Association between Intention to Stay on the Job and Job Satisfaction among Japanese Nurses in Small and Medium‐sized Private Hospitals

Abstract

Association between Intention to Stay on the Job and Job Satisfaction among Japanese Nurses in Small and Medium-sized Private Hospitals: Yasushi KUDO, et al. Department of Preventive Medicine and Public Health, KitasatoUniversity School of Medicine-In order to examine the relationship between the intention to stay on the job and job satisfaction among Japanese nurses, and to obtain clues for preventing turnover, we conducted a questionnaire survey. The subjects involved in the survey included 625 female nurses (registered nurses, licensed practical nurses and assistant nurses) working in 4 small and medium-sized private hospitals, excluding directors of nursing. Of the 625 questionnaires distributed, 556 (89.0%) were returned. After excluding the questionnaires with missing values, 480 questionnaires were analyzed (effective response rate, 76.8%).The average age of the respondents was 32.8 yr (range: 20-65). The content of the questionnaire was nurse attributes, job satisfaction (30 items) and intention to stay on the job. For job satisfaction, factor analysis (principal factor method and promax rotation) was performed, and factors with an eigenvalue of ≥1 were extracted. Six factors were extracted by factor analysis. These factors were interpreted as "Work as specialists" (1st factor), "Relationship with superiors" (2nd factor), "Comfortable life" (3rd factor), "Relationship among nurses" (4th factor), "Communication with physicians" (5th factor) and "Working conditions" (6th factor). The factor scores were calculated and used as a scale for the evaluation of job satisfaction. To investigate the factors associated with intention to stay on the job among nurses, the standard partial regression coefficient was computed by multiple linear regression analysis, with intention to stay on the job as the dependent variable, and nurse attributes and job satisfaction (factor scores) as independent variables. Various factors including the organizational culture of each hospital may affect the relationship between job satisfaction and the intention to stay on the job. In order to adjust for these factors, differences among hospitals were included in the statistical model as independent variables. The result of the multiple regression analysis suggests that the intention to stay on the job was higher among nurses who were older and more satisfied with work as specialists (1st factor) and working conditions (6th factor). (J Occup Health 2006; 48: 504-513)

Enhancing Work Motivation for Japanese Female Nurses in Small to Medium-Sized Private Hospitals by Analyzing Job Satisfaction

“…Such data should be accumulated and compared with Stamps' survey. Therefore, we produced our own original job satisfaction questionnaire for the present study with reference to past studies of job satisfaction (Herzberg et al 1959;Robbins 2004;Kudo et al 2006).…”

The Influence of Supervisor Support on Nurses’ Turnover Intention

“…Many factors have been discussed in the literature to improve the retention of nurse workforce such as career development programs and training, job satisfaction, pay and benefits [6][7][8]. In addition, positive workplace environments have been well recognized as a positive influence on nurse retention and improved quality of patient care [26].…”

“…Many factors have been studied to evaluate their potential impact on reducing TI, such as the presence of career development programs and training [6], satisfaction, implementation of fair salary raise [7] and payment and rewards [8]. One additional factor that has been discussed in literature and requires more attention is supervisor support in the workplace.…”

“…They identified that in a situation with high turnover rate among nurses, additional workload and responsibilities would be placed on those remaining. This situation would decrease time spend caring for each patient; therefore, the quality of patient care will be compromised and some patients needs will be neglected [25].Many factors have been discussed in the literature to improve the retention of nurse workforce such as career development programs and training, job satisfaction, pay and benefits [6][7][8]. In addition, positive workplace environments have been well recognized as a positive influence on nurse retention and improved quality of patient care [26].…”

Pengaruh Keadilan Organisasi Terhadap Komitmen Afektif Melalui Kepuasan Kerja Pada Perusahaan Perbankan Swasta Di Dki Jakarta

“…Penelitian ini menguji pengaruh pemasaran internal dengan komitmen organisasi, kepuasan kerja dan kepuasan konsumen didasarkan pada penelitian -penelitian sebelumnya (Chang, 2007;Kudo et al, 2006;Greene at al., 1994). Penelitian ini juga diharapkan memberikan manfaat bagi pengembangan teori terutama yang berkaitan dengan pemasaran internal.…”