Job satisfaction in nursing: validation of a new instrument for the UK

The Influence of Gender Equity in Nursing Education Programs on Nurse Job Satisfaction

(1) Background: One of the strategies to overcome the shortage of nurses is to minimize gender inequity in nursing culture, starting from the undergraduate education program. Although the number of men entering the nursing profession has increased over the years, the portion of male nurses remains low, particularly in Asian countries. Only a few studies have been conducted to identify gender inequity in nursing, and most of these studies used qualitative study design. Therefore, it is necessary to quantitatively identify gender equity in nursing education and the influence it has on nurse job satisfaction. (2) Methods: A total of 165 male nurses participated in this study. Validated questionnaires were used to assess gender equity in nursing education programs, nurse job satisfaction, nurse job esteem, and nursing professional pride. (3) Results: The mean score of gender equity in nursing programs was 62.6, showing a positive correlation with nurse job satisfaction, nurse job esteem, and nursing professional pride. Gender equity positively predicted nurse job esteem. (4) Conclusions: The gender equity in nursing education programs has positive predictive effects on the factors that influence male nurse job satisfaction. In order to increase nurse job retention, educators should incorporate strategies to minimize gender inequity.

The Hybrid Multiple-Criteria Decision-Making Model for Home Healthcare Nurses’ Job Satisfaction Evaluation and Improvement

Objectives: To investigate and evaluate the key factors related to job satisfaction performance of home healthcare nurses (HHNs).

Methods: A total of 31 HHNs from three community hospitals in Zhejiang province were invited to participate in the study. They completed a questionnaire survey based on the home healthcare nurse job satisfaction scale (HHNJS) from February to March 2022. Consistent fuzzy preference relation (CFPR) methods and important-performance analysis (IPA) were used to obtain the attribute weights and performance for HHNs job satisfaction.

Results: The results showed that the attributes of C₁₃, C₁₄, C₁₅, C₂₃, C₂₄, C₄₂, C₅₁, and C₅₂ were key factors influencing HHNs job satisfaction.

Conclusion: The hybrid multiple-criteria decision-making (MCDM) model can help home-healthcare-agency administrators better understand the key factors related to HHNs job satisfaction and establish reasonable improvement strategies.

An introduction to the TPSN model: a comprehensive approach to reducing the theory-practice gap in nursing

Background

There are still concerns about the effectiveness of clinical education models which are done with the aim of reducing the theoretical-practical gap in nursing. In this article, we intend to describe an innovative model to create an integration and structured relationship between educational and healthcare provider institutions. The basis of this work is the full-time presence of nursing teacher in the clinical settings and the development of their role to improve the education of students and nurses and the quality of nursing services.

Methods

This was a participatory action research. This action research was implemented in four steps of problem identification, planning, action and reflection. Interviews, focus groups and observation were used for the qualitative part. Clinical Learning Environment Inventory (CLEI), Job Satisfaction in Nursing Instrument questionnaires and Patient Satisfaction with Nursing Care Quality Questionnaire were completed before and after the study. Qualitative content analysis, paired and independent t test were used for data analysis.

Results

The academic-practice integration Model of TPSN is a dynamic and interactive model for accountability in nursing Discipline. Unlike the medical education model that includes patients, students, and physicians as the three points of a triangle, this model, which is shaped like a large triangle, places the person in need of care and treatment (patient, client, family, or society) in the center of the triangle, aiming to focus on the healthcare receiver. The model consists of three components (Mentoring component, Preceptorship component, and integrated clinical education component). Each of the components of this model alone will not be able to eliminate the ultimate goal of bridging the theory-practice gap.

Conclusions

A new and innovative model was proposed to reduce the theory-practice gap in the present study. This model increases the collaboration between educational institutions and healthcare settings compared with the previous models. The TPSN model helps students, nurses, and nursing instructors integrate theoretical knowledge with clinical practice and act as professional nurses.

Can a clinical skills facilitator improve staff retention in a children's hospital?

Clinical skills facilitators are experienced nurses responsible for staff education and support in a clinical area, where they are employed supernumerary to the team. This article discusses the implementation and evaluation of a pilot clinical skills facilitator role on a medical ward in a children's hospital in an NHS trust in England, aimed at improving the retention of nursing staff. A baseline survey was conducted at the start of the pilot and a follow-up survey was conducted at the end, nine months later. The surveys contained ten statements about three factors important for staff retention: clinical skills, job satisfaction and well-being at work. Improvements were seen in all ten statements and a review of staff retention data showed that no member of staff had left the ward in the year of pilot implementation, compared with four the year before. The development of clinical skills facilitator roles on children's wards is therefore of potential benefit for staff retention.

Development and Psychometric Testing of the Croatian Version of the Job Satisfaction Scale in Hospital Nurses

BACKGROUND AND PURPOSE

The aim of the study was to develop and psychometrically test a Job Satisfaction Survey (JSS) that measures attitudes toward job satisfaction among hospital nurses in Croatia.

METHODS

A cross-sectional design was applied with 584 nurses.

RESULTS

A seven-factor model of the measure was confirmed relative χ2 = 2.8, goodness of fit index = .9, comparative fit index = .83. The Cronbach's α was 0.83 for the total scale.

CONCLUSION

The factor structure of the Croatian version of the JSS was found to be similar to that of the original scale, and it is valid and reliable for measuring attitudes toward job satisfaction among hospital nurses. JSS allows the comparison of self-reported job satisfaction among hospital nurses in different countries and cultures.

Measuring nurses' perception of work environment: a scoping review of questionnaires

Background

Nurses’ work environment has been shown to be associated with quality of care and organizational outcomes. In order to monitor the work environment, it is useful for all stakeholders to know the questionnaires that assess or evaluate conditions for delivering nursing care. The aim of this article is: to review the literature for assessed survey questionnaires that measure nurses’ perception of their work environment, make a brief assessment, and map the content domains included in a selection of questionnaires.

Methods

The search included electronic databases of internationally published literature, international websites, and hand searches of reference lists. Eligible papers describing a questionnaire had to be; a) suitable for nurses working in direct care in general hospitals, nursing homes or home healthcare settings; and b) constructed to measure work environment characteristics that are amenable to change and related to patient and organizational outcomes; and c) presented along with an assessment of their measurement properties.

Results

The search yielded 5077 unique articles. For the final synthesis, 65 articles met inclusion criteria, consisting of 34 questionnaires measuring nursing work environments in different settings. Most of the questionnaires that we found were developed, and tested, for registered nurses in a general hospital setting. Six questionnaires were developed specifically for use in nursing home settings and one for home healthcare. The content domains covered by the questionnaires were both overlapping and unique and the terminology in use was inconsistent. The most common content domains in the work environment questionnaires were supportive managers, collaborative relationships with peers, busyness, professional practice and autonomy.

Conclusions

The findings from this review enhance the understanding of how “work environment” can be measured by an overview of existing questionnaires and domains. Our results indicate that there are very many work environment questionnaires with varying content.

Electronic supplementary material

The online version of this article (10.1186/s12912-017-0256-9) contains supplementary material, which is available to authorized users.

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.

A multilevel investigation on nursing turnover intention: the cross-level role of leader-member exchange

AIM

To analyse nursing turnover intention from the unit by using multilevel approach, examining at the individual level, the relationships between job characteristics, job satisfaction and turnover intention, and at the group level the role of leader-member exchange.

BACKGROUND

Research on nursing turnover has given little attention to the effects of multilevel factors.

METHOD

Aggregated data of 935 nurses nested within 74 teams of four Italian hospitals were collected in 2009 via a self-administered questionnaire.

RESULTS

Hierarchical linear modelling showed that job satisfaction mediated the relationship between job characteristics and intention to leave at the individual level. At the unit level, leader-member exchange was directly linked to intention to leave. Furthermore, cross-level interaction revealed that leader-member exchange moderated the relationship between job characteristics and job satisfaction.

CONCLUSION

This study supported previous research in single-level turnover studies concerning the key role of job satisfaction, providing evidence that job characteristics are important in creating motivating and satisfying jobs. At the unit-level, leader-member exchange offers an approach to understand the role of unit-specific conditions created by leaders on nurses' workplace wellbeing.

IMPLICATIONS FOR NURSING MANAGEMENT

This study showed that it is important for nursing managers to recognise the relevance of implementing management practices that foster healthy workplaces centred on high-quality nurse-supervisor relationships.

Job satisfaction in nursing: a concept analysis

TOPIC

Concept analysis and job satisfaction in nursing.

PURPOSE

In this article, Walker and Avant's concept analysis methodology is used to examine and clarify the phenomenon of job satisfaction in nursing.

SOURCES

Published literature.

CONCLUSION

A review of the published nursing literature suggests that job satisfaction is an affective reaction to a job that results from the incumbent's comparison of actual outcomes with those that are desired, expected, and deserved. In health care, specifically nursing in a hospital setting, job satisfaction can be measured and identified. Job satisfaction is compromised of three attributes: autonomy, interpersonal relationships, and patient care.

Qualidade de vida no trabalho e burnout em trabalhadores de enfermagem de Unidade de Terapia Intensiva

Estudo descritivo, correlacional, de corte transversal, cujos objetivos foram avaliar a Qualidade de Vida no Trabalho (QVT) e a presença da Síndrome de Burnout entre profissionais de enfermagem de Unidade de Terapia Intensiva. Compuseram a amostra 53 trabalhadores de enfermagem de um hospital escola do interior do Paraná, Brasil. Utilizou-se para a coleta de dados: instrumento de caracterização sócio-demográfica e profissional, Escala Visual Analógica para QVT e o Maslach Burnout Inventory (MBI). A coleta de dados ocorreu entre abril e agosto de 2009. Predominaram auxiliares de enfermagem (52,8%), do sexo feminino (66,0%), casados (67,9%), com idade média de 42,4 anos. A média de QVT para o total da amostra foi de 71,1 (D.P.=15,5), demonstrando uma avaliação satisfatória para essa medida. As dimensões Exaustão Emocional, Despersonalização e Realização Profissional obtiveram média de 11,4 (DP=7,7), 4,6 (DP=4,1) e 25,0 (DP=5,9), respectivamente, enquanto a medida de QVT somente obteve associação estatisticamente significante com a dimensão Exaustão Emocional (p=0,000).

Staffing and job satisfaction: nurses and nursing assistants

AIM

The aim of this study was to examine the relationship between staffing and job satisfaction of registered nurses (RNs) and nursing assistants (NAs).

BACKGROUND

Although a number of previous studies have demonstrated the link between the numbers of patients cared for on the last shift and/or perceptions of staffing adequacy, we could find only one study that utilized a measure of actual staffing (opposed to perceptions of staffing adequacy) and correlated it with job satisfaction of registered nurses.

METHODS

This cross-sectional study included 3523 RNs and 1012 NAs in 131 patient care units. Staff were surveyed to determine job satisfaction and demographic variables. In addition, actual staffing data were collected from each of the study units.

RESULTS

Hours per patient day was a significant positive predictor for registered nurse job satisfaction after controlling for covariates. For NAs, a lower skill mix was marginally significant with higher job satisfaction. In addition, the more work experience the NAs reported, the lower their job satisfaction.

CONCLUSION

Adequate staffing levels are essential for RN job satisfaction whereas NA job satisfaction depends on the number of assistive personnel in the mix of nursing staff.

IMPLICATIONS FOR NURSING MANAGEMENT

Two implications are (1) providing adequate staffing is critical to maintain RN job satisfaction and (2) the NA job needs to be re-engineered to make it a more attractive and satisfying career.

Well-structured teams and the buffering of hospital employees from stress

Membership in well-structured teams, which show clarity in team and individual goals, meet regularly, and recognize diverse skills of their members, is known to reduce stress. This study examined how membership of well-structured teams was associated with lower levels of strain, when testing a work stressors-to-strains relationship model across the three levels of team structure, namely well-structured, poorly structured (do not fulfill all the criteria of well-structured teams) and no team. The work stressors tested, were quantitative overload and hostile environment, whereas strains were measured through job satisfaction and intention to leave job. This investigation was carried out on a random sample of 65,142 respondents in acute/specialist National Health Service hospitals across the UK. Using multivariate analysis of variance, statistically significant differences between means across the three groups of team structure, with mostly moderate effect sizes, were found for the study variables. Those in well-structured teams have the highest levels of job satisfaction and the least intention to leave job. Multigroup structural equation modelling confirmed the model's robustness across the three groups of team structure. Work stressors explained 45%, 50% and 65% of the variance of strains for well-structured, poorly structured and no team membership, respectively. An increase of one standard deviation in work stressors, resulted in an increase in 0.67, 0.70 and 0.81 standard deviations in strains for well-structured, poorly structured and no team membership, respectively. This investigation is an eye-opener for hospitals to work towards achieving well-structured teams, as this study shows weaker stressor-to-strain relationships for members of these teams.

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

AIM

The influence of self-expectation, social interaction, and organisational situation on job satisfaction among nurses is examined.

BACKGROUND

Understanding determinants and correlates of job satisfaction are important factors that help to reduce the problem of nurse attrition.

METHODS

Utilizing the Hybrid Model of concept development, job satisfaction was examined in three phases: (1) the theoretical phase, a working definition and the dimensions of job satisfaction were established; (2) the fieldwork phase, a qualitative semi-structured interview was employed to capture participants' perceptions of the concept; and (3) the analytical phase, the experiences of nurses were evaluated using the conceptual model.

RESULTS

The results indicate that personal beliefs, rather than social interaction or organisational situation, constitute the core of job satisfaction.

CONCLUSIONS

Despite the variety of dissatisfaction factors rooted in social interaction and organisational situation, participants achieved the highest job satisfaction when trusting in self-value systems and the spiritual value of their job objectives.

IMPLICATIONS

Intervention is needed to increase organisational and professional support for nurses. However, highlighting the sacred and spiritual value of the nursing profession, which is rooted in religious values and culture, provides additional reinforcement for enhancing the job satisfaction among this segment of health care providers.

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.

Factors influencing Macao nurses' intention to leave current employment

AIMS

To investigate factors associated with nurses' intention to leave current employment in Macao.

BACKGROUND

The shortage of nursing staff and nurses voluntarily leaving their jobs has continued to be a problem affecting the delivery of health care all over the world. One way to alleviate this shortfall is via recruitment, but this is not always successful. Another way is to reduce the rate at which nurses voluntarily leave their work places.

DESIGN

A descriptive survey was conducted and data were collected using a self-reported structured questionnaire. Nurses were recruited in the Health Bureau and one private hospital in Macao. The status of nurses' intention to leave current employment (yes vs. no) was the dependent variable and nurses' predisposing characteristics, organisational environments and five components on job satisfaction outcomes were independent variables.

RESULTS

Of 426 nurses, 166 (39.0%) indicated an intention to leave current employment. The results showed that age (p < 0.001), work experience (p < 0.001), workplace (p = 0.015) and job satisfaction: pay and benefits (p < 0.001) were significant risk factors to predict nurses' intention to leave current employment.

CONCLUSIONS

More than one-third of the nurses in Macao indicated an intention to leave current employment. This figure may be a cause of concern for the hospital management and highlights the need to implement strategies to improve the communication between nurses and the organisation, to enhance nurse job satisfaction and commitment to the organisation.

RELEVANCE TO CLINICAL PRACTICE

Our findings outline some issues contributing to this problem and provide the nurse manager with information regarding specific influences on nurses' turnover in Macao. Given the complexity of issues outlined in this analysis, nurse managers should assist their nursing staff to deal with those influences, make efforts to address the nursing shortage that will require additional communications and recognise the needs and values of their staff and empower them to create a better work environment. As a consequence, their commitment to the organisation can be fostered.

Nurses' job satisfaction in their early career: is it the same for all branches of nursing?

AIM

To develop an early career job satisfaction instrument that is valid and reliable across the four UK nursing branches.

BACKGROUND

Contemporary instruments are required to measure nurse job satisfaction and to explore potential links with quality of care and retention.

METHOD(S)

Factor analysis was used to explore and test the stability of job satisfaction components across branches and over time.

RESULTS

Seven components (client care, staffing, development, relationships, education, work-life interface, resources) of job satisfaction were identified common to the adult, child and mental health branches that explained over 70% of the variance. The factor structure remained reasonably stable across time within each branch. Some differences between branches emerged at 6 and 18 months. The instrument has similarities and differences with existing generic and nursing facet job satisfaction scales.

CONCLUSION

Findings support a generic instrument that can be used to measure the job satisfaction of adult, child and mental health nurses in their early career.

IMPLICATIONS FOR NURSING MANAGEMENT

The instrument could be used for appraisal, annual staff surveys, for understanding retention locally and nationally, as an early warning system to identify organizational problems and to measure the impact of policies over time.

The role of the inpatient psychiatric nurse and its effect on job satisfaction

This study recorded the amount of time 73 nurses working on inpatient psychiatric units spent on specific functions during a shift. The nurses also rated the amount of time they actually spent on the functions versus the amount of time they ideally would like to spend. Nurses spent only 2.18 minutes per shift teaching symptom management, and close to 2 hours on paperwork. Correlations between time spent in specific functions and job satisfaction indicate that nurses who spent more time with direct patient care were more satisfied. The results offer insight for increasing job satisfaction and retention/recruitment efforts.

Internal marketing and the antecedents of nurse satisfaction and loyalty

Employee satisfaction and retention are critical issues that influence the success of any organization. Yet, one of the most critical problems facing the worldwide health care industry is the shortage of qualified nurses. Recent calls have been made within the traditional nursing literature for research that utilizes marketing and business models to better understand nurse satisfaction and retention. The purpose of this study is to develop scales that can be used to empirically test a model of the proposed antecedents of nurse job satisfaction and loyalty which have been used widely in the internal marketing and the relationship-marketing literature. Specifically, the study will investigate the degree to which structural bonding, social bonding, financial bonding activities, and quality of care impact how well nurses are satisfied with their job and their commitment to the organization. The results show that quality of care most impacted nurse satisfaction and loyalty, followed by structural, social, and financial bonds.

Job satisfaction trends during nurses' early career

BACKGROUND

Job satisfaction is an important component of nurses' lives that can impact on patient safety, productivity and performance, quality of care, retention and turnover, commitment to the organisation and the profession. Little is known about job satisfaction in early career and how it varies for different groups of nurses. This paper investigates how the components of job satisfaction vary during early career in newly qualified UK nurses.

METHODS

Nurses were sampled using a combined census and multi-stage approach (n = 3962). Data were collected by questionnaire at 6 months, 18 months and 3 years after qualification between 1998 and 2001. Scores were calculated for seven job satisfaction components and a single item that measured satisfaction with pay. Scores were compared longitudinally and between nursing speciality (general, children's, mental health) using a mixed model approach.

RESULTS

No single pattern across time emerged. Trends varied by branch and job satisfaction component. Rank order of job satisfaction components, from high to low scores, was very similar for adult and child branch nurses and different for mental health. Nurses were least satisfied with pay and most satisfied with relationships at 6 and 18 months and with resources (adult and child) and relationships (mental health) at 3 years. Trends were typically upwards for adult branch nurses, varied for children's nurses and downwards for mental health nurses.

CONCLUSION

The impact of time on job satisfaction in early career is highly dependent on specialism. Different contexts, settings and organisational settings lead to varying experiences. Future research should focus on understanding the relationships between job characteristics and the components of job satisfaction rather than job satisfaction as a unitary construct. Research that further investigates the benefits of a formal one year preceptorship or probationary period is needed.

Quality of life at work: Brazilian nursing literature review

OBJECTIVE: To analyze how Quality of Working Life (QWL) / Quality of Life at Work (QLW) has been studied, and assess the Brazilian nursing professionals' satisfaction. METHODS: Articles were selected using the following databases: LILACS; CAPES; DEDALUS; UNICAMP; UNIFESP; and UNESP. The selected studies were analyzed based on some evaluation criteria used in studies about Quality of Life: concepts and domains, used instruments and investigated population. RESULTS: Of the 47 studies found, 17 (36.1%) met the established inclusion criteria. The term QWL/QLW was conceptualized in eight articles (47.0%). Eleven papers (64.7%) pointed out the analyzed domains. The QWL/QLW concept was more related to professional satisfaction, while the most approached domain was payment. Seven instruments were found, and the Index of Professional Satisfaction was the most used (23.5%). CONCLUSION: Generally, there was no consensus among the researched authors regarding the QWL/QLW concept and the domains of the evaluated studies.

Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: A review of the research literature

BACKGROUND

The United Kingdom (UK), alongside other industrialised countries, is experiencing a shortage of nurses partly due to low retention rates. Job satisfaction has been highlighted as a contributing factor to intent to leave and turnover, yet this is a complex area with many elements affecting its measurement.

AIM

The aim of this paper is to explore the impact of job satisfaction components on intent to leave and turnover for hospital-based nurses in order to identify the most influential factors.

METHODS

To achieve this, a systematic search of the literature was undertaken to identify relevant international research. Three databases (i.e. BNI, CINAHL and PsychInfo) were utilised, resulting in nine articles that met the inclusion criteria. Four recurrent themes were identified in the literature: leadership, educational attainment, pay and stress.

FINDINGS

The key findings suggest that stress and leadership issues continue to exert influence on dissatisfaction and turnover for nurses. Level of education achieved and pay were found to be associated with job satisfaction, although the results for these factors were not consistent.

CONCLUSION

Investigating possible changes over time in sources of dissatisfaction revealed that factors related to the work environment rather than individual or demographic factors were still of most importance to nurses' turnover intentions. The differences found to occur across work settings necessitates analysis of job satisfaction at ward level, and the contribution of qualitative methods to develop more detailed insight is emphasised. The inconsistent findings over time associated with the effects of educational attainment and pay on intent to leave suggest that it is imperative that sources of job satisfaction are reassessed in the light of ongoing changes.