Is there a relationship between job satisfaction and absenteeism?

Patient Satisfaction with a Tertiary Hospital in Egypt using a HCAHPS-Derived Survey

STUDY DESIGN

Retrograde cross-sectional study.

OBJECTIVE

To assess patient satisfaction and outcomes in polytraumatized patients in EL-Demerdash hospital.

BACKGROUND

This is the first study that assessed patient satisfaction with a tertiary hospital in Egypt. Ain Shams University Surgery Hospital, which is one of the largest hospitals in Egypt and serves millions of patients each year, was the site of the study.

METHODS

A version of the Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) survey was used to query 361 patients from November 2015 until July 2018 Survey questions were divided into the following categories: communication with doctors, responsiveness of hospital staff, cleanliness of the hospital environment, quietness of the hospital environment, pain management, communication about medicines, discharge information, overall rating of the hospital, and willingness to recommend the hospital.

RESULTS

A total of 361 patients were interviewed. The results showed both positive and negative levels of satisfaction. The positive results included no delay in admission, friendly staff including nurses and doctors, better patient outcomes regarding pain management and adverse side effects, and the overall rating of the hospital was good, which reflected patient satisfaction. The negative findings were lack of proper communication between the medical staff and patients. Patients indicated they did not get a satisfactory explanation of their prescribed drug doses and drug adverse effects. In addition, they did not get enough instruction on what to do after being released from the hospital.

CONCLUSION

The medical staff at Ain Shams University Surgery Hospital should focus more on the patient's own preferences and communicate better with patients. We recommended that the hospital organize regular communication skills courses for medical students, physicians, and nurses. Patients should understand the discharge report and indications and side effects of the medications before leaving the hospital.

Time Pressure, Time Autonomy, and Sickness Absenteeism in Hospital Employees: A Longitudinal Study on Organizational Absenteeism Records

BACKGROUND

Although work absenteeism is in the focus of occupational health, longitudinal studies on organizational absenteeism records in hospital work are lacking. This longitudinal study tests time pressure and lack of time autonomy to be related to higher sickness absenteeism.

METHODS

Data was collected for 180 employees (45% nurses) of a Swiss hospital at baseline and at follow-up after 1 year. Absent times (hours per month) were received from the human resources department of the hospital. One-year follow-up of organizational absenteeism records were regressed on self-reported job satisfaction, time pressure, and time autonomy (i.e., control) at baseline.

RESULTS

A multivariate regression showed significant prediction of absenteeism by time pressure at baseline and time autonomy, indicating that a stress process is involved in some sickness absenteeism behavior. Job satisfaction and the interaction of time pressure and time autonomy did not predict sickness absenteeism.

CONCLUSION

Results confirmed time pressure and time autonomy as limiting factors in healthcare and a key target in work redesign.

Absenteeism amongst health workers--developing a typology to support empiric work in low-income countries and characterizing reported associations

The contribution of inadequate health worker numbers and emigration have been highlighted in the international literature, but relatively little attention has been paid to absenteeism as a factor that undermines health-care delivery in low income countries. We therefore aimed to review the literature on absenteeism from a health system manager's perspective to inform needed work on this topic. Specifically, we aimed to develop a typology of definitions that might be useful to classify different forms of absenteeism and identify factors associated with absenteeism. Sixty-nine studies were reviewed, only four were from sub-Saharan Africa where the human resources for health crisis is most acute. Forms of absenteeism studied and methods used vary widely. No previous attempt to develop an overarching approach to classifying forms of absenteeism was identified. A typology based on key characteristics is proposed to fill this gap and considers absenteeism as defined by two key attributes, whether it is: planned/unplanned, and voluntary/involuntary. Factors reported to influence rates of absenteeism may be broadly classified into three thematic categories: workplace and content, personal and organizational and cultural factors. The literature presents an inconsistent picture of the effects of specific factors within these themes perhaps related to true contextual differences or inconsistent definitions of absenteeism.

Job satisfaction among hospital nurses revisited: a systematic review

BACKGROUND

The current nursing shortage and high turnover is of great concern in many countries because of its impact upon the efficiency and effectiveness of any healthcare delivery system. Recruitment and retention of nurses are persistent problems associated with job satisfaction.

OBJECTIVE

To update review paper published in 2005.

DESIGN

This paper analyses 100 papers relating to job satisfaction among hospital nurses derived from systematic searches of seven databases covering English and Chinese language publications 1966-2011 (updating the original paper with 46 additional studies published 2004-2011).

FINDINGS

Despite varying levels of job satisfaction across studies, sources and effects of job satisfaction were similar. Hospital nurse job satisfaction is closely related to working conditions and the organizational environment, job stress, role conflict and ambiguity, role perception and role content, organizational and professional commitment.

CONCLUSIONS

More research is required to understand the relative importance of the many identified factors relating to job satisfaction of hospital nurses. It is argued that the absence of a robust causal model reflecting moderators or moderator is undermining the development of interventions to improve nurse retention.

Personal determinants of burnout in nursing staff at geriatric centers

There is a high prevalence of stress in the workplace among nursing personnel at elderly care-centers. The general impression is that these high stress levels are related to conflict within the workplace. The purpose of this study is to evaluate whether personal factors (in particular personality and values), are related to burnout. For this reason we asked a sample of 42 nursing personnel from care-centers for the elderly to complete a self-administered questionnaire on conflict at work, stress at work, personality and motivational values for nursing professionals in elderly residences. Personality variables and motivational values were found to be significantly related to the appearance of stress in the workplace.

Nursing morale: predictive variables among a sample of registered nurses in Australia

AIM

This study investigates the determinants of morale among Registered Nurses in Queensland, Australia.

BACKGROUND

In light of the public discussions on the issues facing the future of nursing, it is critical to understand the factors that influence morale.

METHODS

A 160-question instrument sought information from Registered Nurses on their perceptions of 'self', work and morale. A response rate of 41% was achieved (n = 343) from a convenience sample of three acute hospitals.

RESULTS

Following binary logistic regression modelling for organizational morale, significant relationships were found with patient care provision and team interaction. Binary logistic regression modelling for personal morale revealed positive relationships with team interaction, consultation, professional recognition and lower levels of patient abuse.

CONCLUSION

The results point to a number of organizational and professional issues that can be considered by health care administrators and policy makers to develop workplaces that have a positive impact on the morale of nurses.

Self-reported perceptions of Registered Nurses working in Australian hospitals

AIM

The purpose of this study is to develop an understanding of work environments by analysing the perceptions of a sample of Registered Nurses (RNs).

BACKGROUND

Within the context of high staff turnover and a shortage of nurses in the health workforce, it is important that we understand how nurses perceive their work context and view the organisational factors that influence their attitudes towards their workplace.

METHODS

Data was collected using a 160-question survey instrument seeking information from RNs in relation to work and perceptions of the work environment and the organisation. The sample was recruited from a convenience sample of three acute hospitals in Queensland, Australia. A response rate of 41% was achieved (n=343).

RESULTS

Respondents across the three survey sites identified a number of variables that had particular impact on their working lives. Team interaction, providing good patient care, communication, and abuse towards RNs elicited strong responses by the study respondents. As well, organisational direction, strategy and management returned strong negative responses. In responding to the questions related to personal and organisational morale it was clear that respondents saw them as two distinct concepts.

CONCLUSIONS

The results of this study have implications for nurse managers in terms of understanding the nursing workforce as well as key organisational factors that have both positive and negative influences on the perceptions of nurses.

Job satisfaction of Italian nurses: an exploratory study

AIM

The purpose of this research was to determine the factors that lead to feelings of job satisfaction and dissatisfaction experienced by nurses operating in three Italian hospitals.

BACKGROUND

A high level of job satisfaction is related to a feeling of well-being, productivity and patient satisfaction. Furthermore, job satisfaction is considered capable of reducing turnover and absenteeism.

METHOD

Data were collected using the narrative interview technique. Sixty-four interviews were undertaken, resulting in the collection of 381 stories: 207 referring to job satisfaction experiences and 174 referring to job dissatisfaction experiences.

RESULTS

The five job satisfaction factors are: job content; professional relationships; responsibility, independence and professional growth; relationships with patients and their families; and relationships with coordinators. The four job dissatisfaction factors are: coordinator management style; activity programming and organization; relationships with doctors; and relationships with patients.

CONCLUSIONS

Results indicate that the present nursing management techniques should be improved to become more effective in increasing job satisfaction. To be more precise there emerge three separate areas of improvement: investment in professional training and managerial training; renovation of organizational models; and permanent monitoring of job satisfaction.

Job satisfaction: a survey of nurses in the Republic of Ireland

AIM

To determine the current level of job satisfaction among nurses in the Republic of Ireland. To identify the factors that make the greatest contribution to nurses' current level of job satisfaction. To establish the difference between (a) the factors that nurses regard as being important to their job satisfaction, and (b) those factors that actually contribute to nurses' current level of job satisfaction. To enter the findings into a database maintained by Market Street Research in the USA.

BACKGROUND

A review of the literature suggests that (a) job satisfaction among nurses is low, and (b) job satisfaction research in nursing is growing.

METHODS

This paper represents the descriptive findings of a study that used a mixed-method design. Data collection involved the use of a postal questionnaire survey and the sample was selected using stratified random sampling.

FINDINGS

The findings confirmed low to moderate levels of job satisfaction among nurses. Factors such as professional status, interaction and autonomy made the greatest contribution to nurses' job satisfaction.

CONCLUSION

Overall, the findings are consistent with those of previous research on nurses' job satisfaction. The implications are that health service administrators and nursing managers need to design and implement initiatives that will promote professional status, interaction and autonomy among nurses within their organizations and address the reasons why task requirements, organizational policies and pay make less of a contribution to the current level of job satisfaction.

Job satisfaction among nurses: a literature review

The current nursing shortage and high turnover is of great concern in many countries because of its impact upon the efficiency and effectiveness of any health-care delivery system. Recruitment and retention of nurses are persistent problems associated with job satisfaction. This paper analyses the growing literature relating to job satisfaction among nurses and concludes that more research is required to understand the relative importance of the many identified factors to job satisfaction. It is argued that the absence of a robust causal model incorporating organizational, professional and personal variables is undermining the development of interventions to improve nurse retention.

Contributors to stress among Prison Service staff

It is often assumed that prison staff are particularly stressed due to their frequent exposure to traumatic events, which may damage not only individuals but also prisons and prisoners. While the impact of such stress may be recognised, the factors contributing to its development are unclear.The work reported here is part of a larger investigation of health care provision in a Greater London prison. Qualitative approaches were used to access the understandings of staff and key informants of the difficulties associated with their working environment. This enabled us to accommodate different working contexts, ensuring that the findings were grounded in the reality of the work undertaken by the participants.The data revealed that lack of training contributed significantly to the development of stress, reducing confidence in dealing with the many traumatic situations encountered. However, interpersonal relationships provided mutual support during crises. General working conditions, including workload and staff redeployment, were also important contributors to high levels of sickness‐absence which, in turn, exacerbated stress. Poor management practices, combined with a perceived lack of support, further aggravated stress.While it may be tempting to blame individuals for their inability to cope, all organisations have a duty of care to their employees and must take steps, at both the individual and organisational level, to prevent and manage work‐related stress.

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.

Work-related stress: a brief review

Work-related stress is a serious and growing problem in the UK and as such, is regarded as a significant health and safety issue. It is vital that this issue is addressed and that action is taken to address the problems that this may create both for individuals and the organisations in which individuals work. This paper reviews the concept of work-related stress showing how its deleterious impact may exert both direct and indirect effects on the workforce thus affecting both individual and organisational effectiveness. It also shows how individual and organisational factors may contribute to the development of occupational stress. However, since not all the stress which affects people at work is caused by the workplace, the home/work interface is also considered. The paper concludes by considering how work-related stress may be managed.

Literature review of role stress/strain on nurses: an international perspective

The presence of role stress/strain among nurses has been of concern throughout the world. However, to date, no one has conducted, from an international perspective, a literature review of research on the topic. This article assesses research from 17 countries, identifies the major areas of focus in the studies, compares and contrasts the findings, summarizes the state of the science on role stress/strain on nurses and makes recommendations for future research.

Reducing distress in first level and student nurses: a review of the applied stress management literature

Following recent evidence of continuing high levels of distress in both trained and student nurses, a critical review of the stress reduction and stress management literature targeting both trained and student nurses is presented. Using a systematic approach, some 36 studies dating from 1980 until the present day were identified adopting either pre-experimental, quasi-experimental or experimental designs. While many work-site programmes in this series were successful in terms of adaptive changes in problem-solving, self-management skills including relaxation and interpersonal skills, affective well-being, and work performance, a number of design and evaluation inadequacies were identified. The relative lack of home-work interface or organizational level programmes to reduce work-related distress, and the scarcity of interventions targeting aspects of the work environment likely to contribute to such outcomes may have contributed to continuing high levels of distress in trained and student nurses. Recommendations regarding the future design, provision and evaluation of such work-site interventions include the further clarification of the structure of perceived stressors, and development of causal models of the stress process to identify the job characteristics 'causing' work-related distress. Such an approach would inform the design and implementation of evidence-based organizational level interventions augmenting strategies to target the health behaviour, lifestyle/risk factors and self-management skills of practitioners and students with attempts to amend problematic elements of the psychosocial work environment.

The effectiveness of a group approach to clinical supervision in reducing stress: a review of the literature

There is little research evidence to suggest that clinical supervision reduces stress. However, this probably does not mean that clinical supervision is not valuable, just that the evidence is not yet there, because consensus exists that group clinical supervision may be beneficial in reducing stress in nurses. The work by Butterworth et al. is the only directly relevant study investigating the stress-reducing potential that a group approach to clinical supervision has, and this work establishes ground rules for future evaluation.

Perceptions of job stress

The experiences of the first graduate children's nurses to qualify on Part 15 of the UKCC Register were drawn on for this study. The literature shows that stress is more prevalent in newly qualified staff nurses. In order to provide optimum support, awareness of the particular factors that create stress at this time is vital. There was a chronological dimension to the stress experience of the children's nurses', which began with an initial feeling of survival and ended with a sense of equilibrium. Situations which would have initially evoked stress were no longer perceived as stressful as their confidence grew. Towards the end of the year, any specific stressful events were associated with increased managerial responsibilities or beginning a new job. The nurses consistently reported increased stress when dealing with a number of specific situations.

Factors influencing turnover and absence of nurses: a research review

This review of the nursing literature aims to identify the factors with the greatest influence on turnover and absence of qualified nurses, possible common factors influencing both, and the relationship between absence and turnover. A hypothetical model grounded in the literature which depicts the expected relationships between these variables is presented for testing in an empirical study. The review identifies intent to stay in current employment as the variable with the greatest influence on turnover. Intent to stay is in turn most strongly associated with job satisfaction. Other variables are identified by single studies as having an influence on intent to stay, but are not supported by the results of other studies; exceptions are pay, opportunity for alternative employment and kinship responsibility, which are supported by the results of two studies. The relationship between job satisfaction and absence is unclear and requires further investigation. However, job satisfaction is identified as possibly influencing both absence and intent to stay and kinship responsibility is identified as a common antecedent of absence and intent to stay. Similarly, absence is identified as an antecedent to turnover. Thus, it is expected that absence would be positively related to turnover and negatively related to intent to stay. Understanding such relationships should allow identification of management strategies to reduce both turnover and absence.

Testing a model of absence and intent to stay in employment: a study of registered nurses in Malta

This study used a cross-sectional, correlational design to test a model of absence and turnover of registered nurses developed from a review of the research literature (Gauci Borda and Norman, 1997). Testing the model involved comparing the relationship between job satisfaction, kinship responsibility, pay, employment opportunity, intent to stay in employment and absence for male and female registered nurses. All registered nurses (n = 254) working in clinical areas on a full-time shift basis, in one large general hospital in Malta were surveyed by questionnaire and their absence data were obtained from the hospital personnel records. A response rate of 67% (n = 171) was achieved. The results showed that nurses were satisfied with their job and intended to stay in their present employment for the next 12 months. Relationships between variables differed between male and female nurses, with job satisfaction being associated with intent to stay for male nurses but not for females and kinship responsibility and intent to stay being associated with absence in female but not male nurses. In contrast to many previous studies of nurses, an association was found between job satisfaction and absence. Several variables, including fear of change, which may influence intent to stay of Maltese nurses, were identified. The proposed model of absence and turnover stood up reasonably well to testing, but the results for the whole sample, and the sub-samples of male and female nurses supported different parts of the model. The main implication for future research is that male and female nurses should be studied separately due to differences found between the two groups.