selected unit (hemodialysis unit) during the time of data collection (from May to September 2017) at a governmental University hospital. Data was collected by using two tools: The Practice Environment Scale-Nursing Work Index (PES-NWI) questionnaire and turnover rate sheet. Results: There were no significant relation between nursing staff perception of work environment and educational level, there were a high positive relation between nurses perception of work environment and years of experience and there were dramatically increase of turnover rate over the years. Conclusion: Poor nurse work environment is the under-lying factor of nursing turnover. Recommendation: Improving nurse work environment should be emphasized through policy to retain nurses in the workforce; Further research is needed to investigate the tools, guidelines and interventions used by managers in the nursing field to create healthy and welcoming working conditions.

The Effect of Organizational Citizenship Behaviors on Nurses Performance through Nurse's Work Satisfaction in Hospital in Kediri, East Java, Indonesia

This study aims to analyze the influence Organizational Citizenship Behavior on job satisfaction, analyzing the influence Organizational Citizenship Behavior on the performance of nurses, analyze the effect of job satisfaction on the performance of nurses and analyze the effect Organizational Citizenship Behavioron the performance of nurses through job satisfaction of hospital nurses in East Java. The sample in this study were 188 nurses, the sampling technique used proportional random sampling. The analysis technique uses structural equation modeling (SEM) analysis. The analysis results show that Organizational Citizenship Behavior affects job satisfaction. Organizational Citizenship Behavior affects the performance of nurses. Job satisfaction affects the performance of nurses. Organizational Citizenship Behavior affects nurse performance through job satisfaction.