Practitioner Job Research Articles

Postgraduate Nurse Practitioner Education: Impact on Job Satisfaction

Programs to facilitate nurse practitioner (NP) transition-to-practice have been developed at public and private institutions across the United States, yet there is no published evidence of their influence on NP job satisfaction. The Misener Nurse Practitioner Job Satisfaction Scale was administered to a convenience sample of two groups of NPs: one group with a formal postgraduate education and another group without formal postgraduate education. Postgraduate education has a statistically significant positive impact on NP job satisfaction. Knowledge of factors that influence job satisfaction is advantageous to employers, policymakers, and NPs considering postgraduate education opportunities.

Examining professionalisation in public procurement by ranking practitioner job positions according to job activities

Similar to public administration over the last couple of decades, public procurement is trying to define itself as a profession. The purpose of this manuscript is to provide a framework for analysing job positions within the occupation of public procurement and to examine the field's potential for professionalisation. The data originates from a survey of public procurement practitioners administered by the Universal Public Procurement Certification Council (UPPCC) that is intended to obtain information with regards to task and knowledge areas. Distinctions can be made between job positions that serve to rank order public procurement practitioners, which may eventually lead to an argument for professionalising the occupation. The job activities performed and managed in perhaps the fastest growing occupation within the public sector are catalogued in this study. Furthermore, practitioner membership to professional associations and attainment of certifications are analysed to test for the advent of professionalisation across job positions.

Building cultural intelligence: insights from project management job advertisements

This paper examines how organisations that conduct worldwide recruitment of project management professionals can derive insight from the cultural preferences stated within project management job advertisements. Drawing on project management practitioner job advertisements placed by 2040 organisations across seven countries and seven industries, we employ Hofstede’s national cultural framework to categorise cultural preferences which the organisations persistently replicate in their specifications of desired candidate project management practitioner competency. To map global trends and national variations, data analysis is undertaking and utilising exploratory data analysis, Poisson regression and negative binomial regression are used. The paper finds that specific national cultural dimensions – ‘Collectivism’, ‘Uncertainty Avoidance’ and, to a lesser extent, ‘Power Distance’ – are the most salient cultural denominators for advertised project management positions, while this is not the case with ‘Masculinity’ and ‘Individualism’. The findings raise issues about which organisations should seek to become more culturally intelligent, and which relate to the adaptiveness of the cultural preferences that they articulate through their job advertisements, both to project tasks and to cultural contexts for projects.

Evolving role of pediatric nurse practitioners.

To report and interpret findings from national pediatric nurse practitioner (PNP) job analysis surveys reflecting the changes in the knowledge and skills required for advanced practice. National role delineation studies (RDS) conducted by American Nurses Credentialing Center (ANCC) in 2003, 2008, and 2011. Since the first nurse practitioner (NP) program was established in 1965 to train pediatric nurses for advanced practice, the role of the PNP has continued to develop. The RDS results demonstrate the increased autonomy of PNP's prescription of medication as the top work activity category identified, followed by the reporting of suspected abuse, exploitation, and/or neglect and immunizing based on current recommendations. Analysis of the changes in role or work activities, tied to the knowledge and skills required to perform those activities, can provide content for educators updating curriculum, for clinicians to remain current in their practice and impact healthcare policy. The current PNP role has evolved to meet the workforce demands of providing primary care to the pediatric population with increasing complex social and healthcare needs. Role analysis is important as NPs move forward to practice to the full extent of their education and training.

Nurse practitioners' role perception, stress, satisfaction, and intent to stay at a Midwestern academic medical center.

There is a growing demand for nurse practitioners (NPs) within academic medical centers (AMCs) because of physician shortages and increased need for access to care. In order to retain these NPs, it is important to assess their role perception and satisfaction. The purpose of this study was to evaluate these concepts and their relationships to stress and intent to stay. A 90-item descriptive survey, including a new role perception scale and the Misener Nurse Practitioner Job Satisfaction Scale, was administered to all NPs at a Midwestern AMC. The response rate was 62.4% (n = 181). Overall, the NPs had moderate role perception (M = 4.30, SD = 1.23) and were somewhat satisfied (M = 4.23, SD = 0.74). Over a third (39.4%) reported they were unsure about staying or did not intend to stay in their position. Intent to stay and stress were moderately correlated with overall satisfaction and weakly correlated with role perception. There were significant differences in the intrapractice and professional aspects of job satisfaction based on their supervisor. With increased NP needs, it is crucial for AMCs and NP supervisors to assess role perception, satisfaction, and stress among NPs in order to ensure a stable, satisfied, and productive workforce.

Should assistant practitioners be allowed to administer medicine?

Should assistant practitioners be allowed to administer medicine?

Measuring job satisfaction of advanced nurse practitioners and advanced midwife practitioners in the Republic of Ireland: a survey

To describe the level of job satisfaction of advanced nurse practitioners (ANP) and advanced midwife practitioners in the Republic of Ireland (RoI). Job satisfaction is related to productivity, performance, turnover and health, and thus is a challenge for nursing and healthcare organisations. Job satisfaction data were collected from 47 ANPs using the Misener Nurse Practitioner Job Satisfaction Scale. High levels of global job satisfaction were reported. All ANPs reported satisfaction with autonomy, sense of accomplishment, challenge, social interaction and status in the organisation. Lower levels of job satisfaction were attributed to the amount of involvement in research (55%), opportunities to receive compensation for services provided outside normal working hours (55%), the amount (44%) and the quality of administrative support (51%), and the opportunity to negotiate bonuses and resources in return for productivity (36%). Advanced nurse practitioners in RoI have high levels of job satisfaction with areas relating to clinical practice but are dissatisfied with areas that lead to empowerment within organisations. Efforts to improve the negotiating and leadership skills of ANPs may improve job satisfaction. Enhancing inter-professional collegial relationships and improving managerial recognition of the role within nursing are key areas to be targeted to promote job satisfaction of ANPs.

Nurse Practitioner Satisfaction: Identifying Perceived Beliefs and Barriers

PurposeThe purpose of this study was to identify opinions of nurse practitioners (NPs) regarding job satisfaction and barriers in a Midwest area encompassing counties in 2 states with dissimilar statutory regulations. Data SourcesThe Misener Nurse Practitioner Job Satisfaction Scale was mailed to 522 family NPs living within targeted counties. ConclusionsJob satisfaction scores revealed minimal global satisfaction. Highest scores included time for direct patient care, autonomy, and challenge. Dissatisfying factors involved reward opportunities, bonus availability, and research involvement. Implications for practiceIdentifying and addressing satisfaction and barriers to career fulfillment to promote increased workplace contentment and career longevity

Nurse practitioner job satisfaction: looking for successful outcomes

To examine overall job satisfaction and its association with extrinsic and intrinsic characteristics of job satisfaction among nurse practitioners at the chosen practice site. The objectives were to identify relevant retention and recruitment strategies, from the nurse practitioners perspective, by examining (1) what role aspects are most satisfying, and (2) approaches for successful, professional development and integration in the role. Supportive professional practice environments are particularly important to nurses' satisfaction with their work and the quality of patient care provided. Hence, research that examines nurse practitioners practice implications and barriers in today's healthcare system is essential. A descriptive-correlational design using survey methodology. A nonprobability sample of convenience was used. The outcome measures were: The Misener Nurse Practitioner Job Satisfaction Scale and two investigator-developed surveys. Participants expressed dissatisfaction with professional and monetary recognition, assertive influence, administrative support and collegial relationships. Interaction of subscale factors on overall job satisfaction and demographic survey findings has important implications for health administrators and nurse practitioners in similar organisations. Stakeholders in healthcare milieus need to be fully engaged in the redesign of the American healthcare system heeding the recommendations of the Institute of Medicine to provide safer health systems to the public. By doing this, issues related to frustration by nurse practitioners related to job satisfaction will be addressed. The need for cooperation, participation, collaboration and instrumental communication are essential in the delivery of safe, quality patient care. A better understanding of intrinsic professional rewards needs to be learned by nurse practitioners who want to seek professional satisfaction and engage in the survival and growth of the profession. Nurse practitioners armed with this translational information have viable agenda items that can be negotiated into extrinsic rewards.

Job satisfaction and perceived autonomy for nurse practitioners working in nurse‐managed health centers

AbstractPurposeMore primary care providers are needed to deliver health care to Americans living in poverty and those soon to be insured under the Affordable Care Act. Nurse practitioners (NPs) in nurse‐managed health centers (NMHCs) are poised to meet this need. This research study examined the characteristics of NPs working in NMHCs and measured job satisfaction and perceived level of autonomy. No studies about job satisfaction or autonomy for NPs working in NMHCs had been previously reported.Data sourcesThis descriptive, quantitative study surveyed primary care NPs working in NMHCs that are part of the National Nursing Centers Consortium (NNCC). NP e‐mail addresses were obtained from NNCC center directors. Of 198 NPs invited to the electronic survey, 99 completed the Misener Nurse Practitioner Job Satisfaction Scale, demographic questionnaire, questions about perceived autonomy, and whether they would recommend working in an NMHC. Participants came from 16 states and 46 NMHCs.ConclusionsNPs working in NMHCs have job satisfaction, perceive their role as autonomous, and are satisfied with the autonomy they have.Implications for practiceNMHCs can provide access to primary health care for many Americans. More NPs may choose employment in NMHCs for job satisfaction and autonomy.

A systematic review on the relationship between the nursing shortage and nurses' job satisfaction, stress and burnout levels in oncology/haematology settings.

Nursing shortage is a global issue that which affects oncology nursing. Oncology nurses are more prone to experience job dissatisfaction, stress and burnout when they work in units with poor staffing. There is thus a need for greater understanding of the relationship between the nursing shortage and nursing outcomes in oncology/haematology settings. This review aimed to establish the best available evidence concerning the relationship between the nursing shortage and nurses' job satisfaction, stress and burnout levels in oncology/haematology settings; and to make recommendations for practice and future research. Types of participants: This review considered studies that included oncology registered nurses (RNs) who were more than 18 years of age and worked in either inpatient or outpatient oncology/haematology wards or units for the adult or paediatric patients.Types of intervention: This review considered studies that evaluated the relationship between the nursing shortage and nurses' job satisfaction, stress and burnout levels in oncology/haematology settings.Types of outcomes: This review included studies that measured job satisfaction, stress and burnout levels using different outcomes measures. Job satisfaction was determined by the Measure of Job Satisfaction scale, the Misener Nurse Practitioner Job Satisfaction Scale and the Likert scale, stress by the Pediatric Oncology Nurse Stressor Questionnaire and burnout by the Maslash Burnout Inventory scale.Types of studies: This review included descriptive/descriptive-correlational studies which were published in English. The search strategy sought to identify published and unpublished studies conducted between 1990 and 2010. Using a three-step search strategy, the following databases were accessed: CINAHL, Medline, Scopus, ScienceDirect, PsycInfo, PsycArticles, Web of Science, The Cochrane Library, Proquest and Mednar. Two independent reviewers assessed each paper for methodological validity prior to inclusion in the review using standardised critical appraisal instruments from the Joanna Briggs Institute-Meta Analysis of Statistics Assessment and Review Instrument (JBI-MAStARI). Disagreements were resolved through discussion, or with a third reviewer. Data were extracted using standardised data extraction tool adapted from the JBI-MAStARI. Data synthesisDue to the heterogeneous nature of the included papers, a meta-analysis was not possible. Hence, a narrative summary was presented for the studies. This review encompassed seven descriptive/descriptive-correlational studies. Findings revealed a positive bidirectional relationship between the nursing shortage and oncology nurses' job dissatisfaction, stress and burnout. In addition, the extent of oncology nurses' job dissatisfaction, stress and burnout, and their perception of staffing inadequacy also differed according to nurses' demography and work settings. The nursing shortage, coupled with an increasing number of patients diagnosed with cancer, entail a pressing need for organisations to ensure sufficient staffing in oncology/haematology settings, in order to provide quality patient care. This then requires interventions that target both the recruitment and retention of nurses. Organisations need to customise their strategies for the recruitment and retention of oncology nurses. The strategies should take into considerations the specific demographic characteristics of oncology nurses or characteristics of work settings that are experiencing staffing inadequacy and negative nursing outcomes. The strategies should also aim to replicate features of other institutions that are attractive to oncology nurses; and also include training that help oncology nurses better manage their emotions. Future research need to examine the relationship between the nursing shortage and oncology nurses' job satisfaction, stress and burnout in bone marrow transplant units, paediatric oncology settings and also Asian oncology settings. Characteristics of oncology nurses or workplaces that are more likely to experience negative nursing outcomes due the nursing shortage should also be identified.

Comparison of nurse practitioner job core competency expectations of nurse managers, nurse practitioners, and physicians in Taiwan

The purpose of this study was to compare expectations of nurse practitioner (NP) job competencies among physicians, nurse managers, and NPs. A quantitative survey was designed using the Analytic Hierarchy Process to determine the essential NP job competencies based on a checklist of 38 daily activities of NPs, which were recorded for a 10-day period. Using purposive sampling, a demographic data tool and a Nurse Practitioner Job Competency Questionnaire were completed by 56 participants from 13 hospitals in Taiwan, for which they prioritized and assigned percentage weights for NP competencies. A qualitative open-ended interview was undertaken to establish the meaning of the hierarchy outcomes that had been obtained. NPs face the pressure of whether medical staff and nurses agree with NPs' perceptions of their role, which can result in conflicts between nurses and doctors. Taiwanese NPs are still seen as assistants to doctors and, as such, the benefits of the creation of this new field of nursing are not being fully utilized. NPs should be aware of discrepancies among health professionals as to their role, make efforts to communicate what their competencies include to avoid conflicts, and use their abilities effectively.

Taking charge of the challenge: Factors to consider in taking your first nurse practitioner job

To describe factors that ensure a smooth transition from nurse practitioner (NP) student to independent NP during the first year of practice. Two contrasting case examples, the authors' experiences, and selected professional literature. Key points to consider upon searching or taking a first NP job include patient, colleague, and clinic factors. Patient factors include mix of patient presentations, complexity of patient presentations, insurance status, and population. Colleague factors include mentorship, charting, mix of providers, and availability of providers. Perhaps most importantly, clinic factors include productivity expectations, practice mission, charting systems, on-call requirements, supervision of other staff, and teaching status. Together, these factors can largely determine whether an NP's days are satisfying or frustrating in a new job. The transition from NP student to independent NP can be daunting. Although nursing schools and practice sites have responsibilities to ensure the transition is smooth, the new NP is ultimately responsible for the transition.

Job satisfaction of advanced practice nurses in the Veterans Health Administration

The purpose of this study was to describe the level of job satisfaction and barriers to practice for advanced practice nurses (APNs) employed by the Veterans Health Administration (VHA). The Misener Nurse Practitioner Job Satisfaction Survey (MNPJSS) and an investigator-developed questionnaire were completed by a self-selected, convenience sample of 1,983 APNs who responded to an internal VHA email invitation (61% response rate) to participate in an anonymous on-line survey. Respondents reported being minimally satisfied with their job overall, most satisfied with their benefits and least satisfied with professional growth and intrapractice collegiality. They scored lower than their private sector peers for total job satisfaction and all subscales except benefits, as compared to samples of three smaller studies. Clinical nurse specialists reported greater job satisfaction then NPs. The most frequently cited barriers to practice were: too many non-APN tasks, lack of administrative support, and inadequate time to do research. Strategies for improving professional growth and intra-practice collegiality are needed. APNs' job satisfaction may be improved in these areas by mentoring of new APN graduates and administrative approval for participating in research. Additional administrative support is needed to decrease the amount of non-APN tasks and clerical duties.

Social Work Practitioner's Job Pperformance

Social Work Practitioner's Job Pperformance

Canadian Nurse Practitioner Job Satisfaction

To examine the level of job satisfaction and its association with extrinsic and intrinsic job satisfaction characteristics among Canadian primary healthcare nurse practitioners (NPs). A descriptive correlational design was used to collect data on NPs' job satisfaction and on the factors that influence their job satisfaction. A convenience sample of licensed Canadian NPs was recruited from established provincial associations and special-interest groups. Data about job satisfaction were collected using two valid and reliable instruments, the Misener Nurse Practitioner Job Satisfaction Survey and the Minnesota Satisfaction Questionnaire. Descriptive statistics, Pearson correlation and regression analysis were used to describe the results. The overall job satisfaction for this sample ranged from satisfied to highly satisfied. The elements that had the most influence on overall job satisfaction were the extrinsic category of partnership/collegiality and the intrinsic category of challenge/autonomy. These findings were consistent with Herzberg's Dual Factor Theory of Job Satisfaction. The outcomes of this study will serve as a foundation for designing effective human health resource retention and recruitment strategies that will assist in enhancing the implementation and the successful preservation of the NP's role.

Assistant or substitute: Exploring the fit between national policy vision and local practice realities of assistant practitioner job descriptions

To understand the extent to which the assistant practitioner role is described as 'assistive' in formal job descriptions and analyse whether the term 'assistive' has been stretched to encompass more 'substitutive' or 'autonomous' characteristics. Sixteen AP job descriptions representing all clinical divisions across one UK acute NHS Hospital Trust were both macro- and micro-analysed for broad similarities and differences in line with Hammersley and Atkinson's analytical framework. The analysis specifically focused on how clinical tasks were related to clinical responsibility, from this the job descriptors were then indexed as belonging to one of five discrete categories. Our analysis revealed the following categories: fully assistive (n=1), supportive/assistive (n=7), supportive/substitutive (n=4), substitutive/autonomous (n=3) and fully autonomous (n=1). From this, a number of anomalies manifest in the form of divergent organisational expectations regarding the AP role. This study highlights a series of tensions extant between policy vision and implementation of the AP role in practice. Introduction of new healthcare roles requires compromise and negotiation, to shape and define what social space incumbents of these and existing roles will occupy. However the way in which new roles are defined will determine how they become embraced and embedded within future healthcare services.

Assistant practitioner job satisfaction and retention

Assistant practitioner job satisfaction and retention

Job Satisfaction Among Multiple Sclerosis Certified Nurses

Several studies document high levels of job satisfaction among certified nurses, but no study has examined job satisfaction and factors influencing job satisfaction of certified multiple sclerosis (MS) nurses. This study tested a theoretical model proposing that two organizational factors, colleague relationships and benefits, will predict job satisfaction. Job satisfaction was represented by four factors: autonomy, professional status, professional growth, and time efficiency. Participants included MS nurses certified for 6 months or more practicing mostly in three countries (Canada, Great Britain, and the United States) who anonymously completed the Misener Nurse Practitioner Job Satisfaction Scale, an overall job satisfaction rating, and demographic information. Findings indicate that colleague relationships and benefits significantly estimated organization structure and that autonomy, professional status, professional growth, and time efficiency significantly estimated job satisfaction; furthermore, organization factors such as colleague relationships and benefits significantly predict job satisfaction. Among the countries, several statistically significant differences were observed between job satisfaction factors as well as items in both organization and job satisfaction subscales. Average factor scores among the countries were mostly rated satisfactory. The International Organization of Multiple Sclerosis Nurses Executive Board plans to use the study findings to see how it needs to focus efforts as an organization toward enhancing and standardizing MS care and develop MS nurse professionalism worldwide.

Job satisfaction among Arizona adult nurse practitioners

A literature review for studies of job satisfaction among nurse practitioners (NPs) suggests that the true determinants of job satisfaction have not been discovered. The purpose of this study was to determine job satisfaction among adult health NPs (ANPs) practicing in Arizona. The Misener nurse practitioner job satisfaction scale was mailed to 329 Arizona ANPs who were certified by the Arizona State Board of Nursing (47% response rate). The mean overall satisfaction score was 4.69 out of a possible score of 6.0 for very satisfied. Differences in employer type, gender, annual income, membership in professional nursing organization, or full-time versus part-time employment status did not result in significantly different scores on the job satisfaction scale in this group. A deep and sustained nursing shortage, the exodus of experienced nurses from the profession, and a projected shortage of primary care providers have generated interest among professional groups, private and government healthcare commissions, and the healthcare industry in determining what factors may influence an individual to choose and remain active in nursing practice. Researchers, educators, employers, and the healthcare industry must look beyond well-worn assumptions about job satisfaction to explore what the individual NP finds satisfying about his or her role.