Relevant bibliographies by topics / Nurses job satisfaction

Academic literature on the topic 'Nurses job satisfaction'

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Published: 4 June 2021
Last updated: 20 February 2023

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Journal articles on the topic "Nurses job satisfaction"

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Soesanto, Edy, Arief Yanto, Ninin Irani, Satriya Pranata, Sri Rejeki, and Priyo Sasmito. "Job satisfaction among primary health care nurses." International Journal of Public Health Science (IJPHS) 11, no. 4 (December 1, 2022): 1416. http://dx.doi.org/10.11591/ijphs.v11i4.21529.

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This study aimed to analyze the job satisfaction of nurses in primary health care facilities. This study employed a quantitative descriptive design. The research used a cross-sectional approach. This study involved 226 nurses who worked in 15 inpatients primary health care. The sampling technique uses a proportionate simple random sampling technique. Nurse job satisfaction instruments assessed context factors and content factors. Nurse job satisfaction on context factor was in a good category by a big responsibility for nurse's work (55.2%), progress in work developed well (63.4%), nurses had the opportunity to achieve achievement (54.5%), nurses got great recognition for performance (58.6%) and felt their work is valuable (65.5%). Job satisfaction was supported by policy indicators, supervision, salary, interpersonal relationships, and good working conditions. On the other hand, nurses' job satisfaction on the content factor still needs to be optimized. This is supported by the job satisfaction of nurses on the indicators of responsibility, achievement, performance recognition that has not reached 60%. Therefore, job satisfaction among nurses in inpatient primary health care was quite good enough but still requires optimization on the content factor.
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Gulick, Elsie E., June Halper, and Marie Namey. "Job Satisfaction of Multiple Sclerosis Certified Nurses." International Journal of MS Care 10, no. 3 (January 1, 2008): 69–75. http://dx.doi.org/10.7224/1537-2073-10.3.69.

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Nurse certification became available to nurses working in the practice area of multiple sclerosis (MS) in 2002. However, the impact of certification on the MS nurse's role and both satisfaction and dissatisfaction with the certified role have not yet been determined, which was the purpose of this study. With a qualitative study design and an international sample of 168 certified MS nurses, data from open-ended questions were analyzed regarding role change, job satisfaction, and job dissatisfaction. Findings indicated enhanced role change and job satisfaction regarding increased autonomy, colleagueship, leadership roles, and primary care nursing. Dissatisfaction for some was attributed to insufficient resources and benefits, along with administrator failure to recognize the value and importance of certified nurses.
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MUELLER, CHARLES W., and JOANNE COMI MCCLOSKEY. "Nurses?? Job Satisfaction." Nursing Research 39, no. 2 (March 1990): 113???116. http://dx.doi.org/10.1097/00006199-199003000-00014.

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BLEGEN, MARY A. "Nurses?? Job Satisfaction." Nursing Research 42, no. 1 (January 1993): 36???41. http://dx.doi.org/10.1097/00006199-199301000-00007.

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Suyoso, Gandu Eko Julianto. "Faktor Psikososial dan Aktivitas Kerja pada Perawat ICU serta ICCU dengan Nyeri Punggung Bawah." ARTERI : Jurnal Ilmu Kesehatan 1, no. 1 (November 14, 2019): 57–68. http://dx.doi.org/10.37148/arteri.v1i1.21.

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Background: Low back pain was one of many musculosceletal disorder that were still suffered by nurses. Low back pain caused by many factor, partially or simultaneuosly. Some of those factor are psychosocial factor and occupational activity factor. Psychosocial factor consisted of job demand, job control, social support and job satisfaction. Occupational activity factor in this study was lateral patient transfer. Those factor were still neglected by some of hospital employer. Purpose: The aim of this study is to analyze the association of psychosocial factor (job demand, job control, job satisfaction, social control), occupational activity control (lateral patient transfer) and nurse’s low back pain. Methods: This cross sectional study held in ICU and ICCU unit at 3 hospital in Jember. Data was collected through questionairres that adopted General Nordic Questionairre (QPSNORDIC) also MJS (Measure of Job Satisfaction) and through observation by utilized REBA (Rapid Entire Body Assessment) scoring method.. Results: Bivariat analysis showed that nurse’s low back pain have association with nurse perception about job demand (r=0,414), nurse perception about social support (r=0,510), nurse perception about job satisfaction (p=0,401), association with nurse perception about job control (r=0,333), lateral patient transfer (r=0,439). Conclusion: Nurses Low Back Pain have a strong association with nurse perception about job demand, nurse perception about social support, nurse perception about job satisfaction; a weak association with nurse perception about job control.
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Rahman, Muhammad Rijali, Endang Pertiwiwati, and Ichsan Rizany. "Gaya Kepemimpinan Kepala Ruang Dengan Kepuasan Kerja Perawat." JURNAL KEPERAWATAN RAFLESIA 2, no. 2 (November 29, 2020): 89–97. http://dx.doi.org/10.33088/jkr.v2i2.502.

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Nurse job satisfaction is one of the factors affecting work productivity. Job satisfaction is influenced by the leadership style applied by the chief nurse in leading his subordinates. The purpose of this study was determined the relationship between the leadership style of the chief nurse and the nurse's job satisfaction in the inpatient room at Idaman City Hospital in Banjarbaru. This research approach used cross sectional. The population was all nurses in the inpatient room with a total of 119 nurses. Sampling used quota sampling as many as 102 respondents. There were 3 research instruments used, consisted of questionnaire respondent characteristics, nurse job satisfaction and leadership style of the chief nurse. The method used by events that carry out actions on respondents, has been observed. The correlational and survey approaches used in this study were to present a questionnaire. The leadership style of nurse manager has an average of 57.90 (50-72). Nurse job satisfaction has rather average of 62,82 (38-96). There was a relationship between the leadership style of the chief nurse and the nurse's job satisfaction in the inpatient room at Idaman City Hospital in Banjarbaru (p-value = 0,000 <0.05). The leadership style of the head of the room in accordance with the situation and conditions and good application can produce nurses who are satisfied with their work and can also improve performance in carrying out their duties.
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Faudin, Mokhamad Afif, and Samiadji Samiadji. "PENGARUH STRES KERJA TERHADAP KINERJA PERAWAT MELALUI KEPUASAN KERJA (Studi pada Perawat Instalasi Rawat Inap Rumah Sakit Militer Kota Malang)." Manajemen & Bisnis Jurnal 6, no. 1 (April 1, 2020): 75–82. http://dx.doi.org/10.37303/embeji.v6i1.115.

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The purpose of this research is to determine the direct effect of work stress on performance, job stress on job satisfaction, job satisfaction on performance, and the indirect effect of job stress on performance through nurse job satisfaction. The research design used is explanatory research. The number of nurses in the Inpatient Installation of the Military Hospital of Malang City was 154 people, while the respondents in this study were 106 people. The data collection method in this study used a questionnaire measured by the linkert scale. While the data analysis used descriptive data analysis techniques and Path Analysis. The results of this study are: (1) Job Stress has a significant effect on Nurse Performance, (2) Job Stress has a significant effect on Nurse Job Satisfaction, (3) Job Satisfaction has no significant effect on Nurse Performance, (4) There is no indirect effect of Job Stress on Nurse Performance through Job Satisfaction. This shows that nurses who serve in the Inpatient Installation of Military Hospitals in Malang City are able to control work stress on nurses, so that the job satisfaction felt by nurses has no effect on nurse performance. Keywords: job stress, performance, job satisfaction
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Yanriatuti, Ida, Tan Nina Fibriola, Kornelis Nama Beni, and Fitriyanti Patarru'. "Work Environment, Spiritual, and Motivational Factors Affecting Job Satisfaction among Hospital Nurses: A Systematic Review." Jurnal Ners 14, no. 3 (January 5, 2020): 227. http://dx.doi.org/10.20473/jn.v14i3.17107.

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Introduction: Patient services at the hospital cannot be separated from the role of the nurse. Therefore, nurses must work professionally to provide better nursing care. There are several factors that can affect the performance of the nurses, one of which is job satisfaction. The purpose of a systematic review is to understand the factors that influence the job satisfaction of nurses in hospitals.Methods: For a systematic review, the search was focused on the PubMed, Science Direct and Scopus database literature with the keywords ‘job satisfaction’ and ‘nurses’. The search identified 15 relevant research articles from the 10,530 original articles that were full texts published between 2015 and 2018.Results: The results showed that the job satisfaction of the nurses was influenced by their leadership, work environment, career path, the relationship with their co-workers, salary, the relationship between the organizations, appreciation, communication, opportunity, organizational commitment, work schedule, work stress, empowerment and work rotation. The results also indicated that high job satisfaction leads to lowering nurse retention and burnout, in addition to an improved quality of patient care.Conclusion: The nurse’s job satisfaction needs to get serious attention from hospital management because it plays an important role in improving the health care service quality in the hospital.
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Bratt, MM, M. Broome, S. Kelber, and L. Lostocco. "Influence of stress and nursing leadership on job satisfaction of pediatric intensive care unit nurses." American Journal of Critical Care 9, no. 5 (September 1, 2000): 307–17. http://dx.doi.org/10.4037/ajcc2000.9.5.307.

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BACKGROUND: High levels of stress and the challenges of meeting the complex needs of critically ill children and their families can threaten job satisfaction and cause turnover in nurses. OBJECTIVE: To explore the influences of nurses' attributes, unit characteristics, and elements of the work environment on the job satisfaction of nurses in pediatric critical care units and to determine stressors that are unique to nurses working in pediatric critical care. METHOD: A cross-sectional survey design was used. The sample consisted of 1973 staff nurses in pediatric critical care units in 65 institutions in the United States and Canada. The following variables were measured: nurses' perceptions of group cohesion, job stress, nurse-physician collaboration, nursing leadership, professional job satisfaction, and organizational work satisfaction. RESULTS: Significant associations (r = -0.37 to r = -0.56) were found between job stress and group cohesion, professional job satisfaction, nurse-physician collaboration, nursing leadership behaviors, and organizational work satisfaction. Organizational work satisfaction was positively correlated (r = 0.35 to r = 0.56) with group cohesion, professional job satisfaction, nurse-physician collaboration, and nursing leadership behaviors. Job stress, group cohesion, job satisfaction, nurse-physician collaboration, and nursing leadership behaviors explained 52% of the variance in organizational work satisfaction. Dealing with patients' families was the most frequently cited job stressor. CONCLUSIONS: Job stress and nursing leadership are the most influential variables in the explanation of job satisfaction. Retention efforts targeted toward management strategies that empower staff to provide quality care along with focal interventions related to the diminishment of stress caused by nurse-family interactions are warranted.
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Oka Martini, Ida Ayu. "Improvement Of Motivation With Leadership And Work Environment And The Impact Of Work Satisfaction." Jurnal Ekonomi & Bisnis JAGADITHA 8, no. 1 (March 30, 2021): 94–104. http://dx.doi.org/10.22225/jj.8.1.2774.94-104.

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This research was conducted to analyze the role of leadership, work environment, and work motivation in increasing satisfaction a nurse's job at the Ganesha General Hospital. The number of nurses in the hospital was 135. Data collection was carried out by distributing questionnaires to research respondents namely all nurses totalling 35 nurses so that it included the saturated sample method. Data analysis techniques were performed using path analysis, hypothesis testing was performed at a significance level of 5 per cent. Data processing is done using computer applications. The results showed that work motivation, leadership and work environment were positively significantly able to increase nurse job satisfaction. Work motivation acts as a partial mediator in the relationship of leadership to job satisfaction and works environment to job satisfaction.
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Dissertations / Theses on the topic "Nurses job satisfaction"

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McQueen, Anne, and n/a. "Job satisfaction of registered nurses." University of Canberra. Education, 1988. http://erl.canberra.edu.au./public/adt-AUC20061016.143059.

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A questionnaire survey of a stratified random sample (n=180) of registered nurses employed at two hospitals in the Australian Capital Territory was conducted to identify factors contributing to their job satisfaction and measure levels of satisfaction of registered nurses Grade 1, Grade 2 and Grade 3. The response rate was 75%. The survey found that registered nurses were satisfied with the scheduling, opportunities to utilize skills, working conditions, working relationships, leadership, decision making on patient care and intrinsic components of Job satisfaction and dissatisfied with the salary component. Registered nurses Grade 2 were more satisfied than the Grade 3 group and registered nurses Grade 1 were least satisfied (P=< .05).
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Dunaway, Linda J. "Job satisfaction among Nevada nurse practitioners." abstract, 2008. http://0-gateway.proquest.com.innopac.library.unr.edu/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:1453535.

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Shea, Mary Louise. "Determined Persistence: Achieving and Sustaining Job Satisfaction among Nurse Practitioners." Fogler Library, University of Maine, 2008. http://www.library.umaine.edu/theses/pdf/SheaML2008.pdf.

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Walker, Janet Helen. "Job satisfaction among hospital-employed nurses." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/28817.

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This descriptive study was designed to further the exploration of job satisfaction among hospital-employed nurses by using an established theoretical formulation of job satisfaction called the Job Characteristics Model (Hackman & Oldham, 1976) and a standardized tool called the Job Diagnostic Survey (Hackman & Oldham, 1980) to identify and measure job design variables and job satisfaction. Specific study questions guided investigation into perceptions of job characteristics and satisfactions among nurses, the relationship between job design variables and job satisfaction, and the relationship between selected nurse characteristics and job satisfaction. The study was conducted at three geographically dispersed acute care hospitals in British Columbia. A convenience sample of 96 full-time employed registered nurses completed a Nurse Characteristics Questionnaire and a Job Diagnostic Survey. Data were analyzed and compared to normative data using descriptive statistics. Sample data were further analyzed using Pearson's correlation coefficient and the chi-square test of association. Overall, nurses perceived their jobs to be rich in terms of importance, skill variety, and human interaction; but poor in terms of autonomy and the ability to complete a whole and identifiable piece of work. Significant relationships were identified between specific job design variables and job satisfaction. Compared to other professionals, nurses were less satisfied with the autonomy and motivating potential of their job. There was little evidence to support an association between nurse characteristics and job satisfaction.
Applied Science, Faculty of
Nursing, School of
Graduate
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Douglas, Amelia L. "Job satisfaction in nursing homes." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/902478.

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The recruitment, hiring, and retention of registered nurses (RNs) is of critical concern for nursing home administrators. Many times, nursing homes unsuccessfully compete with hospitals and staff relief agencies for available RNs (Braddy, Washburn, & Carroll, 1991). Understanding the factors that influence nurses to seek a particular employer is significant in recruitment and hiring. Factors related to nursing decisions to choose employment in nursing homes were identified in this descriptive study.Price and Mueller's (1981) Causal Model for Turnover (CMT) provided a conceptual framework for the study. The investigator used a revised form of an instrument developed by Price and Mueller for a 1981 study of hospital turnover. The instrument contained 67 items presented in a combination of 59 multiple choice items and 8 five-point Likert-type items. The reliability for each of the seven subscales was equal to or greater than .70.A sample of 300 full-time RNs with tenure of at least 6 months employment with a large for profit corporation was selected for this study. Questionnaires were mailed to participants with a letter of introduction from the investigator and the divisional vice president of the corporation. Subjects were provided with a self-addressed, stamped envelope to be used to return completed questionnaires. A follow-up call was done one week after the mailing requesting return of all completed questionnaires.There were no risks or ill effects from participating in this study. Respondents were free to ask any questions during the study. The agency and respondents were not identified in the sampling and the results of the study. Completion of the questionnaire was interpreted as the respondent's agreement to participate in the study.Results should help administrators understand the factors that influence registered nurses to seek employment in nursing homes. The results of the study should be utilized in reviewing current recruitment, hiring, and retention strategies.
School of Nursing
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Alotaibi, M. A. "Job satisfaction among nurses in Kuwait hospitals." Thesis, Swansea University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.635763.

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The objectives of this study were to explore the levels of job satisfaction among nurses working in Kuwait hospitals, to identify those factors that influence the level of job satisfaction and dissatisfaction among these nurses, and to suggest solutions and recommendations for the nurses and the authorities in the Ministry of Health. A questionnaire and a series of interviews with nurses and managers were conducted. Data were collected from 436 nurses out of the sample of 500 in the 5 general government hospitals, representing the 5 health regions. Results showed that respondents over the age of 30 were significantly more satisfied than those below 30. The small number of Kuwait and non-Kuwaiti Arabs registered the highest levels of satisfaction, the Indians less and the Filipino were the least satisfied. Respondents who earned 200 KD or less were more satisfied than respondents in the other categories. Respondents who lived in the country for more than 6 years were more satisfied than those who had worked there for less. Interviews with nurses revealed several issues such as poor salaries, low respect from some doctors and some patients, and unhelpful nursing managers. In the Interviews with managers there was an awareness of all the issues. This awareness was not confined to the directors because they had all made some attempts to inform the ministry. From is part the ministry of Health had promised that it would try to find ways to solve such issues.
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Moss, Rita J. "The relationship of staff nurse job satisfaction and head nurse management style." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/935941.

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America's health care industry is in a state of crisis. Nursing administrators are in the position to facilitate change in institutions. One aspect of nursing which has remained constant is high turnover rates. The high turnover rates have been linked to job dissatisfaction. One method of reducing turnover is to provide greater job satisfaction to staff nurses. Job satisfaction has been connected with management style (Lucas, 1991; Price & Mueller, 1981; Volk & Lucas, 1991).This study described the impact of head nurse management style on staff nurse job satisfaction. Likert's (1967) System 4 management theory was utilized as the framework in the study. All staff nurses and head nurses from three Central Indiana hospitals were given the opportunity to participate in the study. Participants completed two questionnaires, one from Price and Mueller's (1981) work on turnover to determine job satisfaction and one from Likert and Likert's (1976) work to determine management style.Data analysis was conducted to describe any variations between staff nurse experience of head nurse management style and staff nurse job satisfaction. Differences between head nurse and staff nurse description of management style were also examined. There were no identified risks as participation was voluntary and did not affect the employment status of any individual.Results of the study demonstrated agreement with previous research findings. When management style is closer to participative (system 4), greater job satisfaction is expressed. Recommendations are to provide management training and training in communication and self-awareness for head nurses, and to form unit based committees designed to achieve greater staff input in decisions affecting the unit functioning.Benefits of the study include identification of the management style which leads to improved staff nurse job satisfaction. Equipping nurse administrators with information regarding desirable management style to employ for staff nurses to experience greater job satisfaction, and training present managers in that management style are also possible benefits from the study.
School of Nursing
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Chioccarello, Elisabetta. "Nurses’ preferences for job-related outcomes." Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/24395.

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This study investigates the preferences of nurses for professional and nonprofessional work-related outcomes, the professional/nonprofessional distinction arising from a theoretical framework developed by Kleingartner (1973). Using Kleingartner's distinction, various motivation theory concepts, and observations of nursing's professionalizing efforts, it was predicted that nurses would attach greater importance to professional work-related outcomes than to nonprofessional work-related outcomes. A questionnaire was developed and distributed to nurses in four different Lower Mainland hospitals. The results suggest that nurses do attach greater importance to professional than to nonprofessional work-related outcomes that this does not vary with employing hospital, and that individual work-related outcomes are rated in a very consistent and similar manner by nurses in different hospitals.
Business, Sauder School of
Graduate
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Williams, Annette. "Job stress, job satisfaction and intent to leave employment among maternal-child health nurses." Huntington, WV : [Marshall University Libraries], 2003. http://www.marshall.edu/etd/descript.asp?ref=262.

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Wat, Ka-lung, and 屈家龍. "Review on relationship between management measures and satisfaction of doctors and nurses." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hdl.handle.net/10722/193813.

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Introduction: Shortage of doctors and nurses is a global problem. How to retain them in the public sector is one of the most important issues that needs to tackle at the administrative level. There are numerous number of studies focusing on the factors that medical staff considered to be significant in enhancing their job satisfaction so as to make them stay in their existing job. However, there are relatively fewer studies on the intervention that are effective to increase the job satisfaction. In this project, literatures are reviewed on the effectiveness of different management measures in enhancing job satisfaction of the medical staff. Method: Literature search on the effect of different management measures on job satisfaction of medical staff. The review will also cover the combination of various measures in order to maximize their effects in enhancement of job satisfaction. Results: It is suggested that by improving the working environment, which includes unit re-organization, workload re-allocation and new technology adoption, is the most common and effective way to improve job satisfaction among medical staff. Indirectly, by allowing more autonomy and provision of training as well as learning opportunities to the staff can lead to an increase in self-esteem and respect from patients and colleagues. These will in turn improve job satisfaction. However, due to the use of different evaluation methodologies by different investigators, direct comparison of the management measurements is difficult. Conclusion: The management measures like improving the working environment, allowing more autonomy and providing trainings are found to be effective in enhancing job satisfaction of medical staff. Using standardized evaluation tools will allow a more valid comparison between different interventions.
published_or_final_version
Public Health
Master
Master of Public Health
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Books on the topic "Nurses job satisfaction"

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Buchan, James. Nurses' work and worth: Pay, careers and working patterns of qualified nurses, a report for the Royal College of Nursing. Brighton: Institute of Manpower Studies, 1991.

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Frisina, Angela. What do nurses want?: A review of job satisfaction and job turnover literature. Toronto: Hospital Council of Metropolitan Toronto, Nursing Manpower Task Force, 1988.

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Crawford, Patricia A. Job satisfaction among nurses and its relationship to reflective practice. St. Catharines, Ont: Brock University, Faculty of Education, 2001.

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Drybrough, Karen. Measuring job satisfaction in a group of pediatric oncology nurses. Ottawa: National Library of Canada = Bibliothèque nationale du Canada, 1992.

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B, Piedmonte Eugene, ed. Nurses and work satisfaction: An index for measurement. Ann Arbor, Mich: Health Administration Press Perspectives, 1986.

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Stamps, Paula L. Nurses and work satisfaction: An index for measurement. 2nd ed. Chicago, Ill: Health Administration Press, 1997.

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Atchley, Sheila J. What do nurses want?: Critical factors in recruiting and retaining RNs in long-term care. Oxford, Ohio: Scripps Gerontology Center, Miami University, 1992.

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Burke, Shelly. How to find your perfect job in nursing. Freeman, S.D: Pine Hill Press, Inc., 1997.

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Irvine, Diane. Job satisfaction and turnover among nurses: A review and meta-analysis. Toronto: University of Toronto, Faculty of Nursing, 1992.

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Irvine, Diane. Job satisfaction and turnover among nurses: A review and meta-analysis. Toronto: University of Toronto, 1992.

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Book chapters on the topic "Nurses job satisfaction"

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Bogaert, Peter Van, and Erik Franck. "Nurse Outcomes: Burnout, Engagement, and Job Satisfaction." In Nurses Contributions to Quality Health Outcomes, 221–38. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-69063-2_13.

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Iwaasa, Takumi, Motoki Mizuno, and Yuki Mizuno. "Current Status of Exercise Habits and Job Satisfaction of Nurses in Japan." In Advances in Intelligent Systems and Computing, 297–303. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-96080-7_34.

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Mokhtar, Noorzalyla, Megat Fadzil Megat Khairi Azman, Muna Kameelah Sauid, Zarina Begum Ebrahim, and Nurul Ain Mustakim. "Factors Affecting Job Satisfaction of Nurses at a Private Healthcare Center in Malaysia." In Proceedings of the Regional Conference on Science, Technology and Social Sciences (RCSTSS 2016), 391–99. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-0203-9_36.

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Platis, Charalampos, Christina Ilonidou, Pantelis Stergiannis, Antonios Ganas, and George Intas. "The Job Rotation of Nursing Staff and Its Effects on Nurses’ Satisfaction and Occupational Engagement." In GeNeDis 2020, 159–68. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-78771-4_18.

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Sanda, Mohammed-Aminu, and Elikplim Cudjoe. "Identification of Factors Predictive of Nurses’ Time Pressure, Workload and Job Satisfaction in Ghanaian Public Hospitals." In Advances in Intelligent Systems and Computing, 65–76. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-60372-8_7.

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Rerkjirattikal, Pavinee, Raveekiat Singhaphandu, Van-Nam Huynh, and Sun Olapiriyakul. "Job-Satisfaction Enhancement in Nurse Scheduling: A Case of Hospital Emergency Department in Thailand." In Lecture Notes in Computer Science, 143–54. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-98018-4_12.

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Khamisa, Natasha. "Nursing Environments: Nurses Perspectives." In Nursing - New Perspectives. IntechOpen, 2020. http://dx.doi.org/10.5772/intechopen.89087.

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Nurses have been found to experience higher burnout levels compared with other health professionals owing to the nature of their work. High burnout levels among nurses have been attributed to their stressful working environments. Prolonged exposure to work-related stress leading to burnout has negative consequences for job satisfaction and general health of nurses. This has wider implications on the health system, such as high turnover rates and compromised patient care. There is a significant gap in research focusing on the relationship between work-related stress, burnout, job satisfaction and general health of nurses in developing countries such as South Africa. A study exploring the relationships between work-related stress, burnout, job satisfaction and general health among South African nurses over time was conducted in order to inform how best to improve nursing environments while enabling quality nursing practice and patient care. A total of 895 nurses participated in the study at baseline and 277 of these individuals were followed up with a year later. Findings showed that although stress related to security risks in the workplace predicts job satisfaction as well as general health, stress related to patient care and nursing shortages better predict job satisfaction and general health over time. Burnout better predicts job satisfaction than general health over time.
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Lorber, Mateja, Sonja Treven, and Damijan Mumel. "Factors Affecting Employees' Job Satisfaction and Psychological Health." In Research Anthology on Changing Dynamics of Diversity and Safety in the Workforce, 516–42. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-2405-6.ch027.

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The aim of this study was to examine the level of psychological health and job satisfaction and to find out which predictors have an impact on nurses' psychological health and job satisfaction. Six hundred forty nurses from surgery and internal medicine departments from Slovenian hospitals participated in the research. Data analysis was carried out by using SPSS 25.0. With transformational leadership style, leaders' characteristics, leaders' emotional intelligence, leaders' communication skills, positive effectivity, and job satisfaction, one can explain 57% of nurses' psychological health. The results indicated that 85% of nurses had good psychological health. And also that more frequent exposure to stress and lack of stress management were associated with poor psychological health. The employees' psychological health does not affect only the individual, but also on the quality of care and on the effectiveness of hospitals. It is important to monitor employees' job satisfaction and take care for employees' health by providing a healthy work environment.
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Lorber, Mateja, Sonja Treven, and Damijan Mumel. "Factors Affecting Employees' Job Satisfaction and Psychological Health." In Recent Advances in the Roles of Cultural and Personal Values in Organizational Behavior, 213–39. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1013-1.ch011.

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The aim of this study was to examine the level of psychological health and job satisfaction and to find out which predictors have an impact on nurses' psychological health and job satisfaction. Six hundred forty nurses from surgery and internal medicine departments from Slovenian hospitals participated in the research. Data analysis was carried out by using SPSS 25.0. With transformational leadership style, leaders' characteristics, leaders' emotional intelligence, leaders' communication skills, positive effectivity, and job satisfaction, one can explain 57% of nurses' psychological health. The results indicated that 85% of nurses had good psychological health. And also that more frequent exposure to stress and lack of stress management were associated with poor psychological health. The employees' psychological health does not affect only the individual, but also on the quality of care and on the effectiveness of hospitals. It is important to monitor employees' job satisfaction and take care for employees' health by providing a healthy work environment.
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Lorber, Mateja, Sonja Treven, and Damijan Mumel. "Leadership Behavior Predictor of Employees' Job Satisfaction and Psychological Health." In Advances in Human Resources Management and Organizational Development, 323–47. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2480-9.ch017.

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Research about relationship between the leadership behavior and the psychological health is still limited. The effect of job dissatisfaction on health is important not only from medical but also from the economic perspective. The association between leadership behavior, job satisfaction and psychological health in nursing was tested. 640 hospital nurses from surgery and internal medicine departments in Slovenian hospitals participated. Data analysis was carried out by using SPSS, 20.0. The transformational leadership style, leaders' characteristics, job satisfaction predicted better psychological health. More frequent exposure to stress and the lack of stress management was associated with poor psychological health. Job satisfaction is at a medium level. The results indicated that 85% of employees in nursing had good psychological health. The psychological health of employees does not affect only on individual, but also on the quality and effectiveness. It is important to monitor employees' job satisfaction and take care for health by providing a healthy work environment.
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Conference papers on the topic "Nurses job satisfaction"

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Augusto, Cristina. "Evaluation Of Nurses´ Job Satisfaction." In EDUHEM 2018 - VIII International conference on intercultural education and International conference on transcultural health: The Value Of Education And Health For A Global,Transcultural World. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.04.02.71.

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Özcan, Irfan, Gökhan Aba, and Metin Ateş. "The Effect of Organizational Commitment and Job Satisfaction of Nurses on Anticipated Turnover." In International Conference on Eurasian Economies. Eurasian Economists Association, 2016. http://dx.doi.org/10.36880/c07.01592.

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Today, there is an intense competition regarding the provision of private health services. In the context of such competition, it is important to provide that health personnel commit to their jobs and have job satisfaction in order for hospitals to thrive. However, perceptions and cognitions related to leaving employment are affected due to the specific features of health services and due to the heavy workload of personnel. The current study was conducted in order to determine the effect of organizational commitment and job satisfaction on employee turnover rates among health personnel. A total of 415 nurses who were employed in 5 private hospitals located in Istanbul completed questionnaires. In the study, expected employee turnover, organizational commitment, and job satisfaction scales were administered. Data was analyzed using the SPSS 17.0 software. It was found that expected employee turnover levels showed significant differences according to the demographic features of the nurses. In addition, employee turnover rates were negatively related to organizational commitment and job satisfaction. According to this, employee turnover levels decrease as organizational commitment and job satisfaction increase. Based on these results, it is recommended that hospital administrations should place importance on programs that aim to increase organizational commitment and job satisfaction among nurses in order to reduce employee turnover rates.
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Alshmemri, Mohammed, and Phillip Maude. "JOB SATISFACTION OF SAUDI NURSES WORKING IN SAUDI ARABIAN PUBLIC HOSPITALS." In 1st Annual Worldwide Nursing Conference (WNC 2013). Global Science and Technology Forum Pte Ltd, 2013. http://dx.doi.org/10.5176/2315-4330_wnc13.86.

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Kim, Hye-Won, and Mi-Ran Kim. "Correlations Between Stress Perception, Exhaustion, and Job Satisfaction in Hospital Nurses." In Education 2013. Science & Engineering Research Support soCiety, 2013. http://dx.doi.org/10.14257/astl.2013.36.17.

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Kim, Jinhee, Eunhee Choi, and Hyunsu Lee. "Effect of Nurses' Role Conflict and Emotional Intelligence on Job Satisfaction." In Interdisciplinary Research Theory and Technology 2016. Science & Engineering Research Support soCiety, 2016. http://dx.doi.org/10.14257/astl.2016.122.34.

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A. Esmael, Zhyan, Namir G. Al- Tawil, and Tiran J. Piro. "Job satisfaction among Nurses working at three teaching Hospitals in Erbil City." In المؤتمر العلمي الدولي العاشر. شبكة المؤتمرات العربية, 2019. http://dx.doi.org/10.24897/acn.64.68.411.

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Zakiyah, Ana, Iswati Iswati, Ika Ainur Rofi’ah, and Sela Tri Cahyani. "Work Stress and Job Satisfaction of Nurses During The Covid-19 Pandemic." In International Conference on Health and Well-Being (ICHWB 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/ahsr.k.220403.018.

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Yessi, Hilma. "Promotion Opportunity Relationship With Job Satisfaction of Nurses Implementing in the Patient’s Room Hospital Pariaman." In 1st International Conference on Sport Sciences, Health and Tourism (ICSSHT 2019). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/ahsr.k.210130.050.

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Strategic Tool in Elderly Care, A. "Risk Management as." In Applied Human Factors and Ergonomics Conference. AHFE International, 2019. http://dx.doi.org/10.54941/ahfe100168.

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The aim of this two-year intervention study was to provide information on the work-related physical demands and risks among nurses working in elderly 24-hour care units and to determine what kind of measures and management means can reduce physical strain on nurses. A variety of measures were used. This paper presents the key findings of nurses' physical load and risks associated with nursing care (The Care Thermometer method) and perceived workload of nurses (job strain and satisfaction questionnaire).The level of working safety increased from 56% to 71.5%. High-risk tasks have been reduced from 22.5% to 13.9%.There were significant differences (p-value < .001) in perceived stress between physical and psychological stress and by activities (long term care; homes for elderly; service homes) and by professions (nurses; practical nurses; nursing aids; first-line managers). Both physical stress and psychological stress increased, but physical stress increased less than psychological stress. It can be assumed that the interventions in this study had a positive impact on physical stress. Additional tests are needed to explain the differences between physical and psychological stress and the measures and management means that can best reduce physical strain on nurses.
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Khairunnisa, Puspita, and Mardiati Nadjib. "Effect of Leadership Style on Service Quality and Job Satisfaction among Hospital Nurses: A Systematic Review." In The 6th International Conference on Public Health 2019. Masters Program in Public Health, Graduate School, Universitas Sebelas Maret, 2019. http://dx.doi.org/10.26911/the6thicph-fp.04.32.

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