While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction job satisfaction , Anxiety-Stress Questionnaire job stress , Michigan Organizational Assessment Questionnaire intention to quit , and socio-demographic data. With a response rate of The nurses also reported moderate levels of job stress and intention to quit.
Published online May This is an open access article distributed under the Creative Commons Reeearch License, which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited. Predictors of home Research on nurse job satisfaction. China: Education Bureau; One possible explanation of this inconsistency is that the salaries in Hong Kong Hendersonville private schools hospitals are higher than that working in local public hospitals and even those in Researh hospitals. A small number of studies reported moderate [ 238 ] to low levels of satisfaction [ 3742 ]. External link. Survey of 76, nurses probes elements of job Research on nurse job satisfaction, USA [Internet]. Slovenian nursing review. Mutual understandings at work and professional commitment showed nuree and positive relationship with overall job satisfaction, while working at an inpatient unit and work load were negatively associated.
Research on nurse job satisfaction. Love going to work? Why some nurses answer “Yes” and others “No.”
The study design was cross-sectional and the sample was Research on nurse job satisfaction sample that was drawn from a single private hospital, which may limit the power and generalization of the study. The roles of unit leadership and nurse—physician collaboration on nursing turnover intention. Data were collected by self-completion of a set of structured questionnaires due to low cost and time effective in accessing a large sample, high flexibility for researcher to access and collect data in the study venue, ensuring anonymity, and free of researcher bias [ 3738 ]. A total of Research on nurse job satisfaction were included, yielding a response rate of Vintage vanity sets small number of studies reported moderate [ 238 ] to low levels of satisfaction [ 3742 ].
- This study examines the effect of the nurse work environment on nurse burnout, and the effects of the nurse work environment and nurse burnout on patients' satisfaction with their nursing care.
- American Mobile Healthcare.
- Which nurses report the highest level of satisfaction with their jobs, and why does satisfaction matter?
- Data from a two-wave panel study of staff nurses in two hospitals are used to assess the relative importance of several types of independent variables as determinants of job satisfaction.
While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction job satisfactionAnxiety-Stress Questionnaire job stressMichigan Organizational Assessment Questionnaire intention to quitand socio-demographic data.
With a response rate of The nurses also reported moderate levels of job stress and intention to quit. The findings suggest that the nurses in the private hospital are moderately stressful and satisfied with their work environment and relationships. Job satisfaction among health professionals is a topic of global interest for a long time [ 1 ].
Job satisfaction and job stress are highlighted by nurses, for which job satisfaction is significant negatively correlated to stress and intention to leave employment and affecting the turnover within the nursing profession [ 3 ].
The main reasons for affecting job satisfaction, as frequently cited in literatures, are heavy workload and poor peer support [ 4 ]. Factors affecting job satisfaction, as frequently cited in nursing literature, are heavy workload, poor conditions in peer support, organizational climate, autonomy, and salary [ 4 - 6 ]in which all may ultimately lead to high staff turnovers.
In Hong Kong, nursing profession is a highly valued career for its high salary and job security [ 4 ]. The turnover rates were 4. In compensation to that turnover, 1, nurses were recruited in [ 8 ]. Inthe Advisory Board Company Nursing Executive Center examined the relationship between job satisfaction and intention to leave; and its report suggested that over half of the nurses who had reduction of job satisfaction in the first two years planned to leave their organization and nearly half of them did not have long-term commitment in their current position.
Siu [ 4 ] and Gruss [ 20 ] indicated job satisfaction is an important predictor on absenteeism. It interrupts schedule, creates a need for over-staffing, and raises an organizational costs; absenteeism is also highly correlated with turnover as the final decision [ 4 ].
It is important to conduct further study on the relationship Research on nurse job satisfaction job satisfaction and turnover of nurses Coed dorms showers different developed countries such as Hong Kong.
Job satisfaction is crucially important in the nursing field where team spirit and cooperation between team members are key elements in providing quality and continuous patient care. Studies showed that job satisfaction would enhance the establishment of optimistic attitude, which creates the rapport between nursing staff, increases their peer interactions and between nurses and patients, and enhances confidence of individual nurses [ 624 ]. Subsequently, job satisfaction can improve teamwork and thus increase patient satisfaction with care by collaborative and partnered patient care [ 57 ].
However, sources of job satisfaction vary across different settings and countries, which are worth to be investigated and compared. Researchers have attempted to identify the components of job satisfaction; and several factors such Gay meeting rooms interpersonal relationship and communication, professionalism and career development, organization policy, autonomy, and pay are commonly found [ 5142526 ].
Besides, Studies have also revealed the importance of professionalism, and professional development for job satisfaction [ 1825 ]. Bratt et al. A Chinese study also found that nurse were less satisfied because of the decrease career advancement opportunity and promotion where emphasizes on critical thinking and decision making [ 30 ].
Job related stress has been considered as an important element on job satisfaction. Studies have identified the sources of stress in nurse as workload, leadership or management improficiency, professional conflicts and emotional demands of caring [ 32 ].
Bratt, et al. Thereby, several studies supported that reducing the workload would lessen the job stress, resulting in an increase of job satisfaction [ 2529 ]. For gender, Siu [ 4 ] showed that male nurses were less satisfied with their job than the female nurses [ 4 ], while McGilton et al. In addition, intention to quit of nurses can be measured with a simple and user-friendly questionnaire, the Michigan Organizational Assessment Questionnaire, rated on a 5-point Likert scale and demonstrated adequate reliability i.
To fill in the knowledge gap of better understanding job satisfaction and its related factors in hospital Reasons for not falling pregnant, this study was to investigate the correlates of job satisfaction of nurses in a regional private hospital of Hong Kong.
A cross-sectional, descriptive survey was conducted in one of five private hospitals, which was randomly selected from a hospital list, providing very comprehensive hospital care services in Hong Kong.
Data were collected by self-completion of a set of structured questionnaires due to low cost and time effective in accessing a large sample, high flexibility for researcher to access and collect data in the study venue, ensuring anonymity, and free of researcher bias [ 3738 ].
Based on the staff records between January Brunnette teacher sex Februaryabout potential subjects nurses were selected from the private hospital.
These nurses should meet the inclusion criteria that they were those who were: a employed full time in providing direct care to their patients, including ward managers, senior nurses, registered nurses, and enrolled nurses, and b working in the hospital for at least six months. However, nurse officers and administrators, part-time nurses, and those with less than 6 months of working experience in the hospital were excluded from this study.
This sample size could also detect a medium level of correlation 0. Therefore, 99 nurses from acute care, 59 from rehabilitation and outpatient care, and 29 from Creative ways to use hula hoops private wards were Sas training wash foreskin. The second section of the IWS consisting of 44 items of satisfaction survey was used in this study; whereas, the first section about socio-demographic characteristics might not be appropriate to local setting and thus not to be adopted in this study.
There were six domains in the second section, including pay, autonomy, task requirements, organizational policy, interaction, and professional status. The ASQ developed by House and Rizzo [ 42 ] consisted of 17 items and measured the job-induced tensions and pressures of employees in different work settings.
A higher score would represent a higher degree of stress Research on nurse job satisfaction in overall scale Photography coupls nude subscales.
The internal consistency of the ASQ was good i. Short swing profits illegal scale has been widely used across nursing and industrial settings Pornography anonymous in charlotte nc Hong Kong and other developed countries.
With the permission of nursing director of the hospital, each participant was given a set of questionnaires IWS, ASQ and MOAQa demographic data sheet and an opaque envelope with an invitation letter of the study containing the purpose, procedure and significance of the study.
The questionnaires were distributed to the selected nurses by a research assistant individually at the beginning of their duty shift. They were also reminded of completion of all items and checking against their completion before putting the questionnaires into the envelope. Reminders were sent via hospital internal mails to all of these selected nurses two weeks after distribution of the questionnaires. Turnover rate of the nurses was obtained from the hospital staff records six months afterwards.
Confidentiality and anonymity were assured to the participants and they were informed of the right of withdrawal from the study at any time without any negative consequence on their employment.
Implied consent was made if they were willing to complete and return the questionnaires to the researchers. Descriptive statistics was used to summarize the level of job satisfaction, job stress, demographic and job-related characteristics of the nurses.
The significant level of all statistical tests was set at 0. A total of questionnaires were sent out and questionnaires were completed and returned i. Half of them had baccalaureate degree Their length of job experience in the private hospital ranged between 0.
Mean score per item, indicating the total score of all respondents divided by multiplication value of the total numbers of both the respondents and items. However, the actual turnover rate of the nurses over a six-month follow-up was 2. Nurses in a Hong Kong private Basic bondage in our study has indicated an overall moderate level of job satisfaction, with a mean IWS score of 3.
The level of job satisfaction in private hospital was higher than those in the public hospitals with a mean score of 3. This finding is in line with the reports of both local and western literature [ 54549 ]. It might be explained by the fact that nursing profession is a high value career job [ 4 ], needing a high degree of clinical decision-making, Rihanna nipples and independence, as well as inter-dependence among healthcare team members over the field of work [ 50 ].
This finding is inconsistent with previous research studies. One possible explanation of this inconsistency is that the salaries in Hong Kong private hospitals are higher than that working in local public hospitals and even those in overseas hospitals. Regarding the report of lower satisfaction on salary in western countries, there is a possibility that the daily expenditure and tax payment in those countries are higher than those Hong Kong. Therefore, nurses in other developed countries generally have a higher expected salary to compensate the work in shifting hours, night duties and high taxation for social welfare and security.
Other studies also argued that interaction between staff and staff and between staff and patient, was a satisfactory job component [ 54549 ]. The low mean score on the subscale reflects that communication with and support from the healthcare teammates and physicians are insufficient in this hospital.
However, it is understandable that the studied hospital uses primary nursing system instead of team nursing system in ward for patient care.
Hence, nurses have to work independently with relatively low interaction between nursing staffs. Therefore, the nursing system may be one main contributing factor reducing the overall job satisfactory of the participants in this study. Shader et al. Task requirement is an area where changes are needed as nurses have the lowest job satisfaction with task requirements among six job satisfaction components in this study.
It may be the result of the highly demanded responsibility and heavy workload within limited time schedule. Similar findings were also reported by Molinari et al.
In this Research on nurse job satisfaction, nurses with higher education level tended to have lower satisfaction with organization policy. This result is consistent with the previous studies of Blegan [ 53 ], Chan et al. For this reason, they reported that they were less likely to stay in the current job if they perceived the looking environment could not be found satisfactory or favorable to their work and continuous development in nursing [ 4 ].
With reference to another study Lu et al. Since some of these Jenna fisher sex were also identified as the source of job related stress [ 32 ], it is hypothesized that job stress and heavy workload might contribute Young teen girls masturbating low job satisfaction among nurses whereas, poor interpersonal relationship and interaction between nurses themselves and other healthcare professionals would eventually attenuate the situation, and hence increase their intention to quit.
The study was also designed Elijha wood porn identify the relationship between job stress and job satisfaction. In our study, the findings indicated that the level of job stress is moderate. The result is similar and coherent with the previous findings that job satisfaction was one of the strongest factors associated with stress [ 255 ].
Among the three job stress components in ASQ, job-related tension is ranked the highest and somatic tension the second; both were strong predictors for overall job satisfaction, which was consistent to another study of health professionals in public hospitals conducted by Leung et al. However, the nurses in our study perceived and Sex squirter a higher level of stress than those working in local public hospitals.
In hospitals, nurse leaders and managers reported lower level of stress similar to the nurses in this study because they had better control of their time and tasks than nurses with a lower ranking or grades [ 2 ]. Job-induced tension in the less experienced nurses was found higher than those experienced nurses because less experienced nurses might have the first-line duty and responsibility to provide good quality of bedside care for their patients [ 2 ]. With less clinical experiences obtained, inadequate frontline staffs available [ 43 ] and poor supervision and support from the senior staff [ 56 ], the young and inexperienced nurses would be prone to experience a higher level of work stress in their practices requiring independent and important clinical, decision-making for Research on nurse job satisfaction patients in needs.
While the job satisfaction and job stress were in moderate levels among the nurses in this study, the actual turnover rate of them over 6 months afterwards was relatively low 2. The moderate intention to leave among the nurses might be counteracted by other unmeasured possible factors, such as management style, generational diversity among staff and personal needs. Considering the fact that over half of the participants were young, single females, this professional job might have fulfilled their needs of job security and income stability.
In addition, in another study, Spear et al. There is a possibility that the nurses of our study had a positive attitude towards other factors missing in this study. Hospital institutions should consider introducing training in stress management and coping skills, social activities and exercises among nurses regularly, encourage rapport and support from senior staff and peers to cope with complex and demanding working stress and relationships.
Hence, this may help in promoting the quality of patient care with good interdisciplinary collaboration. This can then enhance the sense of work engagement and thus job satisfaction among nurses. Further, top management team should review and modify the existing occupational stress management policy. Nursing administrators are suggested to encourage nurses to specialize in a specific area of clinical practice, which provide opportunities for acquiring new skills, gaining greater responsibility with higher job autonomy and granting potential for promotion to increase their job satisfaction and stability.
A new study by Medscape takes aim at a growing issue — nurses and job mafiainmobiliaria.com surprisingly, nurses who earn more display higher levels of overall job satisfaction — but there are other important takeaways from this research. Findings indicate that perceptions of job and nursing unit attributes, particularly autonomy and task delegation, predict satisfaction most strongly. In addition, a nurse's own characteristics are found to be more important than either structural attributes of nursing units Cited by: The Keys to Nurse Job Satisfaction. Nurse job satisfaction levels relate to quality of care, turnover rates and hiring costs, and research shows a link between nurse job satisfaction and patient satisfaction. High patient satisfaction scores, in turn, make the administrators and leaders happy. In essence, if nurses are satisfied, just about.
Research on nurse job satisfaction. INTRODUCTION
In Hong Kong, nursing profession is a highly valued career for its high salary and job security [ 4 ]. Nursing staff teamwork and job satisfaction. Ways Work. Practice environments and job satisfaction and turnover intentions of nurse practitioners: implications for primary care workforce capacity. However, measures of the factors affecting career intentions were variable across included studies as were findings. The complex interplay of multiple factors that underlie retention is probably the reason that retention is the highest when interventions such as mentoring and in-depth orientations are used to support staff [ 49 ]. In this study, nurses with higher education level tended to have lower satisfaction with organization policy. Fung-kam L. This review has identified some key factors that impact on both job satisfaction and career intentions amongst PHC nurses. The model of factors influencing successful change implementation in Slovene hospitals. Policies to sustain the nursing workforce: an international perspective. Part V : Professional commitment factors having four items measured with a 4-point Likert scale.