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Nurses' Job Satisfaction (nurse + job_satisfaction)
Selected AbstractsFactors influencing Macao nurses' intention to leave current employmentJOURNAL OF CLINICAL NURSING, Issue 6 2009Moon Fai Chan Aims., To investigate factors associated with nurses' intention to leave current employment in Macao. Background., The shortage of nursing staff and nurses voluntarily leaving their jobs has continued to be a problem affecting the delivery of health care all over the world. One way to alleviate this shortfall is via recruitment, but this is not always successful. Another way is to reduce the rate at which nurses voluntarily leave their work places. Design., A descriptive survey was conducted and data were collected using a self-reported structured questionnaire. Nurses were recruited in the Health Bureau and one private hospital in Macao. The status of nurses' intention to leave current employment (yes vs. no) was the dependent variable and nurses' predisposing characteristics, organisational environments and five components on job satisfaction outcomes were independent variables. Results., Of 426 nurses, 166 (39·0%) indicated an intention to leave current employment. The results showed that age (p < 0·001), work experience (p < 0·001), workplace (p = 0·015) and job satisfaction: pay and benefits (p < 0·001) were significant risk factors to predict nurses' intention to leave current employment. Conclusions., More than one-third of the nurses in Macao indicated an intention to leave current employment. This figure may be a cause of concern for the hospital management and highlights the need to implement strategies to improve the communication between nurses and the organisation, to enhance nurse job satisfaction and commitment to the organisation. Relevance to clinical practice., Our findings outline some issues contributing to this problem and provide the nurse manager with information regarding specific influences on nurses' turnover in Macao. Given the complexity of issues outlined in this analysis, nurse managers should assist their nursing staff to deal with those influences, make efforts to address the nursing shortage that will require additional communications and recognise the needs and values of their staff and empower them to create a better work environment. As a consequence, their commitment to the organisation can be fostered. [source] Leadership behaviours: effects on job satisfaction, productivity and organizational commitmentJOURNAL OF NURSING MANAGEMENT, Issue 4 2001J. CHIOK FOONG LOKE RN MBA BN CCNC Background, Research in the west has shown that job satisfaction, productivity and organizational commitment are affected by leadership behaviours. The purpose of this study is to determine the effect of leadership behaviours on employee outcomes in Singapore. Very little research related to this subject has been done in health care settings in this country. The comparison of the results of the different types of settings and samples will allow a better understanding of the relationshiop between leadership behaviours and employee outcomes and thus help to determine if leadership is worth the extra effort. Method, The study explored the relationships between five leadership behaviours identified by Kouzes and Posner and the employee outcomes of registered nurses practising in the general wards, intensive care units and the coronary care unit in an acute hospital. Survey questionnaires were used to elicit responses from 100 registered nurses and 20 managers belonging to the organization. Data collected included demographic characteristics and the degree to which the five types of leadership behaviours were used as perceived by the nurse managers and the registered nurses. In addition, the level of nurse job satisfaction, the degree of productivity and the extent of organizational commitment are described. Findings, The findings show a similar trend to the original studies in the United States of America. Use of leadership behaviours and employee outcomes were significantly correlated. The regression results indicate that 29% of job satisfaction, 22% of organizational commitment and 9% of productivity were explained by the use of leadership behaviours. Recommendations are made in the light of these findings. [source] Spirituality and job satisfaction among female Jewish Israeli hospital nursesJOURNAL OF ADVANCED NURSING, Issue 2 2010Aryeh Lazar lazar a. (2010) Spirituality and job satisfaction among female Jewish Israeli hospital nurses. Journal of Advanced Nursing 66(2), 334,344. Abstract Title.,Spirituality and job satisfaction among female Jewish Israeli hospital nurses. Aim., This paper is a report of a study conducted to examine the relationship between spirituality and hospital nurses' work satisfaction and to determine the unique contributions of various specific aspects of spirituality to their work satisfaction. Background., Spirituality has been indicated as a possible contributor to nurses' job satisfaction. However, few researchers have examined the relationship between spirituality and nurses' job satisfaction. Method., During 2007, 120 female Jewish Israeli hospital nurses responded to a questionnaire including a multidimensional measure of spirituality and a measure of overall job satisfaction. Results., Correlation analysis indicated a positive relationship between life coherency aspects of spirituality and spiritual values with job satisfaction. Hierarchical regression analysis indicated the particular importance of an idealistic spiritual orientation (positive contribution) and a transcendent spiritual orientation (negative contribution) to the prediction of nurses' job satisfaction. Conclusion., The relationship between spirituality and nurses' job satisfaction is complex. Hospital managers may be able to enhance job satisfaction by providing opportunities for nurses to satisfy their spiritual needs (in particular, altruistic and ideological orientations) on the job. In addition, nurses with a strong transcendent orientation may be identified and given special attention to increase the likelihood of job satisfaction. [source] Exploring the profiles of nurses' job satisfaction in Macau: results of a cluster analysisJOURNAL OF CLINICAL NURSING, Issue 3-4 2010Moon Fai Chan Aims., To determine whether definable subtypes exist within a cohort of nurses with regard to factors associated with nurses' job satisfaction patterns and to compare whether these factors vary between nurses in groups with different profiles. Background., Globally, the health care system is experiencing major changes and influence nurses' job satisfaction and may ultimately affect the quality of nursing care for patients. Design., A descriptive survey. Methods., Data were collected using a self-reported structured questionnaire. Nurses were recruited in two hospitals in Macao. Two main outcome variables were collected: Predisposing characteristics and five components on job satisfaction outcomes. Results., A cluster analysis yielded two clusters (n = 649). Cluster 1 consisted of 60·6% (n = 393) and Cluster 2 of 39·4% (n = 256) of the nurses. Cluster 1 nurses were younger, more educated and had less work experience and more intention to change their career than nurses in Cluster 2. Cluster 2 nurses had more work experiences, were of more senior grade and were more satisfied with their current job in terms of peer supports, autonomy and professional opportunities, scheduling and relationships with team members than nurses in Cluster 1. Conclusions., Findings might help by providing important information for health care managers to identify strategies/methods to target a specific group of nurses in hopes of increasing their job satisfaction levels. Relevance to clinical practice., As a long-term investment, hospital management has to promote work environments that support job satisfaction to attract nurses and thereby improve the quality of nursing care. The results of this study might provide hospital managers with a model to design specified interventions to improve nurses' job satisfaction. [source] The relationship between nursing leadership and nurses' job satisfaction in Canadian oncology work environmentsJOURNAL OF NURSING MANAGEMENT, Issue 5 2008GRETA G. CUMMINGS PhD Background, Current Canadian oncology work environments are challenged by the same workforce statistics as other nursing specialties: nurses are among the most overworked, stressed and sick workers, and more than 8% of the nursing workforce is absent each week due to illness. Aim, To develop and estimate a theoretical model of work environment factors affecting oncology nurses' job satisfaction. Methods, The sample consisted of 515 registered nurses working in oncology settings across Canada. The theoretical model was tested as a structural equation model using LISREL 8.54. Results, The final model fitted the data acceptably (,2 = 58.0, d.f. = 44, P = 0.08). Relational leadership and physician/nurse relationships significantly influenced opportunities for staff development, RN staffing adequacy, nurse autonomy, participation in policy decisions, support for innovative ideas and supervisor support in managing conflict, which in turn increased nurses' job satisfaction. Conclusions, These findings suggest that relational leadership and positive relationships among nurses, managers and physicians play an important role in quality oncology nursing environments and nurses' job satisfaction. Implications for nursing management, Oncology nursing work environments can be improved by focusing on modifiable factors such as leadership, staff development and staffing resources, leading to better job satisfaction and hopefully retention of nurses. [source] Work satisfaction of Japanese public health nurses: Assessing validity and reliability of a scaleNURSING & HEALTH SCIENCES, Issue 4 2009Mineko Yamashita rn Abstract The Index of Work Satisfaction, developed by Stamps et al., was administered to 583 nurses who had practiced public health nursing in Japan. After psychometric evaluation, three components were identified as contributing to their job satisfaction: the work environment, professional confidence, and commitment to the profession. Overall, the participants in the study were quite satisfied. The findings corroborated previous reports on Japanese nurses' job satisfaction, in that the nurses in the study were most satisfied with their relationships with peers, patients/families, and supervisors. However, they were least satisfied with having enough time for client care, having confidence, and promotion opportunities. The implications are discussed, to the effect that understanding the factors related to public health nurses' job satisfaction could help administrators to improve regulations and other issues related to the work environment. [source] | ||||||||||