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Reliability and Validity of Nurses' Job Satisfaction Scale and Nurses' Professional Commitment
Abstract
Purpose. The purpose of this study was to evaluate the reliability and validity of two instruments designed to measure job satisfaction among nurses. Methods. The participants comprised 360 nurses from two hospitals. The two instruments, the Nurses' Job Satisfaction Scale (NJSS) and the Nurses' Professional Commitment Scale (NPCS), were developed based on literature review and clinical experience to assess job satisfaction and professional commitment among nurses. The validity of each instrument was determined by measuring the content validity, construct validity, criterion validity and concurrent validity. Internal consistency reliability and test-retest reliability were also examined to estimate the stability of the scales. Results. The final version of the NJSS showed good internal consistency reliability (Cronbach's alpha = 0.92) and test-retest reliability (Pearson's correlation = 074). The construct validity of the NJSS was evaluated by factor analysis and four factors were revealed: relationship, benefit and promotion, job environment, and workload. Each item's discriminate power was over 0.9. The internal consistency reliability of the NPCS had a Cronbach's coefficient level of 0.91. Correlation of NPCS test-retest reliability was 0.91. The NPCS consists of three factors with 19 items: nursing professional compliance, involvement of nursing professionals and retention of nursing professionals. Each item's discriminate power was over 0.9. Conclusion. The NJSS and NPCS are valid and reliable instruments for evaluating nurses' job satisfaction and professional commitment in Taiwan.
... Another example is the Nursing Practice Environment Scale in Home Health Care (NPES-HHC; Ogata et al., 2021), which evaluated the leader's ability to transform mistakes into opportunities and to monitor the work of staff and their development of skills. (Cho et al., 2019;Duddle & Boughton, 2008;Estabrooks et al., 2009;Fairbrother et al., 2010;Ives Erickson et al., 2017;Kim et al., 2015;Kramer & Schmalenberg, 2004;Lake, 2002;Lin et al., 2007;Mansfield et al., 1989;Mays et al., 2011;Ogata et al., 2021;Poghosyan et al., 2013;Sili et al., 2010;Simpson, 2010;Slater et al., 2009). In particular, these instruments focused on the ability of staff to work together (Ives Erickson et al., 2017), and on the collaborative relationships between physicians and nursing staff (Kramer & Schmalenberg, 2004;Ogata et al., 2021;Poghosyan et al., 2013). ...
... Other authors of the studies included in this review agreed to consider excessive requests made by an organization to their nurses as a fundamental factor in nurses' organizational well-being. Chen et al. (2020) dedicated a dimension to work demands, while in the Nursing Context Index (NCI; Slater et al., 2009) and the Nurse Job Satisfaction Scale (NJSS; Lin et al., 2007), authors referred to the specific construct of workloads. Sili and colleagues, on the other hand, studied the phenomenon from another point of view, explicitly including the demands made by an organization to their nurses in the work-related stress dimension of the QISO (Sili et al., 2010). ...
... The work environment and available resources are additional variables measured by the included instruments Cho et al., 2019;Chung et al., 2020;Estabrooks et al., 2009;Ives Erickson et al., 2017;S. Kim et al., 2017;Kramer & Schmalenberg, 2004;Lake, 2002;Lin et al., 2007;Mays et al., 2011;Sili et al., 2010;Simpson, 2010;Slater et al., 2009). The Nursing Questionnaire on Organizational Health (QISO; Sili et al., 2010) and the Professional Practice Work Environment Inventory (PPWEI; Ives Erickson et al., 2017) extensively investigated these variables. ...
This systematic review aimed to identify and compare instruments measuring nurses’ organizational well-being, summarise the dimensions measured by these instruments, the statistical analysis performed for validity evidence and identify an instrument that comprehensively investigates nurses’ organizational well-being. The JBI Manual for Evidence Synthesis and the PRISMA checklist were used as guidelines. The search was conducted on Medline, CINAHL, Cochrane Library and Scopus. Critical appraisal and data extraction were drawn on the COSMIN checklist. Dimensions were conceptually synthesized by the measurement concepts' similarity. Twenty-two articles were retrieved and they included 21 instruments that measured nurses’ organizational well-being. The instruments vary by dimension number (range 2–19), items (range 12–118) and concept elicitation. A plurality of methodologies has been used in instrument development and assessments of evidence for validity. Only four instruments reported a concurrent criterion validity or a measurement comparison with an already tested-for-validity instrument. Similar dimensions were leadership and support, relationships and communication, work-family balance, work demands, violence, control and autonomy, satisfaction and motivation, work environment and resources, careers, and organizational policy. This review underlines the core areas of the instruments that measure nursing organizational well-being. It allows administrators and researchers to choose the appropriate instruments for monitoring this multidimensional concept.
... Professional commitment has been defined as the acceptance of and belief in professional goals/values and the willingness to be a professional expert (Lachman, 1986;Lu, Lin, Wu, Hsieh, & Chang, 2002). In nursing, a commitment to offering the best nursing care, promoting the nursing profession, and a willingness to continue with the job are the main themes of professional commitment (Jafaragaee, Parvizy, Mehrdad, & Rafii, 2012;Lin, Wang, Li, & Huang, 2007;Young, 1984). Professional commitment is significantly negatively correlated with nurses' turnover intentions (Wang et al., 2010). ...
... Professional commitment has been defined as the acceptance of and belief in professional goals/values N u r s O u t l o o k 6 4 ( 2 0 1 6 ) 2 1 5 e 2 2 4 and the willingness to be a professional expert (Lachman, 1986;Lu et al., 2002). The nurses' professional commitment scale (NPCS), which was developed by Lin et al. (2007), was used for this study. The NPCS consists of three factors with 19 items: nursing professional compliance (nine items), involvement of nursing professionals (seven items), and retention of nursing professionals (three items). ...
Background:
The personal spiritual health of nurses may play an important role in improving their attitudes toward spiritual care and their professional commitment and caring capabilities.
Purpose:
The purpose of this study was to explore the impact of nurses' personal spiritual health on their attitudes toward spiritual care, professional commitment, and caring.
Methods:
A total of 619 clinical nurses were included in this cross-sectional survey. The measurements included the spiritual health scale-short form, the spiritual care attitude scale, the nurses' professional commitment scale, and the caring behaviors scale. Structural equation modeling was used to establish associations between the main research variables.
Results:
The hypothetical model provided a good fit with the data. Nurses' spiritual health had a positive effect on nurses' professional commitment and caring. Nurses' attitudes toward spiritual care could therefore mediate their personal spiritual health, professional commitment, and caring.
Conclusions:
The findings indicated that nurses' personal spiritual health is an important value and belief system and can influence their attitudes toward spiritual care, professional commitment, and caring.
... But little attention has been paid to the impact of these changes on nurses. The turnover rate among novice nurses in Taiwan was 30% in 2005, compared with a turnover of just 10% ten years earlier [1]. Some studies showed that the turnover rate among nurses is as high as 32% during the first 3 months and 58% during the first year of service [2]. ...
... The NJSS was adoped from Lin, Wang, Li, & Huang [1]. It was applied to measure job satisfaction in 3 domains of human relationship (HR), feedback (FB), and benefit and promotion (BP). ...
The research examines the relationship between social networks and job satisfaction. Social networks serve as a social resource which affects job satisfaction through the provision of supportiveness. The characteristics of nursing are life-related and emotion-consumed job. It is argued that both advice and friendship networks are important in a work setting. The employees in the department of nursing will take on-job training. It is the opportunity for them to complete the survey questionnaire, which is administered by the research team during the course. To derive the participants' advice and friendship networks, they were asked to list the names of everyone whom they consulted when they needed to know something about work and whom they considered to be their friends. Job satisfaction and the propensity to connect with others were measured, too. The results showed that propensity to make acquaintance and outdegree were correlated with job satisfaction. Most of all, the advice and friendship networks were overlapped. It was concluded that the human resource professional shoud care about both formal and informal relationships.
... But little attention has been paid to the impact of these changes on nurses. The turnover rate among novice nurses in Taiwan was 30% in 2005, compared with a turnover of just 10% ten years earlier [1]. Some studies showed that the turnover rate among nurses is as high as 32% during the first 3 months and 58% during the first year of service [2]. ...
... The NJSS was adoped from Lin, Wang, Li, & Huang [1]. It was applied to measure job satisfaction in 3 domains of human relationship (HR), feedback (FB), and benefit and promotion (BP). ...
The research examines the relationship between propensity to connect with others, social networks and job satisfaction. Social networks serve as a social resource which affects job satisfaction through the provision of supportiveness. The characteristics of nursing are life-related and emotion-consumed job. It is argued that both advice and friendship networks are important in a work setting. The research team developed a questionnaire and administered during an on-job training of the nurses. To derive the participants' advice and friendship networks, they were asked to list the names whom they consulted when they needed to know something about work and whom they considered to be their friends. Job satisfaction and the propensity to connect with others were also measured. The results showed that propensity to make acquaintance and outdegree were correlated with job satisfaction. Most of all, the advice and friendship networks were partially overlapped. It was concluded that the human resource professional shoud care about both formal and informal relationships.
... The widespread nursing shortage and nurses' high turnover has become a global issue [8]. In Taiwan, the turnover rate among novice nurses was 30% in 2005, compared with a turnover of just 10% ten years earlier [9]. Chen, et al. [10] used a longitudinal design to study the turnover factors and found that of there were 42.9% leavers and 57.1% stayers in the second wave. ...
... The Cronbach's alpha was 0.98 in this study. The NJSS was adopted from Lin, Wang, Li, & Huang [9]. It was applied to measure job satisfaction in 5 domains of human relationship, feedback, environment, workload, and benefit and promotion. ...
Nurses' job satisfaction is an important issue and it receives a lot of attention in the international nursing literature. But research about the influencing factors of novice nurses' job satisfaction is yet insufficient, especially a newcomer's advice network. This study explored the influence of network outdegree in the same division and across divisions on job satisfaction, as professional commitment, and perceived organizational culture were included as control variables. A total population of nurses recruited within 3 months in a medical center was surveyed. The results showed that perceived organizational culture was the strongest predictor of job satisfaction; and support the different effects of advice network outdegree in the same division and across divisions on job satisfaction.
... 4 Studies have demonstrated a link between health workers' JS and the quality of health services, prompting extensive research on JS among diverse healthcare professionals such as doctors, nurses, and administrative staff in the healthcare sector. [5][6][7][8][9][10] However, research focusing on JS within university health facilities remains limited. Assessing healthcare workers' JS has proven challenging due to the diverse nature of healthcare settings, leading to a lack of a standardized procedure for contextualizing JS measurement tools specifically tailored to healthcare settings such as university hospitals. ...
Background and objectives
Extensive scrutiny within organizational research has positioned job satisfaction as a pivotal factor contingent upon organizational contexts. Our study aimed to refine job satisfaction measurement tools for diverse healthcare settings using insights from a university hospital in Vietnam, enhancing the validity and applicability of these instruments.
Methods
The procedure for the contextualization of a job satisfaction measurement tool was established encompassing six key steps: (1) Developing, selecting, or modifying the questionnaire; (2) Assessing face validity; (3) Ensuring content validity; (4) Designing the research for field testing; (5) Assessing the tool reliability and validity; and (6) Assessing discriminant validity between two tools. This procedure served as the foundation for a cross-sectional study involving 216 healthcare staff at a university hospital in Vietnam.
Results
The modified tool, comprising 35 items (6 fewer than the original 41-item reference tool), was derived through evaluations of face, content, and construct validity, conducted with 216 healthcare staff. The validity of the modified tool was subsequently confirmed through Confirmatory Factor Analysis, demonstrating favorable fit indices for the job satisfaction item, including a Chi-square/degrees of freedom ratio of 3.15, Comparative Fit Index of 0.86, Tucker Lewis Index of 0.85, and Root Mean Squared Error of Approximation of 0.1. Additionally, the modified tool exhibited a high Cronbach’s alpha of 0.97, a good convergence ranged from 0.4 to 0.6 and a good divergence with the maximum shared variance values were lower than the corresponding average variance extracted values. The job satisfaction scores obtained using the modified tool surpassed significantly those of the original reference tool (p < 0.01), with percentages of 52.7% and 43.1%, respectively.
Conclusion
This contextualization procedure has been demonstrated to be both feasible, practical and yielded valid and reliable results, thus recommending its adoption in other healthcare settings along with further validation and adaptation, including rural settings.
... 10,12 Validitas isi (content validity) dilakukan dengan menghitung korelasi antara skor butir instrumen dengan skor total r (coeffisien correlation to total), dengan tingkat kemaknaan (p) yang dapat diterima adalah <0,05. 10,12,13 ...
Abstrak: Kaidah dasar bioetika merupakan salah satu materi yang diajarkan dengan pendekatan kognitif dalam etika kedokteran di fakultas kedokteran. Kaidah dasar bioetika merupakan metode yang relevan untuk membangun pemikiran kritis mahasiswa tentang etika kedokteran. Tujuan penelitian ini adalah untuk melakukan analisis butir uji, reliabilitas dan validitas dari Tes Kaidah Dasar Bioetika (Tes KDB) untuk mengukur tingkat pengetahuan tentang kaidah dasar bioetika. Studi ini merupakan suatu studi deskriptif evaluatif. Responden pada penelitian ini adalah 99 mahasiswa kedokteran Fakultas Kedokteran Universitas Riau angkatan 2007. Tes KDB dirancang berdasarkan literatur dan konsultasi dengan para ahli. Analisis butir uji dilakukan untuk melihat indeks pembeda dan indeks kesukaran dari masing-masing pertanyaan. Validitas dinilai dengan menggunakan uji validitas muka dan isi. Reliabilitas Tes KDB diuji dengan menggunakan rumus Kuder-Richardson 20. Versi akhir Tes KDB setelah melalui tahapan analisis butir uji menunjukkan nilai r (korelasi ke total) berkisar antara 0,338-0,807 dengan tingkat kepercayaan p<0,05 dan nilai konsistensi internal reliabilitas (KR 20 = 0,701). Disimpulkan bahwa Tes KDB adalah instrumen yang reliabel dan valid untuk mengukur tingkat kognitif mahasiswa tentang kaidah dasar bioetika pada mahasiswa kedokteran. Kata kunci: kaidah dasar bioetika, Tes KDB, tingkat kognitif, item analysis, reliabilitas dan validitas 205
... For the 57 items, the total score is the sum of all responses, with higher scores indicating a more positive perception of the nursing work environment. • Nursing Professional Commitment Scale (NPCS) was adopted from Lin et al. (2007) and translated into Arabic to facilitate the collection of data from Egyptian nurses: This is a 25-item scale that measures nurses' commitment to their profession across three dimensions: affective commitment, normative commitment, and continuance commitment. NPCS is scored on a 7-point Likert-type scale, ranging from 1 (strongly disagree) to 7 (strongly agree). ...
Introduction
Nursing care plays a pivotal role in promoting patient well-being and optimizing health outcomes. The nursing profession is characterized by its commitment to delivering high-quality care to patients.
Objective
The purpose of the study was to explore the role of nursing professional commitment as a mediator between the work environment and missed nursing care.
Methods
A cross-sectional analysis study “STROBE guideline” used an online structured questionnaire to collect data. It was conducted on a sample of 813 nurses who worked at seven governmental hospitals in Egypt, in the hospital wards, operating rooms, intensive care unit (ICU) or outpatient clinics, during a 4-month period from April to August 2022. Researchers used Characteristics of nurses, Nursing Work Index-Revised, Nursing Professional Commitment Scale, and MISSCARE Questionnaire to collect the data. Structural equation modeling by AMOS was used for testing nursing professional commitment as a mediator between the work environment and missed nursing care. Nurses’ professional commitment was used as a mediator between work environment and missing nursing care.
Results
The working environment has a direct impact of −0.175, an indirect impact of −0.139, and a total impact of −0.314. Furthermore, professional commitment has a direct impact of −0.421. Additionally, when the working environment increases by 1, professional commitment increases by 0.33. Similarly, when the working environment increases by 1, missed care decreases by 0.175. Moreover, when professional commitment, as a mediating factor, increases by 1, missed care decreases by 0.421.
Conclusion
In conclusion, the findings of this study highlight the significant role of professional commitment as an intermediary factor between the working environment and missed nursing care. According to these results, it is necessary to formulate and implement intervention strategies to improve nurses’ professional commitment and working environment, which is the key to reducing their missed nursing care.
... Within the TN's job satisfaction, we used the Nurses' Job Satisfaction Scale (NJSS) questionnaire (Lin et al., 2007), designed to assess job satisfaction in the nursing workplace and is divided into five domains of satisfaction. The internal reliability Cronbach's α coefficient for the NJSS was α = .948 ...
Aim:
To examine factors related to the job satisfaction of triaging nurses and their professional capability in the clinical setting.
Background:
Triage is a complex process that relies on making decisions in favour of the patient and his treatment. The professional capability of a triaging nurse is an important psychological construct of job satisfaction.
Methods:
The study used a mixed-methods methodology, with data collection based on an explanatory research design. The research instrument in the quantitative part was a survey questionnaire, and in the qualitative part, a semi-structured interview. The results were integrated using the 'Pillar Integration Process'.
Results:
There are significant relationships between professional capability and job satisfaction. Six main topics were exposed: characteristics and traits, work organisation, safety is the key, burdening circumstances, capability, and self-evaluation.
Conclusion:
Professional capability is associated with job satisfaction. The necessary managerial changes should be made to achieve job satisfaction and develop professional competence while focusing on already trained and competent triage nurses, as satisfied triage nurses will stay longer in the institution.
Implications for nursing management:
The manager's job is to be aware of the level of job satisfaction, take care to develop their employee's professional capability, and take action in case of disrupted balance.
... The reliability and validity of this instrument were firstly assessed and then validated by its developers. The reliability of the scale equals a Cronbach's α of 0.91 (Lin et al. 2007). In the present study, the content validity of the scale was re-evaluated as follows: 15 experts examined the items, and following their suggested amendments, the content validity of the instrument was validated. ...
Introduction: During the current COVID-19 pandemic, nurses, as guardians of public health, have been fighting in the frontline of caring for the infected patients. Nurses' personal and psychological capacities, including resilience and professional commitment, which enable them to cope with difficult conditions and continue providing quality care, should be investigated thoroughly. The present study aimed to compare nurses in practice in COVID-19 units with nurses who are in practice in other hospital units in terms of resilience and professional commitment. Material and methods: This was a descriptive-comparative study. In total, 6914 nurses (3609 nurses from COVID-19 units and 3305 nurses from general units) participated in the study. The study context was 13 hospitals , which were selected from nine cities in Fars and Khuzestan, as the southern provinces of Iran. Results: The findings of the study showed that the professional commitment mean scores of nurses in COVID-19 units and nurses in general units were relatively high, as 45 and 55.5, respectively. Moreover, the resilience mean scores of nurses in COVID-19 units and those in general units were high, 82.5 and 93.5, respectively. Pearson's correlation coefficient showed a significant direct relationship between professional commitment and resilience in the nurses in COVID-19 units (r = 0.74, p < 0.001) and nurses in general units (r = 0.57, p < 0.001). Conclusions: In view of the existence of a significant positive relationship between resilience and professional commitment, some measures were designed to increase nurses' resilience that can improve their professional commitment as well.
... e consistency of the questionnaire was evaluated using the test-retest method [16]. e professional commitment questionnaire was developed by Lin et al. in 2007. e questionnaire consists of 19 items that address the three domains of satisfaction with the nursing profession, involvement in the nursing profession, and staying in the nursing profession. ...
Background:
Operating rooms are among the most complex clinical environments in hospitals where teamwork and professional communication play a very important part. Professional commitment is an influential factor in the personnel's professional communication and can affect the outcomes of healthcare services.
Objective:
The present study aims to investigate the relationship between professional communication and professional commitment in the operating room nurses in teaching hospitals. Study Design. The present study used a descriptive-correlational design. Participants were selected via census sampling from hospitals in Shiraz over a period of three months. The participants were 350 operating room nurses who met the inclusion criteria. Data were collected using professional communication and a professional commitment questionnaire. The collected data were analyzed using the descriptive and inferential statistics in SPSS vv. 22. Findings. The operating room nurses' mean scores for professional communication (136.81 ± 13.77) and professional commitment (71.42 ± 11.62) were found to be high. The results of the Pearson correlation coefficient test showed that there was a statistically significant linear relationship between professional communication and professional commitment (p < 0.001, r = 0.235). The results also showed that there was a significant relationship between professional commitment on the one hand and gender (p=0.042), marital status (p=0.047), and interest in work (p=0/000) on the other hand. There was also a significant relationship between professional communication and interest in work (p=0/000).
Conclusion:
Given the significance of professional communication and professional commitment in the operating rooms, it is recommended that healthcare administrators and policymakers take steps to improve these areas. It is suggested that measures should be taken to increase the personnel's awareness of the principles of professional communication and the significance of professional commitment through regular workshops.
... This scale was used to measure the staff nurse's perception of their job satisfaction. The following question was asked: "How satisfied are you with your current primary job?" The responses ranged from very dissatisfied (1) to very satisfied (4), higher scores indicate greater satisfaction (Lin., Wang., & Huang, 2007). ...
Background: Control over Nursing Practice (CONP) is one of the main positive attributes of workplace environment. When the Jordanian pediatric nurses have CONP, out comes related to child care such as improving child and family satisfaction and safety might improve. Having CONP will also decrease length of stay and child mortality rates, improve nurses job satisfaction, decrease turnover and burnout and improve quality child care. Aim: To measure the level of CONP and its relationship with both job satisfaction and quality of childcare based on Jordanian pediatric nurses' perception. Methods: A descriptive cross-sectional correlational study design was adopted. A convenience sample of 178 pediatrics nurses was selected from Queen Rania Al-Abdullah Hospital for Children. Self-administered questionnaires consisting of three survey instruments related to demographics of the participants, CONP level, job satisfaction level, and child quality care. Results: Pediatric nurses have a moderate level of CONP with mean of (2.42, SD = 0.609). Nurses' control over practices is positively correlated with their job satisfaction (r = 0.300, p = 0.001), and with their perception toward quality of child care (r = 0.189, p < 0.05). Conclusion: CONP among pediatric nurses is moderate and nurses appeared slightly dissatisfied with their job. They perceived the quality child care in their work settings as a moderate quality. Moreover, results supported a positive correlation between CONP and both of pediatrics nurse's job satisfaction and quality of childcare.
... Professional commitment was measured with a 19-item scale (Lin et al., 2007). This scale measures three dimensions of professional commitment in nursing: professional compliance (9 items), professional involvement (7 items) and retention of nursing professionals (3 items). ...
The study aimed to determine the impact of an elective spiritual education course for nursing students on spiritual competencies. A convenience sample of nursing students (N = 92) was recruited from a baccalaureate school of nursing between February and July 2016. The intervention group (n = 45) was comprised of students enrolled in the elective spiritual education course which integrated non-Christian Eastern cultural beliefs; the control group was comprised of students not enrolled in the elective (n = 47). A quasi-experimental design examined pretest, posttest, and follow-up data from students' self-administered questionnaires. The intervention effect of the course was analyzed using generalized estimation equation. The results indicated posttest scores among nursing students in the intervention group were significantly better than the comparison group for spiritual health. Practicum stress and professional commitment were significantly better at follow-up. Spiritual care attitudes, caring behavior, and religious belief were significantly improved from pretest to posttest, and at follow-up for the intervention group compared with the control group. In conclusion, a spiritual education course should be considered as a regular course in the nursing curriculum, which could improve students’ spiritual competencies, individual spiritual growth, and the ability to care for patients.
... Professional commitment, as a strong belief and acceptance of professional values, strongly motivate people to promote their profession and maintain their membership in the profession [4,5]. Nursing is a humane profession and needs the people who not only enter the profession with a heartfelt desire but also maintain their commitment to the profession and attempt to improve it [6]. ...
Introduction: One of the priorities of nursing education is to provide solutions to nurses’ questions so that they can remain in their career and render professional services. Committed nurses work harder to improve their careers. Professional status can boost nurses’ confidence.
Objective: To determine the relationship between professional status and professional commitment in nurses working in hospitals of Kashmar City, Iran.
Materials and Methods: This analytical cross-sectional study was performed on 230 nurses working in Kashmar City hospitals. They were selected by the census method in 2019. The data collection tools were the nursing professional status questionnaire and the Clikeman and Henning professional commitment questionnaire. The obtained data were analyzed with the Spearman, Kruskal-Wallis, and Mann-Whitney U statistical tests.
Results: The Mean±SD age of the nurses was 31.57±6.82 years (35.5% men and 64.5% women). Their Mean±SD score of professional status was 44.09±6.19, and their Mean±SD score of professional commitment was 48.04±9.42. The highest score of professional status belonged to the self-confidence component. The Spearman correlation coefficient showed a significant relationship between the dimensions of self-confidence, treatment team staff, and community in professional status and professional commitment of nurses (P
... The scale had a total of 18 questions, with responses rated from 5, meaning "very satisfied," to 1, meaning "very unsatisfied." Thus, the higher the score, the greater the job satisfaction and vice versa (21). The fourth part was the SF-36 quality of life scale. ...
The purpose of this study was to investigate the correlation between job stress, job satisfaction, and quality of life for nurse anesthetists at medical centers in Southern Taiwan. The study adopted a cross-sectional study design. The interviewees were nurse anesthetists at three medical centers in Southern Taiwan who had been employed in their respective units for over 6 months. The recruitment period was from January 2012 to March 2012. Data was collected using a structured questionnaire composed of the following sections: basic personal characteristics, perceived source of job stress for medical work scale, job satisfaction for nurses scale, and SF-36 quality of life scale. A total 150 nurses participated in the study. The results showed a statistically significant difference in monthly overtime amounts in relation to overall job stress. Hospital, age, work place, overtime amount, intention to resign, and nurse anesthetist work terms also showed significant differences in relation to subjects’ overall job satisfaction. After using stepwise multiple regression, the average quality of life score for subjects with intention to resign was 8.231 points lower than that of those without such intention; for each increase of 1 point in the “overall job satisfaction” section, the score for quality of life rose by 0.481 points; those with exercise habits scored 5.942 points higher than those without; those in a subspecialty showed an average score of 5.287 points higher than those without. In conclusion, intention to resign, overall job satisfaction, exercise habits, and having a subspecialty are the critical factors influencing quality of life among anesthesia nurses.
... Nurses' Professional Commitment Scale is a 26-item questionnaire designed by Lin et al. [30] to operationalize the construct of professional commitment in nursing. It assesses three dimensions: nursing professional compliance, involvement of nursing professionals and retention of nursing professionalism. ...
Objectives:
The aim of this study was to examine the degree to which it is possible to predict job satisfaction in hospital nurses based on core self-evaluation and the nurses' professional commitment. Psychological constructs of nurses' professional commitment could predict a level of job satisfaction.
Material and methods:
A cross-sectional design was applied. Data were collected between April 2016 and November 2016 from 584 nurses of the University Hospital Osijek. Core Self-Evaluation Scale (CSES), Job Satisfaction Survey (JSS) and Nurses' professional commitment scale (NPCS) were administrated to the study participants. Confirmatory factor analyses were conducted to test the validity of each questionnaire. Structural equation modeling was used to test the prediction of nurses' professional commitment and core self-evaluation on job satisfaction. Nurses' professional commitment is variable, which functions as a mediator between predictor (CSE) and criterion variable (JS). As a mediator, it explains what the effect is, provided that correlations between all variables are significant.
Results:
The correlation analyses reveal significant positive correlations between job satisfaction and core self evaluation (r = 0.441, p > 0.001) and also between job satisfaction and nurses' professional commitment (r = 0.464, p > 0.001). Furthermore, core self evaluation significantly and positively correlates with nurses' professional commitment (r = 0.402, p > 0.001). The results showed that nurses' professional commitment mediates the relationship between core self evaluation and job satisfaction. Bootstrap analysis showed that core self evaluation partially mediated the relationship between nurses' professional commitment and job satisfaction ( β = 0.78, p < 0.001**). The indirect effects of core self evaluation on job satisfaction through nurses' professional commitment was also significant (β = 0.17, p < 0.001**).
Conclusions:
Nurses who are more committed to their work, regardless of the structure of personality, have greater satisfaction in their work.
... The NJSS was adopted from [31]. It was applied to measure job satisfaction in 4 domains of job environment, human relationship, feedback, and benefit and promotion. ...
We suggest that employees’ job satisfaction has relationship to friendship network other than professional commitment, and argue that friendship network in the same ward and across wards will have different effects on employees’ job satisfaction. A cross-sectional survey design utilizing questionnaires was selected to fulfill the research objectives. All of the 405 nurses in the En Chou Kong Hospital were surveyed. Three hundred and three nurses completed the questionnaire representing a response rate of 74.8%. The instruments included friendship network nomination, professional commitment scale, and nurses’ job satisfaction scale (NJSS). The regression model of job satisfaction was constructed, using friendship network variables in the ward and across wards and professional commitment as independent variables. R square for each model is 0.22-0.36 for the four dimensions of job satisfaction. Professional commitment is the robust predictor. The efficiency of friendship network in the ward is a good predictor, while it is negative related to satisfaction of work load. Further, the indegree in the ward is negative related to work load. Implication was discussed.
... Professional commitment, a stabilizing factor on nurse job satisfaction and retention rates, is defined as personal concern, beliefs, values, involvement, and loyalty in a profession as well as toward professional growth and development (CooperHakim & Viswesvaran, 2005;Lin, Wang, Li, & Huang, 2007;Teng et al., 2007). The concept of professional commitment includes three domains: belief and acceptance of professional goals and values, willingness to make an effort on behalf of the profession, and a strong aspiration to remain in the profession ( Lu et al., 2007;Teng et al., 2007). ...
The current shortage of professional nurses in Taiwan both undermines hospital quality of care and raises hospitals' human resource management costs. Few studies have concurrently investigated the interaction effect between professional commitment and, respectively, the positive and negative work attitudes of nurses. Results of this investigation may help improve strategies designed to raise nurse retention rates.
This study used the interaction effects of work excitement and work frustration to assess their influence on the professional commitment of nurses.
This study was conducted at one hospital in southern Taiwan and used a cross-sectional design with self-administrated questionnaires. Seven hundred thirty-five nurses completed and submitted valid questionnaires (valid response rate: 68.5%). Exploratory and confirmatory factor analysis confirmed the reliability and validity of the three measurement models of work excitement, work frustration, and professional commitment. Correlation and hierarchical regression analysis verified the direct and interaction effects with the correlations among the three measured variables.
Work frustration was higher than work excitement among participants (M = 2.72, SD = 0.71 vs. M = 2.26, SD = 0.62). The mean participant score for professional commitment was 2.72 (SD = 0.45) on a 4-point Likert scale. There was a significant and positive correlation between work excitement and professional commitment and a significant and negative correlation between work frustration and professional commitment. High work frustration had a negative effect on professional commitment, whereas high work excitement had a higher positive effect on professional commitment. The two-way interaction between work excitement and frustration was statistically significant in explaining the effects of professional commitment (p < .01).
Nurses often work in conditions that are highly frustrating. Although work excitement has been shown as having a greater influence on professional commitment when nurses experienced the dual work affects simultaneously, work frustration significantly reduces the professional commitment effect of nurses. This study suggests that managers should not only construct a positive and exciting work environment but also work to mitigate the causes of work frustration to promote professional commitment and retention among nurses.
... The reliability (Cronbach's alpha) of the present study was 0.95, and the CVI was 0.88. 4. The job satisfaction scale for medical and nursing personnel used to collect data for this study was the 'job satisfaction scale' developed by Lin et al. (2007), which included 18 items. A 5-point Likert scale was used for the evaluation, in which 1 denoted 'strongly disagree' and 5 denoted 'strongly agree'. ...
Abstract The purpose of this study was to investigate the relationships among the self-efficacy, professional commitment, and job satisfaction of diabetic health-care personnel. The research design was cross-sectional. Three teaching hospitals, one from each of northern, middle and southern parts of Taiwan, were selected for data collection and used questionnaires to collect data; 202 participants were recruited. The demographic data for job title and job satisfaction were not significantly different (F = 2.13, P = 0.090). Self-efficacy was significantly positively correlated with professional commitment (r = 0.29, P = 0.000) and with job satisfaction (r = 0.14, P = 0.041). A total of 34.1% of the variance in job satisfaction was explained by age, years of service in the medical or nursing field, the actual number of years caring for patients with diabetes, self-efficacy, and professional commitment. Understanding the self-efficacy and professional commitment of medical and nursing personnel can help increase job satisfaction and improve the quality of medical and nursing care.
... The discriminatory power determines the discriminating function of each item. The measure involves three steps (Lin, Wang, Li, & Huang, 2007). First, an overall score for a respondents' answer is computed by adding the points of all items within a scale or domain. ...
The role of trust in merger and acquisition has increasingly been recognized by scholars and practitioners. However, empirical research in this area has been faced with different conceptualization of trust construct, inadequate dimensions and a lack of validated trust scale. This limitation is addressed in this paper by theoretically and empirically validating Mishra and Mishra's (1994) trust scale in the context of merger and acquisition in India. This scale used four trust dimensions, namely; openness, competency, caring and reliability. The items of the scale proved to be content valid among 25 subject matter experts. Additionally, in a sample of 100 respondents of key acquired employees, the scale exhibited adequate levels of reliability, convergent validity, discriminate validity and nomological validity. Key words: construct Validity, Mishra and Mishra's (1994) scale of trust, merger and acquisition.
Background and Aim: Educating nurses about spiritual principles and values helps to have a deeper understanding of problems and increases the quality-of-care delivery. However, the issue of spirituality is not included in the educational content. The purpose of this study was to the effect of spiritual care training on the empathy and professional commitment of nurses at Bam University of Medical Sciences. Methods: This was a quasi-experimental study with a two-group pretest-posttest design. The research sample consisted of 80 nurses from different wards of Pasteur Hospital affiliated to Bam University of Medical Sciences were divided into two groups of intervention and control using a simple random sampling. Spiritual care training program in the intervention group was held as a 2-session webinar. The questionnaire used included the Jefferson Standard Empathy Questionnaire, the Kleikman and Henning Professional Commitment Questionnaire, and the Demographic Information Form. Results: The results showed a significant difference between the mean scores of professional commitments before (33.11 ± 0.32) and after (65.43 ± 0.28) the intervention and also the empathy variable before (53.41 ± 0.21) and after (78.83 ± 0.25) of the intervention in the experimental group (P<0.05). This difference was not observed in the scores before and after the intervention in the control group. Also, there was no significant difference between the mean scores of professional commitment and empathy of the subjects before the intervention (P>0.05) while there was a significant difference between the mean scores of professional commitment and empathy of the two groups after the intervention (P<0.05), which indicated that these scores improved due to the intervention. Conclusion: According to the results of this study, it is suggested that the spiritual care training program should be inserted in-service training programs or nurses' curriculum content to promote nursing professional commitment and empathy.
Family involvement in mental healthcare is a key ingredient in the recovery of patients with mental illness. Research on the attitudes of mental health nurses regarding family involvement in mental healthcare remains limited. This study aimed to examine factors that affect the attitudes of mental health nurses towards the importance of family involvement in mental health nursing care. A descriptive, correlational study with a cross-sectional design was conducted with 162 mental health nurses at two psychiatric hospitals in Taiwan. Descriptive statistics, independent t-tests, one-way analysis of variance, and stepwise multiple linear regression analyses were applied to analyse data. Mental health nurses generally demonstrated positive attitudes towards incorporating families into nursing care. Older age, more clinical experiences in mental healthcare, and workplace (such as working in chronic psychiatric inpatient wards) were found to be key factors for mental health nurses' attitudes. Particularly, greater competence in working with families and job satisfaction were the most significant factors associated with positive attitudes of mental health nurses towards involving families as important in nursing care. Insight into correlates of mental health nurses' attitudes towards the importance of focusing on families in care is pivotal for targeted interventions to improve nurses' attitudes towards families and, thus, implement family engagement in mental healthcare practices.
本研究旨在探討「最後一哩」課程介入，對四技護生專業能力、專業承諾及工作愉悅感之學習成效。採量化研究為主，以橫斷式調查研究設計，輔以質化研究取徑。以立意取樣方式，選取北部某技術學院四技護理系學生共114 人為研究對象，運用「護理專業能力量表」、「護理專業承諾量表」、「工作愉悅感量表」及反思日誌為研究工具，進行資料的蒐集。研究發現：最後一哩課程的介入對護生的專業能力、專業承諾及工作愉悅感均具成效。本研究結果可提供護理教育課程規劃之有效參酌。
The purpose of this study was to investigate the learning effects of the Last-Mile Curriculum on the professional competence, professional commitment, and sense of work excitement of college nursing students using both quantitative and qualitative methods. The purposive sampling consisted of 114 nursing students from a four-year technology college in Northern Taiwan. Three quantitative instruments were used, including self-administered questionnaires of the nursing professional competence scale, the nursing professional commitment scale, and the sense of work excitement scale for data collection before and after the whole Last-Mile clinical practice curriculum. Reflection journals were also used as qualitative supplements for this study. The results showed positive effects on the implementation of the Last-Mile Curriculum on the professional competence, professional commitment, and sense of work excitement of nursing students. Therefore, the results of this study provide useful references for future course planning of nursing education.
Background: There is currently no valid measurement tool available to measure the level of job satisfaction among nurse practitioners in Taiwan. The Misener Nurse Practitioner Job Satisfaction Scale (MNPJSS) is widely used in research to measure job satisfaction in various countries.
The aim of this study is to discuss the effect of intervention on job satisfaction, professional commitment and social networks. A quasi-experimental design was used in which one pre-intervention survey and one post-intervention survey was used to collect data from the 20 nurses in a ward. The score of job satisfaction in the domain of human relationship and professional commitment were significantly improved. The other 4 domains of job satisfaction had not been changed. The advice network centralization was decreased after intervention, but not friendship network. The symmetric dyad of advice network was no longer affected by position after intervention. It is concluded that empowerment intervention may be used to increase professional commitment, but not job satisfaction.
This cross-sectional study explored the relationship between professional commitment and job satisfaction among nurses. A total of 132 registered nurses were recruited from a hospital in northern Taiwan. A self-reported structured questionnaire was used to collect data. Findings revealed significant differences among nurses in willingness to make an effort and their marital status, appraisal in continuing their careers, job level, and goals and values related to working shifts. Significant differences were found between inner satisfaction and work sector and marital status. Nurses' professional commitment was strongly related to job satisfaction; aspects of professional commitment explained 32% of the variance in job satisfaction. Study results may inform health care institutions about the importance of nurses' job satisfaction and professional commitment so hospital administration can improve these aspects of organizational environment.
© 2015 The Author(s).
An abstract is not available.
The purpose of this study was to explore job satisfaction and quality of life and their inter-relationships among nurses. A cross-sectional research design was applied. Participants were 1,020 nurses who had worked for over six months at seven hospitals in Yunlin and Chiayi counties. Nine hundred and eleven questionnaires were returned, a response rate of 89.3%. The questionnaire comprised three parts: demographic characteristics and work environment, quality of life, and job satisfaction. The Cronbach's alphas were .87-.94. Data were analyzed by SPSS/PC 13.0. The results showed: (1) Factors affecting job satisfaction were support managers, number of patients cared for during day time, health status, stress from changing units, religion, work stress, and working unit's suitability to one's interests (R(2) = 53.5%). (2) Factors affecting quality of life were job satisfaction, happiness of life, health status, work stress, and age (R(2) = 51.0%). (3) There was a positive correlation between job satisfaction and quality of life. Nursing managers should create better work environments to improve nurses' job satisfaction and facilitate their retention in the nursing profession.
Employee satisfaction is a factor in motivation, retention and goal achievement in the place of work and commitment is a factor that include no excess work load, treating employee with respect, provide recognition & rewards, fringe benefits and positive management. The purpose of this topic is to study the employee satisfaction and organizational commitment and to examine the satisfaction level of staff and its impact on Commitment. This is descriptive and empirical in nature and purposive sampling technique is used. The study is based on primary data, which has been collected through structural questionnaire , filled by member stake 50 respondents of has been selected on random sampling basis percentage method is used for data analysis. According to findings of this data the employee satisfaction effects commitment of management and staff. Factors affecting employee satisfaction and commitment are rewards ,stress, leave, benefits and compensation given to the staff by the management which are important to improve the motivation level and employee satisfaction.
Although job satisfaction research has been carried out for decades, no recent overview of job satisfaction instruments and their quality is available. Aim The aim of this systematic review is to select job satisfaction instruments of adequate reliability and validity for use as evaluative tools in hospital environments.
Systematic literature searches were performed in the Medline and PsycInfo databases. First, the construct of job satisfaction was operationalized by generating work factors from both theoretical studies and meta-analyses or reviews of empirical studies on job satisfaction. Secondly, emphasis was placed on the internal consistency, construct validity and responsiveness of these instruments.Twenty-nine job satisfaction instruments were retrieved in total.
Seven instruments met the defined reliability and validity criteria. Of the seven, the 'Measure of Job Satisfaction' had an adequate content validity. Only the 'Job in General Scale' provided data about 'responsiveness' to change.
Few instruments have shown both high reliability and high validity, but little is known about their evaluative potential.
Widespread reports of declining levels of quality of care and patient safety in hospitals, an escalation in calls for legislation mandating minimum nurse staffing ratios, and growing levels of nurse burnout and a looming nursing shortage have focused attention on the working conditions that nurses face and their implications for patient outcomes. This article reports on the preliminary results of an international study on how nurse staffing levels and the nursing practice environment affect the quality of care and patient outcomes in hospitals. Surveys of staff nurses working in acute care hospitals in Pennsylvania reveal that one out of every five staff nurses reported the quality of care on their unit as fair or poor. Workload played a role in these quality assessments, but it was the consequences of workload, such as the reports of unfinished nursing at the end of the last shift and the frequency of adverse events among patients, that played a much more prominent role.
There has been less empirical research focusing on intent to leave one's profession than on other types of interrole transitions. Using a longitudinal sample of 457 repeat-respondent medical technologists, this study found that younger and less satisfied medical technologists had a higher intent to leave their profession. Also, men showed a stronger intent to leave than women. After controlling for these initial correlates, professional commitment accounted for significant additional variance in intent to leave profession
There are different patterns and styles to careers in nursing. The concept of career commitment in nursing is explored, and the results of some research are discussed for their implications for nursing careers. A longitudinal, repeated-measures descriptive survey was used to measure career commitment and explore its relationship to turnover and work performance in 320 newly employed registered nurses at one hospital. Career commitment scores dropped significantly over the first year. Although career commitment does correlate with turnover, and there is a relationship with job performance, the direct association is weak. Career commitment is not a stable phenomenon in the first year in a new job. It appears to be susceptible to organizational factors, thus making it possible to provide positive benefits for both nurses and hospitals through enhanced career commitment.
Thirty-three items originally developed to measure three dimensions of nurses' job satisfaction were subjected to a series of checks designed to determine the number of dimensions being measured and the reliability and validity of the measures of these dimensions. Although the hypothesis of only three dimensions was not supported, the eight interpretable factors that did emerge could meaningfully be placed within these three dimensions. The eight factors were satisfaction with extrinsic rewards, scheduling, family/work balance, co-workers, interaction, professional opportunities, praise/recognition, and control/responsibility. Internal consistency and test-retest reliabilities are reported, as well as checks for criterion-related and construct validity.
Turnover represents a major problem for nursing and health care in terms of cost, the ability to care for patients and the quality of care given. As a result, turnover has been the subject of a large number of investigations, both in nursing and non-nursing fields. However, many of the articles published report conflicting findings. A further complication is the variety of methodologies researchers have used; there has been little agreement on definition, measurement or reporting strategies. This has led to considerable confusion when attempting to compare studies. This article reviews what is currently understood about nursing turnover from an organizational perspective, and examines some of the methodological considerations surrounding the study of nursing turnover. Historically, nursing turnover research appears to have relied heavily on studies conducted in non-nursing areas for methodological guidance. References to non-nursing studies are therefore important and are reported where appropriate.
That institutionally employed professionals can exhibit divided commitments to their organization and profession is well documented. The impact such dual affiliation can have upon organizations, particularly academic institutions, is less well established. The purposes of this study were: (1) to describe the nature and magnitude of allied health education program directors' organizational and professional commitment and (2) to determine the utility of these measures in explaining variations in the job satisfaction of these professionals. A cross-sectional survey design gathered pertinent descriptive information and data on the organizational commitment, professional commitment, and job satisfaction of a modified cluster sample of program directors representing five allied health disciplines. Consistent with prior speculative assumptions regarding its importance, the professional commitment of these faculty was observed to exert a positive and independent effect upon the gratification they perceive in fulfilling their organizational roles. That a complementary, as opposed to conflicting, relationship exists between the organizational and professional commitment of allied health faculty has profound implications for academic administrators intent upon increasing the effectiveness of their organization.
The purpose of this study was to assess the validity of the McCloskey/Mueller Satisfaction Scale (MMSS) in the West Bank, a dissimilar society and culture from the United States, where the instrument was developed. A second purpose was to measure the correlation between the MMSS total score and a single-item measure of job satisfaction. In contrast to the 31-item scale with eight factors of Mueller and McCloskey, four factors emerged in the current study: Interaction, Extrinsic Rewards, Control Over Work Environment, and Professional Participation. The resulting model is more similar to the original 1974 McCloskey conceptual framework than the 1990 eight-factor model.
This review of the nursing literature aims to identify the factors with the greatest influence on turnover and absence of qualified nurses, possible common factors influencing both, and the relationship between absence and turnover. A hypothetical model grounded in the literature which depicts the expected relationships between these variables is presented for testing in an empirical study. The review identifies intent to stay in current employment as the variable with the greatest influence on turnover. Intent to stay is in turn most strongly associated with job satisfaction. Other variables are identified by single studies as having an influence on intent to stay, but are not supported by the results of other studies; exceptions are pay, opportunity for alternative employment and kinship responsibility, which are supported by the results of two studies. The relationship between job satisfaction and absence is unclear and requires further investigation. However, job satisfaction is identified as possibly influencing both absence and intent to stay and kinship responsibility is identified as a common antecedent of absence and intent to stay. Similarly, absence is identified as an antecedent to turnover. Thus, it is expected that absence would be positively related to turnover and negatively related to intent to stay. Understanding such relationships should allow identification of management strategies to reduce both turnover and absence.
Turnover represents a major problem for health care services in terms of cost and quality of care given. As a result, turnover has been the subject of a large number of investigations. However, the variety of study populations, research methodologies, and inconsistent definitions and measurements of turnover lead to difficulties when attempting to compare studies. The purpose of this paper is to present: (1) a summary of turnover study methods and procedures, and (2) a summary of socio-demographic, organizational, and social support factors associated with turnover of nursing staff.
There are few investigations of the type and the outcome of interventions aimed at supporting nurses caring for psychiatric patients. Therefore a prepost-test design study was used in which 22 psychiatric nurses, on a general psychiatric ward were examined before, during and after one year of systematic clinical supervision combined with supervised documented, planned, individualized care. The methods used were the Sense of Coherence scale (SOC), the Creative Climate Questionnaire (CCQ), the Work-Related Strain Inventory and 34 statements from the Satisfaction with Nursing Care and Work Questionnaire (SNCW). In addition 14 statements were developed to evaluate the nurses' view of the effects from clinical supervision. The baseline values for the CCQ indicated a stagnant organization and a high score in the conflict dimension indicated personal and emotional tensions within the organization. The intervention led to a significantly increased creative and innovative climate in the dimensions for trust, idea time and reduced conflicts. However, the organizational climate remained stagnant. The nurses' view of the effects from clinical supervision also increased significantly. There were no significant changes in the nurses' SNCW, WRSI or SOC score. The result of the correlation analysis indicated that a strong sense of coherence was related to low work-related strain but not to unsatisfactory working conditions/milieu. The results gave some support to the idea that systematic clinical supervision and supervised nursing care plans constitute one type of support strategy that improves creativity and the organizational climate. It may, not, however, buffer for interpersonal problems. Further research is required to explore the need for effects of various support systems depending on the circumstances in the organization.
The aim of this study was to examine the reliability and validity of a Chinese-version stress instrument among emergency nurses. The study sample comprised of 113 nurses whose age ranged from 21 to 47 years old. The Chinese version of Medical Personnel Stress Survey (MPSS-R) was answered in 1996 through self-administered questionnaires. The instrument demonstrated excellent convergent and discriminant validity. Cronbach's alpha (reliability) coefficients ranged from.57 to.77. Factorial analysis yielded four principal components, corresponding to job dissatisfaction, team relationship, organization support, and somatic distress. Validation by independent variable was also consistent with theory. Thus, the Chinese-version MPSS-R retained excellent psychometric properties when used in an emergency nurses group.
This study investigated the influence of professional commitment on turnover intentions of nurses. The study also examined the relationships between demographic data, work-related variables and the professional commitment. The self-administered questionnaires were distributed to one fifth of Southern Taiwan's population of nurses (n = 4,000). A total of 2,543 subjects completed the questionnaires with a 63.6% response rate. The nurses exhibited a medium-high degree of overall professional commitment. Age, salary, years in profession and years in organization were correlated significantly with professional commitment by Pearson's correlation. There were significant correlations between professional commitment and marital status, educational level, status of the youngest child, level of position, and family support in Spearman's correlations. Family support, age, level of position and status of hospital were the significant predictors in the final regression analysis model. The discriminant analysis showed that 45.4% of nursing professional commitment was correctly classified in predicting intention to leave the profession and 33.1% in predicting the intention to leave the organization. The study recommended that nursing professional commitment is an important moderator to affect the turnover intention of staff nurses.
Enhance retention efforts to help lower the hefty price tag of staff turnover.
A methodological study was conducted to test the psychometric properties of the Family Functioning, Health, and Social Support (FAFHES) Instrument to be used with families of heart patients. A total of 109 initial items were developed based on knowledge generated by three Finnish academic dissertations concerning family functioning, health, and social support provided by nurses. Data were collected from family members of 161 heart patients. Principal component analysis was performed in each of three total scales: family functioning, family health, and social support. The scales had acceptable reliability (alpha coefficients ranged from .73 to .95). Internal consistency reliability and content validity of the FAFHES have initial support. Results obtained from this study support that this instrument is ready for use in research in which the investigator wishes to measure social support associated with family functioning and the health of families of heart patients.
This study investigated the relationships among turnover intentions, professional commitment, and job satisfaction of registered nurses. A structured, self-administered questionnaire, including the Professional Commitment Scale, job satisfaction, turnover intentions, and demographic data, was distributed to 2,550 registered nurses. A total of 2,197 subjects completed the questionnaires with an 86.2 per cent response rate. All of the subjects were women. The mean age was 28.56 years. Seventy-two per cent of respondents had graduated with an associate's degree and 59 per cent were unmarried. There was a positive correlation between job satisfaction and professional commitment, intention to leave the organization, and between intention to leave the profession. The negative correlation was significant between professional commitment and turnover intentions, and between job satisfaction and turnover intentions. The discriminant analysis showed that 38.4 per cent of job satisfaction was correctly classified in predicting intention to leave the organization, and 30.5 per cent in predicting the intention to leave the profession. Thirty per cent of professional commitment was correctly classified in predicting intention to leave the organization, and 39.7 per cent in predicting the intention to leave the profession. The study suggests that there were different moderators that affect different turnover intentions of staff nurses.
This study examined changes in patient-nurse ratios resulting from hospital restructuring and the relationship of such changes to nursing staff satisfaction, psychological health, and perceptions of hospital functioning. Data were obtained from 744 hospital-based nursing survivors using questionnaires. Fifty-three percent of staff nurses indicated an increased patient-nurse ratio. Nursing staff indicating increased ratios generally reported less job satisfaction, poorer psychological (but not physical) health, and less effective hospital functioning.
The purpose of this research was to empirically test a model of job satisfaction in Taiwan.
The model represents a revision of the Price-Mueller model, which is based on empirical research conducted since 1972 at the University of Iowa. This empirical test contributes to the generalization, on cross-national settings, of results from American-based research on job satisfaction.
The results, based on a sample of 308 non-supervisory hospital nurses in Taiwan, indicate that 45% of the variance in job satisfaction was accounted for by the revised model. The work characteristic variable "routinization" had the greatest impact on job satisfaction, followed by the personality traits "positive affectivity" and "job involvement". Although it is difficult to change the routine nature of nursing, the manager should make efforts to diversify the job description and empower his/her subordinates.
It is suggested that having information on a nurse's personality will help to predict her/his future job satisfaction and may lead to improved selection of personnel. In addition, different management styles or reward systems that are sensitive to different personalities should be carefully studied and implemented, as appropriate.
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