Measurement of Nurse Job Satisfaction Using the McCloskey/Mueller Satisfaction Scale

Faculty of Nursing, University of Toronto, Ontario, Canada.
Nursing Research (Impact Factor: 1.36). 03/2006; 55(2):128-36. DOI: 10.1097/00006199-200603000-00008
Source: PubMed

ABSTRACT Originally developed to rank rewards that nurses value and that encourage them to remain in their jobs, the McCloskey/Mueller Satisfaction Scale (MMSS) is being used extensively in research and practice to measure nurse job satisfaction. Since its original development in 1990, limited evidence of psychometric properties of the MMSS has been reported.
To investigate and report the psychometric properties of the MMSS when used in 2003 to measure hospital nurse job satisfaction.
Data from a survey of 8,456 nurses were used to establish psychometric properties of the MMSS. Dimensionality was tested using confirmatory and exploratory factor analyses. Validity of new MMSS factors was tested by investigating relationships of the new factors with theoretically related concepts and by testing ability of the new factors to predict nurses' intentions to remain employed in their hospitals. Reliability coefficients of the new factors are reported.
The original eight factors could not be replicated satisfactorily using confirmatory factor analysis. Exploratory factor analysis found a seven-factor model rather than the original eight factors previously reported. Validity of this new model was supported. However, similar to the original instrument, weak internal consistency reliability coefficients were found for three of the new MMSS factors.
From a research perspective, using an instrument with 23 items that measure 7 aspects of nurse job satisfaction is more desirable than an instrument with 31 items. However, MMSS items must be redeveloped to improve internal consistency of factors.

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    • "These tensions, in addition to the well documented problems of excessive workloads, variable degrees of organizational and professional support, and negative workplace cultures, have all been extensively reported as being major determinants of job dissatisfaction (Cowin, 2002; Hegney and McCarthy, 2000; Hegney et al., 2002; Roberts et al., 2004; Tourangeau et al., 2006; Lea and Cruickshank, 2007; Wilson et al., 2008). Job dissatisfaction is widely regarded as the primary contributor to turnover amongst nurses, with consistent associations between intention to leave and actual turnover being well documented (Forsyth and McKenzie, 2005; Simmons, 2008; Takase et al., 2006; Tourangeau, et al., 2006). The transition period, (the first 12 to 24 months of practice) for new graduate nurses is reported as the most vulnerable time during which they formulate decisions about their intent to commit to the profession and/or their organization (Beecroft et al., 2006; Lavoie-Tremblay et al., 2008; Scott et al., 2008; Price, 2009). "
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    Nurse education today 07/2012; 34(1). DOI:10.1016/j.nedt.2012.07.003 · 1.36 Impact Factor
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    • "The McCloskey/Mueller Satisfaction Scale, developed in the early 1970s and refined in 1990, is a 31-item instrument utilizing a five-point Likert scale grouped into three domains: extrinsic rewards, social rewards and psychological rewards. The scale also provides an overall assessment of job satisfaction (Tourangeau et al. 2006). Two previous meta-analyses (Blegen 1993, Zangaro & Soeken 2007) have been conducted that identify common factors contributing to nurse job satisfaction. "
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