The relationship of job satisfaction with organizational variables in public health nursing

How to improve the problem of hotel manpower shortage in the COVID-19 epidemic environment? Exploring the effectiveness of the hotel practice training system

This study aimed to examine the role of effective employee training in the sustainable growth and corporate social responsibility of hotels during the postpandemic period. An initial respondent pool was selected using purposive sampling, and 280 questionnaires were finally obtained by snowball sampling from September 2019 to February 2020. The sample was analyzed using basic statistical tests, the Pearson correlation coefficient, and multivariate regression. We then interpreted the sample data through consultation with scholars and practitioners in hotel management. Finally, the data were analyzed using multivariate verification. The results indicated that China Binhai Hotel could not foster consistent employee enthusiasm and fulfill its corporate social responsibilities during the postpandemic period due to deficiencies in its human resources training, employee benefit, job rotation, and incentive systems. We suggest for hotels to promote corporate culture, improve the system of promotion, increase employee benefits, and adjust the workplace environment and equipment provided to employees. These will improve employee attitudes toward hotel management, improve work efficiency, increase retention, and solve the problem of personnel shortage during the postpandemic period.

A Study of Leisure Constraints and Job Satisfaction of Middle-Aged and Elderly Health Care Workers in COVID-19 Environment

The purpose of the study was to examine the leisure constraints and job satisfaction of middle-aged and elderly health care workers. The study employed a mixed research method, utilizing SPSS 22.0 and AMOS 23.0 statistical software to analyze 260 questionnaires using basic statistical tests, t-tests, ANOVA tests, and structural equation models, and then interviewed medical and public health workers and experts in the field, and the results were analyzed using multivariate verification analysis. The results showed that there was a significant low correlation between leisure constraints and job satisfaction among middle-aged and elderly health care workers (p < 0.01); interpersonal constraints and external job satisfaction factors were the main influencing factors; improving promotion opportunities and receiving appreciation increased job satisfaction; poor working environment and facilities, as well as the lack of achievement, were the main factors that reduced satisfaction; health factors, a lack of family support, no exercise partner, and a lack of extra budget are the key to leisure constraints. If the organization can provide nearby sports facilities for middle and high-age medical workers, improve welfare, and increase willingness to participate in leisure activities, physical and mental health can be improved. Finally, interpersonal interaction in leisure obstacles is the main reason for improving job satisfaction.

Organizational commitment and quality of life at work among public health nurses in Israel

OBJECTIVE

To test the relationship between job satisfaction, professional self-image, work environment, organizational commitment (OC), and quality of life at work (QoLW) among public health nurses in Israel. To determine which variables can predict OC and QoLW among public health nurses.

DESIGN AND SAMPLE

One hundred and thirty-two public health nurses participated in this cross-sectional study with a structured self-administered questionnaire that examined OC, professional self-image, job satisfaction, nursing work environment, and QoLW. Pearson correlation tested correlations between variables and multiple regression was conducted to predict OC and QoLW.

MEASUREMENTS

The five measurements (job satisfaction, professional self-image, work environment, OC, and QoLW) based on validity questionnaires with high internal confident.

RESULTS

All five variables showed a significant positive correlation. Job satisfaction (t = 5.77, p < 0.001) and nursing work environment (t = 4.55, p < 0.001), contributed significantly to the explanation of OC and QoLW variance. Nursing work environment (t = 6.42, p < 0.01) and job satisfaction (t = 2.99, p < 0.01) were the variables that predicted QoLW.

CONCLUSIONS

Nursing managers should be proactive and create a professional environment for nurses to encourage their OC and QoLW as factors that may influence public health nurses.

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

People try to find the role of government in today’s modern society. Citizens of any country look forward to benefit from government services. Although the government implements laws and policies in all areas of society, people only know about it through government’s services. We describe a good government’s service of organization, department, unit, and division that has an appropriate human strategy. Purpose: Purpose of this study is to investigate which factors have been missing that connects and maintains the sustainability between the leadership style and employees’ satisfaction in the government sector of Mongolia. More specifically, the purpose of the study is to investigate the missing link between leadership style and job satisfaction among Mongolian public sector employees. This study reiterates the mediating role of organizational climate (OC) and work style (WS) in a new proposed model. Methodology: The questionnaire is designed by a synthesis of existing constructs in current relevant literature. The research sample consisted of 143 officers who work in the primary and middle units of the territory and administration of Mongolia. Factor analysis, a reliability test, a collinearity test, and correlation analyses confirm the validity and reliability of the model. Multiple regression analysis, using Structural Equation Modeling (SEM), tests the hypotheses of the study. The sample of this study is chosen from the public organization. Mongolia is a developing country. This country needs good public leaders who can serve citizens. This study will be extended further. In addition, Mongolia really needs sufficient studies. Practical implications: This study has several important implications for studies related to organizational behavior and job satisfaction. Furthermore, the implications of these findings are beneficial to organizations aimed at improving policies and practices related to organizational behavior and human resource management. Regulators and supervisors of private or public organizations aiming to increase the level of their employees’ job satisfaction will also benefit from the findings. Therefore, this study’s new proposed model can be the basis of fundamental research to build a better human resource policy. Although the leadership style is an influential factor for job satisfaction, this study identifies the mediating missing links between the leadership style and employees’ job satisfaction. Findings: The findings of this research indicate that the organizational climate and work style complement and fully mediate the relationship between leadership style and job satisfaction. An appropriate leadership style is most effective when it matches the organizational climate as well as employees’ work style. Furthermore, a suitable organizational climate will increase the level of job satisfaction. If the work style of employees is respected and taken into consideration, the leadership style can find its way into job satisfaction. Originality/value: This study is the first to understand the motivators of job satisfaction in the government sector of Mongolia. This study suggests valuable findings for executive officers who are junior and primary unit’s officers of the register sector of government in Mongolia. The findings of this study help managers and executives in their effort develop and implement successful human resource strategies.

Career Satisfaction and Perceived Salary Competitiveness among Individuals Who Completed Postdoctoral Research Training in Cancer Prevention

Studies examining career satisfaction of biomedical scientists are limited, especially in the context of prior postdoctoral training. Here we focused on career satisfaction defined as satisfaction with one’s career trajectory and perceived salary competitiveness among a predominantly Ph.D.-trained population of scientists who completed cancer prevention-related postdoctoral training between 1987–2011. National Cancer Institute (NCI) Cancer Prevention Fellowship Program (CPFP) alumni (n = 114), and previous recipients of NCI-sponsored Ruth L. Kirschstein National Research Service Award (NRSA/F32) postdoctoral fellowships (n = 140) completed online surveys. Associations of career satisfaction and perception of salary competitiveness with demographic, training, and employment-related factors were examined using logistic regression. Overall, 61% reported high levels of satisfaction with their career trajectory to-date. Higher salary (odds ratio [OR] = 2.86, 95% confidence interval [95% CI]: 1.07–7.69) and having more leadership roles (OR = 2.26, 95% CI:1.04–4.90) were independently associated with higher career satisfaction. Persons with race/ethnicity other than white (OR = 0.40, 95% CI: 0.20–0.82) or age ≥ 50 (OR = 0.40, 95%CI: 0.17–0.94) had lower career satisfaction levels. There were no statistically significant differences in career satisfaction levels by gender, scientific discipline, or employment sector. 74% perceived their current salary as competitive, but persons with 5–9, or ≥10 years in their current position reported lower levels (OR = 0.31, 95% CI: 0.15–0.65; and OR = 0.37, 95% CI: 0.16–0.87, respectively), as did individuals in government positions (OR = 0.33, 95% CI: 0.11–0.98). These data add to the understanding of career satisfaction of those with advanced training in biomedical research by examining these measures in relation to prior postdoctoral research training and across multiple career sectors.

Job satisfaction in nursing: a concept analysis study

AIM

This study aims to undertake a concept analysis of job satisfaction in the nursing profession.

BACKGROUND

Around current global shortage of nurses, it is important to stabilize the nursing workforce. Nurses' job satisfaction has been found to be related to intention to leave.

INTRODUCTION

In the nursing profession, there is a lack of evidence to support the attributes of nurses' job satisfaction.

METHODS

Walker and Avant's approach of concept analysis was used.

RESULTS

The main attributes of job satisfaction from this study are (1) fulfillment of desired needs within the work settings, (2) happiness or gratifying emotional responses towards working conditions, and (3) job value or equity. These attributes are influenced by antecedent conditions like demographic, emotional, work characteristics and environmental variables. Additionally, the consequences of nurses' job satisfaction have a significant impact on both nurses and patients.

DISCUSSION

This study integrated both the content and process of motivational theories to generate the attributes of job satisfaction in nursing that overcome the limitation of the previous studies, which looked only at the definitions of nurses' job satisfaction based on content motivational theories.

CONCLUSION AND IMPLICATIONS FOR NURSING AND HEALTH POLICY

The findings of this study can facilitate both nursing researchers to develop a cultural adaption instrument and policy makers to improve clinical nursing practice. This analysis provides nurse managers with a new perspective to deal with nurses' job satisfaction by taking into account all the attributes that influence it in the nursing field.

The unique effects of general and specific support in health care technology: An empirical examination of the principle of compatibility

BACKGROUND

The principle of compatibility suggests that specific attitudes should target specific behaviors. The attitude-behavior relationship is contingent upon the consistency between the two.

PURPOSE

This aim of this study was to examine the strength of relationships involving general versus specific support perceptions and attitudes regarding smart pump technology in hospitals. Specifically, we hypothesized that organizational support perceptions would be more strongly related to general positive work attitudes than it would to smart pump satisfaction. We also hypothesized that smart pump-specific support would be more strongly related to smart pump satisfaction than it would to general positive work attitudes.

METHODOLOGY

Data were collected in a cross-sectional field study via online surveys at two large, public hospital systems in the Midwestern United States, one in Iowa (n = 311 nurses) and one in Wisconsin (n = 346 nurses). Because nurses in one system had more experience with smart pump technology than nurses in the other system, analyses were run separately to compare results across the two sites.

FINDINGS

Consistent with the principle of compatibility, hierarchical regression revealed across both sites that smart pump support had a stronger relationship with smart pump satisfaction whereas general organizational support perceptions had a stronger relationship with general positive work attitudes. In addition, moderation effects were present in one sample where high levels of the noncompatible support (e.g., smart pump-specific support on positive workplace attitudes) buffered low levels of compatible support.

PRACTICE IMPLICATIONS

Our findings highlight the contextual importance of support in regard to the growing technological transformations that health care systems currently experience. When specific forms of support are provided for specific technologies, end-users will generally respond more favorably compared to when general support is the only available resource.

Correctional nursing: a study protocol to develop an educational intervention to optimize nursing practice in a unique context

BACKGROUND

Nurses are the primary healthcare providers in correctional facilities. A solid knowledge and expertise that includes the use of research evidence in clinical decision making is needed to optimize nursing practice and promote positive health outcomes within these settings. The institutional emphasis on custodial care within a heavily secured, regulated, and punitive environment presents unique contextual challenges for nursing practice. Subsequently, correctional nurses are not always able to obtain training or ongoing education that is required for broad scopes of practice. The purpose of the proposed study is to develop an educational intervention for correctional nurses to support the provision of evidence-informed care.

METHODS

A two-phase mixed methods research design will be used. The setting will be three provincial correctional facilities. Phase one will focus on identifying nurses' scope of practice and practice needs, describing work environment characteristics that support evidence-informed practice and developing the intervention. Semi-structured interviews will be completed with nurses and nurse managers. To facilitate priorities for the intervention, a Delphi process will be used to rank the learning needs identified by participants. Based on findings, an online intervention will be developed. Phase two will involve evaluating the acceptability and feasibility of the intervention to inform a future experimental design.

DISCUSSION

The context of provincial correctional facilities presents unique challenges for nurses' provision of care. This study will generate information to address practice and learning needs specific to correctional nurses. Interventions tailored to barriers and supports within specific contexts are important to enable nurses to provide evidence-informed care.

Job satisfaction among public health nurses: a national survey

BACKGROUND

Despite increasing interest in nurses' job satisfaction relatively few studies have investigated job satisfaction among public health nurses.

AIM

To establish current level of job satisfaction among public health nurses and identify the main contributing variables/factors to job satisfaction among this population.

DESIGN

Quantitative descriptive design. A simple random sample of 1000 public health nurses was conducted yielding a response rate of 35.1% (n = 351). Data was collected using the Index of Work Satisfaction Questionnaire. Descriptive and inferential statistics were deployed.

RESULTS

Low levels of job satisfaction among public health nurses emerged. Professional status, interaction and autonomy contributed most to job satisfaction while pay and task-related activities contributed least. Age and tenure were the only biographic factors that correlated significantly with job satisfaction.

CONCLUSION

Public health nurse managers/leaders need to find creative ways of improving the factors that contribute to job satisfaction and address robustly those factors that result in low job satisfaction.

IMPLICATIONS FOR NURSING MANAGEMENT

The critical issue for public health nurse managers is to determine how job satisfaction can be improved. Greater collaboration and consultation between managers and public health nurses can be regarded as a useful way to begin this process, especially if contemporary nursing is to embrace a responsive approach within the profession.

Capacity development for community health nurses in Pakistan: the assistant manager role

BACKGROUND

Community health nurses (CHNs), as leaders in developing countries, can promote successful outcomes in meeting the targets of the Millennium Development Goals. A community-based organization in Pakistan is striving to achieve the goals of maternal and child health through the development of the assistant manager role for community health nursing.

PURPOSE

The purpose of this study was to assess the perception of the role of the CHN assistant manager, with the goal of strengthening that role.

METHODS

This interpretive, qualitative study included 13 participants already familiar with CHNs in Pakistan. Interviewing was utilized to explore perceptions of the assistant manager role and to uncover challenges currently existing within this new role.

FINDINGS

Content analysis revealed the following themes: 'role perceptions', 'expectations of the role' and 'collaboration with other community healthcare providers'.

CONCLUSION

Changes to the role are necessary including increased education of the assistant manager CHNs and preparing administration to work with the assistant mangers for effective leadership.

Empowerment and commitment perceptions of community/public health nurses and their tenure intention

OBJECTIVE

A descriptive, nonexperimental study of community/public health nurses' (C/PHN) perceptions of their work and their workplace was conducted for the purpose of identifying factors that may affect tenure intention and, by extension, health care delivery, at a time when nursing workforce capacity is in crisis, a subject not studied well among the C/PHN workforce. It was thought that findings would potentially contribute to decisions about curriculum development, hiring practices, and work design by nurse educators, leaders, and administrators. Spreitzer's Theory of Structural and Psychological Empowerment and Meyer and Allen's Commitment theory were utilized together as a framework.

DESIGN AND SAMPLE

A paper-pen survey was mailed to 688 C/PHNs in 10 states seeking national accreditation serving in community-oriented and population-focused roles and selected randomly in local health departments with a census of 10 or more eligible nurses. The return of 478 completed surveys yielded a response rate of 76%.

MEASURES

Data were examined with descriptive statistics, correlation, and multiple logistic regression methods.

RESULTS

Results revealed 1/3 of C/PHNs were in some way considering leaving the job in spite of significant relationships among empowerment factors and between empowerment and commitment factors.

CONCLUSIONS

These data beg for a clearer understanding of C/PHNs' perceptions of empowerment and the reasons for intent to leave.

Impact and determinants of nurse turnover: a pan-Canadian study

AIM

As part of a large study of nursing turnover in Canadian hospitals, the present study focuses on the impact and key determinants of nurse turnover and implications for management strategies in nursing units.

BACKGROUND

Nursing turnover is an issue of ever-increasing priority as work-related stress and job dissatisfaction are influencing nurses' intention to leave their positions.

METHODS

Data sources included the nurse survey, unit managers, medical records and human resources databases. A broad sample of hospitals was represented with nine different types of nursing units included.

RESULTS

Nurses turnover is a major problem in Canadian hospitals with a mean turnover rate of 19.9%. Higher levels of role ambiguity and role conflict were associated with higher turnover rates. Increased role conflict and higher turnover rates were associated with deteriorated mental health. Higher turnover rates were associated with lower job satisfaction. Higher turnover rate and higher level of role ambiguity were associated with an increased likelihood of medical error.

CONCLUSION

Managing turnover within nursing units is critical to high-quality patient care. A supportive practice setting in which role responsibilities are understood by all members of the caregiver team would promote nurse retention.

IMPLICATIONS FOR NURSING MANAGEMENT

Stable nurse staffing and adequate managerial support are essential to promote job satisfaction and high-quality patient care.

Factors contributing to nurse job satisfaction in the acute hospital setting: a review of recent literature

AIM

To explore and discuss from recent literature the common factors contributing to nurse job satisfaction in the acute hospital setting.

BACKGROUND

Nursing dissatisfaction is linked to high rates of nurses leaving the profession, poor morale, poor patient outcomes and increased financial expenditure. Understanding factors that contribute to job satisfaction could increase nurse retention.

EVALUATION

A literature search from January 2004 to March 2009 was conducted using the keywords nursing, (dis)satisfaction, job (dis)satisfaction to identify factors contributing to satisfaction for nurses working in acute hospital settings.

KEY ISSUES

This review identified 44 factors in three clusters (intra-, inter- and extra-personal). Job satisfaction for nurses in acute hospitals can be influenced by a combination of any or all of these factors. Important factors included coping strategies, autonomy, co-worker interaction, direct patient care, organizational policies, resource adequacy and educational opportunities.

CONCLUSIONS

Research suggests that job satisfaction is a complex and multifactorial phenomenon. Collaboration between individual nurses, their managers and others is crucial to increase nursing satisfaction with their job.

IMPLICATIONS FOR NURSING MANAGEMENT

Recognition and regular reviewing by nurse managers of factors that contribute to job satisfaction for nurses working in acute care areas is pivotal to the retention of valued staff.

The prevailing winds of oppression: understanding the new graduate experience in acute care

TOPIC

The experience of new graduates in acute care.

PURPOSE

The majority of newly graduated nurses make their initial professional role transition in acute care. Being socialized into the dynamic culture of today's hospitals creates significant challenges not only for the nurses themselves but also for institutions of higher education, healthcare administrators, and policy makers across this country. Demanding workloads for hospital nurses, an aging nursing workforce, and the high level of stress inherent in workplaces across North America are factors contributing to an exodus of both new and seasoned nurses out of acute care. This article outlines the implicit and explicit factors that may be contributing to the dissatisfaction and distress in nursing graduates entering professional practice through hospital nursing.

SOURCES OF INFORMATION

CINAHL, MEDLINE, Sociolit, and PubMed.

CONCLUSION

Discussion is focused on the oppressive context in which hospital nursing continues to be situated and explores the ideological, structural, and relational aspects of domination that continue to surface in the work experiences of novice as well as seasoned nurses. Suggestions for addressing the issues that plague the acute care environment are integrated throughout the article, and a detailed framework of empowerment for this nursing context is offered.

Factors Associated With the Professional Competencies of Public Health Nurses Employed by Local Government Agencies in Japan

OBJECTIVE

This paper aims to clarify some of the factors associated with the professional competencies of public health nurses (PHNs) employed by local government agencies in Japan.

DESIGN

A cross-sectional study.

SAMPLE

PHNs (N=1,614) working in local government agencies in Japan.

MEASUREMENTS

Based on self-reported questionnaires, the nurses were grouped according to experience. Statistical differences between the groups were analyzed using analysis of variance. Multiple regression analyses were used to determine associated factors.

RESULTS

Variables contributing to high self-evaluation of interpersonal health support competencies were length of experience as a PHN, an awareness of the role expectations of community health support and administration, marital status, and participation in off-the-job training programs. The same variables contributed to high self-evaluation of community health support and administration competencies. In addition, experience of job transfer or rotation was found to be a variable.

CONCLUSIONS

These results show the importance of off-the-job training programs designed to foster exposure to a wide variety of personal and professional experiences. They also illustrate the importance of planned on-the-job training programs that promote an understanding of the nature of the field, as well as developing planning and administrative competency in career development.

The Development and Testing of a Questionnaire to Measure Complexity of Nursing Work Performed in Nursing Homes: NCCQ-NH

The quality of care in nursing homes has improved over the last 2 decades; however serious problems persist. Although staffing levels are a primary concern, studies show that ineffective management structures may be a contributing factor to poor quality care. Evidence suggests that the complexity of work performed within the organization is an important consideration in developing effective management structures. The purpose of this article is to describe the development and initial testing of an instrument to measure the complexity of nursing work in nursing homes. A sample of 168 nursing personnel (RNs, LPNs, CNAs) from 7 nursing homes participated in the study. The results of measures to determine the reliability and validity were generally acceptable for a new scale. A modified version of the original scale can be used to provide scientific evidence on which to base the design of management structures in nursing homes.

Nurse practitioner's characteristics and job satisfaction

PURPOSE

To identify the demographics and job satisfaction levels of currently working nurse practitioners (NPs) in California.

DATA SOURCES

The Mueller McCloskey Satisfaction Scale (MMSS) was mailed to a random sample of 200 California NPs with active licensure. Descriptive analysis was employed.

CONCLUSIONS

The NPs reported high levels of job satisfaction according to the MMSS. Aspects of the job that showed significant levels of satisfaction were schedules, flexibility of hours, and interprofessional relationships. NPs were least satisfied with not having professional opportunities such as participation in nursing research, writing/publishing, and belonging to a department/nursing committee.

IMPLICATIONS FOR PRACTICE

The findings may be used to guide NP recruitment and retention strategies, influence practice issues, and facilitate job satisfaction for NPs by employing agencies.

Canadian public health nurses' job satisfaction

OBJECTIVES

This study was undertaken to test the applicability of using a standardized questionnaire for measuring public health nurse (PHN) job satisfaction and to determine whether or not scores changed over 30 months. The importance of establishing a method for ongoing measurement of PHN job satisfaction was underscored by changing directions in practice and an emphasis on building public health capacity.

METHOD

A 30-month interval, repeated measures descriptive survey design was used.

SAMPLE

A randomly selected sample of 87 PHNs employed within 1 Canadian regional health authority participated.

MEASUREMENT

The survey questionnaire, the Index of Worklife Satisfaction, was designed to measure the importance of and satisfaction with 6 components of job satisfaction.

RESULTS

Pay and autonomy were the most important components; the order of the 4 remaining components changed from first to second surveys. Professional status, autonomy, and interaction were the most satisfying components; PHN satisfaction with professional status and interaction improved significantly over 30 months. A majority of subjects reported that direct client care/client response/making a difference were worklife aspects providing them with most satisfaction.

CONCLUSIONS

A valid, reliable questionnaire suitable for ongoing measurement was tested with PHNs, and baseline levels of their job satisfaction were established.

Impact of organizational structure on nurses' job satisfaction: a questionnaire survey

BACKGROUND

Nurses' job satisfaction is an important issue because of its impact on the quality of the nursing job. Therefore, it receives a lot of attention in the international nursing literature but insight into the sources of nurses' job satisfaction is yet insufficient, in particular for sources related to organizational structure.

OBJECTIVES

We contribute by investigating the relationship between the organizational structure variables, formalization, centralization and specialization, and nurses' job satisfaction. This allows us to learn whether structural changes can help to improve satisfaction, and therefore nurses' work quality.

DESIGN

Data were collected by questionnaires in a random sample of 764 non-managing nurses in three Belgian general care hospitals. We measured satisfaction by Stamps and Piedmont's work satisfaction index. Structure was also measured by an existing scale.

RESULTS

The results support the negative effect of centralization and the clearly positive effects of specialization and formalization on nurses' job satisfaction. These effects differ according to the different dimensions of satisfaction. Furthermore, pay is the most important dimension of nurses job satisfaction but the dimension least influenced by organizational structure.

CONCLUSIONS

The importance of the dimension pay in nurses' job satisfaction, which is not a function of organizational structure, is limiting hospitals in improving nurses' job satisfaction. However, organizational structure is related to the other dimensions of satisfaction. Especially, the fact that specialization and formalization are, contrary to our hypotheses, only positively related to satisfaction is important from a practice perspective and for further research. Furthermore, our data indicates that there is a need to refine one of the dimensions of Stamps and Piedmont index.

Clinical Educators' Empowerment, Job Tension, and Job Satisfaction

Recruitment and retention of qualified nursing staff are vital to safe patient care and require the expertise of clinical educators to facilitate the nurses' professional development. However, organizational redesign has challenged clinical educators with role ambiguity, job stress, and decreased job satisfaction. This study used Kanter's Structural Theory of Organizational Behavior to examine the relationships between clinical educators' perceptions of empowerment, job tension, and job satisfaction. High levels of workplace empowerment were significantly related to low levels of job tension. In addition, the combination of high levels of empowerment and low levels of job tension was predictive of high levels of job satisfaction. Implications for staff development administrators are discussed.

Effects of a 1-Year Residency Program on Job Satisfaction and Retention of New Graduate Nurses

Residency programs, first reported in the literature in the 1980s, are of documented value for the successful training of a graduate nurse into practice. With the present nursing shortage, residency programs are regarded as an important feature in attracting and retaining the much needed new graduate. Six university hospitals pilot tested a residency program to ease new graduate transition into practice. The purpose of this study was to ascertain if a yearlong program results in increased levels of satisfaction in and retention of new graduates.

Measurement of Nurse Job Satisfaction Using the McCloskey/Mueller Satisfaction Scale

BACKGROUND

Originally developed to rank rewards that nurses value and that encourage them to remain in their jobs, the McCloskey/Mueller Satisfaction Scale (MMSS) is being used extensively in research and practice to measure nurse job satisfaction. Since its original development in 1990, limited evidence of psychometric properties of the MMSS has been reported.

OBJECTIVE

To investigate and report the psychometric properties of the MMSS when used in 2003 to measure hospital nurse job satisfaction.

METHODS

Data from a survey of 8,456 nurses were used to establish psychometric properties of the MMSS. Dimensionality was tested using confirmatory and exploratory factor analyses. Validity of new MMSS factors was tested by investigating relationships of the new factors with theoretically related concepts and by testing ability of the new factors to predict nurses' intentions to remain employed in their hospitals. Reliability coefficients of the new factors are reported.

RESULTS

The original eight factors could not be replicated satisfactorily using confirmatory factor analysis. Exploratory factor analysis found a seven-factor model rather than the original eight factors previously reported. Validity of this new model was supported. However, similar to the original instrument, weak internal consistency reliability coefficients were found for three of the new MMSS factors.

DISCUSSION

From a research perspective, using an instrument with 23 items that measure 7 aspects of nurse job satisfaction is more desirable than an instrument with 31 items. However, MMSS items must be redeveloped to improve internal consistency of factors.

Concerns, satisfaction, and retention of Canadian community health nurses

This study of Canadian community health nurses (N = 1,044) compared the work-related concerns, job satisfaction, and factors influencing the retention of public health, home care, and community care access center (CCAC) nurses. Community health nurses identified similar work-related issues as being of greatest concern to them, but there were significant differences among the 3 groups of nurses in the magnitude of these concerns. There were also significant differences among the 3 groups for satisfaction with their jobs and their immediate supervisors, with CCAC nurses being the least satisfied except for the greater dissatisfaction of home care nurses with their pay and benefits. For the retention factors, the differences were primarily in the areas of job features and supportive work relationships. There are both similarities and differences among public health, home care, and CCAC nurses. Initiatives to address community health nurses' concerns, improve their job satisfaction, and increase their retention will require interventions tailored to the specific community health care setting.

When orientation ends ... supporting the new nurse who is struggling to succeed

A new nurse is often left with little support from peers after the orientation period is over. To encourage and support the nurse, a program was developed that used a second preceptor ("buddy") on the shift following the new nurse. Outcomes from this program included the following: new registered nurses received more positive feedback, teamwork between shifts improved, and problems with a new graduate were reported to management sooner and led to earlier interventions.

Organizational structure and job satisfaction in public health nursing

The purpose of this descriptive study was to describe the characteristics and relationship of organizational structure and job satisfaction in public health nursing. A significant relationship was found between organizational structure variables and job satisfaction for public health nurses employed in down state Illinois local health departments. The findings of this study suggest that work environments in which supervisors and subordinates consult together concerning job tasks and decisions, and in which individuals are involved with peers in decision making and task definition, are positively related to job satisfaction. This information will assist nurse administrators in development of work structures that support participative decision making and enhance job satisfaction, critical to retaining and attracting a well-qualified public health nurse workforce.

Predictors of Professional Nursing Practice Behaviors in Hospital Settings

BACKGROUND

Many hospital nurses perform isolated, routine tasks, rather than use their professional training, because they are subject to control by organizational and medical divisions of labor. The environment may interfere with a nurse's ability to practice autonomously and according to professional standards.

OBJECTIVES

The purpose of the study was to explore how certain factors in the environment and personal characteristics interact to affect hospital nursing practice behaviors.

METHODS

The study used a nonexperimental, comparative design. Surveys were sent to a random sample of 500 nurses throughout the state of Michigan. Three instruments, measuring structural empowerment, self-efficacy for nursing practice, and professional practice behaviors, were included. Path analysis was used for statistical analysis.

RESULTS

Three hundred sixty-four nurses responded (73%), of whom 251 provided usable protocols for the final analysis. Environmental factors (structural empowerment) contributed both directly to professional practice behaviors as well as indirectly through self-efficacy. Self-efficacy mainly exerted its effect as a mediator in the relationship between environmental factors and practice behaviors. Support for the proposed theoretical model was mixed, although the proposed model fit the data well (chi = 11.02 [(5, N = 251), p < .05, CFI = .999, NNFI = .991, RMSEA = .069]). An alternative model emerged from the data analysis.

DISCUSSION

Nurses may practice more professionally when the environment provides opportunities and power through resources, support, and information. Self-efficacy may contribute to professional practice behaviors, especially in an environment that has the requisite factors that provide empowerment.

Workplace Variables and Their Relationship to Quality Client Outcomes in Home Health

The purpose of the study was to investigate the relationship of workplace variables and client outcomes, and to propose a model of the fit between the workplace variable dimensions of nursing technology (NT) and organizational structure (OS) to predict client outcomes in home health. The researchers used a correlational, predictive, descriptive design to measure NT, OS, nurses' role clarity, client outcomes, and client satisfaction. A convenience sample consisted of 43 home health sites with 205 nurses and 325 clients completing surveys. Nurses perceived that clients had better outcomes when the three dimensions of NT fit the three dimensions of OS: (1) when clients' conditions were unstable, nurses interacted with peers; (2) when care was complex, nurses consulted with supervisors; and (3) when clients' needs varied, nurses used rules to guide clinical decisions. Findings suggested that nurses' understanding of their roles correlated to OS. Nurse managers in home health care settings can use the model constructed as a result of the research to adjust the dimensions of OS to improve client outcomes.

Factors that influence nurses' job satisfaction

OBJECTIVE

To examine factors affecting the job satisfaction of registered nurses (RNs).

BACKGROUND

A growing recognition of job dissatisfaction among RNs in South Carolina hospitals has contributed to current problems with recruitment and retention. If administrators identify factors influencing RNs' job satisfaction in hospitals and implement strategies to address these factors, RN turnover rates will decrease and recruiting and retention rates will increase.

METHODS

A cross-sectional study of secondary data was designed to identify the individual, work, and geographic factors that impact nursing job satisfaction at the state level. A 27-question self-administered survey was sent to 17,500 RNs in South Carolina with postage-paid envelopes for their responses. Surveys from 3472 nurses were completed anonymously. Univariate statistics were used to describe the study sample. One-way and multivariable Analysis of Variance were used to determine which variables contributed the most to job satisfaction.

RESULTS

For about two thirds of the RNs, job satisfaction remained the same or had lessened over the past 2 years. In addition, statistically significant differences were found between job satisfaction and years of service, job position, hospital retirement plan, and geographic area.

CONCLUSIONS

The findings have implications for nurse managers and hospital administrators for planning and implementing effective health policies that will meet the unique needs of their staffs and organizations. Such research is particularly relevant in this difficult time of nursing shortages throughout the healthcare industry.

The effect of an oral health education program after three years

Three years after providing an oral health education program (OHEP) to nursing personnel, the authors analyzed the effect of the program on knowledge of the importance of oral health and on perception among the nurses of the possibility to implement oral care in patient care. The study was based on a cross-sectional survey of all nursing personnel (N = 2,901) in five municipalities in the Southwestern Sweden, of whom 950 had attended four one-hour lessons during an OHEP in 1996. The response rate to the survey questionnaire was 67% (1,930 subjects). Statistical analysis was performed by means of descriptive and analytical statistics. The program was shown to have an independent effect on the dependent variables "knowledge of oral health" and "assessment of implementation possibilities," This study has given further evidence of the feasibility of an educational program to improve both knowledge and implementation of oral health care.

The relationship of empowerment and selected personality characteristics to nursing job satisfaction

PURPOSE

This study reports on a secondary data analysis undertaken to better understand the determinants of job satisfaction for hospital nurses. Both workplace and personal factors can contribute to job satisfaction.

THEORETICAL FRAMEWORK

Kanter's theory of structural empowerment and Spreitzer's theory of psychological empowerment explain logical outcomes of managerial efforts to create structural conditions of empowerment. Selected personal attributes were also considered.

METHOD AND SAMPLE

Instruments used were 1) Conditions for Work Effectiveness Questionnaire; 2) psychological empowerment tool; 3) a mastery scale; 4) an achievement scale; and 5) a job satisfaction scale. The sample of 347 nurses (58% response rate) came from all specialty areas.

RESULTS

Structural and psychological empowerment predicted 38% of the variance in job satisfaction. Achievement and mastery needs were not significant. Other personal attributes can be found in future research to improve job satisfaction.

CONCLUSIONS

Through careful manipulation of the hospital environment, both structural and psychological empowerment can be increased, resulting in greater job and patient satisfaction and, ultimately, improved patient outcomes.

An analysis of the relationship between job satisfaction and job stress in correctional nurses

Stamps and Piedmonte's Index of Work Satisfaction and Harris's Nurse Stress Index were completed by 287 registered nurses employed in state prison health care facilities in order to assess job satisfaction and job stress among correctional nurses. Correctional nurses' expectations about job satisfaction were influenced by pay and autonomy. This finding was consistent with studies of hospital nurses. Important sources of job satisfaction were professional status and interaction with employees. Analysis of differences between expectations and sources of job satisfaction may provide understanding of career benefits and sources of dissatisfaction. Time pressures and organizational support and involvement were sources of stress. Multivariate analyses showed an inverse relationship between stress and job satisfaction. Information about job satisfaction and work stress and their correlates may be used to develop strategies to improve the recruitment and retention of correctional nurses.

The effects of nurses' job satisfaction on retention: an Australian perspective

OBJECTIVE

The effectiveness of any strategy that aims to improve recruitment and retention in the nursing profession will depend in part upon understanding the factors and influences on nurses' job satisfaction.

BACKGROUND

The nursing work force is aging. The question now commonly asked by the nursing profession worldwide is: Who will replace this work force? Although the number of employed nurses continues to decline, patient acuity and turnover in our healthcare system continues to increase. This increasing dilemma is further deepened by progressively falling annual recruitment of new nurses and has resulted in an alarming shortfall of nurses.

METHODS

This study used a multigroup longitudinal design to elicit nurses' attitudes toward their job satisfaction and retention plans.

RESULTS

The results revealed that professional status was found to be significant of retention. The results indicated that job satisfaction remained relatively stable with time for experienced nurses (N = 528/332). For new graduates (N = 506/110) the issue of pay became a significant area of dissatisfaction in the transition from student to registered nurse.

CONCLUSION

The results from this study contribute to the expanding body of knowledge that indicates professional status, autonomy, and remuneration are career issues of great concern for nurses and is particularly relevant for the retention of the newly registered nurse.

Using a management perspective to define and measure changes in nursing technology

AIMS

The aims of this paper are to discuss the uses of the concept of technology from the medical science and the management perspectives; to propose a clear definition of nursing technology; and to present a study applying the use of the concept of nursing technology on nursing units.

BACKGROUND

Nurse managers must use management terms correctly and the term technology may be misleading for some. A review of the nursing literature shows varied uses of the concept of technology. Thus a discussion of the dimensions, attributes, consequences, and definitions of nursing technology from the management perspective are given.

DESIGN

A longitudinal study to measure the dimensions of nursing technology on nursing units 10 years apart.

RESULTS

The findings suggest that the dimensions of nursing technology change over time and support the need for nurse managers to periodically assess nursing technology before making management changes at the level of the nursing unit.

CONCLUSIONS

This study helps health care providers understand the unique role of nurses as healthcare professionals by identifying and measuring nursing technology on the nursing unit.

Longitudinal evaluation of professional nursing practice redesign

OBJECTIVES

The authors describe a 5-year study at a western university teaching hospital that evaluated the effect of organizational redesign on nurse job satisfaction, autonomy, and patient satisfaction.

BACKGROUND

Change in institutional status from public to private authority stimulated this hospital to map a new direction for professional nursing practice, to strengthen autonomy and job satisfaction while improving quality care outcomes. Evaluating redesign changes systematically provided significant longitudinal trended data to guide nurse executive actions.

METHODS

Phase-I evaluation, from 1992 to 1995, was a quasi-experimental design comparing pre- and poststudy outcomes of facilitator-led activities on units receiving interventions compared with control units. Of 12 outcome variables measured, 3 were sustained longitudinally into Phase II: nursing job satisfaction using the McCloskey Mueller Satisfaction Scale (MMSS), autonomy using Schutzenhofer's Scale, and patient satisfaction using the Picker Institute survey. Data were trended across units and departments over a 5-year period.

RESULTS

Phase-I results reported that control units held higher nursing documentation scores than the experimental units. There were no significant differences in aggregate nurse job satisfaction scores. Nurse autonomy scores significantly improved. Other results are reported descriptively. Phase II continued the evaluation, reporting no differences in nurse job satisfaction aggregate scores a decline in autonomy, and decreased patient satisfaction scores. There were significant differences by units and across departments.

CONCLUSIONS

Longitudinal evaluation provides significant data to guide nurse executives in an uncertain healthcare environment. Of theoretical interest is the absence of congruence in nurse job satisfaction and autonomy scores, suggesting more independence between these variables than previously reported.