Registered nurse job satisfaction and satisfaction with the professional practice model
Nassau University Medical Center, East Meadow, NY 11554, USA. Journal of Nursing Management
(Impact Factor: 1.5).
03/2012; 20(2):260-5. DOI: 10.1111/j.1365-2834.2011.01351.x
This paper describes the initial assessment of job satisfaction and satisfaction with the professional practice environment of registered nurses working on units where a professional practice model was implemented and the relationship between these two variables.
The nursing shortage has been linked to overall job satisfaction and specifically to nurses' satisfaction with the professional practice environment. Initiatives to increase retention and recruitment and decrease turnover have been linked to work satisfaction among nurses.
A descriptive, cross-sectional design was used with participants (N = 101) from four patient care units; this represented a 55% response rate.
The nurses were moderately satisfied with the professional practice environment but had overall low job satisfaction. There was a significant negative relationship between overall work satisfaction and satisfaction with the professional practice environment (P < 0.0001).
The introduction of the professional practice model may have raised awareness of the components of job satisfaction that were not being met. Thus, the nurses may have become more knowledgeable about the potential needs in these areas.
Nurse managers and leaders must recognize that job satisfaction consists of many dimensions, and each of these dimensions is important to nurse retention. Implementation of a professional practice model may heighten awareness of the missing components within a practice environment and lead to decreased overall satisfaction. A broader understanding of characteristics associated with increased satisfaction may aid in development of organizational change necessary to retain and attract nurses.
Available from: sciedupress.com
- " Another study showed a negative correlation between shared governance and work satisfaction of nurses.  The hospital where this study was conducted had participated in an international work satisfaction survey as part of the National Database of Nursing Quality Indicators during 2011.  The survey results revealed that cardiovascular nurses (CVN) were not satisfied with the ten satisfaction indicators (Tasks, autonomy, interaction, decision making, professional status, professional development, nursing management , nursing administration and pay). "
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ABSTRACT: The purpose of this study, which is part of a wider study of professional ethics, was to describe nurses' perceptions of their rights in Italy. The data were collected by open-ended focus group interviews and analyzed with inductive content analysis. Based on the analysis, three main themes were identified. The first theme "Unfamiliarity with rights" described nurses' perception that their rights mirrored historical roots, educational content, and nurses' and patients' position in the society. The second theme, "Rights reflected in legislation" highlighted that working and professional Italian legislation played a strong role. The third theme, "Managerial barriers for nurses' rights" underlined the nurses' perceptions that nursing management had the responsibility to create the conditions where nurses' rights could flourish. This study intends to contribute to the debate on this underexplored topic.
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ABSTRACT: AimTo explore the level of moral distress and potential associations between moral distress indices and (1) nurse-physician collaboration, (2) autonomy, (3) professional satisfaction, (4) intention to resign, and (5) workload among Italian intensive care unit nurses. Background
Poor nurse-physician collaboration and low autonomy may limit intensive care unit nurses' ability to act on their moral decisions. MethodsA cross-sectional correlational design with a sample of 566 Italian intensive care unit nurses. ResultsThe intensity of moral distress was 57.915.6 (mean, standard deviation) (scale range: 0-84) and the frequency of occurrence was 28.412.3 (scale range: 0-84). The mean score of the severity of moral distress was 88.0 +/- 44 (scale range: 0-336). The severity of moral distress was associated with (1) nurse-physician collaboration and dissatisfaction on care decisions (r=-0.215, P<0.001); and (2) intention to resign (r=0.244, P<0.0001). The frequency of occurrence of moral distress was associated with the intention of nurses to resign (r=-0. 209, P<0.0001). Conclusion
Moral distress seems to be associated with the intention to resign, whereas poor nurse-physician collaboration appears to be a pivotal factor accounting for nurses' moral distress. Implications for nursing managementEnhancement of nurse-physician collaboration and nurses' participation in end-of-life decisions seems to be a managerial task that could lead to the alleviation of nurses' moral distress and their retention in the profession.
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