Article

Job satisfaction among nurses working in the private and public sectors: a qualitative study in tertiary care hospitals in Pakistan

Journal of Multidisciplinary Healthcare 01/2013; 7:25-35. DOI: 10.2147/JMDH.S55077
Source: PubMed

ABSTRACT Many low and middle income countries lack the human resources needed to deliver essential health interventions. A health care system with a limited number of nurses cannot function effectively. Although the recommended nurse to doctor ratio is 4:1, the ratio in Pakistan is reversed, with 2.7 doctors to one nurse.
A qualitative study using narrative analysis was undertaken in public and private tertiary care hospitals in Pakistan to examine and compare job satisfaction among nurses and understand the factors affecting their work climate. Interactive interviews were conducted with nurses working with inpatients and outpatients.
All of the respondents had joined the profession by choice and were supported by their families in their decision to pursue their career, but now indicated that they were dissatisfied with their jobs. Three types of narratives were identified, namely, "Working in the spirit of serving humanity", "Working against all odds", and "Working in a functional system and facing pressures of increased accountability". Nurses working in a public sector hospital are represented in the first two narrative types, whereas the third represents those working in a private sector hospital. The first narrative represents nurses who were new in the profession and despite hard working conditions were performing their duties. The second narrative represents nurses working in the public sector with limited resources, and the third narrative is a representation of nurses who were working hard and stressed out despite a well functioning system.
The study shows that the presence of a well trained health workforce is vital, and that certain aspects of its organization are key, including numbers (available quantity), skill mix (health team balance), distribution (urban/rural), and working conditions (compensation, nonfinancial incentives, and workplace safety). This study has identified the need to reform policies for retaining the nursing workforce. Simple measures requiring better management practices could substantially improve the working environment and hence retention of nurses.

Download full-text

Full-text

Available from: Saima Hamid, Mar 12, 2014
1 Follower
 · 
78 Views
  • [Show abstract] [Hide abstract]
    ABSTRACT: This study examined whether magnet hospitals continue to provide higher levels of job satisfaction and empowerment among nurses when compared with non-magnet hospitals. Also studied at both types of hospitals was whether job satisfaction discrepancy was interlinked with leadership effectiveness and support of professional nursing practice. Nurses employed at magnet hospitals experienced higher levels of empowerment and job satisfaction due to greater access to work empowerment structures. The elements accounting for differences in empowerment and job satisfaction scores included: (1) greater accessibility of magnet nurse leaders, (2) better support of clinical nurse autonomous decision making by magnet nurse leaders, and (3) greater access to work empowerment structures such as opportunity, information, and resources at magnet hospitals.
    The health care manager 01/2003; 22(2):83-98. DOI:10.1097/00126450-200304000-00002
  • [Show abstract] [Hide abstract]
    ABSTRACT: This study investigates the level of satisfaction of Lebanese nurses in their job and the influence of their personal characteristics. Given the current difficulties experienced by Lebanese hospitals in recruiting and retaining a sufficient number of nurses, the need to understand the reasons of nurses' dissatisfaction became urgent. Moreover, satisfaction at work is essentially a personal experience also affected by cultural factors. Therefore, it was necessary to study the links between personal characteristics and nurses' dissatisfaction. The study included 421 registered nurses. A modified version of Measure of Job Satisfaction, developed by Taynor and Wade, was used to assess the effect of the personal characteristics, namely educational level, age, years of work experience, position, and marital and parental status, on 5 dimensions of satisfaction: personal satisfaction, workload, professional support, pay and prospect, and training. The findings suggest that personal characteristics have important influences on nurses' job perceptions. University graduate nurses reported more dissatisfaction with the quality of supervision and with respect and treatment they receive from their superiors. Nurses younger than 30 years and the technically trained were more dissatisfied with the available opportunities to attend continuing education courses. Results of staff nurses and unmarried nurses showed trends of more dissatisfaction than the married and nurses of higher positions. Moreover, the whole sample perceived that nursing provided a high level of personal satisfaction, but nurses were most dissatisfied with salary and lack of prospects for promotion. The results indicate the importance of personal characteristics on nurses' retention. Furthermore, intrinsic factors related to the nature and experience of nursing are more job satisfying than extrinsic factors.
    JONA The Journal of Nursing Administration 01/2003; 33(7-8):384-90. DOI:10.1097/00005110-200307000-00006 · 1.37 Impact Factor
  • [Show abstract] [Hide abstract]
    ABSTRACT: Which job stressors are the best predictors of propensity to quit among the nursing staff in emergency wards and intensive care units are explored in this paper. Employees of 30 Quebec hospitals (i.e. 60 wards in total) participated in the study (n = 1237). Stepwise multiple regression revealed that lack of professional latitude and role problems are the best predictors of the intention to quit the organization among all nursing staff. These two job stressors are briefly addressed in the context of intervention and possible remedies aiming at improving quality of life, mental health and decreasing the rate of turnover. It is argued that such intervention would benefit the nurses, the quality of patient care, as well as the respective hospitals.
    Journal of Advanced Nursing 01/1993; 17(12):1455-9. DOI:10.1111/j.1365-2648.1992.tb02817.x · 1.69 Impact Factor