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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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Nguyen, Thi Thanh Huong, and Gunyadar Prachusilpa. "Factors Related To Job Satisfaction Of Professional Nurses, Hanoi, Vietnam." European Scientific Journal, ESJ 12, no. 23 (August 29, 2016): 401. http://dx.doi.org/10.19044/esj.2016.v12n23p401.
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Background: Nurses’ job satisfaction has long been recognized as a crucial indicator of hospital because it is positively related to job performance, nurse retention, patient satisfaction, and quality of nurisng care and negatively related to job stress, burnout, absenteeism and turnover. Conditions of work and psychological empowerment are important factors that influence job satisfaction. Aim of the study: This research had examined the job satisfaction of professional nurses in public hospitals, Hanoi, Vietnam, and the contributing factors on it. Methods: A correlation study was applied in this research. The study was conducted, based on a sample of 356 nurses of Bach Mai Hospital, Viet Duc Hospital, and E Hanoi Hospital from September to October 2015. Research instrument were four self-administered, including 1) the 7 items personal factors; 2) the 44-items of the Index of Work satisfaction; 3) the 12-items perceived empowerment of the Conditions of Work Effectiveness Questionnaire-II (CWEQ-II); 4) the 12-items of the Psychological Empowerment scale . Data was analyzes using percentages, means, and standard deviation. Pearson’s correlation coefficient and Chi-square test were applied to determine the relationships among the study variables. Results: The level of satisfaction of professional nurses is moderate. Demographic factors including working unit, education level, and working experience were not significantly correlated with job satisfaction. However, conditions of work and psychological empowerment postively and significantly related to job satisfaction (r = .42, r = .28, p < .05). Conclusion: In this study, nurses’satisfaction is not high. Nurse managers are suggested to pay more attention to professional nurses on the empowerment to promote nurse’s job satisfaction.
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Sukamto, Edi, Rasmun Rasmun, and Sutrisno Sutrisno. "MEDIASI KEPUASAN KERJA ANTARA PENGEMBANGAN KARIR DAN KINERJA PERAWAT RUMAH SAKIT UMUM DAERAH ABDUL WAHAB SJAHRANIE SAMARINDA." Husada Mahakam: Jurnal Kesehatan 10, no. 1 (June 4, 2020): 23. http://dx.doi.org/10.35963/hmjk.v10i1.212.
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Achievement of optimal performance can be done if nurses have career development and competence, besides that nurse satisfaction is also a determining factor in Nurse performance. The purpose of this study was to determine the effect of career development and competence on job satisfaction and performance. The population in this study was the Staff Nurses. The sampling technique is Saturated Sampling (Sensus). The sample in this study were all staff nurses who worked in the inpatient ward of the AWS Samarinda regional general hospital, totaling 201 staff nurses. This research was analyzed using the SmartPLS program. The results of this study indicate that career development has a positive and significant effect on job satisfaction, competence has a positive and not significant effect on job satisfaction, career development has a positive and not significant effect on nurse performance, competence has a positive and significant effect on performance, job satisfaction has a positive and significant effect on Nurses performance, job satisfaction has mediates between career development and performance on Nurses AWS Samarinda regional general hospital.
Keywords: Career Development, Competence, Satisfaction, Nurse Performance
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Aba Ali, Norhanie, and Ashley A. Bangcola. "Exploring the Relationship between Job Satisfaction and Job Retention among Registered Nurses under the Nurse Deployment Program in Southern Philippines." Malaysian Journal of Nursing 14, no. 02 (2022): 143–50. http://dx.doi.org/10.31674/mjn.2022.v14i02.024.
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Background: This study explores the relationship between job satisfaction and job retention among registered nurses working under the Nurse Deployment Program (NDP) in Southern Philippines. Methods: The study design employed in the study is Descriptive-correlational to measure the nurses' perceptions of organizational job satisfaction, and the link between job satisfaction and job retention using a survey questionnaire. A total of 139 registered nurses were selected using Random sampling method from the hospitals, rural health units, birthing places, and barangay health stations in municipalities of Lanao del Sur, Philippines. The data was analyzed through Frequency and Percentage Distribution and Spearman Rho Correlation using manual computation and SPSS. Nurse retention was calculated by dividing the average number of registered nurses during a period of 6 months by the job turnover rates on the units. Results: The findings revealed that the respondents were ‘satisfied’ on the overall indicators on the job satisfaction scale. With a Spearman Rho Correlation value of 0.003 and p-value of 0.016, the data suggested that there is a significant correlation between the respondents’ job satisfaction and job retention in the Nurse Deployment Project. Conclusion: This research illuminated the factors that may influence nurse retention, improve nurse job satisfaction, and promote healthy workplaces. It can serve as a standard or foundation for policymakers and implementers in identifying areas for improvement in boosting job satisfaction among nurses
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Syafrizal, Raja, Yulihasri Yulihasri, and Zifriyanthi Minanda Putri. "Hubungan Kepuasan Kerja dengan Kinerja Perawat di Rumah Sakit." Jurnal Ilmiah Universitas Batanghari Jambi 21, no. 3 (October 11, 2021): 1135. http://dx.doi.org/10.33087/jiubj.v21i3.1716.
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The performance of nurses can be seen from several cases that occur in hospitals. The incidence of falls in patients, nosocomial infections, inadequate documentation is the result of nurses' low performance. Factors that affect the performance of nurses in hospitals are job satisfaction. So this study aims to describe the relationship between job satisfaction and nurse performance. This study used a cross-sectional study design with a sample of 85 nurses at Arosuka Hospital using proportional sampling technique. The research instrument used a job satisfaction survey questionnaire and the Individual Work Performance quasi (IWPQ) and statistical tests used frequency distribution and chi-square tests. The results showed that the majority of nurses' job satisfaction was in the satisfied category as much as 56.5% and the majority of nurses' performance in the high category was 51.8%. Then obtained a significant relationship between job satisfaction and nurse performance with a p-value of 0.000. So it is expected that hospitals can pay attention to aspects of nurse job satisfaction in making policies
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Al-Ahmadi, Ashwaq T., and Sabah M. Mahran. "Organizational Citizenship Behavior and Job Satisfaction from The Nurses' Perspective." Evidence-Based Nursing Research 4, no. 1 (December 10, 2021): 9. http://dx.doi.org/10.47104/ebnrojs3.v4i1.230.
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research in Saudi Arabia has been published investigating organizational citizenship behavior among nurses. In addition, job satisfaction has been identified as the main solution to the high turnover rate among nurses in Saudi Arabia and one of the factors that could affect organizational citizenship behavior.
Aim: The current study aimed to determine the level of organizational citizenship behavior, assess the level of job satisfaction, and identify the relationship between organizational citizenship behaviors and job satisfaction from the nurses’ perspective.
Methods: A quantitative cross-sectional correlational study was conducted at the two largest government hospitals in Medina City, Saudi Arabia. A convenience sampling technique was used to recruit 315 nurses. The study used an electronic self-reporting questionnaire consisting of sociodemographic characteristics, an organizational citizenship behavior scale, and a nurse job satisfaction scale.
Results: In this study, the overall level of organizational citizenship behavior among nurses was high (3.86±0.35). The overall level of nurses' job satisfaction was medium (2.88±0.76). There was a statistically significant positive relationship between overall organizational citizenship behavior and overall job satisfaction among nurses (r = 0.354, p-value <0.01).
Conclusion: This study provides evidence that increasing the level of job satisfaction among nurses will increase their levels of organizational citizenship behavior. Therefore, healthcare organizations must focus on certain interventions that could increase nurses' jobs satisfaction, such as providing adequate remuneration, increasing the capacity of nursing schools, emphasizing psychological support and participative leadership, and improving the community’s perception of the nursing profession.
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Bozkul, Gamze, and Atiye Karakul. "The relationship between Sleep Quality and Job Satisfaction of Nurses working in the pediatric surgery clinic during the COVID-19 pandemic." Health & Research Journal 9, no. 1 (January 6, 2023): 13–22. http://dx.doi.org/10.12681/healthresj.30283.
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Background: It is important to determine the relationship between the quality of sleep, which is the basic requirement, and job satisfaction, which has an important place in the working life of nurses. The aim of this study is to examine the relationship between sleep quality and job satisfaction of nurses working in the pediatric surgery clinic during the COVID-19 pandemic. Material and Methods:This study is of descriptive type. The sample of the study consists of 94 pediatric surgery nurses who are members of the Association of Pediatric Surgery Nurses. Nurse Descriptive Information Form, Pittsburgh Sleep Quality Index (PSQI), Nurse Job Satisfaction Scale (NJSS) were used to collect the data. Descriptive statistics, Shapiro-Wilk, Kruskall Wallis, Mann-Whitney-U test and Pearson Correlation analysis were used in the evaluation of the data. Results: The mean age of the pediatric surgical nurses was 32.82±7.85 years. It was determined that the sleep index and job satisfaction of pediatric surgery nurses were low. There was a negative and moderate correlation between the scores the pediatric surgery nursing obtained from the Nurse Job Satisfaction Scale and the Pittsburgh Sleep Quality Index. It was determined that as the sleep quality of the pediatric surgery nurses decreased, the job satisfaction decreased. Conclusions:As a result of the study, the sleep quality of pediatric surgery nurses in the COVID-19 pandemic decreased their job satisfaction. It is thought that these results may play a key role in increasing the job satisfaction and regulating working conditions of pediatric surgery nurses working at the forefront of the COVID-19 pandemic.
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Istichomah, Istichomah, I. Putu Juni Andika, and Hillary V. E. Pesirahu. "Social Support Affect Nurses’ Job Satisfaction: A Literature Review." Open Access Macedonian Journal of Medical Sciences 9, T4 (September 20, 2021): 333–39. http://dx.doi.org/10.3889/oamjms.2021.5883.
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BACKGROUND: Social support is an important predictor in improving job satisfaction. Nursing work satisfaction, in general, has a direct relationship with the positive impact on the quality of nursing services. Nurses who have good job satisfaction will produce good and optimal work performance that can create patient satisfaction. Results survey expressed the nurse lacks good support and the satisfaction of the felt work of the nurse is at a low level. AIM: This study aims to review the nursing works of literature about relation to social support and identify the factors that may impact on job satisfaction among nurses. METHODS: This literature uses inclusion and exclusion criteria, articles obtained, reviewed, and obtained from databases, namely, Google Scholar (2015–2020), PubMed (2015–2020), and Wiley Online Library (2015–2020). The search strategy with terms used in English is as follows: Social support and nurses’ and job satisfaction. The year the literary source is taken from 2015 until 2020. Search strategy with the keyword “social support and nurse or job satisfaction,” and in Bahasa Indonesia “dukungan sosial dengan kepuasan kerja perawat.” This is to make sure all the articles obtained are relevant and appropriate, then the full text is downloaded and saved. RESULTS: Initial identification of titles and abstracts is PubMed obtained 418,738 articles, at Wiley Online Library acquired 34,229 whereas on Google Scholar acquired 4400 articles so total obtained 457,367 articles. Review Literature results from 10 articles stating that social support is significantly and positively influential with nursing work satisfaction, social support to moderate work satisfaction against psychological pressure, as well as social support and job satisfaction affecting the desire of nurses to not abandon their work (turnover). CONCLUSION: Social support can affect the jobs satisfaction of nurses, unresolved dissatisfaction can reduce the quality of nursing services and will have an impact on increasing the mortality rate.
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Morton, David, Kegan Topper, Candice Bowers, Sihaam Jardien-Baboo, Thando Nyangeni, and Moeta Mabitja. "Job satisfaction of nurses working in public hospitals: perceptions of nurse unit managers in South Africa." British Journal of Nursing 29, no. 17 (September 24, 2020): 1024–29. http://dx.doi.org/10.12968/bjon.2020.29.17.1024.
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Background: Job satisfaction among nurses often determines whether they choose to remain in the profession or in the facility where they work. Aim: The study sought to explore and describe the job satisfaction of registered nurses in South Africa through the lens of their nurse unit managers. Methods: A qualitative, exploratory, descriptive design was undertaken. Fourteen unit managers were interviewed and Tesch's method of data analysis was used. Findings: Four themes emerged: ‘staff shortages lead to nurses feeling overwhelmed and frustrated’, ‘nurses’ work performance is undermined by limited resources and poor infrastructure', ‘discontent among nurses with regard to poor top level and human resource management’ and ‘despite challenges, nurses experience rare moments of job satisfaction’. Conclusion: Unit managers need to find ways to enhance existing elements of job satisfaction by emphasising the nurse–patient relationship and teamwork among their staff in order to improve the overall job satisfaction of staff.
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Santoso, Santoso, Rita Kartika Sari, and Anggorowati Anggorowati. "THE REFLECTIVE SUPERVISION MODEL: AN EFFORT TO INCREASE NURSE JOB SATISFACTION." Belitung Nursing Journal 3, no. 5 (October 30, 2017): 496–507. http://dx.doi.org/10.33546/bnj.195.
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Background: Job satisfaction influences the quality of health services in hospitals. However, low job satisfaction of nurses exists in the literature and influenced by various factors, including supervision. Thus, a reflective supervision model is considered effective in improving nurse job satisfaction.Objective: This study aims to analyze the effect of the reflective supervision model on nurse job satisfaction.Methods: This was a quasi-experimental study with control group design conducted between May-July 2017 in the Tugurejo Hospital and Dr. Moewardi hospital. There were sixty-eight nurses selected using purposive sampling, with 34 nurses assigned in the experiment and control group. Data were collected using questionnaires and then analyzed by paired t-test.Results: Paired t-test obtained p-value of 0.000, which indicated that the reflective supervision model has a significant influence to nurse work satisfaction.Conclusion: The reflective supervision model has a significant effect in increasing nurse job satisfaction. Therefore, this model could be applied by the head nurses to improve nurse outcome indicator, especially for nurse job satisfaction.
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Yarbrough, Susan, Pam Martin, Danita Alfred, and Charleen McNeill. "Professional values, job satisfaction, career development, and intent to stay." Nursing Ethics 24, no. 6 (January 24, 2016): 675–85. http://dx.doi.org/10.1177/0969733015623098.
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Background: Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 - $63,400 per nurse—an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. Research objective: The purpose of the study was to explore relationships of professional values orientation, career development, job satisfaction, and intent to stay in recently hired mid-career and early-career nurses in a large hospital system. Research design: A descriptive correlational study of personal and professional factors on job satisfaction and retention was conducted. Participants and research context: A convenience sample of nurses from a mid-sized hospital in a metropolitan area in the Southwestern United States was recruited via in-house email. Sixty-seven nurses met the eligibility criteria and completed survey documents. Ethical considerations: Institutional Review Board approval was obtained from both the university and hospital system. Findings: Findings indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. Discussion: Newly hired mid-career nurses scored higher on job satisfaction and planned to remain in their jobs. This is important because their expertise and leadership are necessary to sustain the profession into the future. Conclusion: Nurse managers should be aware that when nurses perceive value conflicts, retention might be adversely affected. The practice environment stimulates nurses to consider whether to remain on the job or look for other opportunities.
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Pritami, Rania Fatrizza, Marheni Fadillah Harun, Fitri Kurniawati, and Irman Idrus. "Analisis Determinan Lingkungan Kerja Terhadap Kinerja Tenaga Perawat Di Rumah Sakit Umum Bahteramas Provinsi Sulawesi Tenggara." Jurnal Inovasi Sains dan Teknologi (INSTEK) 4, no. 2 (August 31, 2021): 8–21. http://dx.doi.org/10.51454/instek.v4i2.126.
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Hospitals must continue to develop in order to improve the quality of hospital services. The purpose of the study was to determine the relationship between the work environment and job satisfaction of nurses at Bahteramas Hospital, Kendari City. Quantitative research method with cross sectional study approach with relative random sampling technique. Data analysis using Chi-Square test and multiple linear regression analysis. The results showed that there was a relationship between transformational leadership and nurse job satisfaction (p=0.001), structural empowerment and nurse job satisfaction (p=0.001); ideal professional practice with nurse job satisfaction (p = 0.001); innovation with nurse job satisfaction (p=0.013); and empirical quality with nurse job satisfaction (p = 0.017). The conclusion is that the determinant analysis states that there is a relationship between the work environment and job satisfaction of nurses.
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Foley, Marcia, Julie Lee, Lori Wilson, Virginia Young Cureton, and Daryl Canham. "A Multi-Factor Analysis of Job Satisfaction Among School Nurses." Journal of School Nursing 20, no. 2 (April 2004): 94–100. http://dx.doi.org/10.1177/10598405040200020701.
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Although job satisfaction has been widely studied among registered nurses working in traditional health care settings, little is known about the job-related values and perceptions of nurses working in school systems. Job satisfaction is linked to lower levels of job-related stress, burnout, and career abandonment among nurses. This study evaluated the level of job satisfaction among a convenience sample of school nurses practicing in California. The Index of Work Satisfaction (IWS) was the instrument used. Although the sampled school nurses rated autonomy and interaction as the most important and satisfying factors contributing to job satisfaction, the overall findings indicated that school nurses are relatively dissatisfied with their jobs.
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Kalliath, Thomas, and Rita Morris. "Job Satisfaction Among Nurses." JONA: The Journal of Nursing Administration 32, no. 12 (December 2002): 648–54. http://dx.doi.org/10.1097/00005110-200212000-00010.
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Savery, Lawson K. "Job Satisfaction and Nurses." Journal of Managerial Psychology 4, no. 5 (May 1989): 11–16. http://dx.doi.org/10.1108/eum0000000001727.
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Ekici, Dilek. "Factors that influence nurses’ work-family conflict, job satisfaction and intention to leave." New Trends and Issues Proceedings on Humanities and Social Sciences 4, no. 2 (December 5, 2017): 128–38. http://dx.doi.org/10.18844/prosoc.v4i2.2740.
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The purpose of this study was to determine nurses’ WFC, job satisfaction and intention to leave the job in a private hospital. Nurses who have difficulty in balancing their work and family responsibilities, and who are dissatisfied with their jobs, leave the institution where they work.This study attempted to explain casual relationships among nurses’ workload, managerial support, WFC, working conditions, work environment, work structure, job satisfaction and intention to leave, and the factors influencing intention to leave by using Structural Equation ModellingThe population of the study included 98 nurses working in a private hospital. The nurses working shifts reported statistically higher levels of work to family conflict and workload than those working constantly during the daytime. On the other hand, no difference was found in managerial support between the groups. Managerial support and workload explained 48% of WFC. Work structure alone explained 44% of job satisfaction. Job satisfaction and WFC explained 17% of the variance in intention to leave.Nurses who have difficulty in balancing their family role and responsibilities because of intense work pressure, intend to leave their current job and to work in another organisation which offers better working conditions with lower workload and more managerial support. Work structure of nurses should be reorganised in order to enhance their job satisfaction. While achieving this, it is beneficial to involve nurses in decisions about their activities, to distribute tasks clearly, and to evaluate and reward performances impartially. Keywords: Nurse; work family conflict; job satisfaction; intention to leave.
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Simanjuntak, Purnama Okrafrina Herna Liason, Asyiah Simanjorang, and Asriwati Amirah. "The Influence of Individual Characteristics, Organizational Factors and Job Satisfaction on Nurse Performance." Journal of Asian Multicultural Research for Medical and Health Science Study 2, no. 3 (July 12, 2021): 27–38. http://dx.doi.org/10.47616/jamrmhss.v2i3.158.
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Hospitals have professional human resources in various service fields. One of them is a nurse. This study aims to determine the effect of individual characteristics, organizational factors, and job satisfaction on the performance of nurses. This type of research is analytical survey by design (cross sectional). The research sample consisted of 165 nurses with accidental sampling method. This study uses a questionnaire on organizational factors, job satisfaction, and performance. The study was conducted from November to December 2019 at Bunda Thamrin General Hospital. Bivariate data analysis using Chi-square (X2) statistical test and multivariate using logistic regression. The results showed that there was an effect (p<0.05) years of service (p=0.02; RR=0.30), supervision (p=0.00; RR=3.83), rewards (p=0, 00; RR = 5.20), and job satisfaction (p = 0.00; RR = 8.00) on the performance of nurses. Supervision has an effect of four times (OR=3.76) and job satisfaction has an effect of 10 times (OR=10.36) on the performance of nurses. There was no effect (p>0,05) gender (p=0,55; RR=0,38), age (p=0,29; RR=0,52), education level (p=0,32; RR=1,72), career path (p=0,08; RR=0,41), and marital status (p=0,74; RR=0,73) on nurse performance. Job satisfaction and supervision are variables that have the greatest influence on the performance of nurses. So it is important for institutions to improve the quality of supervision (increase supervisory competence, determine materials and supervision schedules) and increase job satisfaction (considering motivational and hygiene factors). In addition, it provides appropriate rewards and maintains the nurse's tenure, so that it can improve nurse performance
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Andriansyah, Andriansyah, and Irwansyah Irwansyah. "Pengaruh Stres Kerja dan Motivasi terhadap Kinerja Melalui Kepuasan Kerja Perawat Rumah Sakit Pangeran Jaya Sumitra Kotabaru." Jurnal Bisnis dan Pembangunan 11, no. 2 (December 6, 2022): 23. http://dx.doi.org/10.20527/jbp.v11i2.14990.
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ABSTRACT The purpose of this study was to determine and examine the effect of work stress and motivation on performance through job satisfaction of nurses at Pangeran Jaya Sumitra Hospital, Kotabaru. Using a quantitative approach with explanatory type. The sample was selected as many as 107 nurses with use technique Simple Random Sampling Hypothesis testing using Partial Least Square (PLS).The results of this study indicate 1) there is a significant effect of work stress and motivation on nurse job satisfaction, 2) there is a significant effect of job stress, motivation, and job satisfaction on nurse performance. Indirectly motivation has a significant effect on nurse performance through job satisfaction, but job stress does not significantly affect nurse performance through job satisfaction. Keywords: Job stress, motivation, job satisfaction, performance
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M. Dirdjo, Maridi. "Hubungan Spiritualitas dan Kualitas Kehidupan Kerja Perawat dengan Kepuasan Kerja Perawat di Ruang Rawat Inap Rumah Sakit Umum Daerah Andi Muhammad Parikesit Tenggarong." Jurnal Ilmu Kesehatan 5, no. 2 (December 4, 2017): 104–12. http://dx.doi.org/10.30650/jik.v5i2.59.
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Background: Aspects of spirituality can make a person more able to interpret the meaning of life and have self-acceptance of any condition so as to give a positive response to the changes that occur in him. Having a high spirituality will make a person more creative in determining things that are intrapersonal and interpersonal, and can increase job satisfaction. Moreover, if followed by improving the quality of work life of nurses, so that the opportunity for them to develop using their skills and competence, good relationships, work participation, and a conducive working environment can provide nurse’s work satisfaction so as to increase productivity for the hospital.Research Objectives: This study aims to determine the relationship between the nurse’s spirituality and quality of work life with job satisfaction of nurses at inpatient wards of RSUD AM Parikesit Tenggarong.Research Method: This research design used descriptive correlation with cross sectional approach. The research variables were measured through questionnaires using The Quality of Nursing Work Life Scale (Beth A, 2001) for the quality of nurse’s work life and Index Of Work Satisfaction (Stamp, 1997) for nurse’s job satisfaction, while spirituality used self-developed questionnaires 16 item statement and has been declared valid and reliable. The sampling technique used was proportionate stratified random sampling of 109 people. Data analysis was by using parametric test person product moment.Result: The result of stastitic test got p value of spirituality 0.193 and quality of work life 0.04. Which means there is no significant relationship between the nurse's spirituality with the nurse's job satisfaction but has a positive relationship direction. While there is a significant relationship quality of work life with job satisfaction of nurse, patterned positive.Conclusion: The need for spirituality still needs to be improved because it becomes an important aspect in the nursing process that is not only for the same nurse but also for the client. In addition, the quality of work life of the nurse must be maintained and enhanced again. Hospital management is recommended to facilitate formal and informal learning in teamwork related to understanding spirituality, and improve working conditions in the nursing environment.
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Fauzi, Ahmad, Rina Anindita, and Rokiah Kusumapradja. "Theory Organizational Behaviour untuk Menganalisa Pengaruh Psychological Well-Being dan Job Attitude terhadap Perawat Klinis." Jurnal Health Sains 2, no. 11 (November 24, 2021): 1408–22. http://dx.doi.org/10.46799/jhs.v2i11.328.
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Job Attitude nurses become the basis of the formation of good health services, one of the dimensions of job attitude is job satisfaction. Clear career development makes nurse job satisfaction good and has a loyalty impact on the hospital. Psychological well-being is the most important part of the nurse's Turn Over Intention process. The number of job demand nurses in daily activities causes job attitude nurses to be not good and nurses feel dissatisfied with high job demand. The goal is to analyze the effect of Job Demand and Career Development on The Job Attitude of Nurses In Class C Hospitals Through Psychological Well-being as an Intervening Variable. Research methods with an associative quantitative descriptive approach with cross-sectional research design. The data analysis technique used is path analysis and uses 63 nurses as a saturated sample of research. The result is the Effect of Job Demand and Career Development on Nurse Job Attitude Through Psychological Well-being as an Intervening Variable. Broadly speaking there is the Influence of Job Demand and Career Development on Job Attitude Through Psychological Well-being in Class C Hospital Tangerang City. Management must make a Determination of Work load of each nursing unit in the Hospital so that it can create a good assignment, plan the nurse's career development work program and make a corner of complaints so that every problem can be resolved properly. Further research needs to develop with a larger sample and add independent variables to be more widespread in the discussion
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A. Karem, Mohammed, Yazen N. Mahmood, Alaa S. Jameel, and Abd Rahman Ahmad. "THE EFFECT OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ON NURSES’ PERFORMANCE." Humanities & Social Sciences Reviews 7, no. 6 (November 25, 2019): 332–39. http://dx.doi.org/10.18510/hssr.2019.7658.
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The purpose: The purpose of this study was to find the impact of organizational commitment and Job satisfaction on nurses’ job performance.
Methodology: The study conducted at the hospital of Ibn al-Athir and employed a quantitative method by structured questionnaires to collect the data. 200 questionnaires were distributed randomly and only 108 valid surveys likewise; the valid questionnaires have been analyzed by SPSS to exam the impact of organizational commitment and job satisfaction on job performance.
Findings: the results indicated there is a positive and significant impact of Job satisfaction on nurses' performance. However, the three components of organizational commitment, Affective Commitment, Continuance Commitment, and Normative Commitment have a positive and significant impact on nurse's performance. The findings of this research indicate that employees ' job satisfaction and organizational commitment components play a critical role in nurses' performance.
Implications: of this study to enrich the body of literature in the context of Iraq, which is suffering from a lack of studies related to nurses' performance.
Novelty: the study provided useful and valuable recommendations to hospitals to increase nurse performance in the context of Iraq.
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Alzahrani, Saleh, and Abd Alhadi Hasan. "Transformational Leadership Style on Nursing Job Satisfaction Amongst Nurses in Hospital Settings: Findings From Systematic Review." Global Journal of Health Science 11, no. 6 (April 24, 2019): 25. http://dx.doi.org/10.5539/gjhs.v11n6p25.
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BACKGROUND: The nursing shortage is a common problem in Saudi Arabia with multi-factorial causes. In addition to the low supply of Saudi graduate nurses from training facilities, job satisfaction remains a significant determinant of nurse turnover and intention to leave that contribute to the shortage of nursing workforce. The higher number of expatriate nurses who have a short stay compared to Saudi nurses compounds this problem. Therefore, effective strategies for making the nursing profession attractive and increasing nurse retention in Saudi Arabia are required.
OBJECTIVE: The general objective was to examine the impact of transformational leadership style on job satisfaction amongst nurses in hospital settings. Specifically, the appraisal examined how transformational leadership style improves nursing job satisfaction in hospital settings, determined the mediating factors of the relationship between transformational leadership style and nurses’ job satisfaction, and investigated nurses’ perceptions of transformational leadership style compared with other leadership styles.
METHODOLOGY: This study was used systematic review design with eight selected quantitative nursing research published between 2012 and 2017. A systematic search of the recent literature was conducted on PubMed, Scopus, Wiley Online, and Web of Science databases using search terms developed a priori to identify the articles that met the inclusion criteria. The quality of the included studies was evaluated by McMaster Critical Review Form for Quantitative Studies. Extracted data were summarised, explored and correlated using narrative synthesis.
FINDINGS: Eight studies of cross-sectional design were appraised. Transformational leadership style was positively related to nurses’ job satisfaction. Transactional leadership also had a positive correlation while passive-avoidant or laissez-faire style had a negative relationship. Transformational leadership improved nursing job satisfaction through its dimensions (idealised influence, inspirational motivation, intellectual stimulation and individualised consideration). Nurse empowerment and workplace support mediated the relationship between transformational leadership and nurse job satisfaction. Nurses had a higher perception of transformational style compared to other leadership styles, and job satisfaction was found to improve nurse and patient outcomes.
CONCLUSION: Transformational leadership appears to improve job satisfaction of nurses working in a hospital setting that leads to higher nursing retention. Hospital administrators and managers should practice transformational leadership to improve job satisfaction of staff nurses for better nursing outcomes, and leadership skills should be incorporated in the nursing education curriculum. However, further evaluation of transformational leadership in relation to its influencing factors is required.
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Kim, Yunmi, Younjae Oh, Eunhee Lee, and Shin-Jeong Kim. "Impact of Nurse–Physician Collaboration, Moral Distress, and Professional Autonomy on Job Satisfaction among Nurses Acting as Physician Assistants." International Journal of Environmental Research and Public Health 19, no. 2 (January 7, 2022): 661. http://dx.doi.org/10.3390/ijerph19020661.
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Although there is considerable literature on job satisfaction among nurses in various settings, there is little research about contributing factors, including moral distress to job satisfaction among a certain group of nurses, such as nurses acting as physician assistants. The purpose of this study was to verify the impact of nurse–physician collaboration, moral distress, and professional autonomy on job satisfaction among nurses acting as physician assistants. Descriptive and correlational research was conducted on a convenience sample of 130 nurses from five general hospitals in South Korea. In the final regression model, the adjusted R square was significant, explaining 38.2% of the variance of job satisfaction (F = 8.303, p < 0.001), where ‘cooperativeness’ (β = 0.469, p = 0.001) from nurse–physician collaboration, ‘institutional and contextual factor’ from moral distress (β = −0.292, p = 0.014), and professional autonomy (β = 0.247, p = 0.015) were included. In hospital environments, a more cooperative inter-professional relationship between nurses and physicians led to less moral distress caused by organisational constraints. A higher level of professional autonomy among nurses acting as physician assistants is required to increase their job satisfaction.
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Ding, Bin, Wei Liu, Sang-Bing Tsai, Dongxiao Gu, Fang Bian, and Xuefeng Shao. "Effect of Patient Participation on Nurse and Patient Outcomes in Inpatient Healthcare." International Journal of Environmental Research and Public Health 16, no. 8 (April 15, 2019): 1344. http://dx.doi.org/10.3390/ijerph16081344.
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Using service-dominant logic as a theoretical lens, this study investigated the co-production of healthcare service and service value co-creation between nurses and patients. The main objective of this study was to: (1) examine the effect of patient participation on patient satisfaction and nurses’ attitudes and behaviors; (2) examine boundary conditions of the effect of patient participation on patients and nurses. We proposed that patient participation positively impacted patient satisfaction and nurse job satisfaction, work engagement, and helping behaviors. We further proposed that first inpatient stay and length of stay moderated the effect of patient participation on patient satisfaction, and nurses’ sociodemographic characteristics moderated the effect of patient participation on nurse job satisfaction, work engagement, and helping behaviors. Using survey data from 282 nurses and 522 inpatients from a public hospital in China, we found that the effect of patient participation on patient satisfaction was contingent upon first inpatient stay and length of stay. We also found that patient participation improved nurse job satisfaction, work engagement, and helping behaviors. Furthermore, nurses’ sociodemographic characteristics, namely age and organizational tenure, moderated the effect of patient participation on nurse job satisfaction, but not on work engagement and helping behaviors. Theoretical and practical implications of our findings were discussed.
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Novitasari, Niken. "Pengaruh Motivasi dan Kepuasan Kerja Terhadap Kinerja Perawat Rumah Sakit Putera Bahagia Cirebon." Jurnal Ilmiah Universitas Batanghari Jambi 19, no. 1 (January 22, 2019): 179. http://dx.doi.org/10.33087/jiubj.v19i1.588.
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Nurse's performance is crucial for the hospital, because it can improve services in hospitals where the quality of service of hospital largely determined by human resources in it. The nurse is most employees who are in the hospital, the nurse's performance for that very need to be improved for the Betterment of hospital services. This research aims to look at the picture of the performance of Hospital nurses Son Happy Cirebon and knowing how to influence motivation and job satisfaction on performance of nurses. The method used in this research is quantitative research method that is descriptive. Analysis method used is by doing the test validity and reliability as well as a test of normality for comparison as well as multiple correlation and regression tests with multiple regression analysis method and processed with SPSS software 25. The results of this study showed that motivation and satisfaction have a correlation with the performance of the nurses, but after a test done together then obtained that motivation has no significant relationship with the performance, but job satisfaction have a significant influence on performance although only amounted to 19.6%. From this it can be concluded that the "motivation and job satisfaction have a correlation with the performance but after tested together just satisfaction of work that has significant relationship with the performance. Then the hospital should focus to improve the job satisfaction of nurses as well as looking for other variables that affect the performance of the nurses.
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Izzata, Nadia, Nursalam Nursalam, and Rizki Fitryasari. "The Relationship between Workload and Social Support with Nurse Job Satisfaction in Hospital Inpatient Room." Fundamental and Management Nursing Journal 4, no. 2 (October 14, 2021): 33. http://dx.doi.org/10.20473/fmnj.v4i2.27821.
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Introduction: Concern for good psychological condition of nurse regarding workload and social support in every job they do is an effective strategy to increase nurse job satisfaction. Nurse job satisfaction is important for the creation of better nurse performance. The purpose of the study was to explain the relationship between workload and social support with nurse job satisfaction in the inpatient room of RSUD Dr. Harjono Ponorogo.Method: The study used a descriptive correlational design with a cross sectional approach. The study population was 164 nurses in the inpatient room of RSUD Dr. Harjono Ponorogo. The sample size of 116 respondents was obtained by using cluster random sampling technique. The independent variables are workload and social support, while the dependent variable is nurse job satisfaction. The instruments used are workload questionnaire, social support questionnaire, and nurse job satisfaction questionnaire. Data analysis were used descriptive test and logistic regression test with a significant value of p ≤ 0.05.Results: There was a relationship between workload (p=0.000), social support (p=0,003), instrumental support (p=0.003), informational support (p=0.020), emotional support (p=0.004), appceciation support (p=0.019) with nurse job satisfaction.Conclusions: The light workload is characterized by a balance between the number of nurses and the demands of the existing task and good social support (instrumental support, informational support, emotional support, appreciation support), that nurses feel cared for and appreciated, can increase nurse job satisfaction. So that the performance of nurses increases and creates professional nursing services.
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Nasrabadi, Alireza Nikbakht, Zahra Sadat Dibaji Forooshani, and Forough Rafiee. "Altruism the Essense of the Iranian Nurses’ Job Satisfaction: A Qualitative Study." Global Journal of Health Science 8, no. 8 (December 18, 2015): 13. http://dx.doi.org/10.5539/gjhs.v8n8p13.
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<p>Skillful and efficient human resource is one of the most important tools for reaching the organizational targets and it is almost impossible to reach the predetermined goals and success without having skillful human resources. Therefore, having a study on the personnel’s job satisfaction is recommended for all of the organizations. Since the health organizations are among the most important organizations of any country, paying attention to the nurses’ job satisfaction as the main providers of the health care services gets very important. In fact, their attempts guarantee the efficient human resources’ health in the society. Understanding the Iranian nurses’ experiences of their job satisfaction. The present paper studies the implicit and explicit aspects of the clinical nurses’ job satisfaction. The needed information is collected via interviews, and then the participants’ contextual data is analyzed by the qualitative content analysis. The research results introduce the altruism as the foundation for the nurses’ job satisfaction. Altruism is composed of three categories of the patient advocacy, spiritual job satisfaction, and professional commitment. Altruism has made the nurses deliver the required health cares to the patients with all their love, while their profession has many difficulties. Job satisfaction resulted from altruism is experienced as a pleasant feeling along with enjoyment resulted from addressing the needs of a patient who looks forward to the nurse’s advocacy. According to this kind of job satisfaction, the nurse’s professional commitment is to advocate for the patient. Also, the research results show that spirituality is the inseparable component of altruism and it has a vital role in the nurses’ job satisfaction. The spirituality helps the nurses to deliver targeted acts and interventions.</p>
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Mulyaningtyas, Tanti Lestari, Tina Shinta Parulian, and Ferdinan Sihombing. "Hubungan Kepuasan Kerja dengan Motivasi Perawat di Rumah Sakit Swasta Bandung." Elisabeth Health Jurnal 6, no. 1 (June 29, 2021): 36–44. http://dx.doi.org/10.52317/ehj.v6i1.335.
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Background: Job satisfaction and motivation are needed by nurses in providing quality services. Rotation without considering the competencies possessed and the training that must be followed by nurses affects job satisfaction and motivation of nurses so that it becomes a problem in nursing services. Job satisfaction is an individual's attitude towards his job. Motivation is a process that describes the strength, direction, and persistence of a person in an effort to achieve goals.Methods: This study aims to determine the relationship between job satisfaction and motivation of nurses. This study uses quantitative methods, descriptive correlation design, cross sectional approach with simple random sampling technique to 222 respondents. Collecting data using a questionnaire.Results: The results of the univariate analysis were obtained, more than half of the respondents (64.9%) stated high job satisfaction and most (85.1%) had moderate motivation. Bivariate analysis using Spearmank rank results in job satisfaction having a strong relationship with motivation.Conclusion: The direction of the relationship between job satisfaction and motivation is positive, which means that if job satisfaction is high, motivation is also high. Hospitals in carrying out nurse rotation must comply with procedures and needs and consider the competence of nurses.
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Azwar, Azwar, Nur Hidayah, Andi Adriana Amal, and Syamsiah Rauf. "Career Path to Nurse Job Satisfaction In The Hospital." Journal of Health Science and Prevention 3, no. 3S (December 5, 2019): 107–9. http://dx.doi.org/10.29080/jhsp.v3i3s.298.
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The high number of nurses who work can illustrate that nurses have an important role in improving health status so that strategic steps are needed in managing nursing staff in a better direction. As for the impact caused by uncontrolled nursing staff is dissatisfaction with nurses nurses so that the decline in nurse performance in providing nursing care to patients so that nurse satisfaction is an indicator that must be considered by all parties concerned. The solution to this problem is the issuance of the Government Regulation of the Republic of Indonesia through the ministry of health which has issued a policy regarding nurses' career paths as an embodiment in improving the quality of nursing staff and is expected to be able to increase nursing staff satisfaction. The writing of this article aims to see how the career path influences the satisfaction of nurses in the hospital. Literature and research review was carried out using several databases: 12 articles from Google Scholar and Pubmed with key words in nurse careers, performance, nurses and nurse satisfaction with career paths. From the results of a review of several journals included in the inclusion criteria, it was found that nurses' career paths had good effectiveness towards increasing nurse satisfaction, this can be seen by the existence of a continuous education system and work rewards that are owned by the career level system.
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Nursalam, Nursalam, Nurul Hikmatul Qowi, Tri Johan Agus Yuswanto, and Ferry Efendi. "Nurse's foci of commitment model to decrease turnover intention." International Journal of Public Health Science (IJPHS) 11, no. 4 (December 1, 2022): 1357. http://dx.doi.org/10.11591/ijphs.v11i4.22000.
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The hospital is an organization in the service sector with nurses as the main resource. Increasing the commitment of the nurses was one of the ways to retain nurses. This cross-sectional study explained nurse’s foci of commitment model to decrease turnover intention. Variables in this study included nurse characteristics, job characteristics, work experience, organizational factors, nurse commitment, and turnover intention. The population was nurses who have worked in islamic hospital in Surabaya, Indonesia. The 119 nurses selected as sample based on simple random sampling. Data collected using questionnaires and analyzed using partial least squares (PLS). Nurse characteristics influenced nurse commitments (path coefficient=0.252; t=2.953) and turnover intention (path coefficient=-0.239; t=2.458). Job characteristics influenced nurse commitments (path coefficient=0.190; t=2.409) and turnover intention (path coefficient=-0.183; t=2.107). Work experience influenced nurse commitments (path coefficient=0.208; t=2.231) and turnover intention (path coefficient=-0.153; t=1.964). organizational factors influenced nurse commitments (path coefficient=0.218; t=2.170) and turnover intention (path coefficient=-0.174; t=2.330). Nurse commitment influenced turnover intention (path coefficient=-0.226; t=2.084). The nurse's commitment as moderate these factors in reducing turnover intention. The influence of job satisfaction, nurse commitment, and perceived organizational support to turnover intention needs further research.
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Chien, Wai-Tong, and Sin-Yin Yick. "An Investigation of Nurses’ Job Satisfaction in a Private Hospital and Its Correlates." Open Nursing Journal 10, no. 1 (May 27, 2016): 99–112. http://dx.doi.org/10.2174/1874434601610010099.
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Background:Nurses’ job satisfaction and job stress are important issues regarding their turnovers. While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries.Aims:To investigate nurses’ job satisfaction, job stress and intention to quit of nurses in a private hospital, and the correlates of the nurses’ job satisfaction.Design:A cross-sectional, descriptive survey study was conducted.Methods:By using stratified random sampling in terms of nature of wards/units and working ranks, 139 full-time nurses who were working in the 400-bed private hospital for at least 6 months and provided direct nursing care were recruited in this study. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction (job satisfaction), Anxiety-Stress Questionnaire (job stress), Michigan Organizational Assessment Questionnaire (intention to quit), and socio-demographic data.Results:With a response rate of 74.3%, the results of the 139 respondents showed that the nurses in the private hospital had an overall moderate level of satisfaction with their work and rated the professional status as the highest satisfied domain. The nurses also reported moderate levels of job stress and intention to quit. The nurses’ job satisfaction was negatively correlated with their job stress and intention to quit; whereas, the nurses’ job stress was positively correlated with their intention to quit. The nurses with older in age and more post-registration experience and/or working experience in the private hospital indicated a higher level of job satisfaction, particularly with ‘Pay’ and ‘Autonomy’.Conclusion:The findings suggest that the nurses in the private hospital are moderately stressful and satisfied with their work environment and relationships. A few socio-demographic characteristics of these nurses such as their age and years of clinical experiences were associated with their levels of job satisfaction and/or stress. The findings provided information for private hospitals and healthcare organizations about the need and areas for improvement of nurse’s job satisfaction, thus strengthening their recruitment and retention.
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Suhartono, Jimmy Fitria, and Hunik Sri Runing Sawitri. "Pengaruh reward, insentif, pembagian tugas dan pengembangan karier pada kepuasan kerja perawat di rumah sakit ortopedi Prof. Dr. R. Soeharso Surakarta." Benefit: Jurnal Manajemen dan Bisnis 2, no. 1 (June 15, 2017): 28. http://dx.doi.org/10.23917/benefit.v2i1.3144.
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The purpose of this study to analyze the influence of rewards, incentives, job and career development in the job satisfaction of nurses. This study was included in the category of ex-post facto research. This study uses the individual (individual) for the unit of analysis, answer questions based on the responses of each individual (nurse Orthopaedic Hospital Prof. Dr. R. Soeharso Surakarta). The data used is primary and secondary data. The population in this study were nurses working in the Field of Nursing totaling 187 people and taken samples of 65 people with accidental sampling technique. The research instrument used a questionnaire with Likert scale. The data analysis includes validation test, reliability and multiple regression analysis. Test model assumptions including normality test, autocorrelation, multicollinearity and heteroscedasticity.The results showed that reward positive and significant impact on job satisfaction of nurses, incentives positive and significant impact on job satisfaction of nurses, division of positive and significant impact on job satisfaction of nurses, career development positive and significant impact on job satisfaction of nurses, and the rewards, incentives , division tuags and career development have a significant effect on job satisfaction of nurses at the hospital. Orthopedics Prof. Dr. R. Soeharso Surakarta.
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Masum, Abdul Kadar Muhammad, Md Abul Kalam Azad, Kazi Enamul Hoque, Loo-See Beh, Peter Wanke, and Özgün Arslan. "Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey." PeerJ 4 (April 26, 2016): e1896. http://dx.doi.org/10.7717/peerj.1896.
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The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses’ demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses’ job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses’ job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service.
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Ismainar, Hetty, Henny Djuhaeni, and Jeanny Susana Magretta. "Job Satisfaction is Dominant Factor Influencing of Nurse Performance in X Hospital Pekanbaru." Journal of Public Health for Tropical and Coastal Region 4, no. 1 (April 26, 2021): 16–22. http://dx.doi.org/10.14710/jphtcr.v4i1.10245.
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Introduction: The provision of optimal health services is determined by the quality of health workers. The research objective was to explore the factors that influence the performance of nurses in health service.Method: It was a quantitative analytic study with a cross-sectional design. A total of 58 nurses participated with a purposive random sampling technique. The data was collected by questionnaire and worksheets observation. The statistical analysis was done by Smart PLS (Partial Least Square).Result: This study showed that individual characteristics are correlated to job satisfaction (p-value 0.001) but not correlated with the performance of nurses (p-value 0.468). Organizational factors were correlated to job satisfaction (p-value 0.000) but not correlated to work performance (p-value 0.865). Job satisfaction was correlated to work performance (p-value 0.001). There was a negative correlation between individual characteristics and nurse performance (-0.466). Meanwhile, the organizational factor only has a direct effect of 0.025 on nurse performance. Only job satisfaction has a direct effect on nurse performance with an increase of 0.5 (50%) for every increase of one value of job satisfaction.Conclusion: Job satisfaction is a dominant factor that has a direct effect on nurse performance. Hospital management needs to consider health workforce planning, mapping, and development competency to optimize nurse performance.
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Hossain, Md Azmol, Mohitul Ameen Ahmed Mustafi, Md Mohedul Islam, and Md Rafiqul Islam. "Organizational Environment and Nurses’ Job Satisfaction: A Study on Private Hospital in Bangladesh." American Journal of Trade and Policy 4, no. 1 (April 30, 2017): 25–32. http://dx.doi.org/10.18034/ajtp.v4i1.413.
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This correlation based descriptive study is designed to describe and examine the relationship between organizational environment and nurses’ job satisfaction within the private health care context in Bangladesh. The study is based on different private medical college and hospital in Bangladesh. Respondents are selected using a convenient sampling procedure of 139 nurses working at these hospitals and involved in caring patients directly. Therefore, 139 responded questionnaires are used for analysis. Data has been collected through face to face interview in 2015. Inferential Statistics like as Exploratory Factor Analysis and Confirmatory Factor Analysis are used to test the relationship between organizational environment and nurses’ job satisfaction. The reliability of Organizational Environment and Nurses’ Job Satisfaction are 0.75. Descriptive statistics has been used to explain the demographic data of the respondent of those private hospitals. Factor analysis reveals that only four influential factors like, Organizational Structure, Organizational Responsibility, Reward& Recognition, and Organizational Standard of the organizational environment have a significant influence on nurses’ job satisfaction. On the contrary, four influential factors of nurse job satisfaction like Payment of Nurse, Interaction of Nurse, Task Requirement and Organizational Policy have an influence on the organizational environment. Confirmatory factor analysis explains that only three influential factors like, Organizational Structure, Organizational Responsibility, and Organizational Standard have influence on nurse job satisfaction and the organizational environment has been influenced by three influential factors like Payment of Nurse, Interaction of Nurse, and Organizational Policy. The findings of this study suggest that organizational environment should be employee friendly, policies should be inspiring for nurse; nurses should be allowed to make their decision and organization should ensure proper evaluation and promotion of the nurses that eventually will maximize better services.
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Rahmadeni, Asfri Sri. "THE FACTORS OF RELATED TO NURSING JOB SATISFACTION IN THE INPATIENT AT HARAPAN BUNDA BATAM HOSPITAL 2015." Human Care Journal 5, no. 1 (May 16, 2020): 296. http://dx.doi.org/10.32883/hcj.v5i1.653.
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<em>Job satisfaction is a pleasant mental state perceived by a person on the job because of the requirement for adequately. Someone who has a high level of job satisfaction will have a positive feeling about the job. This study aims to look at the factors associated with job satisfaction of nurses in the hospital harapan bunda batam 2015. The design of this study using cross sectional study design. Samples taken by total sampling with total sample of 74 nurses. Results of the study are the factors mitivator and hygiene factors more than half are not implemented. Statistical test results obtained Motivator factors that have a relationship with the achievement of satisfaction of nurses are working nurse with p = 0.020, recognition of the work with p = 0.003, and the work itself with p = 0.027. Hygiene factors linked to the satisfaction of nurses are working regulations with p = 0.013, p = 0.011 salary, and interpersonal relationships with p = 0.070. After multivariate analysis obtained factor most dominant working conditions and job satisfaction of nurses with OR = 5.123. The implications of this study demonstrated that the mother's hospital hopes more attention to factors related to job satisfaction of nurses so that the quality of service provided nurses can work well</em>
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Behilak, Sahar, and Ayat Saif-elyazal Abdelraof. "The relationship between burnout and job satisfaction among psychiatric nurses." Journal of Nursing Education and Practice 10, no. 3 (November 19, 2019): 8. http://dx.doi.org/10.5430/jnep.v10n3p8.
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Objective: One of the core concerns in psychiatric nursing is job burnout among nurses, because burnout had harmful impacts on both nurses’ health and their ability to cope with job demands. Moreover, long term job stress can cause burn out and reduce their level of satisfaction. Aim: The aim of the study was to explore the relationship between burnout aand job satisfactions among psychiatric nurses.Methods: Descriptive correlation design was utilized. The study was conducted at Psychiatric Department in Tanta University Hospital and Tanta Mental Health Hospital. The study sample consisted of 50 staff nurses. Tools were utilized for collection of data: First, the Burnout Inventory by Maslach; Second, the Job Satisfaction scale. It measured the general job satisfaction of the nursing staff. This scale has five domains: Personal factors, Work organization, Content and amount of work, Working unit and Leadership.Results: It was found that the majority of nurses had job dissatisfaction. In relation to staff nurses’ burnout, staff nurses’ job burnout and its components were found. It was observed that the majority of nurses had high burnout. Regarding burnout components, specifically, in relation to emotional exhaustion, it was found that the majority of nurses experienced high emotional exhaustion and depersonalization compared low accomplishment. It was found that there was significant negative correlation between burnout and job satisfaction, the highest frequency of nurses had high burnout and had low level of job satisfaction.Conclusions: The highest frequency of nurses had high burnout and had low level of job satisfaction. It recommended newly developed interventions to alleviate nurses’ burnout and increase job satisfaction, thereby enhancing the quality of healthcare. So, further support of managers in the prevention of burnout is a necessity. Thus, it will enhance creativity, job satisfaction, self-worthiness, and service quality.
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Ajhenberger, Sajma, Jelena Hodak, Ivana Vadlja, and Dunja Anić. "Job Satisfaction." Croatian nursing journal 4, no. 2 (December 11, 2020): 193–203. http://dx.doi.org/10.24141/2/4/2/5.
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Introduction. We consider job satisfaction through the prism of the work we do, the working conditions, the relationships with colleagues and superiors, and the opportunity to advance and earn. Nurses make up 50% of the total workforce in the healthcare system and it is beyond question that their number in the system directly affects the quality of nursing care. The most common dissatisfaction at work is insufficient staff, poor working conditions, poor relationship with colleagues and superiors, and impossibility to advance. Aim. The objectives of the study were to examine the satisfaction of nurses in the job and to assess whether they were considering leaving their current job and how they were assessing their health and working productivity. Methods. The study involved 155 nurses from three Clinical Hospital Centers in Croatia (Osijek, Rijeka and Zagreb). The study was designed as a cross-sectional study. It started on January 1, and ended on June 30, 2018. The first part refers to the demographic dana of the respondents, while the second part contains questions related to the intention of leaving the present job, self-assessment of health status and working productivity and job satisfaction. Results. In the answers to job satisfaction claims, the respondents with the bachelor’s and master’s degree in nursing compared to the respondents who completed secondary education, responded with a higher percentage that they were dissatisfied with the working conditions and the possibility of promotion (46.2%). They are dissatisfied with the relationship with their superiors (70%), as well as with the work they do (54%). Respondents at all levels of education are equally satisfied with their relationships with colleagues and with their earnings. Conclusion. Most of the respondents are satisfied with the relationship with their superiors, colleagues and work, and dissatisfied with the possibility of advancement and salary. Most of them answered that they rarely think about leaving their job, and they assess their health as good and work productivity as normal.
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Nurcahyanti, Khusnul KA, and Dyah Retno Kuswandani. "PENGARUH KOMPENSASI, BEBAN KERJA DAN PERSEPSI JENJANG KARIR DENGAN KEPUASAN KERJA SEBAGAI PEMEDIASI TERHADAP LOYALITAS PERAWAT (STUDI PADA RUMAH SAKIT SWASTA TIPE D DI KABUPATEN BANYUMAS)." JURNAL ILMIAH EDUNOMIKA 5, no. 2 (June 30, 2021): 814. http://dx.doi.org/10.29040/jie.v5i2.2674.
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Loyalty is a person’s attitude to maintain his job and do the job with maximum. Loyalty level’s can be seen from the turnover, some things that become loyalty factoris job satisfaction, compensation, work load, and career ladder perception. This study aims to determine statistically the influence of variable compensation, workload and perception with job satisfaction as a mediator of nurse loyalty in Type D Private Hospital in Banyumas Regency. The research sampling method using propotional random sampling amounted to 40 nurses. Data collection techniques by survey by distributing questionnaires. The method of analysis used is regression analysis. From the results of this study can be concluded that job satisfaction, compensation, and career ladder perception have an effect on nurse loyalty, work load does not have an effect on loyalty, compensation and perception of career ladder influence to job satisfaction and work load does not have an effect on to nurse job satisfaction.
Keywords : compensation, workload, perception of career, satisfactio
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Kayaoglu, Kubra, and Eren Aslanoglu. "Determining job satisfaction and job stress levels of nurses during the novel coronavirus (COVID-19) pandemic: A cross-sectional survey." Medicine Science | International Medical Journal 11, no. 4 (2022): 1420. http://dx.doi.org/10.5455/medscience.2022.06.139.
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This study aims to determine the job satisfaction and job stress experienced by nurses during the COVID-19 pandemic. This descriptive study was conducted with 129 nurses working in a pandemic hospital in a province in eastern Turkey. This study was carried out between June 2021 and January 2022, after obtaining ethical committee approval. "Nurse Information Form", "Minnesota Satisfaction Questionnaire (MSQ)", and "Perceived Job Stress Scale (PJSS)" was used to collect the data. The data were collected by the researchers using the online data collection method. Besides descriptive statistics (mean, standard deviation, frequency), Mann-Whitney U Test, Kruskal Wallis-H Test, and Spearman’s Correlation Analysis were used in the data assessment, and significance was evaluated at the level of p <0.05. It was found that the mean scores of the nurses were 3.07±0.82 for overall MSQ, 2.17±0.35 for the subscale of Intrinsic Satisfaction and 2.10±0.46 for the subscale of Extrinsic Satisfaction. They obtained a total mean score of 3.27±0.82 from the Perceived Job Stress Scale. A significant negative correlation was found between job satisfaction and job stress experienced by the nurses during the COVID-19 pandemic. It was found that during the pandemic, the nurses had a high level of job stress and a moderate level of job satisfaction. As their job stress increased, their job satisfaction decreased. In line with these results, attention should be paid to the mental status of nurses, and job stress management training should be given to obtain job satisfaction and reduce job stress.
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Lee, Mikyoung, and Keum-Seong Jang. "Nurses’ emotions, emotional labor, and job satisfaction." International Journal of Workplace Health Management 13, no. 1 (December 18, 2019): 16–31. http://dx.doi.org/10.1108/ijwhm-01-2019-0012.
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Purpose The purpose of this paper is to examine the relationships between emotional labor, emotions, and job satisfaction among nurses, and explore the mediating role of emotions in the relationship between emotional labor and job satisfaction. Design/methodology/approach A cross-sectional study was designed with 168 nurses in Korea. Structural equation modeling and path analysis were performed to analyze data. Findings Surface acting correlated positively with anxiety and frustration. Deep acting correlated positively with enjoyment and pride but correlated negatively with anxiety, anger and frustration. Enjoyment and pride correlated positively with job satisfaction; anger correlated negatively with job satisfaction. Deep acting correlated positively with job satisfaction, while surface acting did not show a significant relationship. Enjoyment, pride and anger mediated the relationship between deep acting and job satisfaction. Research limitations/implications This research expands empirical findings on nurses’ emotional experiences, by considering their discrete emotions rather than general affect. It is the first study to empirically examine the relationships between emotional labor, discrete emotions and job satisfaction, as well as the mediating role of emotions in the relationship between emotional labor and job satisfaction in the nursing field. The mediating role of emotions suggests that not only nurses and nurse managers but also hospital administrators should take nurses’ emotions into account to increase nurses’ well-being and their job satisfaction. Finally, differential influences of surface acting and deep acting on nurses’ emotional experiences and job satisfaction highlight the need for practical interventions to promote the use of deep acting among nurses. Originality/value This study confirms the mediating role of emotions in the relationship between emotional labor and job satisfaction in the nursing field. It encourages future research to pay greater attention to nurses’ emotions themselves along with emotional labor. Findings add an interdisciplinary aspect to research on nursing by assimilating psychological perspectives of emotion and emotion management research to this field.