Education as a Determinant of Career Retention and Job Satisfaction Among Registered Nurses

College of Nursing & Health Sciences, University of Vermont, Burlington, VT, USA.
Journal of Nursing Scholarship (Impact Factor: 1.64). 02/2005; 37(2):185-92. DOI: 10.1111/j.1547-5069.2005.00031.x
Source: PubMed


To compare job satisfaction and career retention in two cohorts of RNs, those whose highest degrees were the associate degree (AD) or the bachelor's degree (BS) in nursing.
Instruments included a career satisfaction scale and questions based on the ongoing U.S. Health and Retirement Survey. Three-thousand nurses in the U.S. state of Vermont were surveyed with a resulting response rate of 56.7%. Of these respondents, 878 RNs fit the study criteria.
BS RNs started their nursing careers earlier, were employed longer, had held more positions, and in the largest age cohort (age 40-54), were more likely to have been in their current positions at least 10 years. BS RNs scored significantly higher in job satisfaction related to: (a) opportunity for autonomy and growth, (b) job stress and physical demands, and (c) job and organizational security. AD and BS nurses were not significantly different in their satisfaction with supervision; career, continuing education, and promotion opportunities; or pay and benefits.
These findings indicate support of bachelor's level education for individual and social return on investment, and they show that AD education might have unintended consequences. Implications for the nursing shortage and educational policy are discussed.

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Available from: Betty Rambur, Nov 07, 2014
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    • "It is an emotional state of individuals that is enhanced by achieving desired results at work [14] and the feeling of belonging to an efficiently functioning work community [15-19]. Job satisfaction is also influenced by working conditions [19,20], internal factors in the workplace, as well as employee attitudes and behaviour [10,21]. "
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    ABSTRACT: Job satisfaction of staff is an essential outcome variable in research when describing the work environment of successful hospitals. Numerous studies have evaluated the topic, but few previous studies have assessed the job satisfaction of all staff in hospital settings. It is important to discover if there are any unsatisfied groups of people working in hospitals, the aspects they are unsatisfied with and why. The aim of this study was to evaluate job satisfaction of all staff working at a Finnish university hospital, identify differences in job satisfaction between staff groups, and explore the relationship between their self-evaluated quality of work and job satisfaction. Data were collected from 1424 employees of the hospital using the web-based Kuopio University Job Satisfaction Scale survey instrument in autumn 2010. The research data were analysed by using SPSS 19.0 for Windows. Frequency and percentage distributions, as well as mean values, were used to describe the data. A non-parametric test (Kruskal--Wallis test) was used to determine the significance of differences in scores between different groups of staff members and between quality evaluations. The overall job satisfaction of the employees was good. They rated both motivating factors of their work and work welfare as excellent. The areas causing most dissatisfaction were work demands and participation in decision making. Physicians formed the most satisfied group, nurses and maintenance staff were the least satisfied, and office and administrative staff were fairly satisfied. Staff who rated the quality of work in their units as high usually also considered their job satisfaction to be excellent. Every staff member has an influence on job satisfaction in her/his unit. A culture of participation should be developed and maintained in the units and the whole hospital to ensure that all staff feel they play important roles in the hospital. A university hospital is a complex, continuously changing work environment. Managers of the hospital should continuously evaluate job satisfaction and quickly react to the results gained.
    BMC Health Services Research 10/2013; 13(1):376. DOI:10.1186/1472-6963-13-376 · 1.71 Impact Factor
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    • "Consistent with the findings of Dunn et al. (2005), there was no statistically significant difference between nurses with diplomas and those with Bachelor's degrees in mean total job satisfaction scores. However , some studies have found a positive association between nurses' educational level and job satisfaction (Ingersoll et al. 2002, Monjamed et al. 2004, Rambur et al. 2005, Mogharab et al. 2006, AL-Hussami 2008) and others have reported a negative association (Battu et al. 2000, Robinson et al. 2006). A possible explanation for this study's findings may be that there is not much difference between the salary structures of the two groups of nurses in some hospitals in Iran. "
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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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    • "Job satisfaction is an emotional state that is attained on achieving the results at which the individual is aiming [7]. Working conditions also have an effect on employees' well-being [3, 8–10]. "
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    ABSTRACT: This paper describes the development of the Kuopio University Hospital Job Satisfaction Scale (KUHJSS) and the results of the survey. The scale was developed through a systematic literature review, and its validity and reliability were assessed using several psychometric properties including expert evaluation (n = 5), a pilot survey (n = 172), and exploratory factor analysis. The final version of KUHJSS included 37 items. A large sample psychometric evaluation was made by nursing staff (n = 2708). The exploratory factor analysis revealed seven factors with modest internal consistency (0.64-0.92). The staff reported relatively high job satisfaction. The greatest satisfaction was derived from motivating factors associated with the work; the least, from the job's demands. Respondents who considered their working units to provide an excellent quality of care reported the highest job satisfaction in every subarea (P < .0001). The KUHJSS proved to be a reliable and valid tool for measuring job satisfaction in hospital care.
    10/2012; 2012(3):210509. DOI:10.1155/2012/210509
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