Дисертації: "Nurses job satisfaction"

1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Hayes, Bronwyn J. "Job satisfaction, stress and burnout in haemodialysis nurses." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/84620/8/Bronwyn_Hayes_Thesis.pdf.

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Haemodialysis nurses provide health care for people with end stage kidney disease leading to a unique, intense and complex interaction between nurses and patients. This study involved the development of a model which explains the relationships between the work environment, job satisfaction, stress and burnout of haemodialysis nurses in Australia and New Zealand. Results from this study identified that haemodialysis nurses, while being satisfied by their jobs, were also experiencing high levels of burnout. This study's novel contribution could lead to improving the retention of the nursing workforce which is crucial due to the growing global burden of chronic disease.

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12

Prusky, Sharon, and University of Lethbridge Faculty of Education. "The impact of employing a clinical nurse educator on a nursing uni." Thesis, Lethbridge, Alta. : University of Lethbridge, Faculty of Education, 1994, 1994. http://hdl.handle.net/10133/62.

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The issues of job satisfaction for nurses and nurses' continuing clinical competence have become major concerns for the nursing profession as evidenced by a growing volume of research into these areas. Both job satisfaction and clinical competence of nurses can affect quality of care (of which patient satisfaction is one facet). This study focussed on the concepts of job satisfaction and clinical competence of nurses, and patient satisfaction-their interelationships, and how they were affected by the implementation of a Staff Development Nurse on one nursing unit in an active treatment hospital. A hospital-based Job Enhancement Project provided a unique opportunity to combine a dynamic real-life situation with an additional case study approach to examining the issues though interviews and documentation of the relationships among the nursing staff over an 18-month period of time. Both quantative and qualitative methods were used to gather pertinent information in addressing the research questions. Focus unit nursing staff questionnaires returned initially (13 of 27) and at the one-year mark (six of 27) of the Project, and interviews with six key participant nursing staff were used to survey nurses' perceptions of their own job satisfaction and clinical competence as well as their perceptions of their peers' job satisfaction and clinical competence. The patients admitted to the focus unit during the Project time frame were also invited to complete patient satisfaction surveys. The Staff Development Nurse and the Nursing Unit Manager were interviewed to give their perspectives. The Staff Development Nurse kept a journal of her work for the 18 month period, and so did the researcher. Frequencies, percentages, and content analysis of qualitative data provided the statistical and descriptive information for inerpretation. One finding in this study was that the Staff Development Nurse did have a positive influence on the clinical competence of some of the nursing staff on the focus unit, which may have in turn had a positive influence on nurses' perceptions of job satisfaction. The Staff Development Nurse was an immense support for the Nursing Unit Manager. However, the major finding in this study was that there were many other factors which influenced nurses' perceptions of job satisfaction, many of them which were beyond the control of the SDN. The SDN actually became a mitigating factor or a buffering agent in helping the nursing staff cope with these other factors. This study contributes to the growing body of research on nurses'quality of working life and some of the influecing factors. It may also provide insights into the realtionships between nurses and patients, and the role definition of a nurse educator on one nursing unit.
xiii, 246 leaves : ill. ; 29 cm.

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13

Despres, Kimberly Katherine. "Perceived leadership styles of nurse managers' and nurses' job satisfaction| A correlational study." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3538848.

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The problem addressed was the low job satisfaction levels of nurses and subsequent nurses' decision to leave the organization. The quantitative correlational survey study involved determining whether a relationship exists between nurses’ perceptions of nurse managers’ leadership style and nurses’ job satisfaction. Eighty-three fulltime medical surgical intensive care nurses in two hospitals in Phoenix, Arizona, completed the Job Description Index for Jobs in General (JID/JIG) and the Multifactor Leadership Questionnaire (MLQ, Form 5X). The results suggest a significant, positive correlation between job satisfaction and perceptions of nurse managers' leadership style by nurses. Nurses with the highest satisfaction scores in three of the six subscales perceived their managers used the transformational leadership style. The mean score for nurses whose managers were rated as transactional was higher than the mean score for nurses whose managers were rated as passive-avoidant. The promotion and supervision subscales and the job in general scale showed a significant relationship with transformational leadership. Implications for healthcare administrative leaders include hiring transformational managers to increase job satisfaction in nurses and offer nurses opportunities for promotion and training.

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14

Wong, Kwok-ying. "Job satisfaction among contract registered nurses in Hong Kong /." View the Table of Contents & Abstract, 2006. http://sunzi.lib.hku.hk/hkuto/record/B3639709X.

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15

Wong, Kwok-ying, and 黃國盈. "Job satisfaction among contract registered nurses in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45011965.

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16

Bostwick, Paula Manuel. "Job satisfaction of registered nurses employed in nursing homes." Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1020154.

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The nursing home industry has low registered nurse retention rates. Low retention rates can be related to job satisfaction. The nursing home industry needs qualified registered nurses (RNs) who are satisfied with all aspects of their jobs. The purpose of this study was to examine factors affecting job satisfaction of RNs currently employed in nursing homes using Herzberg's (1968) Dual Factor Theory.Herzberg (1968) has identified internal factors that motivate employees on the job. If intrinsic factors are met, the employee is satisfied. Extrinsic factors, if present, will not satisfy the employee, but will prevent dissatisfaction (Herzberg, 1968). The Minnesota Satisfaction Questionnaire - Short Form, was used to determine the intrinsic, extrinsic and general satisfaction scores of 48 (480) RNs currently employed in ten nursing homes from the midwest. Confidentiality and anonymity of the subjects were maintained as questionnaires contained no identifying information.Findings supported previous studies on job satisfaction of RNs employed in nursing homes. Participants did not identify intrinsic factors as being fully satisfactory, but responses were closer to satisfied than dissatisfied. Extrinsic factors were not sources of dissatisfaction, but responses were closer to dissatisfied than satisfied. General satisfaction scores determined respondents were not fully satisfied, but were closer to neutral scores. Responses were closer to being satisfied than not. Conclusions were that extrinsic and intrinsic factors influence job satisfaction.Implications call for examination of factors effecting job satisfaction. Managers should increase job security, social services, activites, independence and variety. Human relations, company policies and technical supervision should be open to input from staff as to how the extrinsic motivational factors can be improved. Recommendations include replication of this study with a large sample size; assuring nurses under 40 years of age participate in further studies and the need for nursing home administrators to address intrinsic and extrinsic factors that affect job satisfaction.
School of Nursing

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17

Abu, Hamad Bassam. "Determinants of job satisfaction and motivation among Gaza nurses." Thesis, Sheffield Hallam University, 2001. http://shura.shu.ac.uk/20612/.

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Job satisfaction and motivation continues to be of great significance in the recruitment, commitment, retention, productivity and mental health of nurses, particularly, in collectivist communities like the Palestinian one. Therefore, the overall aims of this study are to ascertain the degree of job satisfaction and motivation among Gaza nurses, to identify main factors affecting these and how these relate to other research in this area, most of which has been carried out in rather different western cultures. The study is quantitative/qualitative, cross-sectional, methodologically triangulated, and was conducted between 1997-2000. A sum of 420 nurses chosen through a Probability Systematic Random Sample were requested to complete self-administered questionnaires and 44 purposively selected nurses were interviewed in 4 focus group sessions with a response rate of 89%.The analysis of the quantitative and qualitative data extracted seven domains that reflected Gaza nurses' expectations by reference to their job satisfaction. These are management culture, interaction and communication, professional development, professional status and self-esteem, working life, work benefits and conditions and professional autonomy. Thus, Gaza nurses perceived motivators support the Process Theories of motivation and question the Content and Scientific Theories. The study revealed that Gaza nurses were moderately satisfied (50-60%) in general, but their satisfaction could be further improved. Management dominates the general picture of Gaza nurses' motivation and most of the factors related to it. The study clarified the general picture of Gaza nurses by demonstrating their personal and organisational characteristics and provided some insights into the relationships between these variables and motivation. The identified seven factors could be seen as constituting a model-frame for subjects' motivation. The study's findings contribute in enabling those concerned with this issue, particularly nurse managers in Palestine, to understand what motivates their nurses and to develop more effective motivational strategies.

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18

Cowin, Leanne S., University of Western Sydney, College of Social and Health Sciences, and of Nursing Family and Community Health School. "The self-concept of nurses and its relationship to job satisfaction." THESIS_CSHS_NFC_Cowin_L.xml, 2002. http://handle.uws.edu.au:8081/1959.7/59.

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This study explores the development and rigorous testing of a new self-concept instrument designed specifically for nurses for use in a longitudinal, multicohort study on self-concept, job satisfaction and retention in nursing.The outcomes of this study are that nurses' self-concept can now be measured by a new theoretically and empirically substantiated multidimensional instrument. This will provide potential new directions for nursing research on which to build specific self-concept enhancement and retention strategies. The transitional period of student to graduate nurse can be the subject of ongoing assessment by utilising the new self-concept instrument in conjunction with a valid measure of nurses' job satisfaction. The findings of this study have raised an awareness of the importance of self-concept in the retention challenge for all nurses and in particular the newly registered graduate nurse
Doctor of Philosophy (PhD)

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19

Brewer, Marcia S. "Nurse empowerment and job satisfaction work environmental factors /." Muncie, IN : Ball State University, 2009. http://cardinalscholar.bsu.edu/696.

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20

Al, Yahyaei Asma S. "Job satisfaction of registered nurses in Muscat, Sultanate of Oman." Thesis, California State University, Long Beach, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1527868.

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The purpose of this study is to determine the level of job satisfaction of Registered nurses in Muscat and relationships to Herzberg's motivation and hygiene factors. The theoretical underpinning of this study is based on Herzberg's concepts, in which an individual's motivation and hygiene factors are met within an organization, to the extent that the individual employee will express in job satisfaction. A descriptive, nonexperimental research design was used. The Work Quality Index and a demographic survey were given to 202 registered nurses at Sultan Qaboos University Hospital (SQUH) and Royal Hospital (RH) in Muscat. The data was collected over three weeks and was analyzed, using descriptive statistic, t-test, ANOVA for independent mean, and correlation statistics as appropriate. The results indicate that nurses in the two hospitals had a moderate level of job satisfaction. It also proves that motivation factors and hygiene factors are significantly correlated with job satisfaction, meaning that the fulfillment of both types of factors determines the overall job satisfaction of the nurses.

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21

Kendrick, Selma Jo. "Job burnout in nurses and patient satisfaction with nursing care." Thesis, The University of Arizona, 1988. http://hdl.handle.net/10150/558081.

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22

Cole, Sandra L. "Differences in managers' and staff nurses' job satisfaction in public health offices in a rural state." Laramie, Wyo. : University of Wyoming, 2007. http://proquest.umi.com/pqdweb?did=1313920481&sid=1&Fmt=2&clientId=18949&RQT=309&VName=PQD.

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23

Cowin, Leanne S. "The self-concept of nurses and its relationship to job satisfaction." Thesis, View thesis View thesis, 2002. http://handle.uws.edu.au:8081/1959.7/59.

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This study explores the development and rigorous testing of a new self-concept instrument designed specifically for nurses for use in a longitudinal, multicohort study on self-concept, job satisfaction and retention in nursing.The outcomes of this study are that nurses' self-concept can now be measured by a new theoretically and empirically substantiated multidimensional instrument. This will provide potential new directions for nursing research on which to build specific self-concept enhancement and retention strategies. The transitional period of student to graduate nurse can be the subject of ongoing assessment by utilising the new self-concept instrument in conjunction with a valid measure of nurses' job satisfaction. The findings of this study have raised an awareness of the importance of self-concept in the retention challenge for all nurses and in particular the newly registered graduate nurse

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24

Tsang, Alice Sau Mui. "The effect of organisational culture on leadership styles of nurse managers and job satisfaction of registered nurses." Thesis, Queensland University of Technology, 2002. https://eprints.qut.edu.au/36781/1/36781_Digitised%20Thesis.pdf.

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There is increasing interest to examine the leadership styles of ward managers following the introduction of hospital service reform in Hong Kong in 1991. The leadership effectiveness of ward managers reflects organisational characteristics and affects work satisfaction. This study explored the relationships among the organisational cultures of two Hospital Authority hospitals, the leadership behaviours of ward managers and the work satisfaction of qualified nurses. The data collection methods included a survey of ward managers (n=24) and qualified nurses (n=221), and in-depth interviews with the ward managers (n=26), their supervisors (n=8) (general managers of nursing (n=2) and department operations managers (n=6)) and their subordinates (qualified nurses (n=16)). The findings of the survey show that the two hospitals have weak constructive and predominantly defensive cultures. In the survey data, the ward managers perceive themselves to be less transformational and transactional in their behaviours than they are regarded by the qualified nurses. At interview, the ward managers reported using participative man_agement which accords with the expectations of the qualified nurses. The survey and interview data confirm that the qualified nurses' perceptions of the leadership behaviours of the ward managers are related to the training programmes they had followed and the educational preparation of the ward managers. The survey findings reveal differences in ward managers' and qualified nurses' levels of work satisfaction. The findings reported will serve as a baseline for the development of the organisational cultures of the hospitals, for improving the leadership of the ward managers, and for enhancing the work satisfaction of the qualified nurses. Change management strategies are proposed and directions for future research are suggested.

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25

Doleman, Gemma. "The impact of communication satisfaction on paediatric nurses’ job satisfaction and intention to stay." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2017. https://ro.ecu.edu.au/theses/2022.

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Effective communication is the most central process within an organisation and is essential to organisational values, norms and expectations. There is a documented connection between job satisfaction, work commitment and organisational communication. However, nurses’ and nursing middle managers’ satisfaction with organisational communication has not been extensively studied in recent years and not at all among paediatric nurses. Therefore, the purpose of this study was to develop and test a theoretical model that examined paediatric nurses’ and middle managers’ satisfaction with organisational communication and the effect this has on paediatric nurses’ job satisfaction and intention to stay in their job. Employing a quantitative research design, a series of surveys were distributed to paediatric nurses (including middle managers) in both electronic and hard copy formats. A total of 165 surveys were returned for a response rate of 42.4%. A Mann-Whitney U test was used to identify the difference in organisational communication perceptions between paediatric nurses and middle managers. A statistically significant difference was identified, with middle managers displaying greater dissatisfaction in seven communication satisfaction areas. Structural Equation Modelling tested and refined the hypothesised model. Final analysis showed adequate fit data (ꭓ²=2.040, p value= .728, SRMR= .0302, CFI=1.00, RMSEA=.000, pCLOSE= .827). In the final model, supervisor relationships, media quality and communication climate had a direct effect on job satisfaction and an indirect effect on intention to leave ones’ job and looking for another job. Job satisfaction had a direct effect on intention to leave and looking for another job. Study findings suggest that changes to upward and downward communication systems are needed to improve the nursing voice within healthcare organisations. In addition, more support and guidance is required for middle managers, including mentorship and intense training programs. Likewise, organisational communication education at the undergraduate level is needed for student nurses to develop the skills necessary to challenge weaknesses in communication once graduated.

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26

Tai, Wing-chi. "Systematic review : the relationship of job satisfaction and turnover among nurses /." View the Table of Contents & Abstract, 2006. http://sunzi.lib.hku.hk/hkuto/record/B36397039.

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27

Saiter, Mark R. (Mark Roberts). "Job Satisfaction of Registered Nurses in a Patient Focused Care Team." Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc501078/.

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The purpose of this study was to determine whether the job satisfaction and motivating potential of nursing jobs would be higher for nurses using Patient Focused Care (PFC) compared with nurses not using PFC. Nurses from a large metropolitan hospital served as subjects. Data were collected using three instruments designed to measure job satisfaction and motivating potential. Those instruments were the Job Diagnostic Survey, the Job Descriptive Inventory, and the McCloskey/Mueller Satisfaction Scale. It was hypothesized that nurses working on PFC nursing units would demonstrate greater job satisfaction and motivating potential than nurses working on non-PFC nursing units. The hypotheses were not supported. Results were explained by, among other things, accounting for the nature of the instruments used. The two instruments which gave data counter to the hypothesized direction were not nursing-oriented.

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28

Decker, Catherine H. "Job redesign in nursing : a descriptive comparative study." Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/879845.

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Job redesign could significantly impact the efficiency was obtained. This survey was comprised of nineteen scales with of the organization. The purpose of this descriptive, comparative study was to describe and compare job characteristics, general job satisfaction, and motivation potential of the job in order to diagnose the job profile of registered nurses, licensed practical nurses, and nursing assistants.The convenience sample consisted of all staff nurses, licensed practical nurses, and nursing assistants working at a 515 bed Department of Veterans Affairs Medical Center in the midwest who voluntarily agreed to complete the Job Diagnostic Survey. A response rate of 36.8% (n = 118) to measure the degree of job characteristics, motivating potential of the job, psychological states, growth need strength, general job satisfaction, and satisfaction context factors present in the current job.Mean scores were computed to measure each variable. All means for each job category were found to be over the midpoint (3.5). Growth need strength was significantly lower than the normative data for RN's and LPN's. Task identity and experienced responsibility for work outcomes were significantly lower than the norm for LPN's assigned to the acute medical area. Motivating potential was significantly lower for nursing assistants assigned to the acute medical and the long term psychiatric area.Adjusting staff assignments to encourage continuity and observation of patient outcomes, and providing direct feedback regarding performance to staff members from nurse managers were implications. Implications include combining tasks to provide a more identifiable job and enable the worker to visualize patient outcomes to a greater degree. Recommendations included further research utilizing the JDS, including comparison of various types of nurse jobs. Statistical analysis in future studies should include comparisons of these different groups.
School of Nursing

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Norman, Jennifer A. "The relationship between job satisfaction, work values, and stress in nursing home aides." Virtual Press, 2004. http://liblink.bsu.edu/uhtbin/catkey/1293377.

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This study was designed to examine the relationship between job satisfaction, work stress, and work value orientation in a sample of nursing home aides. It was hypothesized that 1) organizational stress would impact job satisfaction in a curvilinear manner in such a way to form an inverted U-shape; 2) job risk, a second element of work stress, would also share the same curvilinear relationship with job satisfaction; 3) work value orientation would be significantly related to job satisfaction. Data were analyzed by conducting Curve Estimations and a bivariate regression. Results did not provide support for the hypotheses. Regressions analyzing work stress did provide support for a linear relationship between work stress and job satisfaction. Implications and limitations of the findings were discussed as were recommendations for future research.
Department of Counseling Psychology and Guidance Services

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30

Haddad, Nina A. "Why nurses stay: the relationship of personality to job and career satisfaction." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54184.

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Most attempts to lessen the nursing shortage have focused on external factors, such as wages and benefits. In view of the continuing shortage, however, it appears that most of these attempts have not been effective. Research studies are inconclusive as to factors influencing the nursing shortage. The majority of studies examined why nurses leave nursing; this study investigated why they stay. The purpose of the study was to determine if selected demographic variables (age, basic nursing education, time in profession, type of hospital, clinical area of practice) and/or personality factors are related to nurses' job satisfaction and intent to stay in nursing. This was a descriptive exploratory design in which the survey method was used for data collection. The sample consisted of 200 randomly selected staff nurses who met the study criteria; there were 104 usable returns. Instruments were the California Psychological Inventory (CPI), the Minnesota Satisfaction Questionnaire, and a Data Sheet designed by the investigator. Data were analyzed by descriptive statistics, chi-square analysis, t tests, and discriminant analysis. Results showed no statistical significance between demographic variables and Job Satisfaction or Intent to Stay. These CPI subscales were statistically significant: for Job Satisfaction-Responsibility, Achievement via Conformance, Psychological-mindedness, and Socialization; for Intent to Stay-Sociability, Dominance, Self-Acceptance, Capacity for Status, Femininity/Masculinity, and Socialization. Based on the CPI, some of the conclusions were that satisfied nurses take their duties more seriously, find conforming easier, are more at ease in structured settings, and are more interested in why people act than in what they do. Nurses intending to stay are less assertive, dislike competition, are less sociable, readily assume blame when things go wrong, find conforming easier, are more sensitive to criticism, and are more sympathetic. Significant predictor variables were identified for both Job Satisfaction and Intent to Stay. Implications for counseling, education, and nursing were discussed, and recommendations for further study were included.
Ed. D.

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31

Tai, Wing-chi, and 戴詠芝. "Systematic review: the relationship of job satisfaction and turnover among nurses." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45011928.

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32

Williams, Brendan Edward. "Job Satisfaction, Organizational Culture, and British Nurses' Intention to Leave Employment." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1952.

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In spite of decades of research, concerning nurse's intention to leave their employer (ITL), in 2011, 31.2% of the British nurses surveyed indicated they had formed an ITL. Grounded in reasoned action theory as developed by Ajzen and Fishbein, the purpose of the correlational study was to provide hospital managers with information regarding the relationship among nurse's job satisfaction (JS), organizational culture (OC), and ITL. The archival data from the 2011 NHS Staff Survey included responses from nurses (n = 21,257) across the British National Health Service. The Spearman's rho correlates rs (21,257) indicated relationships among nurse's job satisfaction, organizational culture, and ITL. Among nurse's considering leaving their employer, the findings were statistically significant (p < .01) with a large effect size (-.534) for JS and medium effect size (-.345) for OC. With the ITL benchmark of planning to leave in 12 months, the findings were significant (p < .01) with medium effect size (-.495) for JS and medium effect size (-.321) for OC. Among nurses who intended to leave as soon as they had another job the significant results (p < .01) had a large effect size for JS (-.525) and medium effect size (-.340) for OC. As nurses form ITL, they might participate in work avoidance behaviors such as increased absenteeism. The study findings and the instruments used in this study may identify areas for improvement as pathways to manage the costs associated with turnover and absenteeism. Furthermore, reducing turnover and absenteeism might contribute to social change. Reducing turnover and absenteeism might improve the quality of care provided to patients. Addressing the factors that might contribute to ITL may also improve the quality of life for nurses

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33

Saifuddin, Nate Hongkrailert. "Job satisfaction among nurses in Aceh Timur district Nanggroe Aceh Darussalam province, Indonesia /." Abstract, 2008. http://mulinet3.li.mahidol.ac.th/thesis/2551/cd414/5037996.pdf.

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34

Bare, LaShonda Leigh. "Factors that most influence job satisfaction among cardiac nurses in an acute care setting." Huntington, WV : [Marshall University Libraries], 2004. http://www.marshall.edu/etd/descript.asp?ref=450.

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35

Slocum, Kendra M. "Nurse job satisfaction and empowerment in magnet and non-magnet hospitals." Muncie, Ind. : Ball State University, 2008. http://cardinalscholar.bsu.edu/370.

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36

Vacharakiat, Marayart. "The relationships of empowerment, job satisfaction, and organizational commitment among Filipino and American registered nurses working in the U.S.A." Fairfax, VA : George Mason University, 2008. http://hdl.handle.net/1920/3363.

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Thesis (Ph. D.)--George Mason University, 2008.
Vita: p. 102. Thesis director: Elizabeth S. Chong. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Nursing. Title from PDF t.p. (viewed Jan. 11, 2009). Includes bibliographical references (p. 93-101). Also issued in print.

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37

Boyce, Dorothy. "The relationship between hardiness and coping effectiveness among nurse middle managers." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/917041.

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In balancing the divergent needs of staff, patients, families, support services and upper management, the nurse middle manager (NMM) in the acute care hospital faces daily stresses in dealing with the demands of the management role. The purpose of the study was to identify the relationship between hardiness, a stress resistance buffer, and coping effectiveness among NMMs. The conceptual framework used in the study was Lazarus' theory of stress and coping. The study was based on a descriptive correlational comparative design. The instruments used were: (a) the Health Related Hardiness Scale (HRHS), measuring hardiness; (b) the .Jalowiec Coping Scale (-JCS), measuring coping mechanisms and coping effectiveness; and (c) a demographic data form, describing the sample. A convenience sample of 201 (37.2X) NMMs representing 31 Indiana acute care hospitals participated in the study. Confidentiality of the subjects was maintained throughout the study. A Pearson r correlation, used to analyze the data of the HRHS and .JCS, indicated a weak: positive relationship at a significant level (r=.2S; p=':.OO1) between hardiness and coping effectiveness. Descriptive statistics wereused to determine that the most frequently used coping mechanisms were confrontive, optimistic, and self-reliant. No relationship was identified between hardiness and age (r=-.07; p=.33). No differences were identified between: (a) hardiness and present level of NMM educational preparation, and (b) hardiness and NMMs that reported 'adequate' and 'inadequate' social support (work and family). It was concluded that NMMs in the study had a high level of hardiness. A lower level of coping effectiveness (mean ;: effectiveness score, 3.30) indicated the use of a limited number of coping mechanisms, which may be the result of limitations in the work setting. The low correlation between hardiness with coping effectiveness may be the result of: (a) a low level of coping effectiveness, or (b) the use of a limited number of coping mechanisms resulting from limitations in the work setting. Confrontive, optimistic, and self-reliant coping mechanisms may be the most appropriate styles in the work setting for NMMs. The use of healthy coping mechanisms by the NMMs may be the result of the programs supporting the transition from clinician to manager provided by the participating hospitals. Organizations should plan strategies to help NMMs (both established and those new to the position) develop a sense of commitment to the organization, a feeling of challenge from the job demands, and a plan to provide control of the responsibilities of the position in order to sustain the present high levels of hardiness for the NMMs.
School of Nursing

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38

Dilig-Ruiz, Alison. "Job Satisfaction Among Critical Care Nurses: A Systematic Review of Contributing Factors, Individual and Organizational." Thesis, Université d'Ottawa / University of Ottawa, 2017. http://hdl.handle.net/10393/36068.

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The purpose of this thesis was to conduct a systematic review of studies on critical care nurses’ job satisfaction. Specific research questions addressed were: 1) What are the conceptual definitions and theories of job satisfaction that are used in studies of critical care nurses?; 2) What instruments have been used to quantitatively measure and operationally define job satisfaction among critical care nurses?; 3) What is the level of job satisfaction among critical care nurses?; and 4) What factors are correlated to critical care nurses’ job satisfaction? Sixty-one studies were identified from five electronic databases. Definitions and theories of job satisfaction were inconsistent or absent in the literature. Forty-two different quantitative measures of job satisfaction were identified. The weighted mean job satisfaction score for critical care nurses was 56% and demonstrated a cyclical trend over time. Operating room and other (labour and delivery, pediatric, and neonatal) critical care, and undefined critical care nurses reported lower levels of job satisfaction compared to emergency and mixed critical care nurses. The following factors showed positive significant relationships to critical care nurses’ job satisfaction in four or more studies: shift worked, autonomy, personnel resources and staffing, and teamwork and cohesion. One factor, job stress showed a positive and negative significant relationship to critical care nurses’ job satisfaction depending on the study. Only one factor explored in the included studies (burnout emotional exhaustion) showed a negative significant relationship with job satisfaction. These factors hold promise as targets for critical care nurse job satisfaction interventions.

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39

Hutton, Elisabeth B. "Professionalism and Job Satisfaction of Registered Nurses in the Commonwealth of Virginia." VCU Scholars Compass, 1990. http://scholarscompass.vcu.edu/etd/5105.

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The purpose of this study was to investigate current views of professionalism and job satisfaction of registered nurses practicing a variety of health care settings in the State of Virginia. Five research questions were investigated in this analytical-descriptive study. A two percent stratified random sample of 427 registered nurses, female and actively employed, represented all nurses from five regions in the state of Virginia. The demographic findings indicated that the majority of nurses were diploma graduates, staff nurses, employed in hospital settings, and working full-time. A descriptive analysis of Stone and Knopke Health Care Professional Attitude Inventory items modified by Lawler indicated that registered nurses have professional status according to Dumont’s model of professionalism. Nurses identified consumer control, indifference to credentials, compassion, and impatience with the rate of change as important elements of professionalism. However, there was no significant relationship between nurses' professionalism and highest levels of education in nursing, current job positions, and major job settings. Job satisfaction findings using Atwood and Hinshaw’s Work Satisfaction Scale indicated that nurses were generally satisfied in their work setting although they were concerned about pay compensation, opportunities to advance, and control of nursing practice. A significant relationship was found between nurses' work setting and job satisfaction. Hospital nurses exhibited greater job satisfaction than nurses in other health care settings. A small relationship was revealed using job satisfaction as a predictor of professionalism.

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40

Pyne, Donna G. "Nurses' perceptions of the impact of health care reform and job satisfaction." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape11/PQDD_0007/MQ42430.pdf.

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41

Barbosa, Manuel. "Authentic Leadership Behaviors and Job Satisfaction and Stress among ICU Staff Nurses." Thesis, University of Phoenix, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13426920.

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Stress in the Intensive Care Unit (ICU) and the leadership style of the nurse manager are predictors of job satisfaction, which is linked to intent-to-leave and increased turnover rates among ICU registered nurses. This quantitative correlational study determined that authentic leadership behaviors of transparency, self-awareness, balanced processing, and internalized moral perspective of the nurse manager significantly correlated with job satisfaction and predictor of stress among ICU RNs. A Pearson correlation was used to analyze the data from a stratified random sampling of ICU RNs from the four different not-for-profit hospitals in the northwestern United States. The positive relationship between the nurse authentic leadership behaviors of transparency, self-awareness, balanced-processing, and ethical/moral behaviors and job satisfaction and stress among ICU registered nurses recommends for the nursing leaders to have an authentic leadership training. The information gathered through this study provided the nursing leaders a better understanding of authentic leadership theory to promote a healthy work environment. Thus, a satisfying leadership behavior fosters trust, enhance job satisfaction, and supports a less stressful working situation for the ICU staff nurses.

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42

Rheingans, Jennifer I. "Relationship between nurses' management of pediatric oncology patients' symptoms and job satisfaction." [Tampa, Fla.] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0002199.

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43

Proctor, Stewart. "Strategies to Improve Job Satisfaction and Reduce Voluntary Employee Turnover of Nurses." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4166.

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Job satisfaction and employee turnover affect the health care industry in the form of overworked staff, inadequate health care, and loss of profits. In 2015, the United States health care industry had a shortage of over 923,000 registered nurses. Health care organizations lose an estimated $1.4 to $2.1 billion each year because of registered nurse (RN) turnover. These factors indicate that some managers lack the strategies to increase job satisfaction and reduce RN turnover. The purpose of this single case study was to use the Herzberg 2-factor theory to explore strategies 5 health care leaders use to improve nurses' job satisfaction and reduce voluntary employee turnover in a health care facility in the Phoenix, Arizona area. Participant selection was purposeful and based on their experiences implementing effective employee job satisfaction strategies. Data collection occurred via face-to-face semistructured interviews with 5 managers and the review of organizational policy documents. Data were analyzed using inductive coding of phrases, word frequency searchers, and theme interpretation. Three themes emerged: autonomy and supportive leadership improved job satisfaction, continued education improved job satisfaction and improved RN retention, and competitive pay and bonuses improved workplace satisfaction and increased workplace retention. Increasing job satisfaction and reducing voluntary turnover of RNs contributes to social change by providing health care managers with strategies that can lead to organizational growth and increased employment opportunities, which might promote prosperity for local families and the community.

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44

Salsamendi, Noreen. "Stress, job satisfaction, and related outcomes in intensive care unit nurses and labor and delivery unit nurses." Honors in the Major Thesis, University of Central Florida, 2009. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1332.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.
Bachelors
Sciences
Psychology

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45

Loong, Hong-nin Connie, and 龍康年. "Job satisfaction of university graduated registered nurses from the University of Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B31972974.

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46

Pinner, Relaine. "A replication study of neonatal intensive care unit nurses participation in ethical decision making." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/917042.

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The purpose of this study was to determine the extent to which Neonatal Intensive Care Unit (NICU) nurses participate in ethical decision making, and to describe the role NICU nurses have in the ethical decision making process.This study replicated a 1991 study conducted by Elizondo. According to Lowe, 1991, replication research is the repeating of a study for the purposes of validating the findings of the original investigation. The traditional theory of utilitarianism provides the theoretical framework for this study, a goal-based approach to ethical decison making that focuses on consequences of actions. Findings provide information about satisfaction and conflicts related to nurse participation in ethical deecision making in the NICU.The Nurse Participation in Ethical Decision Making (NPEDM) questionnaire (Elizondo, 1991) was used for data collection. Of fifty NICU nurses, seventeen (34%) of the sample completed the questionnaire. Confidentiality was maintained. Results showed that all respondents were able to identify methods that are used for participation in ethical decision making. Informal conversations with physicians was identified as the primary method of participation. Forty-one percent of respondents were satisfied with the nurse's role in ethical decision making. Forty-seven percent were only somewhat satisfied.An indication of satisfaction demonstrated by 100% of the study sample was that nurses' ideas are respected by other health care professionals.Findings indicated that a significant positive relationship exists between role satisfaction and study variables. Eighty-eight percent of respondents stated that conflicts related to participation were experienced. Overwhelmingly, respondents felt that the primary source of conflicts were with physicians. These findings are consistent with results reported in the original study.When asked what factors impact on how decisions are made, 40% of respondents indicated that ethical decisions are often impacted by generalized decisions based on viability of the neonate as determined by the gestational age, and "quality of life."Seventy-six percent of respondents believed nurses should be more involved in the ethical decision making. Conferences with physicians and parents was identified by 69% of the study sample. This study found that the older the nurse, the more satisfied with role in the ethical decison making process. Length of employment also contributed positively to satisfaction in ethical decision making. The more educated the nurse, the more satisfied with role in the ethical decision making process. Nurses were less satisfied if conflicts were experienced or identified.Findings suggest that collaborative relationships exist between nurses and other health team members and that nurses feel some sense of fulfillment with their role in the ethical decision making process. It was concluded that many issues were unsolved and need to be discussed.
School of Nursing

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47

Turner, Barbara Elly. "Job satisfaction in critical care nurses." Thesis, 1992. http://hdl.handle.net/2429/1822.

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This descriptive study was designed to explore job satisfaction among critical care nurses using an established conceptual framework of job satisfaction entitled the Job Characteristics Model (Hackman & Oldham, 1980). The standardized measures of general job satisfaction and other job design variables were the Job Diagnostic Survey (Hackman& Oldham, 1980) and the Index of Job Satisfaction (Brayfield& Rothe, 1951). These were sent to a random sample of 300 employed critical care nurses in British Columbia. 127 usable questionnaires were returned and formed the basis for the results. The nurses found task significance and skill variety the strongest characteristics of motivating potential, task identity the lowest. The strongest relationships were seen between general job satisfaction and motivating potential of the job, meaningfulness of the work, and context satisfactions. There was also a significant relationship between general job satisfaction and length of nursing experience.

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48

Phuc, Bui Duong Quang, and 裴楊光福. "Job satisfaction among nurses in Vietnam." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/9ua772.

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碩士
美和科技大學
護理系健康照護碩士班
106
Background: Today, nursing has been recognized as a unique occupation, in line with other medical staff to provide health care services. In Vietnam and other countries around the world, nursing human resources are still unable to meet the health care needs of the society. This shortage of nurses may be due to a variety of causes, in which nursing job satisfaction is one of the important factors that need to be considered seriously in each organization. Objective: The aim of the study was to to investigate the job satisfaction and related factors among nurses in Thu Duc district hospital in Ho Chi Minh City, Vietnam. Methods: A cross-sectional study was carried out to answer the research phenomena during July 2017 to May 2018. Two hundred and one of 452 nurses from the Thu Duc District Hospital were randomly chosen and completed interviews with a structured questionnaire, including five sub-scales of job satisfaction. Results: The nurses were mostly female (86.1%), married (67.7%), staff nurse (98%), and 5 to 10 years of experience (58.7%). Most were public service nurse (41.8%), 2 years college of education (59.7%), work in surgical departments accounted at the highest proportion (32.3%). The mean age was 29.6 ± 3.77, distance from home to work was 6.9 ± 6.79 km, night shift per week was 1.5 ± 1.12. There were significant differences among aspects of job satisfaction and gender, marital status, education, type of contract, and working units, as well as the correlation between these aspects of job satisfaction with overall job satisfaction, between the aspects of job satisfaction with night shift, distance from home to work. Conclusion: The job satisfaction of Vietnamese nurses was at medium level. The present study explored the important factors of job satisfaction among the nurses who were employed in Thu Duc district hospital. It also provides a guideline for hospital management to identify the positive and negative factors of job satisfaction among nurses. As a result, management will address negative factors among healthcare policy makers and hospital management to improve nurses’ job satisfaction.

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49

Yang, Shih-yun, and 楊詩韻. "Dialysis Nurses Professional Commitment and Job Satisfaction." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/cd4597.

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碩士
國立中山大學
人力資源管理研究所
97
Purpose. To explore the relation shop between professional commitment and job satisfaction. Methods. A survey of 300 nurses from a medical center in Taiwan was conducted to collect data. The instrument surveyed demographics, working environment, professional commitment, and job satisfaction. Data were analyzed with SPSS 13.0 software. Results. The results showed a positive correlation between professional commitment and job satisfaction. Multiple linear regression revealed seven factors that were associated with nurses professional commitment: marital status, age, years of working reasons for enrollment, economic status, and working environment. Factors that could explain the variance of job satisfaction were economic status, working environment, and professional commitment. Conclusion. Greater awareness of nurses professional commitment and job satisfaction among nursing administration may indirectly help increase the quality of nursing care in Taiwan.

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50

Chan, Hua-Pin, and 張華蘋. "The Association between Job Involvement and Job Satisfaction for Nurses." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/01813931797879151700.

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碩士
中臺科技大學
醫護管理研究所
94
This study aims to understand the job involvement and job satisfaction for hospital nurses, and explores the related factors and the relationship between job involvement and job satisfaction. The study population was recruited from one medical university affiliated hospital in Taichung city. A structured questionnaire was sent to 784 and the valid questionnaires were 540. The response rate was 68.9%. Descriptive statistics, t test, one-way ANOVA, Pearson’s Product-Moment the Correlation analysis were used in data analysis. The results indicated that the nurses had higher job responsibility(M=3.64, SD =4.16) than job identification(M=3.35, SD =3.54) in terms of job involvement. Additionally nurses had higher intrinsic job satisfaction(M=3.44, SD=5.53) than extrinsic job satisfaction(M=3.12, SD=6.53). Hospital nurses' job involvement varied according to personal characteristics, such as age, working years, education level, position, marital status and the number of children(P <0.05). Nurses’ job satisfaction differed by personal characteristics, such as age, working years, education level, position, working unit, marital status and the number of child(P<0.05), as well. Nurses' overall job involvement, identification of job importance, and responsibility were positively correlated with the intrinsic satisfaction, extrinsic satisfaction and overall job satisfaction. Based on the results, the hospital administrators, nursing administrators, and human resources management department can design a more acceptable compensation system and an education plan that will produce satisfactory and productive nurses, and make people devote themselves to their job. With this improvement, the quality of nursing care will be improved.

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