Job satisfaction and its related factors: A questionnaire survey of hospital nurses in Mainland China

King's College London, Florence Nightingale School of Nursing and Midwifery, James Clerk Maxwell Building, 57 Waterloo Road, London SE1 8WA, England, UK.
International Journal of Nursing Studies (Impact Factor: 2.9). 05/2007; 44(4):574-88. DOI: 10.1016/j.ijnurstu.2006.07.007
Source: PubMed


The widespread nursing shortage is of concern in Mainland China and globally. Factors underpinning the increased mobility of the nursing workforce and their contribution to nurses' turnover thus merit attention. Understanding nurses' job satisfaction is important, as this is a key factor in nurses' turnover.
The study aimed to explore nurses' views and experience regarding different components of their working lives in Mainland China.
A cross-sectional survey design was selected and 512 nurses working in the medical and surgical departments in two teaching hospitals in Beijing completed questionnaires yielding a response rate of 81%.
More than half of nurses (53.7%; n=275) were satisfied or very satisfied with their jobs and 15% (n=77) felt moderate to extreme occupational stress. The majority of the sample reported a high level of organizational commitment (63.7%; n=326) and professional commitment (85.9%; n=440) and only 5.9% (n=30) and 10.0% (n=51), respectively reported role conflict and role ambiguity often or very often. Nurses with a diploma or associate degree reported greater professional commitment and a lower level of role conflict than those with a bachelor degree (p<0.05), but there were no significant differences in job satisfaction, organizational commitment, occupational stress and role ambiguity by educational programme (p>0.05).
Hospital nurses' positive feelings regarding their working lives may be influenced by developments in the health care system and the nursing profession in Mainland China. Nurses' educational level is an influencing factor on nurses' views and experiences of their working lives with the findings suggesting the need to develop a clinical career ladder for nursing staff in Mainland China.

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    • "Scale of organizational justice is taken from researcher Klendauer & Deller (2009) work. Scale of overall job satisfaction was adopted from Lu et al. (2007). A measure of psychological contract violation was adopted from Robinson & Morrison, (2000). "
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    ABSTRACT: Human resource is a back bone of every organization, without employee no work can be done. So employee’s satisfaction is very important in all terms. Employees will be more satisfied if they get what they expected. When employees are treated fairly overall in the organization, they feel need of reciprocal response to the organization in positive behaviors. Organizational justice and psychological contracts are important factors that influence the satisfactions of the personal in an organization. The purpose of this study is to investigate the relationship among organizational justice (Procedural, Distributional and Interactional), psychological contract and job satisfaction. This paper examines the effect of Job satisfaction on Organizational justice and explains the concept of psychological contract and presents the result of a survey of managers and officers from the paints industry of Pakistan. Data was gathered from 100 employees in the paints industry of Pakistan through the survey method by developing questionnaire. The questionnaire contained the items of all the variables used in the study, for the reason to get the correct results. The data collected was analyzed by using SPSS 17.0. The results revealed a negative relationship between psychological contract violation with both job satisfaction r = -.130 at p = .008 and distributional justice Value of r =-0.115 at p=0.254.
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    • "Moreover, a study conducted among Turkish nurses [14] found that high job satisfaction was strongly related to positive coping strategies. Studies have investigated various demographic characteristics associated with job satisfaction and related factors among Chinese hospital and ICU nurses [15] [16] . "

    08/2014; 4(11). DOI:10.5430/jnep.v4n11p66
    • "Our findings showed that managers’ focus on knowledge-based caring and emphasizing on improvement of professional knowledge could be effective in the development of professional commitment sense in nurses. If nurses sense a conflict between their professional knowledge and organizational expectations, they will lose their commitment.[46] When the capabilities of nurses in providing knowledge-based care are ignored by the managers, dissatisfactions and intention to leave could be created.[54] "
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    ABSTRACT: Background: Dissatisfaction and tending to leave are some of the major nursing problems around the world. Professional commitment is a key factor in attracting and keeping the nurses in their profession. Commitment is a cultural dependent variable. Some organizational and socio-cultural factors are counted as the drivers of professional commitment. This study aimed to explore factors influencing the professional commitment in Iranian nurses. Materials and Methods: A qualitative content analysis was used to obtain rich data. We performed 21 in-depth face-to-face semi-structured interviews. The sampling was based on the maximum variation with the staff nurses and managers in 5 university affiliated hospitals. Constant comparative method used for data analysis Results: Two main categories were emerged: “Challenging with different feelings” and “Managers’ role”. Challenging with different feelings had two subcategories: “Burnout” and “sense of valuing”. The other theme was composed of three subcategories: “Gratitude or punishment climate”, “manager's view of caring” and “knowledge-based vs. routine-based nursing”. Conclusions: Findings revealed the burnout as a common sense in nurses. They also sensed being valued because of having a chance to help others. Impediments in the health care system such as work overload and having more concern in the benefits of organization rather than patient's care and wellbeing lead to a sense of humiliation and frustration. Congruence between the managers and nurses’ perceived values of the profession would be a main driver to the professional commitment. Making a sense of support and gratitude, valuing the care and promoting the knowledge-based practice were among the other important factors for making the professional commitment.
    Iranian journal of nursing and midwifery research 05/2014; 19(3):301-8.
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