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PubMed2005

Linking the practice environment to nurses' job satisfaction through nurse-physician communication.

PURPOSE: To investigate direct and indirect relationships among the practice environment, nurse-physician (RN-MD) communication, and job satisfaction, as is posited in the nursing role effectiveness model (NREM). DESIGN: Survey. METHODS: Surveys were sent to a random sample of 500 hospital nurses throughout Michigan, and 332 (66%) responded. Main study instruments were the Conditions for Work Effectiveness Questionnaire-II (CWEQ-II), the Practice Environment Scale of the Nursing Work Index (PES-NWI), the ICU Nurse-Physician Questionnaire, and the Index of Work Satisfaction (IWS), Part B. Inferential statistical tests included multiple regression, t tests, and one-way analysis of variance. FINDINGS: Practice environment (PES-NWI) and empowerment (CWEQ-II) scales explained 20% of the variance in RN-MD communication. The combination of both environment scales (PES-NWI and CWEQ-II) and RN-MD communication explained 61% of the variance in nursing job satisfaction scores. RN-MD communication was also a significant mediating variable in the relationship between structure (practice environment and empowerment scales) and outcome (nursing job satisfaction). CONCLUSIONS: Factors in the practice environment contributed both directly to nursing job satisfaction and also indirectly through RN-MD communication. Study findings showed that a practice environment favorable to nurses improved both nurses' perceptions of their communications with physicians and their job satisfaction.

Adult↗
PubMed1992

Career patterns and job satisfaction of Canadian nurse educators.

The purpose of this study was to describe the career patterns and job satisfaction of Ontario university and college nurse educators. A descriptive survey design was employed using mailed questionnaires. The sample comprised 60 nurse educators, 30 from three universities and 30 from three colleges. Forty-four returned the completed questionnaire, giving a response rate of 73%. The variables about the career patterns and goals of the nurse educators included their past and present job satisfaction. Career patterns were described as stable, double-track, interrupted and unstable. Similarities and differences were compared and described in relation to these factors. Significant differences in job satisfaction were found between university and college faculty on nine of the 36 job characteristics (for example, leadership style, independence, autonomy and salary). There were no significant differences in job satisfaction for each of the career patterns and the selected demographic variables of age, years in nursing education, educational level and salary between the university and college faculty.

Career Mobility↗
PubMed2003

Job satisfaction of hospital nurses: an empirical test of a causal model in Taiwan.

AIM: The purpose of this research was to empirically test a model of job satisfaction in Taiwan. METHODS: The model represents a revision of the Price-Mueller model, which is based on empirical research conducted since 1972 at the University of Iowa. This empirical test contributes to the generalization, on cross-national settings, of results from American-based research on job satisfaction. FINDINGS: The results, based on a sample of 308 non-supervisory hospital nurses in Taiwan, indicate that 45% of the variance in job satisfaction was accounted for by the revised model. The work characteristic variable "routinization" had the greatest impact on job satisfaction, followed by the personality traits "positive affectivity" and "job involvement". Although it is difficult to change the routine nature of nursing, the manager should make efforts to diversify the job description and empower his/her subordinates. CONCLUSIONS: It is suggested that having information on a nurse's personality will help to predict her/his future job satisfaction and may lead to improved selection of personnel. In addition, different management styles or reward systems that are sensitive to different personalities should be carefully studied and implemented, as appropriate.

Humans↗
PubMed2001

Job stress and job satisfaction and their relation to neuroticism, type a behavior, and locus of control among Kuwaiti personnel.

The present study examined job stress and job satisfaction and their relation to measures of neuroticism, Type A behavior, and I-E locus of control as well as sex differences among Kuwaiti men (n= 189) and women (n = 210) employees. Women had significantly higher means on scales of job stress, neuroticism, and external locus of control, while men scored significantly higher on job satisfaction. Analysis yielded significant and positive correlations of job stress with neuroticism and locus of control of both men and women. Job satisfacrion scores correlated significantly but negatively with external locus of control for both sexes, while job satisfaction had a positive correlation with Type A behavior for women only. The significant correlation between job stress and job satisfaction was negative.

Adult↗
PubMed2006

A study of relationship between managers' leadership style and employees' job satisfaction.

PURPOSE: The purpose of this descriptive and cross-sectional study is to explore the relationships between managers' leadership styles and employees' job satisfaction in Isfahan University Hospitals, Isfahan, Iran, 2004. DESIGN/METHODOLOGY/APPROACH: The data were collected through the distribution of two questionnaires among the 814 employees, first line, middle and senior managers of these hospitals through a stratified random sampling. FINDINGS: The dominant leadership style of managers was participative. The mean score of employee-oriented dimension of leadership style in first line, middle and senior managers were 52, 54, and 54 (from 75 credit) respectively. The mean score of task-oriented dimension of leadership style in first line, middle and senior managers were 68, 69, and 70 (from 100 credit) respectively. The mean score of employee's job satisfaction was 3.26 +/- 0.56 on a 6 scale (moderate satisfaction), 1.9, 26.1, 64.7, and 7.3 percent of hospital employees had respectively very low, low, moderate, and high satisfaction with their job. Employees demonstrated less satisfaction with salaries, benefits, work conditions, promotion and communication as satisfier factors and more satisfaction with factors such as the nature of the job, co-workers and supervision type factors. There was significant correlation (p < 0.001) between the use of leadership behaviors and employees and job satisfaction. RESEARCH LIMITATIONS/IMPLICATIONS: Employee job satisfaction depends upon the leadership style of managers. Nevertheless, participative management is not always a good management style. Managers should select the best leadership style according to the organizational culture and employees' organizational maturity. ORIGINALITY/VALUE: Although this study conducted in Iran, it is anticipated that the findings may have relevance on a broader scale. By replicating this study in different countries and contexts the results of could be very helpful for developing a new model of leadership with new implementation techniques that can be implemented easily and successfully in a cross cultural context.

Adolescent↗
PubMed1992

Job satisfaction among hospital nurses: facility size and location comparisons.

Despite recent declines in turnover and vacancy rates, maintaining a stable nursing staff continues to be critical to the effective operation of American hospitals. Job satisfaction is a pivotal element in nurse retention, and organizational theory suggests that some of the factors that influence job satisfaction vary by facility size. This is a study of job satisfaction among a sample of 731 nurses providing direct patient care in 22 hospitals. The sample includes approximately equal numbers of nurses employed in very small rural hospitals (1-49 beds), medium sized facilities located in small towns (50-99 beds), and larger metropolitan institutions (> 100 beds). Differences by hospital size were observed in overall job satisfaction and in five sub-dimensions of that concept (i.e., professional status, task requirements, pay, organizational policies, and autonomy). With the exception of pay, the results indicated that nurses employed in the very small rural hospitals were more satisfied with their jobs. Differences by hospital size were also observed in the personal characteristics of the nurses, several specific aspects of their job, and in their perceptions of job mobility. A set of four hierarchically nested ordinary least squares regression models indicated that job-specific characteristics were the most powerful predictors of job satisfaction.

Attitude of Health Personnel↗
PubMed1981

Job satisfaction of staff registered nurses in primary and team nursing delivery systems.

Job satisfaction for nurses in team and primary nursing delivery systems as measured by a human needs questionnaire was studied. Staff-level registered nurses from 27 units in a large research hospital completed a 22-item questionnaire. Each item measured present and desired job satisfaction and the importance of the item to the respondent. Data from 115 primary-system nurses and 65 team-system nurses were analyzed by Kruskal-Wallis tests of significance and chi-square contingency tables. Overall, primary-system nurses reported greater job satisfaction than team-system nurses. The primary system offered more opportunity for accountability and fulfilling higher level needs. Neither system provided sufficient opportunities for self fulfillment, decision-making, or independent judgment. The identified weakness of the primary system was the unmet need for supervision. Of all the nurses in this study, 75% were dissatisfied with the prestige accorded to them.

Adult↗
PubMed1979

Determinants of job satisfaction in nursing care units.

Considerable attention has been placed on containing health care costs through structural approaches and budgetary means. Often overlooked in this process are costs associated to employee turnover and absenteeism. One of the important contributing factors to this withdrawal behavior is job satisfaction. Unfortunately few studies have explored the factors which influence the job satisfaction of health care workers. This study, using data collected from four hospitals, identifies fifteen factors that make major contributions to predicting the job satisfaction of nursing employees. This research suggests that the job satisfaction of nursing aides is influenced by procedures and practices that are organizational in their impact, by interactions with the work team and supervisor, and the daily activities of the nursing job. By understanding the interactive nature of these factors on job satisfaction, improvements in absenteeism and turnover can be realized with a reduction in personnel costs and improvements in quality of care.

Absenteeism↗
PubMed1999

Job satisfaction amongst rural medical aides providing emergency oral health care in rural Tanzania.

OBJECTIVE: To investigate to what extent the rural medical aides (RMAs) in Tanzania were satisfied with their new (added) role of providing emergency oral health care services, and to analyse factors influencing job satisfaction amongst them. DESIGN: Cross-sectional survey using a self-administered job satisfaction questionnaire. SETTING AND SUBJECTS: All 40 RMAs providing emergency oral health care in rural health centres and dispensaries in Mbeya and Tanga regions, Tanzania. MAIN OUTCOME MEASURE: RMAs ratings of their overall satisfaction with the job of providing emergency oral health care. RESULTS: Overall, 95% of the RMAs were satisfied with providing emergency oral health care. Patient relations, personal time and stress were significantly correlated with overall job satisfaction in providing emergency oral health care. CONCLUSIONS: The RMAs' newly added role of providing emergency oral health care does not seem to generate problems with job satisfaction.

Allied Health Personnel↗
PubMed1996

Job satisfaction and organizational characteristics: results of a nationwide survey of baccalaureate nursing faculty in the United States.

This study examines the relationship between job satisfaction of nursing faculty and the organizational characteristics of the institutions and nursing programmes in which they teach. A stratified random sample of 48 baccalaureate nursing programmes throughout the United States was selected for the study, of which 25 (52%) of the programme deans agreed to participate. Two questionnaires were used in data collection: (a) The Job Descriptive Index (Revised), which was sent to 576 nursing faculty at the participating programmes, resulting in 327 (57%) usable questionnaires; and (b) The Organizational Characteristics Questionnaire which was completed by the nursing programmes deans. Dimensions of job satisfaction measured were: work on present job, present pay, opportunities for promotion, supervision, coworkers and job in general. The organizational characteristics examined were: institutional control (public, private), size (student enrolment), nursing degrees offered, programmes offered (undergraduate, graduate), number of nursing faculty, number of nursing students, budget, tenure and salary. Although nursing faculty tended to be satisfied with their jobs, correlation and multiple regression analyses indicated weak to negligible relationships between job satisfaction and the organizational characteristics examined. Further study of the dimensions of job satisfaction within the academic environment is needed to understand the complexity of these relationships fully.

Data Collection↗
PubMed1991

Job satisfaction of nurse practitioners: an analysis using Herzberg's theory.

The current sociopolitical and economic forces affecting health care may lead to job dissatisfaction among nurse practitioners, according to results of a South Carolina study. A mailed survey that consisted of the Index of Job Satisfaction and the Minnesota Satisfaction Questionnaire--Short Form was used to test Herzberg's dual-factor theory of job satisfaction. A response rate of 90 percent was attained, with a final sample of 132 nurse practitioners and midwives. Consistent with the predictions of Herzberg's model, intrinsic factors served as sources of job satisfaction, while extrinsic factors were the primary sources of job dissatisfaction. Nurse practitioners in the sample reported a moderate amount of satisfaction with their "overall jobs." Suggestions are provided for ways both nurse practitioners and health administrators can enhance job satisfaction.

Adult↗
PubMed1992

Influence of job characteristics on job satisfaction of pediatric nurses.

This study was conducted to determine the possible influence of job characteristics on job satisfaction of pediatric nurses. Eighty-nine pediatric nurses working in the pediatric units of the Maternity and Children Hospital in Jeddah, Saudi Arabia comprised the subject of the present study. A questionnaire of three parts was synthesized for this study. Part I is a multifaceted measure of job satisfaction (Smith et al., 1969) and known as job Descriptive Index. Part II is a job Characteristics Inventory (J.C.I) of 30 items developed by (Sims et al., 1976) to determine nurses perception of six characteristics, namely, variety, autonomy, task identity, feed back, dealing with others, and friendship opportunities. Part III comprised five demographic items. The study revealed that the overall degree of satisfaction of pediatric nurses was found to be relatively low with a mean percentage score of only 58.52%. Regarding the five job satisfaction subscales, nature of work (nursing of children) showed the highest mean percentage score. The study illustrates a positive strong correlation between job characteristics and job satisfaction with variety, task identity, and feedback being the statistically significant individual characteristics.

Adult↗
PubMed1999

The changing nature of nurses' job satisfaction: an exploration of sources of satisfaction in the 1990s.

This paper focuses on the changing nature of nurses' job satisfaction. It compares the major sources of satisfaction and dissatisfaction experienced by acute ward nurses in the English National Health Service (NHS) in the early 1990s, with sources identified in previous research. In the light of findings from a pilot study, the suitability of existing research approaches and measurement tools for portraying nurses' contemporary work experiences is examined. The study comprised content analysis of a random sample of 130 nurses' comments about ward organizational issues, collected as part of a national survey. Findings suggest that new measurement tools need to be developed, because new sources of satisfaction and dissatisfaction emerged, directly associated with change arising out of the introduction of the NHS internal market. These include pressures associated with new roles, role conflict, lack of job security, 'tight' resources, using new technology, a perceived lowering of standards of patient care, coping with increased amounts of paperwork, and the experience of working in a rapidly and constantly changing environment. Findings also suggest that the nature of nurses' job satisfaction is increasingly being shaped by their position within the organization, denoted by clinical grade, and the organizational culture of individual NHS Trusts. Ward leaders experience dissatisfaction as a result of role conflict and strain, while nurses of lower clinical grades are increasingly concerned with managerial and resource constraints on their ability to provide good quality care. Nurses' satisfaction with management and morale were found to be significantly different between NHS Trusts. While findings may be specific to England, it is argued that they have relevance for the wider, international nursing community. This is because developing an understanding of the changing nature of nurses' job satisfaction may help to resolve recruitment and retention problems.

England↗
PubMedDate not supplied

Organizational structure and job satisfaction in public health nursing.

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

Adult↗
PubMed2005

Agencies make a difference in home healthcare nurses' job satisfaction.

The purpose of this study was to explore the factors that contribute to variability in home healthcare nurses' job satisfaction. Nurses completed the 30-item Home Healthcare Nurses Job Satisfaction Scale specifically designed to measure job satisfaction of home healthcare nurses. Results suggest that the greatest amount of variability in satisfaction for home healthcare nurses are salary and benefits, stress and workload, and organizational factors, that is, factors over which organizations and management have the most control.

Adult↗
PubMed2005

Health care reform and job satisfaction of primary health care physicians in Lithuania.

BACKGROUND: The aim of this research paper is to study job satisfaction of physicians and general practitioners at primary health care institutions during the health care reform in Lithuania. METHODS: Self-administrated anonymous questionnaires were distributed to all physicians and general practitioners (N = 243, response rate - 78.6%), working at Kaunas primary health care level establishments, in October - December 2003. RESULTS: 15 men (7.9%) and 176 women (92.1%) participated in the research, among which 133 (69.6%) were GPs and 58 (30.4%) physicians. Respondents claimed to have chosen to become doctors, as other professions were of no interest to them. Total job satisfaction of the respondents was 4.74 point (on a 7 point scale). Besides 75.5% of the respondents said they would not recommend their children to choose a PHC level doctor's profession. The survey also showed that the respondents were most satisfied with the level of autonomy they get at work - 5.28, relationship with colleagues - 5.06, and management quality - 5.04, while compensation (2.09), social status (3.36), and workload (3.93) turned to be causing the highest dissatisfaction among the respondents. The strongest correlation (Spearmen's ratio) was observed between total job satisfaction and such factors as the level of autonomy - 0.566, workload - 0.452, and GP's social status - 0.458. CONCLUSION: Total job satisfaction of doctors working at primary health care establishments in Lithuania is relatively low, and compensation, social status, and workload are among the key factors that condition PHC doctors' dissatisfaction with their job.

Adult↗
PubMedDate not supplied

Job satisfaction and psychological morbidity in medical house officers.

The aim of this study was to examine levels of job satisfaction and psychological morbidity in preregistration house physicians working partial shift rotas, full shift rotas, or traditional on-call rotas. The study was carried out at two teaching hospitals in one city, and consisted of a prospective within-subject crossover study at hospital A and a parallel simple descriptive study at hospital B. Sixty preregistration house physicians were included in the study. At hospital A the house officers worked shifts for part of their post and traditional on-call rotas for the remainder. At hospital B the house officers worked a modified on-call rota throughout. The outcome measures used were the 30 item General Health Questionnaire and a self-report job satisfaction scale. Measures were administered at hospital A towards the end of each distinct rota period (on-call or shift) and simultaneously administered at hospital B. Results showed that full shifts were associated with greater psychological morbidity and lower job satisfaction than traditional on-call rotas. Partial shifts were rated more favourably but were nonetheless unpopular. There was a marked difference between hospitals. It would seem that some 'new deal' rotas may increase psychological morbidity and reduce job satisfaction.

Adult↗
PubMed2003

The application of a facet scale job satisfaction model for environmental health officers in Australia and Scotland.

The direction provided from published research emphasises that job satisfaction is multi-dimensional, and the associations with work related and non-work related predictor variables as being complex. The isolation of the discrete influence of individual predictor variables is therefore difficult. The application of multivariate analysis incorporating hierarchical stepdown protocols and interaction effects offers one approach that provides for the discrimination between the explanatory characteristics of these variables. Principal Axis Factoring with oblimin rotation and Structural Equations Modelling were applied to survey data to develop a Measurement Model comprising six latent constructs that characterised the job satisfaction of Environmental Health Officers (EHOs) in Australia. The model was successfully applied to data from the EHOs in Scotland. This paper presents the application of the Measurement Model to examine the association between selected work content and the demographic aspects of the EHOs in Australia and in Scotland, and their job satisfaction. The analysis protocol included Canonical Correlation, Multiple Linear Regression and Factorial Manova and Mancova. The unique variance explained by the work content factors and the demographic aspects of the job were similar. The linear representation of model pathways provided more comprehensive explanatory power than the curvilinear association. The presentation of evidence of multidimensional complexity, including interaction effects, underscored the need for caution before generalising on the influence of individual factors on job satisfaction. The analysis protocol presented in this paper can be applied to other situations in environmental health involving multivariate complexity.

Australia↗