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PubMed1995

Job satisfaction of nurses employed in rural and urban long-term care facilities.

Previous investigators have identified residential differences in the job satisfaction of hospital nurses. However, the degree to which the greater job satisfaction of rural nurses can be generalized beyond hospitals to other work settings, including nursing homes, is unknown. The purpose of this research was to examine the job satisfaction of nurses (registered and licensed practical) employed in both rural and urban nursing homes. A total of 281 nurses from 26 participating nursing homes completed a mailed questionnaire that measured the personal and job-specific characteristics of the nurses and the contextual properties of the facilities in which they worked. The data indicated no statistically significant differences in the overall job satisfaction, or on any of the five subscales of the instrument, between rural and urban nurses. However, a pooled multivariate model identified five factors that predicted the job satisfaction of nurses employed in long-term care facilities: the employees' race and personal income; the employees' perception that their supervisor was interested in their career aspirations; the length of time that the nurses had intended to stay at the time of their hiring; and their current intent to leave.

Adult↗

PubMed2006

Association between intention to stay on the job and job satisfaction among Japanese nurses in small and medium-sized private hospitals.

In order to examine the relationship between the intention to stay on the job and job satisfaction among Japanese nurses, and to obtain clues for preventing turnover, we conducted a questionnaire survey. The subjects involved in the survey included 625 female nurses (registered nurses, licensed practical nurses and assistant nurses) working in 4 small and medium-sized private hospitals, excluding directors of nursing. Of the 625 questionnaires distributed, 556 (89.0%) were returned. After excluding the questionnaires with missing values, 480 questionnaires were analyzed (effective response rate, 76.8%). The average age of the respondents was 32.8 yr (range: 20-65). The content of the questionnaire was nurse attributes, job satisfaction (30 items) and intention to stay on the job. For job satisfaction, factor analysis (principal factor method and promax rotation) was performed, and factors with an eigenvalue of > or =1 were extracted. Six factors were extracted by factor analysis. These factors were interpreted as "Work as specialists" (1st factor), "Relationship with superiors" (2nd factor), "Comfortable life" (3rd factor), "Relationship among nurses" (4th factor), "Communication with physicians" (5th factor) and "Working conditions" (6th factor). The factor scores were calculated and used as a scale for the evaluation of job satisfaction. To investigate the factors associated with intention to stay on the job among nurses, the standard partial regression coefficient was computed by multiple linear regression analysis, with intention to stay on the job as the dependent variable, and nurse attributes and job satisfaction (factor scores) as independent variables. Various factors including the organizational culture of each hospital may affect the relationship between job satisfaction and the intention to stay on the job. In order to adjust for these factors, differences among hospitals were included in the statistical model as independent variables. The result of the multiple regression analysis suggests that the intention to stay on the job was higher among nurses who were older and more satisfied with work as specialists (1st factor) and working conditions (6th factor).

Adult↗

PubMed1999

[Job satisfaction in Portuguese physicians in general medicine].

OBJECTIVES: To identify the major areas of GP's job satisfaction and dissatisfaction and to study the most important reasons of GP's job dissatisfaction. DESIGN: Cross-section study. Survey by mail and personal interview. PARTICIPANTS: 1.097 GPs. SETTING: Northern region of the Portuguese Medical Association. MEASUREMENTS AND MAIN RESULTS: 46% of the 385 respondent GPs are dissatisfied with the overall job satisfaction. The rate of pay is the dimension that generates more job dissatisfaction, as also the major area that has the highest level of job dissatisfaction and has significant association with the overall job satisfaction, but has not predictive association with it. The majority declares that it is more adequate a payment system with fixed and variable components. The same regimen of work may generate satisfaction in some GPs, and dissatisfaction in others. Both the authoritarian leadership behavior and the laissez-faire style are almost nonexistent in the health centers of the satisfied GPs, but predominate in the health centers of the dissatisfied GPs. Those leadership styles are not desired by the dissatisfied GPs. CONCLUSIONS: The rate of pay generates more job dissatisfaction, but has not predictive association with the overall job satisfaction. The authoritarian leadership behavior and the laissez-faire style are by themselves generators of GP job dissatisfaction, even if the regime of work by itself does not generate it.

Adult↗

PubMed1995

Job satisfaction in Japanese nurses.

This study investigated job satisfaction among nurses in Japan. The instrument for measuring occupational satisfaction of hospital nurses developed by Stamps and her associates was used. Initial items were reviewed by content experts who were familiar with measurement of work satisfaction among health professionals and nursing practice in Japan. Based on the item analysis in the cultural context, several items were reworded or eliminated from the original version. Twenty-five items were retained and translated into English by bilingual professionals. The questionnaire was administered to 613 nurses practising in a large, acute-care hospital in a southern part of Japan. The results from testing psychometric properties of the translated version of the instrument were satisfactory. It may be concluded that nurses in the study were not satisfied but not dissatisfied either. On all items, they showed relatively strong commitment to their work. However, extrinsic factors such as having little opportunities for promotion or less favourable working conditions appeared to negatively influence job satisfaction in the study. The findings support the dual factor theory of Herzberg and also Maslow's theory. Considering the lowest scored item, little opportunities for promotion, which reflects the employment system in Japan, administrators, who are usually male medical practitioners, should be made aware of a need for creating clinical ladder opportunities for nurses who would be promoted based on a merit system, instead of the current practice of a seniority system.

Adult↗

PubMed1994

The relationship between nurse empowerment in the hospital work environment and job satisfaction: a pilot study.

A pilot exploratory, quantitative study using a correlational design was done to examine the relationship between empowerment of nurses in a hospital work environment and job satisfaction. The purpose of this study was to explore the possible relationship between empowerment of nurses and job satisfaction and the need for future research. Nurse staff at a metropolitan New York teaching hospital were sampled. The results indicate a strong positive relationship (p = .003) between empowerment and job satisfaction. As the level of perceived constraint decreased (increased empowerment), the level of job satisfaction increased. The results suggest nurse empowerment is related to job satisfaction. Initial findings suggest further research is needed to expand nursing knowledge about the multifaceted relationship between empowerment and job satisfaction and health care.

Female↗

PubMedDate not supplied

Can organizational support for technology influence job satisfaction?

The relationship between organizational support for telemedicine and nurses' job satisfaction in home health agencies (HHAs) is investigated in this study. Drawing from the theory of perceived organizational support, we propose that HHAs that provide strong support for telemedicine will have higher nurse job satisfaction levels than those that do not. Primary data were collected from 29 HHAs and 917 nurses from 2004 to 2005. The results of the analysis indicate a strong, positive, significant association between organizational support for telemedicine and home health nurses' job satisfaction. We conclude that technological implementation, with sufficient organizational support, can be a strong competitive strategy to attract and retain high-quality nurses.

Female↗

PubMed2003

Role of workplace safety: a revisit of the relationship between job satisfaction and employment status.

This study evaluated the relationship between employment status (i.e., part- and full-time) and job satisfaction, with the focus on the moderating roles of perceived injury risk and injury incidence. The results found that the level of job satisfaction for full-time workers was about the same regardless of the level of injury risk they perceived. In contrast, job satisfaction of part-time workers was significantly higher when they perceived low injury risk rather than high injury risk. The findings also supported the potential adverse impact of injury incidence and injury risk on job satisfaction for both part- and full-time workers. This study highlighted the importance of understanding both workplace safety and job satisfaction when attempting to understand the differences between part-time and full-time workers.

Adult↗

PubMed1986

Job satisfaction among public health nutrition personnel.

This study investigated the job satisfaction of public health nutrition personnel and examined specific factors related to that satisfaction. The 584 persons who responded to a mailed questionnaire were, on the whole, moderately satisfied with their positions in public health. Satisfaction with the "kind of work" they did and satisfaction with coworkers were the major factors contributing to overall job satisfaction. Of the job components examined, respondents were the least satisfied with the pay they received. Older respondents who had been in the profession a longer time were more satisfied with their jobs than their younger counterparts.

Adult↗

PubMed1997

Occupational physicians in Israel: work structure, job and personal characteristics, and job satisfaction.

This study concerns psychosocial factors among Israeli occupational physicians. Eighty-one participants (specialists, residents, and general practitioners) responded anonymously to questionnaires assessing activities demanded by the job, satisfaction from these activities, negative and positive job characteristics, job involvement, and global job satisfaction. There was little overlap between the most frequent activities (fitness for work assessments, statutory health surveillance examinations, and administrative tasks) and the activities the physicians enjoyed most (professional consultations and participation in continuing medical education (CME) activities, fitness for work assessments, and scheduled workplace visits). The most powerful predictors of job satisfaction were job involvement and satisfaction with job activities. Job involvement was related to job characteristics. The findings provide various insights for promoting job involvement and satisfaction, such as improving communication, social support, and feedback within the occupational health system and finding ways to increase quality.

Attitude of Health Personnel↗

PubMed2004

Resident job satisfaction: will 80 hours make a difference?

OBJECTIVE: This study was undertaken to assess job satisfaction and quality of life among obstetrics and gynecology residents before the 80-hour work week. STUDY DESIGN: We administered a job satisfaction survey to residents before July 1, 2003, assessing satisfaction with residency training, indicators of current quality of life, and predictions for the effect of reduced work hours. RESULTS: Residents were satisfied with training, with important outliers, including leisure time, ability to pursue educational reading, and surgical experience. We created job satisfaction facets that were generally reliable constructs and valid predictors for overall residency satisfaction. Residents predict more free time and a healthier lifestyle under the new requirements, but do not anticipate using additional time to study or teach. CONCLUSION: Job satisfaction facets for residents are proposed here and may be refined through further study. Lower scores for surgical experience are of concern in light of decreasing work hours. Educators must monitor self-directed learning efforts under new work hours.

Adult↗

PubMed2003

Job satisfaction and patient care practices of hemodialysis nurses and technicians.

The quality of hemodialysis care has been the focus of intense scrutiny, yet little is known about the job satisfaction of the nurses and technicians providing this care. We identified 240 nurses and technicians from 307 randomly selected American facilities and asked them about (a) specific domains of job satisfaction, (b) overall job satisfaction, and (c) self-reported patient care practices. Fewer than half of nurses and technicians were satisfied with their pay or their opportunities for advancement. Almost all subjects were satisfied with their personal delivery of patient care, their chance to do things for others, and their job security. About three-fourths of nurses and technicians expressed overall satisfaction with their jobs. Higher job satisfaction was associated with increased attention to patient psychosocial and educational needs. We urge local and national associations of nurses and technicians to collaborate with dialysis facilities, chains, and regulatory agencies to address specific aspects of job satisfaction.

Humans↗

PubMed2004

Autonomy and job satisfaction for a sample of Greek teachers.

Analysing the relation between Job Satisfaction and Autonomy in a sample of 300 Greek teachers (114 men and 186 women, 28 to 59 years old) from primary and secondary schools, showed statistically significant positive correlations between Job Satisfaction and Autonomy. Particularly, Autonomy was correlated with Job Itself (.21), Supervision (.22), and the Organizational as a Whole (.27), aspects of Job Satisfaction. Findings are in line with previous studies conducted in different cultural contexts. Percent common variance accounted for is small.

Adult↗

PubMed1990

Ontario dental assistants' job satisfaction: relationship to work stress and intention to change jobs.

Low job satisfaction has been linked to rapid turnover of dental assistants with resultant loss of productivity and reduced quality of patient care. Work dissatisfaction has also been linked to stress related diseases. The aim of this mailed survey of 1,000 Ontario certified dental assistants was to test a survey instrument developed in the United States and to relate satisfaction to work stress and to the intent to change jobs. Eighty-one per cent of eligible subjects responded. The satisfaction sub-scales of the survey instrument were found generally to have acceptable construct validity and to be reliable when applied to an Ontario population. However, some minor modifications were necessary. Although over 36 per cent said they were generally very satisfied with their work, the intent to change jobs was significantly related to areas of dissatisfaction concerning recognition for work done and opportunities for personal and professional growth. Stress was related to dissatisfaction with work-related fatigue, time pressure and nonpatient tasks. These findings have implications for dental practice management.

Adult↗

PubMed1999

The effects of perceived and preferred control on nurses' job satisfaction in long term care environments.

The purpose of this study is to explore how perceived and preferred clinical control and organizational control are associated with nurses' job satisfaction in long-term care settings. A sample of 113 nurses who work in long-term care units of a community hospital or a teaching hospital completed a questionnaire that included a job satisfaction scale, an organizational control scale, and a set of vignettes specific to long-term care developed to examine clinical control. There was a positive relationship between perceived organizational control and job satisfaction and a negative relationship between preferred clinical control and job satisfaction. Furthermore, as predicted, congruence between perceived and preferred control in the clinical and in the organizational domains were related to job satisfaction. Counter to prediction, organizational control explained more variance in job satisfaction than clinical control. The challenges of conceptualizing clinical control and its measurement are discussed.

Adult↗

PubMed1996

The effects of job characteristics and individual characteristics on job satisfaction and burnout in community nursing.

The aim of this article is to describe job satisfaction and burnout among two categories of community-based nurses (N = 402) in the Netherlands taking account of job and individual characteristics. Results show that these nurses are moderately satisfied with their jobs and the effects of burnout are average. Further, community nurses are less satisfied and have experienced burnout to a greater extent than community nurse auxiliaries. Both job characteristics and individual characteristics are related to job satisfaction and burnout. However, job satisfaction is affected to a greater extent by job characteristics whereas burnout is more often a result of individual characteristics. As research in this area is scarce and home care is changing radically, these results may be valuable in coping with change without losing sight of nursing's professional values.

Adaptation, Psychological↗

PubMed1989

Factors affecting the job satisfaction of respiratory therapists who work in adult general and critical care: a multivariate study.

UNLABELLED: The development of an expanded understanding of employees' reaction to their job may be important for improvement in the quality of work life and of services rendered. We sought to determine the factors, or rewards, that significantly affect respiratory therapists' job satisfaction. METHOD: Questionnaires designed to elicit responses related to job satisfaction and demographic information were mailed to a random sample of registered respiratory therapists in 9 southeastern states. The Job Descriptive Index (JDI) was used to measure facets of and total job satisfaction. The independent variables used were: Satisfaction with Work on the Job, Supervision, Promotion Opportunities, Pay, and People on the Job. RESULTS: Satisfaction with Work on the Job (p = 0.0001, F = 39.1) and with Supervision (p = 0.005, F = 8.48) were the only variables that significantly affected the job satisfaction scores of respiratory therapists. CONCLUSION: Because satisfaction with work on the job and supervision seem to be rewards therapists consider important, managers need to evaluate those factors in their own organization in relation to their possible impact upon staff members.

Critical Care↗

PubMed2002

The influence of nurses' working motivation and job satisfaction on intention to quit: an empirical investigation in Taiwan.

The present era of cost-containment pressures indicates that nursing executives have to ensure that, their nurses have a work environment with the work characteristics known to be linked to job satisfaction and good outcomes. The research hypothesis investigated here was: the higher nurses' levels on general job satisfaction, overall satisfaction with their professional role, and general job happiness, the lower their intention to quit would be. The controlling variables included demographic characteristics, working motivation, and nine job satisfaction subscales. This study was conducted in 3 hospitals located in southern Taiwan. All nurses working for these 3 hospitals were the target subjects. The overall response rate (648 completed questionnaires) was 82%. The nurses' Job Satisfaction and the perceptual degree of its importance questionnaire was used. Ordinal logistics regression analyses were utilized. General job satisfaction, general job happiness, satisfaction with salary and promotion, institution, educational background, and age of nurses' youngest child were proved to be significant predictors of nurses' intention to quit. Suggestions for future studies and administrative strategies in decreasing nurses' intention to quit were discussed.

Attitude of Health Personnel↗

PubMed1993

The effects of comprehensive guidelines for the care of sickle-cell patients in crisis on the nurses' knowledge base and job satisfaction for care given.

The primary purpose of this study was to determine the effects of comprehensive nursing guidelines for sickle-cell patients in crisis on the nurses' knowledge base and job satisfaction for nursing care given. This study was carried out through the use of a single-group pretest-posttest design. A total of 18 subjects participated in the study. At the pretesting, each subject completed an Individual Information Questionnaire for the collection of background data, a Knowledge Base tool and a Job Satisfaction tool. Afterwards, all subjects attended 10.5 hours of educational programmes on sickle-cell disease, treatment, interventions and relaxation training. Following this, the comprehensive guidelines for the care of sickle-cell patients were instituted. At 3 months and 6 months after the guidelines had been in effect, subjects were again asked to complete the Knowledge Base and Job Satisfaction tools. The results of the tools were then measured comparing the three time intervals for any differences in knowledge and job satisfaction using independent measure t-tests. t-Tests were also performed for each question on the Job Satisfaction tool comparing the three time intervals. The results of the analyses demonstrated that there was a statistically significant increase in knowledge between the pretest and 6 month time interval. The findings also showed that there was no statistically significant increase in overall job satisfaction. However, the t-test results from the individual questions demonstrated a statistically significant increase in job satisfaction in the areas of nurse/physician collaboration and having a broad knowledge base of sickle-cell disease.

Acute Disease↗