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Tower M, Muir R, Zimmerman PA, Carter AG, Maude R, Hollaway K, Geia L, Massey D, Elder E. Should I stay or should I go? Nursing and midwifery academics intention to stay in or leave academia: A scoping review. NURSE EDUCATION TODAY 2024; 142:106352. [PMID: 39191088 DOI: 10.1016/j.nedt.2024.106352] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/28/2024] [Revised: 07/30/2024] [Accepted: 08/12/2024] [Indexed: 08/29/2024]
Abstract
BACKGROUND There is a chronic lack of appropriately qualified nurses and midwives being attracted into and remaining in the academic workforce. Reasons for this are not well understood but have been linked to stressful work environments related to balancing multiple roles in sometimes unsupportive environments, resulting in overload and demoralisation. AIM To illuminate factors associated with nursing and midwifery academics' intention to remain in academia and factors associated with intention to leave. DESIGN A scoping review was undertaken to provide a comprehensive and broad analysis of the related literature. This was guided by Arksey and O'Malley. A search strategy was developed using a combination of keywords and subject headings and adapted for four electronic databases to search for papers published between 2013 and 2024. METHODS The review included five steps: (i) identifying the question, (ii) identifying relevant studies, (iii) study selection, (iv) data charting, (v) collating, summarising, and reporting the results. Covidence systematic review software was used. Quality appraisal was undertaken using the Mixed Methods Assessment Tool (MMAT). RESULTS A total of 2870 papers were identified, 23 were included in the review. Retaining academics includes addressing issues related to promotion positive work environments such teamwork, professional relationships, supporting older academics, and professional development. Preventing attrition includes addressing emotional exhaustion and burnout, and ensuring academics feel valued and are recognised. Notably, there was a lack of research related to the Indigenous nursing and midwifery academic workforce. CONCLUSION Given the predicted workforce shortages it is imperative for nursing education providers to develop strategies to promote healthy work environments and career pathways, and identify how to develop strong leadership in an ageing nursing and midwifery academic workforce. Importantly, the lack of research related to the Indigenous academic workforce is concerning and must be a priority area for focus.
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Affiliation(s)
- Marion Tower
- School of Nursing and Midwifery, Griffith University, Gold Coast, Queensland 4111, Australia.
| | - Rachel Muir
- School of Nursing and Midwifery, Griffith University, Gold Coast, Queensland 4111, Australia; Menzies Health Institute Queensland, Griffith University, Gold Coast, Queensland, 4111, Australia; Department of Emergency Medicine, Gold Coast Health, Gold Coast, Queensland, 4111, Australia; Florence Nightingale Faculty of Nursing Midwifery and Palliative Care, Kings College London, UK.
| | - Peta-Anne Zimmerman
- School of Nursing and Midwifery, Griffith University, Gold Coast, Queensland 4111, Australia; Menzies Health Institute Queensland, Griffith University, Gold Coast, Queensland, 4111, Australia; Infection Control Department, Gold Coast Health, Gold Coast, 4111, Queensland, Australia.
| | - Amanda G Carter
- School of Nursing and Midwifery, Griffith University, Gold Coast, Queensland 4111, Australia.
| | - Robyn Maude
- School of Nursing, Midwifery, and Health Practice, Faculty of Health, Te Herenga Waka Victoria University of Wellington, 6140, New Zealand.
| | - Kathy Hollaway
- School of Nursing, Midwifery, and Health Practice, Faculty of Health, Te Herenga Waka Victoria University of Wellington, 6140, New Zealand.
| | - Lynore Geia
- School of Nursing and Midwifery, Edith Cowan University, Joondalup, 6027 Perth, WA, Australia.
| | - Debbie Massey
- School of Nursing and Midwifery, Edith Cowan University, Joondalup, 6027 Perth, WA, Australia.
| | - Elizabeth Elder
- School of Nursing and Midwifery, Griffith University, Gold Coast, Queensland 4111, Australia; Menzies Health Institute Queensland, Griffith University, Gold Coast, Queensland, 4111, Australia; Department of Emergency Medicine, Gold Coast Health, Gold Coast, Queensland, 4111, Australia; Centre for Work, Organisation and Wellbeing, Griffith University, Gold Coast, Queensland, 4111, Australia.
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Heier C, Nelson-Brantley H. Nurse Faculty Job Satisfaction: A Concept Analysis. J Contin Educ Nurs 2024; 55:331-337. [PMID: 38466727 DOI: 10.3928/00220124-20240301-04] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/13/2024]
Abstract
BACKGROUND This study provides an analysis of the concept of nurse faculty job satisfaction. METHOD Walker and Avant's (2019) eight-step method guided this analysis. Searches of the CINAHL, PubMed, Medline, and Cochrane databases were performed with the following terms: faculty, nursing, nurs* faculty, nurs* educator, job satisfaction, work satisfaction, and employee satisfaction. Thirty-seven articles published between 2010 and 2022 in the field of nursing were included. RESULTS Three defining attributes of nurse faculty job satisfaction were identified: psychological empowerment, self-efficacy, and motivational factors (achievement, recognition, responsibility, advancement, work, and growth). Antecedents included mentoring, effective leadership, structural support, and work culture and relationships. The consequences of nurse faculty job satisfaction were commitment (professional and organizational) and work efficiency, which included productivity, creativity, and innovation. CONCLUSION This concept analysis showed the attributes of nurse faculty job satisfaction are intrinsic and the antecedents are extrinsic. An operational definition was proposed, and a conceptual model was created. [J Contin Educ Nurs. 2024;55(7):331-337.].
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Wood RE, Matthews EE, Bourgault A, Rice M, Hershberger PE, Voss JG, Loerzel V, Henderson WA, Talsma A, Kinser PA. Strategies to Strengthen Nursing PhD Enrollment: An Ecological Systems Perspective. J Nurs Educ 2023; 62:669-678. [PMID: 38049303 DOI: 10.3928/01484834-20231006-05] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/06/2023]
Abstract
BACKGROUND Nurses with a Doctor of Philosophy (PhD) degree are essential to developing nursing knowledge, promoting health outcomes, and educating the next generation of nurses. Declining enrollment in nursing PhD programs calls for purposeful action. Guided by Bronfenbrenner's Ecological Systems Framework, this article outlines barriers and facilitators, and offers strategies to increase PhD enrollment. METHOD Extant literature and the authors' cumulative experiences in PhD education and research were reviewed to identify strategies to increase PhD enrollment. RESULTS Multilevel influences impede or facilitate enrollment in PhD programs. Strategies addressing individual and interpersonal influences included intentional personalized recruiting and early outreach to students at various levels of education. Institutional and organizational strategies included research partnerships and programs, and financial and infrastructure support. Sociocultural strategies included image branding and a positive social media presence supporting nurse scientists. CONCLUSION Strategies to enhance PhD enrollment across all levels can spark interest in nursing science and PhD enrollment. [J Nurs Educ. 2023;62(12):669-678.].
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Whitehead D, Hamidi Y, Ebrahimi H, Hazavehei SMM, Kharghani Moghadam SM. Relationships Between Lifestyle, Quality of Life, Organizational Culture and Job Satisfaction Among Nurses Related to Health Promoting Hospital (HPH) Standards. Health Serv Insights 2023; 16:11786329231193792. [PMID: 37667755 PMCID: PMC10475239 DOI: 10.1177/11786329231193792] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/24/2022] [Accepted: 07/12/2023] [Indexed: 09/06/2023] Open
Abstract
Providing quality healthcare services through health promotion activities to patients, hospital-based professionals and the wider community is the goal of the health promoting hospital (HPH). There is, however, no formal structured pathway for "universally" providing health promotion services in hospitals. Accordingly, this study was conducted with the aim of presenting a model designed to promote and increase health-related satisfaction of hospital-professionals in health-promoting hospitals (HPHs) in Iran-as a potential tool to guide international HPH standards. Lifestyle, quality of life, organizational culture, and job satisfaction were measured using standardized questionnaires in specialized hospitals in Hamadan, Iran. A structural equation model (SEM) using partial least squares (PLS) software (version 2) was used to determine the validity and fit of the conceptual framework/model. The study revealed that several factors were identified as strong predictors of job satisfaction and wellbeing, including various dimensions of lifestyle such as spiritual health, physical activity, stress management, and interpersonal communication, dimensions of quality of life including physical and mental aspects, and organizational culture. The values of predictive relevance (Q2) for physical and psychological dimension of life quality, organizational culture, and job satisfaction were estimated to be 0.101, 0.250, and 0.040 and 0.251, respectively. Conclusively, the study found a goodness of fit (GOF) value of 0.415, indicating that the model had a high predictive power and fit well. Based on these results, it is suggested that implementing HPH interventions that focus on the outcomes of this model could lead to increased job satisfaction and wellbeing in hospitals. Additionally, the model could serve as a useful indicator of HPHs.
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Affiliation(s)
- Dean Whitehead
- School of Nursing and Midwifery, University of Tasmania, Hobart, Australia
| | - Yadollah Hamidi
- Department of Health Management and Economics, School of Public Health and Research Center for Health Sciences, Hamadan University of Medical Sciences, Hamadan, Iran
| | - Hossein Ebrahimi
- Department of Occupational Health, School of Public Health, Iran University of Medical Sciences, Tehran, Iran
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Sharmin S, Khanom F, Rahman ZS, Tonik TM, Abbas G. Satisfaction Levels in Doctors About Workplace Environment During the COVID-19 Pandemic: Experiences from Tertiary Hospitals in Dhaka, Bangladesh. Cureus 2023; 15:e43897. [PMID: 37746421 PMCID: PMC10511943 DOI: 10.7759/cureus.43897] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 08/21/2023] [Indexed: 09/26/2023] Open
Abstract
BACKGROUND The satisfaction level of doctors regarding the workplace environment signifies both the psychological and physical environment. One of the many challenges to conquer was the adaptation to a steadily changing working environment and the development of a proper working environment during the COVID-19 pandemic. OBJECTIVES The objective of this study was to evaluate the level of satisfaction of doctors regarding the workplace environment. Methods: A cross-sectional study was conducted from January to December 2020. A total of 217 conveniently selected doctors working at selected tertiary hospitals in Dhaka city were interviewed using a pretested, structured questionnaire. The Minnesota Satisfaction Questionnaire (MSQ) was used to assess the level of job satisfaction on a 5-point Likert scale consisting of 20 items. The percentile score was used to categorize the respondents as highly satisfied (75 and above), averagely satisfied (26 to 74), and dissatisfied (below 25). Bivariate and multivariate analyses were performed. Result: Among the 217 respondents, the total mean MSQ score was 3.62±0.23 regarding job satisfaction. About two-thirds of the respondents (63.1%) reported an average level of satisfaction. More than two-thirds of respondents (69.6%) expressed high satisfaction regarding the physical work environment, while the majority of respondents (93.1%) expressed high satisfaction with the psychosocial work environment. However, no significant association was found between outcome and input variables (p>0.05). Conclusion: The study findings showed that satisfaction regarding the psychological environment was higher among the respondents than that of physical working conditions. Evidence-based measures are to be addressed in hospitals to achieve the optimum level of satisfaction among doctors during pandemics.
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Affiliation(s)
- Sifat Sharmin
- Public Health and Hospital Administration, National Institute of Preventive and Social Medicine (NIPSOM), Dhaka, BGD
| | - Fahmida Khanom
- Virology, National Institute of Preventive and Social Medicine (NIPSOM), Dhaka, BGD
| | - Zerin S Rahman
- Maternal and Child Health, National Institute of Preventive and Social Medicine (NIPSOM), Dhaka, BGD
| | | | - Golam Abbas
- Occupational and Environmental Health, National Institute of Preventive and Social Medicine (NIPSOM), Dhaka, BGD
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The Impact of Work-Related Barriers on Job Satisfaction of Practitioners Working with Migrants. SOCIAL SCIENCES 2023. [DOI: 10.3390/socsci12020098] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/16/2023] Open
Abstract
The work environment of practitioners working with migrants may be very demanding as they are frequently exposed to the sad narratives of such a vulnerable population, the lack of professional support, or the frequent change of policies towards refugees and asylum seekers. Little research has been conducted to explore the job satisfaction of practitioners working with migrants and the organizational characteristics that can hinder or promote such satisfaction. The present study investigated the relationship between work-related barriers (i.e., intra-organizational, legal, and interaction-related barriers) and job satisfaction of practitioners working with migrants, also testing if perceived organizational efficacy is mediating this relation. This study was part of a larger European funded project, and participants were 428 First-Line Practitioners working with migrants in various sectors (e.g., social and health services, immigration and asylum services, or border guards) and working in several European countries. Data were collected through an online survey in the period between October and December 2020. Results showed that intra-organizational and legal barriers had a negative impact on job satisfaction, while interaction-related barriers did not have any. Perceived organizational efficacy mediated the relationship between two work-related barriers (intra-organizational and interaction-related barriers) and job satisfaction. These findings suggest that organizations working with migrants should focus on addressing intra-organizational and legal barriers, and on implementing actions aimed at building employees’ collective efficacy beliefs to improve their job satisfaction.
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Mohamadi Asl S, Khademi M, Mohammadi E. The influential factors in humanistic critical care nursing. Nurs Ethics 2022; 29:608-620. [PMID: 35144499 DOI: 10.1177/09697330211043274] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
BACKGROUND One of the main concerns in critical care units is the development of humanistic approaches. In this regard, recognizing the factors affecting humanistic nursing can contribute to humanizing nursing care in these units. OBJECTIVE The objective was to recognize the influential factors of humanistic nursing in critical care units. RESEARCH DESIGN This qualitative study was carried out using a phenomenology method. Thirty-nine in-depth unstructured interviews were performed. The data were analyzed using the phenomenological nursology approach. To guarantee trustworthiness, prolonged engagement, member check, triangulation of resources, and maximum variation sampling were used. PARTICIPANTS AND RESEARCH CONTEXT Purposeful sampling was employed to select 10 nurses, 8 patients, and 4 patient's relatives from the intensive care unit and critical care unit departments. ETHICAL CONSIDERATION This study was approved by the ethics committee of Lorestan University of Medical Sciences with the code of LUMS.REC.1395.121. FINDING The participants' experiences were reflected in the following three main concepts: (a) moral, educational, and existential nature of the two humans involved in the interaction; (b) maintenance of the nurses' dignity; and (c) interactions in the cultural and social context. DISCUSSION The nurse and patient, organizational environment, and society give rise to a set of intertwined characteristics which influence the realization of humanistic nursing. By affecting the nurses' educational background and maintaining their dignity, the atmosphere of the hospital and cultural readiness of the society pave the way for delivering the humanistic care.
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Affiliation(s)
- Somaye Mohamadi Asl
- Critical Care Nursing, Student Research Committee, Lorestan University of Medical Sciences, Iran
| | - Mojgan Khademi
- Department of Emergency and Critical Care Nursing, School of Nursing and Midwiferry, Lorestan University of Medical Sciences, Khorramabad, Iran
| | - Eesa Mohammadi
- Faculty of Medical Sciences, Tarbiat Modares University, Tehran, Iran
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Rossini S, Mazzotta R, Kangasniemi M, Badolamenti S, Macale L, Sili A, Vellone E, Alvaro R, Bulfone G. Measuring academic satisfaction in nursing students: a systematic review of the instruments. Int J Nurs Educ Scholarsh 2022; 19:ijnes-2021-0159. [PMID: 36117260 DOI: 10.1515/ijnes-2021-0159] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/08/2021] [Accepted: 07/26/2022] [Indexed: 11/15/2022]
Abstract
Student academic satisfaction is one of the most important factors affecting the success and quality of a higher education institute and is an indicator about teaching and learning. This study aims to summarize and critically evaluate the instruments assessing academic satisfaction in nursing education. A systematic review was undertaken, PRISMA were used for the screening of studies. MEDLINE, Cochrane, Scopus and CINAHL were searched using MeSH terms; seven eligible articles were identified referring to five assessment tools. COSMIN was used for evaluation of the methodological of the instruments. The systematic review identified five satisfaction measurement tools used in nursing education. The analysis of the instruments rarely considered a confirmative validity structure, measurement error or criterion validity. The best available instrument was the Nursing Students Satisfaction Scale (NSSS) for validation methodology; however, it needs further validation studies that consider CFA, reliability, criteria validity, hypothesis testing and measurement error.
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Affiliation(s)
- Silvia Rossini
- Department of Biomedicine and Prevention, University of Rome Tor Vergata, Rome, Italy
| | - Rocco Mazzotta
- Department of Biomedicine and Prevention, University of Rome Tor Vergata, Rome, Italy
| | - Mari Kangasniemi
- Department of Nursing Science, Faculty of Health Sciences, University of Eastern Finland, Kuopio, Finland
| | - Sondra Badolamenti
- Department of Biomedicine and Prevention, University of Rome Tor Vergata, Rome, Italy
| | - Loreana Macale
- Department of Biomedicine and Prevention, University of Rome Tor Vergata, Rome, Italy
| | | | - Ercole Vellone
- Department of Biomedicine and Prevention, University of Rome Tor Vergata, Rome, Italy
| | - Rosaria Alvaro
- Department of Biomedicine and Prevention, University of Rome Tor Vergata, Rome, Italy
| | - Giampiera Bulfone
- Department of Biomedicine and Prevention, University of Rome Tor Vergata, Rome, Italy
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Bence AF, Coetzee SK, Klopper HC, Ellis SM. The association between the practice environment and selected nurse educator outcomes in public nursing education institutions: A cross-sectional study. Nurse Educ Pract 2021; 58:103261. [PMID: 34856469 DOI: 10.1016/j.nepr.2021.103261] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/12/2021] [Revised: 10/21/2021] [Accepted: 11/20/2021] [Indexed: 11/24/2022]
Abstract
AIM The purpose of this study is to describe the association between the practice environment and nurse educator outcomes (burnout, engagement, incivility, job satisfaction and intention to leave) in public nursing education institutions in the Gauteng province of South Africa. BACKGROUND The practice environment holds the most promise for recruiting and retaining a qualified and engaged nurse workforce; however, the association between the practice environment and nurse educator outcomes has been relatively unexplored. DESIGN Cross-sectional design. METHODS The Gauteng province was purposively selected, as it has the highest number of public nursing education institutions in South Africa. All-inclusive sampling was applied to public nursing educations institutions in Gauteng province (N = 6) and then to Heads of Department (N = 30; n = 17) and nurse educators (senior lecturers [N = 162; n = 45] and lecturers [N = 257; n = 80]). Data were collected during March to November 2018. The data were collected using the Practice Environment Scale of the Nursing Work Index; Maslach Burnout Inventory - Educators Survey; Utrecht Work Engagement Scale (UWES); Incivility in Nursing Education-Revised (INE-R); job satisfaction and Propensity to Leave Scale. RESULTS The results show that nurse educators are an aging population, with limited numbers having master's and doctoral qualifications. The most job dissatisfaction is regarding wages (M=2.0; SD 1.07); appreciation, recognition and rewards for good work (M=2.1; SD 1.01); and opportunities for advancement (M=2.2; SD 1.01). The nurse educators do not experience their public nursing education institutions as having a positive practice environment. Nurse educators experienced high levels of work engagement, moderate levels of burnout and low levels of incivility, that were highly correlated with the subscale of foundations of quality outcomes. They experienced moderate levels of job satisfaction but did not intend to leave their places of employment, which was highly correlated with the subscale of manager's ability, leadership and support. CONCLUSIONS A positive practice environment improves nurse educator outcomes. The subscale of foundations of quality outcomes and manager's ability, leadership and support had the most impact on nurse educator outcomes, thus quality teaching practices should be cultivated and recognised; and managers must have the necessary skill and knowledge to lead effectively, while also including nurse educators in decisions that impact them and involving them in the affairs of the nursing education institution. There is a shortage of qualified nurse educators globally and in South Africa and urgent attention must be given to factors that influence the recruitment and retention of nurse educators. TWITTER ABSTRACT The practice environment holds the most promise for recruiting and retaining a qualified and engaged nurse educator workforce, especially regarding foundations of quality outcomes and manager's ability, leadership and support.
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Affiliation(s)
- Anna F Bence
- NUMIQ Research Focus Area, School of Nursing Science, North-West University, Potchefstroom, South Africa.
| | - Siedine K Coetzee
- NUMIQ Research Focus Area, School of Nursing Science, North-West University, Potchefstroom, South Africa.
| | | | - Suria M Ellis
- Unit for Business, Mathematics and Informatics, North-West University, Potchefstroom, South Africa.
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Arian M, Soleimani M, Oghazian MB. Job satisfaction and the factors affecting satisfaction in nurse educators: A systematic review. J Prof Nurs 2018; 34:389-399. [PMID: 30243696 DOI: 10.1016/j.profnurs.2018.07.004] [Citation(s) in RCA: 42] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/12/2017] [Revised: 06/13/2018] [Accepted: 07/03/2018] [Indexed: 11/22/2022]
Abstract
OBJECTIVES The present study seeks to answer the following two questions: Are nurse educators satisfied with their job? What are the factors affecting job satisfaction in nurse educators? BACKGROUND Nurse educators' job satisfaction has a significant role in the efficiency and performance of nursing schools. Identifying the factors affecting job satisfaction in nurse educators is essential to improving their quality of work and ultimately training efficient students and nurses. EVALUATION The present systematic review searched databases including PubMed, Medline, Cochrane Library, Scopus, Web of Science, Science Direct, ProQuest, Google Scholar and SID for articles published up to April 24, 2018, using keywords including Nurse Teachers, Nurse Faculty, Academic Nurses, Nurse Educators, Dis/Satisfaction, Work, Career, Professional, Practice and Job. Of the total of 971 articles extracted, only 74 remained for the final analysis after the qualitative assessment. KEY ISSUE The articles included in the analysis investigated the relationship between job satisfaction and its contributing factors rather than providing an accurate report on job satisfaction. Nonetheless, a number of the articles had reported fairly to very favorable levels of job satisfaction. The factors affecting nurse educators' job satisfaction were categorized into six levels, including personal, organizational, managerial, academic, professional and economic levels. CONCLUSION Although job satisfaction was reported relatively well in the nurse educators, this condition depends on several indices. The lack of positive steps toward job satisfaction in nurse educators leads to destructive behaviors and turnover intentions; meanwhile, it is satisfied educators who can train competent nurses.
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Affiliation(s)
- Mahdieh Arian
- Faculty of Nursing and Midwifery, Student Research Committee, Semnan University of Medical Sciences, Semnan, Iran
| | - Mohsen Soleimani
- Faculty of Nursing and Midwifery, Nursing Care Research Center, Semnan University of Medical Sciences, Semnan, Iran.
| | - Mohammad Bagher Oghazian
- Department of Internal Medicine, Faculty of Medicine, North Khorasan University of Medical Sciences, Bojnurd, Iran
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Miao Y, Li L, Bian Y. Gender differences in job quality and job satisfaction among doctors in rural western China. BMC Health Serv Res 2017; 17:848. [PMID: 29282049 PMCID: PMC5745800 DOI: 10.1186/s12913-017-2786-y] [Citation(s) in RCA: 34] [Impact Index Per Article: 4.9] [Reference Citation Analysis] [Abstract] [Key Words] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/23/2016] [Accepted: 12/07/2017] [Indexed: 11/10/2022] Open
Abstract
Background Few studies about gender differences in job quality and job satisfaction among medical professionals have been carried out in China. So the objectives of this study were to examine whether and to what extent gender differences existed in job quality and job satisfaction of doctors in rural western China. Methods From 2009 to 2011, a total of 1472 doctors from 103 selected county-level health care facilities in rural western China were recruited into the study. Information about the doctors’ demographic characteristics, job quality, and job satisfaction was collected through a designed questionnaire. Besides examining gender differences in single dimensions of job quality and job satisfaction, principal component analysis was used to construct a composite job quality index to measure the differences in the comprehensive job quality, and exploratory factor analysis was applied to evaluate the differences in the overall job satisfaction. Chi-square test was used to calculate differences between proportions, and t-test was used to compare differences between means. Results Among the doctors, there were 705 males and 767 females (ratio 1:1.09). Male doctors had significantly higher monthly salaries, longer working hours, more times of night shifts per month, longer continuous working hours, and longer years of service at current facilities, and marginally significantly higher hourly wage and longer years of service in current professions. However, female doctors showed greater overall job qualities. Significant and marginally significant gender differences were only found in satisfaction with remuneration compared to workload, the chance of promotion and working environment. But female showed greater satisfaction in the overall job satisfaction and the factor including sub-aspects of working environment, remuneration compared to workload, the chance of promotion, utilization of subjective initiative, and sense of achievement. Conclusions Gender differences in job quality and job satisfaction did exist among doctors in rural western China. The participating female doctors were shown to have better job quality and greater job satisfaction. Electronic supplementary material The online version of this article (doi: 10.1186/s12913-017-2786-y) contains supplementary material, which is available to authorized users.
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Affiliation(s)
- Yang Miao
- State Key Laboratory of Quality Research in Chinese Medicine, Institute of Chinese Medical Sciences, University of Macau, Taipa, Macau, China
| | - Lingui Li
- The College of Management, Ningxia Medical University, Yinchuan, Ningxia, China
| | - Ying Bian
- State Key Laboratory of Quality Research in Chinese Medicine, Institute of Chinese Medical Sciences, University of Macau, Taipa, Macau, China.
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Predictive Factors Impacting Intent-to-Stay Teaching for Associate Degree Adjunct Clinical Nurse Faculty. TEACHING AND LEARNING IN NURSING 2016. [DOI: 10.1016/j.teln.2016.06.006] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Hirsch CD, Barlem ELD, Barlem JGT, Dalmolin GDL, Pereira LA, Ferreira AG. Cross-cultural adaptation and validation of the Nursing Student Satisfaction Scale for use with Brazilian nursing students. Rev Lat Am Enfermagem 2016; 24:e2776. [PMID: 27579931 PMCID: PMC5016052 DOI: 10.1590/1518-8345.1053.2776] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/26/2015] [Accepted: 03/04/2016] [Indexed: 11/22/2022] Open
Abstract
OBJECTIVE to cross-culturally adapt and validate the Nursing Student Satisfaction Scale (NSSS) for use with nursing students in the Brazilian context. METHOD this was a quantitative exploratory and descriptive study using a cross-sectional design conducted with 123 undergraduate nursing students studying at a public university in the south of Brazil. The cross-cultural adaptation was performed according to international guidelines. Validation for use in a Brazilian context was performed using factor analysis and Cronbach's alpha. RESULTS based on the expert committee assessment and pre-test, face and content validity were considered satisfactory. Factor analysis resulted in three constructs: curriculum and teaching; professional social interaction, and learning environment. The internal consistency of the instrument was satisfactory: the value of Cronbach's alpha coefficient was 0.93 for the instrument as a whole, and between 0.88 and 0.89 for the constructs. CONCLUSION the Brazilian version of the Nursing Student Satisfaction Scale was shown to be reliable and validated for the evaluation of student satisfaction with undergraduate nursing programs, considering the aspects teaching activities, curriculum, professional social interaction, and learning environment.
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Dreifuerst KT, McNelis AM, Weaver MT, Broome ME, Draucker CB, Fedko AS. Exploring the Pursuit of Doctoral Education by Nurses Seeking or Intending to Stay in Faculty Roles. J Prof Nurs 2016; 32:202-12. [DOI: 10.1016/j.profnurs.2016.01.014] [Citation(s) in RCA: 28] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/16/2015] [Indexed: 11/26/2022]
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Hirsch CD, Barlem ELD, Barlem JGT, Silveira RSD, Mendes DP. Fatores preditores e associados à satisfação dos estudantes de enfermagem. ACTA PAUL ENFERM 2015. [DOI: 10.1590/1982-0194201500093] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022] Open
Abstract
Resumo Objetivo Identificar os preditores e fatores associados à satisfação dos estudantes de enfermagem com as atividades de currículo e ensino, interação social/profissional e ambiente de aprendizagem do curso de graduação. Métodos Estudo transversal, realizado com 123 estudantes de enfermagem de uma universidade pública. O instrumento de pesquisa foi o Nursing Student Satisfaction Scale. Para a análise dos dados foi utilizada a estatística descritiva, análise de variância e análise de regressão logística. Resultados Na análise descritiva, a dimensão currículo e ensino apresentou a maior média (3,57) seguida pela dimensão ambiente de aprendizagem (3,33) e interações sociais/profissionais (3,28). Os estudantes mais jovens e que possuem filhos, percebem a dimensão currículo e ensino como um fator promotor de satisfação de forma mais intensa. Conclusão Faz-se necessário promover melhorias no cenário educacional e formativo, investindo-se nas questões de currículo e ensino, visando contribuir para uma experiência acadêmica satisfatória através da diminuição das barreiras que dificultam a formação acadêmica.
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