Factors That Influence Nurses??? Job Satisfaction

Division of Planning, Tri-Service General Hospital, Taipei, Taiwan.
JONA The Journal of Nursing Administration (Impact Factor: 1.27). 06/2003; 33(5):293-9. DOI: 10.1097/00005110-200305000-00005
Source: PubMed


To examine factors affecting the job satisfaction of registered nurses (RNs).
A growing recognition of job dissatisfaction among RNs in South Carolina hospitals has contributed to current problems with recruitment and retention. If administrators identify factors influencing RNs' job satisfaction in hospitals and implement strategies to address these factors, RN turnover rates will decrease and recruiting and retention rates will increase.
A cross-sectional study of secondary data was designed to identify the individual, work, and geographic factors that impact nursing job satisfaction at the state level. A 27-question self-administered survey was sent to 17,500 RNs in South Carolina with postage-paid envelopes for their responses. Surveys from 3472 nurses were completed anonymously. Univariate statistics were used to describe the study sample. One-way and multivariable Analysis of Variance were used to determine which variables contributed the most to job satisfaction.
For about two thirds of the RNs, job satisfaction remained the same or had lessened over the past 2 years. In addition, statistically significant differences were found between job satisfaction and years of service, job position, hospital retirement plan, and geographic area.
The findings have implications for nurse managers and hospital administrators for planning and implementing effective health policies that will meet the unique needs of their staffs and organizations. Such research is particularly relevant in this difficult time of nursing shortages throughout the healthcare industry.

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    • "Quality of work life is one variable which has been recently considered by mangers who are seeking to improve the quality of their human resources; although studying the indices which are useful or useless for work life has a long history (Ma,, 2003). Quality of work life is a process by which all members of the organization participate in decisions which influence on their jobs and work place by an open and appropriate communicative way and in this way, their participation and job satisfaction increases and their job-related stress reduces (Dolan and Schuler, 2002). "
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    ABSTRACT: Staffs are the most important capitals of the organizations. Today, focusing on quality of work life of staffs who devote more than one third of their lives to the organization is very important and valuable. The main objective of the present project was " to examine the relation between organizational structure and quality of work life of women staff in Islamic Azad university branches ". Our method in this descriptive study was selected as correlation-based. The universal society included all women staff of Mazandaran's Islamic Azad university branches,377 persons, and based on classified random sampling and with using krejcie and Morgan table,191 persons were selected as our samples. We used " organizational structure " and " work life quality " questionnaires for gathering data. Data analyzing was performed by descriptive statistics (frequency and percentage) and inferential statistics (correlation coefficient and pierson coefficient and Regression). Results showed that there is a significant positive relationship between organizational structure and its dimensions with quality of work life. Also, the components of organizational structure (formality, option hierarchy and centralization, respectively) were some significant predictors for quality of work life.
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    • "Some factors that affect occupational stress include working conditions, relationships at work, role conflict and ambiguity, organizations at work, working climate, work–home interface, career development, and the nature of the job (14, 15). In this regard, stress management interventions have been proposed and their effectiveness in reducing stress and improving physical and mental health among medical staff has been investigated (16, 17). "
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    ABSTRACT: Context: Nursing is a stressful job that could create physical and psychological disorders. Many studies presented information on stress, effects of coping strategies, and job satisfaction of nurses within health setting. We aimed to identify and describe nursing stresses, coping strategies and job satisfaction of Iranian nurses who are working or worked in different wards. Evidence Acquisition: In this review, we studied peer-reviewed journal articles on the field of stress, coping strategies and job satisfaction in nursing practice, especially Iranian nurses, which were published between 2000 and 2013. In this regard, we searched databases of PubMed, Elsevier, Google, BMJ, PMC, and MEDLINE. Results: The majority of the studies (60%) had analyzed the effect of coping strategies, experiences and perception of job-related stresses in Iranian nurses working in hospitals. In some of the reviewed studies (60%), the majority of the samples enrolled Iranian nurses. Forty percent of studies selected a maximum sample size of 565 (44%) participants in 2011. Nursing stress scale employed at 30% of the studies was the most commonly used strategy. This reviewed studies also revealed a combined measurement (60% of studies), based on categorical stress measurement, effects of coping strategies, and job satisfaction methods. Three studies explored the relationship between job stress and job satisfaction. For instance, the majority (74.4%) of nurses reported job satisfaction. Conclusions: Effect of coping strategies and job satisfaction on Iranian nurses is a well-accepted issue and has important positive outcomes on several areas of health discipline.
    06/2014; 16(6):e17779. DOI:10.5812/ircmj.17779
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    • "One possible explanation for this may be that nurses with more years of work experience expect more autonomy, respect and opportunities ; thus, when these factors do not exist, experienced nurses may become dissatisfied. Likewise, Ma et al. (2003) also reported that experienced nurses had lower levels of job satisfaction than those who were inexperienced. Therefore, it is recommended that nurse managers conduct regular job satisfaction surveys in order to understand the needs of different nurse groups (Choi et al. 2011) which also give nurses the chance to voice opinions about their training, advancement opportunities and other issues related to their job satisfaction. "
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    ABSTRACT: Job satisfaction is a critical factor in health care. Strong empirical evidence supports a causal relationship between job satisfaction, patient safety and quality of care. To determine the level of nurses' job satisfaction and its associated factors. A stratified random sample of 421 registered nurses working at a large hospital in Mashhad, Iran was surveyed. The results showed that autonomy, task requirement and work interaction had scores higher than their respective median on the subscales. There were significant differences between demographic characteristics and the autonomy, task requirement, work interaction, salary, work condition, professional development, supportive nursing management, decision making, professional status subscales and mean total job satisfaction. In univariate analysis, young age, being female and being married were significantly associated with a higher level of job satisfaction. The adjusted R(2) for this model was 0.14, indicating that the model explained 14% of the variability. The regression model was highly significant, F (4298) = 13.194, P < 0.001. The authors emphasise that the human resources policies and incentives need to be re-visited. Efforts undertaken to improve working conditions, supportive nursing management, improved professional status, professional development and increased salaries are some of the ways for nurse managers to improve job satisfaction.
    Journal of Nursing Management 09/2013; 23(4). DOI:10.1111/jonm.12151 · 1.50 Impact Factor
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