Job satisfaction among Iranian hospital-based practicing nurses: examining the influence of self-expectation, social interaction and organisational situations

Assessment of employee engagement in pharmaceutical care service at King Abdulaziz Medical City - Central region (KAMC): A cross-sectional study

Background

Job engagement and satisfaction are crucial for any successful institution, in recent years, organizations around the globe have begun measuring the engagement level of employees in order to improve productivity and profitability. Employee engagement has the potential to significantly affect employee retention and loyalty. This study was conducted by the pharmacy-Quality Improvement Section to assess pharmacy staff engagement in KAMC-CR in 2019 and to develop a tool to be used as employee engagement key performance indicator (KPI).

Aim

(1) Assessing employee engagement and satisfaction in the pharmacy Care services- central region. And (2) to develop a tool to be used as employee engagement Key Performance Indicator (KPI).

Methods

This study was conducted at the Pharmaceutical Care Service at King Abdulaziz Medical City (KAMC) and King Abdullah Specialized Children Hospital (KASCH) in Riyadh, Saudi Arabia. A validated survey was selected for the study and was then distributed via e-mail to the pharmacy staff by the quality pharmacy section in October-November 2019. The included participants were comprised of administrators, administrative assistants, clinical pharmacists, pharmacists, technicians, pharmacy aides, and pharmacy residents. There are 20 questions in the survey, and the answers were reported using a five-point Likert scale (1 = strongly disagree; 5 = strongly agree). The survey was composed of sections including demographic data, and section for staff engagement and rating of facility.

Results

Participants in this study included 228 (54 %) employees out of a total of 420 employees. The mean health facility rating was 6.51 + 1.94 out of 10. As for the employee engagement, the mean score was 65.53 ± 13.84, and the engagement level was 24 (10.5%) had low level of engagement, 122 (53.5%) had moderate level of engagement, and 82 (36%) had high level of engagement. High level of engagement was reported among the studied sample. Employee engagement was significantly associated with occupation, work experience (p = 0.001), as well as rating of the facility (satisfaction) (p < 0.05).

Conclusion

Pharmaceutical care services participants overall average rate of the facility by pharmaceutical care services staff as a workplace is 6.5 out of 10. The Employees engagement improves employee performance and efficiency, which contribute to an organization's overall success.

Entering forbidden territory - Value conflicts of female Muslim student nurses providing personal care to male patients: A qualitative study

BACKGROUND

Saudi Arabia is now facing a critical nursing shortage and is under considerable pressure to recruit more local nurses. However, attracting Saudi Arabian women into the nursing profession has traditionally been difficult due to religious and cultural barriers.

OBJECTIVES

The study was designed to provide insights into the research participants' experiences or awareness of conflicts between professional nursing values and the dominant religious and cultural values of Saudi Arabia.

DESIGN

The research took the form of a qualitative case study.

SETTING

The study was conducted at a leading university in Saudi Arabia.

PARTICIPANTS

The participants consisted of 24 female Muslim student nurses from the second and fourth years of study of the BSc Nursing degree and six female Muslim College of Nursing faculty members from the same university.

METHODS

Data collection methods consisted of individual interviews and focus groups, and thematic analysis was used to analyse the data. The study used a theoretical framework based on Rokeach's (1973, 1979) theories of values and value change.

RESULTS

All student participants were found to be experiencing conflicts between the nursing requirement to provide personal care to male patients, and their religious and cultural values relating to personal modesty. Faculty participants were aware of the presence of this value conflict, but it was not being formally acknowledged or addressed at the case study institution. The lack of official practice or policy guidance was found to be reinforcing the potential for the value conflict. Participants regarded religious values as fixed and mandatory, but cultural values as subject to change.

CONCLUSIONS

It was concluded that awareness-raising initiatives and open discussion of value conflicts should be conducted by the university to help realign the participants' culturally influenced values with the requirements of nursing. The available Islamic guidance should also be used to clarify the institution's official position on the provision of personal care to male patients by Muslim female nurses and improve understanding of the nursing tasks acceptable within Islam.

Service Innovation in Human Resource Management During COVID-19: A Study to Enhance Employee Loyalty Using Intrinsic Rewards

This research focuses on the employee loyalty aspect of private hospitals in Pakistan during the COVID-19 pandemic, seriously impacted by strict work demand and work-family conflict. To manage this issue, social rewards and psychological rewards played a role as a mediator. The study uses a causal research design with a correlational study design in a non-contrived environment. Minimal researcher interference has been assured. AMOS 24 has been used to deal with the mediation in study design with bootstrap methodology. The study was conducted on 250 nurses of different private hospitals across Punjab province using a proportionate stratified sampling technique. A finding of this study suggests that nurses remain loyal to their organizations despite having uncompromising work demands and facing work-family conflict when they are provided with social and psychological rewards on their job by their organizations.

International Nursing: Job Satisfaction Among Critical Care Nurses in a Governmental Hospital in Saudi Arabia

Job satisfaction improves the outcome of health care services. Nurses' job satisfaction should receive more attention in Saudi Arabia, and worldwide. This study was undertaken to measure factors that affect job satisfaction among critical care nurses at King Khalid Hospital in Saudi Arabia. This study used a quantitative, cross-sectional method. A convenient sample of 190 critical care nurses was recruited from the main government hospital in Saudi Arabia. Job satisfaction scales were used in this study. Overall, the staff nurses were neither satisfied nor dissatisfied with their work. The majority of participating nurses were moderately satisfied with their relationships with coworkers (mean = 4.24, standard deviation [SD] = 1.66) and nature of their jobs (mean = 4.13, SD = 0.74). Their lowest satisfaction scores were related to communication (mean = 3.42, SD = 0.82), followed by pay (mean = 3.7, SD = 0.65), and supervision (mean = 3.75, SD = 0.55). Job satisfaction of staff nurses is marginal. This calls for leadership intervention. Decision-makers must consider this when adopting new policies to enhance nurses' job satisfaction.

The effects of work factors on nurses' job satisfaction, quality of care and turnover intentions in oncology

AIMS

We examined the effects of perceived supervisor support, value congruence and hospital nurse staffing on nurses' job satisfaction through the satisfaction of the three psychological needs for autonomy, competence and relatedness. Then, we examined the links between job satisfaction and quality of care as well as turnover intentions from the workplace.

BACKGROUND

There is growing interest in the relationships between work factors and nurses' job satisfaction. However, minimal research has investigated the effects of perceived supervisor support, value congruence and staffing on nurses' job satisfaction and the psychological mechanisms by which these factors lead to positive outcomes.

DESIGN

A cross-sectional questionnaire was distributed in 11 oncology units between September 2015 - February 2016.

METHOD

Data were collected from a sample of 144 French nurses who completed measures of perceived supervisor support, value congruence, staffing adequacy, psychological need satisfaction, job satisfaction, quality of care and turnover intentions.

RESULTS

The hypothesized model was tested with path analyses. Results revealed that psychological need satisfaction partially mediated the effects of perceived supervisor support, value congruence and hospital nurse staffing on job satisfaction. Moreover, job satisfaction was positively associated with quality of care and negatively linked to turnover intentions.

CONCLUSION

Overall, these findings provide insight into the influence of perceived supervisor support, value congruence and staffing on nurses' attitudes and behaviours.

The relationship between professional autonomy and moral distress among nurses working in children's units and pediatric intensive care wards

Background

Nurses serve as the primary source of care for minor patients in intensive care units. Even though they support both patients and their relatives, these nurses may experience moral distress from their profession. While managing their daily relationships with their patients, nurses must also be able to control their actions to feel that they are from a social unit and feel their competence in association with others.

Objective

This study aimed to investigate the relationship between professional autonomy and moral distress among nurses working in children's units and pediatric intensive care wards.

Methods

This descriptive/comparative cross-sectional study was conducted in 2015 using 120 nurses as subjects. Subjects were selected using the census method. The research tools used to gain measurable data were the Pankratznursing questionnaire(PNQ) and Corley'sMoral distress scale (MDS). In order to analyze the collected data, descriptive statistic tests such as the relative frequency distribution, mean, standard deviation and the Pearson correlation test, T-test, ANOVA, and regression were used. The SPSSv.20 software was also used to analyze the data obtained.

Results

The relationship between professional autonomy and moral distress revealed that there was a significant positive relationship between professional autonomy and moral distress in the intensity (r = 0.39; P < 0.001) and the iteration (r = 0.41; P < 0.001). In addition, professional autonomy predicted 18% of changes in intensity of moral distress in total(MR = 0.42, R² = 0.18) and also professional autonomy predicted 25% of iteration in moral distress in total(MR = 0.507, R² = 0.25).

Conclusions

The results of this study revealed that there was a direct positive relationship between professional autonomy and moral distress.

Job Satisfaction and Subjective Well-Being Among Midwives: Analysis of a Multinational Cross-Sectional Survey

INTRODUCTION

There is a considerable amount of empirical evidence to indicate a positive association between an employee's subjective well-being and workplace performance and job satisfaction. Compared with nursing research, there is a relative lack of consistent scientific evidence concerning midwives' subjective well-being and its determinants related to domains of job satisfaction. The purpose of the study was to examine the association between the domains of job satisfaction and components of subjective well-being in hospital midwives.

METHODS

This cross-sectional descriptive study involved 1190 hospital midwives from 7 countries. Job satisfaction was measured by the McCloskey/Mueller Satisfaction Scale. Subjective well-being was conceptualized in the study by the 2 components (the affective and the cognitive component). The affective component of subjective well-being (ie, emotional well-being) was assessed by the Positive and the Negative Affect Scale. The cognitive component of subjective well-being (ie, life satisfaction) was measured by the Personal Well-Being Index. Pearson correlations and multiple regression analyses were used to determine associations between variables.

RESULTS

Findings from correlation and regression analyses indicated an overall weak association between the domains of job satisfaction and components of subjective well-being. Satisfaction with extrinsic rewards, coworkers, and interaction opportunities accounted for only 13% of variance in the cognitive component (life satisfaction). The affective component (emotional well-being) was weakly associated with satisfaction with control and responsibility.

DISCUSSION

The low amount of variance suggests that neither component of subjective well-being is influenced by the domains of job satisfaction. Further studies should focus on identifying other predictors of subjective well-being among midwives. A better understanding of how specific job facets are related to the subjective well-being of midwives might assist employers in the design of counseling and intervention programs for subjective well-being of midwives in the workplace and workplace performance.

Expectation of fairness: a turning point in the professional satisfaction of Iranian nurses

Introduction

The professional satisfaction of staff is one of the most challenging organizational concepts that can enhance the efficiency level of organizations. In a similar vein, the professional satisfaction of nurses is of considerable importance, in that, professional dissatisfaction among nurses could result in emotional detachment, depression, anger, evasion from work, and inefficacy and would negatively impact the organization’s work rate. The aim of this study was to understand Iranian nurses’ experiences of the concept of professional satisfaction.

Methods

This was a qualitative study conducted with a targeted sampling of 10 nurses (4 men and 6 women) in 2015. The data were collected through conducting in-depth interviews, and textual data were analyzed subsequently using the Qualitative Content Analysis (QCA) method.

Results

The findings of this study pointed to “fair conduct,” which was comprised of three sub-categories, i.e., expectation of fairness in social-professional settings, expectation of fairness in receiving professional benefits, and expectation of fairness in the area of professional interactions.

Conclusions

There are various ups and downs in nursing due to the challenging nature of the profession, from the initial education at the university until retirement. According to the findings of this study, a lack of fairness in social-professional settings, a lack of fairness in receiving professional benefits, and a lack of fairness in the area of professional interactions were among the factors that have great impacts on the degree of professional dissatisfaction among nurses.

Rasch analysis of Stamps's Index of Work Satisfaction in nursing population

AIM

One of the most commonly used tools for measuring job satisfaction in nursing is the Stamps Index of Work Satisfaction. Several studies have reported on the reliability of the Stamps' tool based on traditional statistical model. The aim of this study was to apply the Rasch model to examine the adequacy of Stamps's Index of Work Satisfaction for measuring nurses' job satisfaction cross-culturally and to determine the validity and reliability of the instrument using the Rasch criteria.

DESIGN

A secondary data analysis was conducted on a sample of 556 registered nurses from two countries.

METHODS

The RUMM 2030 software was used to analyse the psychometric properties of the Index of Work Satisfaction.

RESULTS

The persons mean location of -0.018 approximated the items mean of 0.00, suggesting a good alignment of the measure and the traits being measured. However, at the items level, some items were misfiting to the Rasch model.

Job satisfaction of Malaysian registered nurses: a qualitative study

BACKGROUND

Job satisfaction is an important factor in health care settings. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care. However, there have not been any studies exploring the job satisfaction of Malaysian nurses.

AIM

The main purpose of this qualitative descriptive study was to explore the factors related to feelings of job satisfaction as well as job dissatisfaction experienced by registered nurses in Malaysia.

METHOD

A convenient sample of 46 Malaysian nurses recruited from a large hospital (number of beds = 895) participated in the study. A total of seven focus group discussions were conducted with nurses from surgical, medical and critical care wards. A semi-structured interview guide was used to facilitate the interviews, which were audio-recorded, transcribed verbatim and checked. The transcripts were used as data and were analysed using a thematic approach.

FINDING

The study identified three main themes that influenced job satisfaction: (1) nurses' personal values and beliefs; (2) work environment factors and (3) motivation factors. Concerning the nurses' personal values and beliefs, the ability to help people made the nurses felt honoured and happy, which indirectly contributed to job satisfaction. For work environment factors, team cohesion, benefit and reward, working conditions play an important role in the nurses' job satisfaction. Motivation factors, namely, professional development and clinical autonomy contributed to job satisfaction.

CONCLUSION

It is important for nurse leaders to provide more rewards, comfortable work environments and to understand issues that affect nurses' job satisfaction.

RELEVANCE TO CLINICAL PRACTICE

Our findings highlight the importance of factors that can improve nurses' job satisfaction. The study provides basic information for hospital administrators in planning effective and efficient policies to improve nursing job satisfaction in order to increase the quality of patient care and decrease nursing turnover.

Factors influencing registered nurses perception of their overall job satisfaction: a qualitative study

AIM

The purpose of this qualitative descriptive study was to explore factors related to critical care and medical-surgical nurses' job satisfaction as well as dissatisfaction in Iran.

BACKGROUND

Job satisfaction is an important factor in healthcare settings. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care.

METHOD

A convenient sample of 85 nurses from surgical, medical and critical care wards of a large hospital was recruited. Ten focus group discussions using a semi-structured interview guide were conducted. Interviews were audio-recorded, transcribed verbatim and analysed using a thematic approach.

FINDINGS

The study identified three main themes that influenced nurses' job satisfaction and dissatisfaction: (1) spiritual feeling, (2) work environment factors, and (3) motivation. Helping and involvement in patient care contributed to the spiritual feeling reported to influence nurses' job satisfaction. For work environment factors, team cohesion, benefit and rewards, working conditions, lack of medical resources, unclear nurses' responsibilities, patient and doctor perceptions, poor leadership skills and discrimination at work played an important role in nurses' job dissatisfaction. For motivation factors, task requirement, professional development and lack of clinical autonomy contributed to nurses' job satisfaction.

CONCLUSION AND IMPLICATIONS FOR NURSING AND HEALTH POLICY

Nurse managers should ensure a flexible practice environment with adequate staffing and resources with opportunities for nurses to participate in hospital's policies and governance. Policy makers should consider nurses' professional development needs, and implement initiatives to improve nurses' rewards and other benefits as they influence job satisfaction.

The experience of nursing instructors and students on professional competency of nursing academic staff: a qualitative study

Background:

One of the most important purposes of health-oriented educational centers is to train competent nurses. This study was intended to discover the meaning of “competency of nursing academic staff” among nursing students and instructors.

Methodology & Methods:

A qualitative study using the content analysis approach was conducted. The data was collected through in-depth interviews consisting of 30 individuals and a focus group.

Results:

Data analysis resulted in the extraction of 15 categories and 6 themes. The themes included ‘providing effective education’, ‘increasing research capability of oneself and that of the students’, ‘promoting managerial competency’, ‘being a cultural and behavioral role model’, ‘motivating and nurturing the students’, and ‘boosting teaching values and disposition’.

Conclusion:

This study resulted in discovering the real meaning of professional competency among the nursing faculty staff. The findings could be utilized in designing assessment tools for professional competency of nursing academic staff in nursing schools and other medical fields.

Effects of perceived workplace politics in hospitals on nurses' behavioural intentions in Ghana

AIM

To examine the effects of perceived workplace politics in hospitals on nurses' job satisfaction, commitment, exit intention, job neglect, absenteeism and performance.

BACKGROUND

One of the factors contributing to nurses' poor advancement in clinical practice is the existence of petty politics, which has given rise to competing self-interest. However, little evidence exists to inform policy direction on the implication of politics on nurses' behaviour.

METHOD

A total of 610 nurses comprising associate and nursing professionals completed a structured questionnaire modelled on workplace politics and its outcome variables. Descriptive statistics and mean comparisons were used to analyse data. A multivariate regression model was computed to examine association between perceived politics and nurses' behavioural intentions.

RESULT

Perceived politics potentially leads to decline in job satisfaction, commitment and work performance. However, perceived workplace politics is associated with high intention to leave, negligent behaviour and absenteeism.

CONCLUSION

Measures aimed at improving nursing management and health-care delivery should be directed at minimising the use of politics to promote self-interest.

IMPLICATION FOR NURSING MANAGEMENT

Evidence-based best practices in nursing management centred on the creation of an enabling environment for nurses to participate in decision-making should be given critical attention.

Job satisfaction of Slovenian hospital nursing workforce

AIM

To test the psychometric properties of the McCloskey-Mueller Satisfaction Scale and to assess which of the McCloskey-Mueller Satisfaction Scale dimensionalities have a considerable impact on job satisfaction of nursing employees in three public Slovenian hospitals.

BACKGROUND

Job satisfaction of nurses is linked to productivity, turnover, absenteeism and patient outcomes. Little is known about the factors contributing to job satisfaction among Slovenian hospital nurses. Understanding the contributing factors could help nurse managers to take appropriate measures.

METHOD

A cross-sectional survey study was used to obtain a sample of 169 registered nursing assistants and 74 registered nurses working in three public hospitals in Slovenia, from which data was obtained using the McCloskey-Mueller Satisfaction Scale. Dimensionality was tested using exploratory factor analysis.

RESULTS

A seven-factor structure of 29 items was obtained, which accounted for 54.3% of the total variance in job satisfaction, and was internally consistent (Cronbach's alpha coefficient of the instrument was 0.78). The first factor 'Satisfaction with Interaction Opportunities', which is a component of the social rewards dimension in the McCloskey-Mueller Satisfaction Scale, explained 30.6% of the variation.

CONCLUSION

The registered nursing assistants' job dissatisfaction was higher than that of the registered nurses. Both were mostly dissatisfied with professional opportunities. Using the factor analysis, a seven-factor structure was found instead of the originally introduced eight-factor model, which suggests a need for further redevelopment of the McCloskey-Mueller Satisfaction Scale.

IMPLICATIONS FOR NURSING MANAGEMENT

The results suggest that operational management needs to revitalize the work environment by ensuring proactive leadership and allowing participation in the decision-making process, while health-care organisations need to support the professional development of registered nursing assistants and registered nurses in order to achieve sustainable effects in job satisfaction.

Work values and job satisfaction

This study aimed to describe the effect of nursing profession work-related values on job satisfaction among a sample of Iranian nurses. We used in-depth interviews with 30 nurses who worked in university-affiliated and public hospitals in Tehran, Iran. The results of thematic analysis of interviews are reported in four themes to present the participants’ articulations in linking their work-related values to job satisfaction. The themes consist of values that “encourage tolerance,” “enhance inner harmony,” “reflect traditional commitment,” “enhance unity,” and are “centered around altruism and spiritual values.” The most satisfied participants considered nursing a divine profession and a tool by which they could gain spiritual pleasure and satisfaction. Our findings highlight the potential role of nursing work-related values in reducing dissatisfaction with one’s job. For the nursing profession, this may have implications in reducing job instability and turnover.