Do new roles contribute to job satisfaction and retention of staff in nursing and professions allied to medicine?

Abstract

The vast majority of post-holders in innovative roles felt that the role provided them with a sense of job satisfaction. However, it is essential that the post-holders feel adequately prepared to carry out the role and that the boundaries of their practice are well defined. Career progression and professional integration both being associated with job satisfaction.

Stress, depression, and intention to leave among nurses in different medical units: Implications for healthcare management/nursing practice

“…A growing body of research suggests that intention to leave can be associated with an array of factors, including work overload, lack of social support [22][23][24], burnout [25], feelings of work-family conflict [26] or stress [25,27], low job satisfaction [25,[28][29][30][31][32][33][34], supervisory support [35], organizational commitment [36,37], organizational climate [38], the quality of care [34], dissatisfaction with salary or low pay [25,39], and few possibilities for development [40]. Evidence from several present studies highlighted that stress results in high absenteeism and turnover, and low retention of nurses, which consequently affect the quality of care provided [19,20].…”

A systematic review of evidence about extended roles for allied health professionals

“…working beyond the recognised scope of practice of the profession of interest in innovative or non-traditional roles'. 12 However 'working beyond the recognized scope of practice' is difficult to operationalize given the continuous change of scope over time. For example, while some interventions (e.g.…”

Rethinking policies for the retention of allied health professionals in rural areas: A social relations approach

“…Reinforcing this emphasis upon the practitioner as 'employee' are workforce studies that focus their attention upon the 'management' of the allied health professional in the given hierarchical structures [2][3][4][5][6][7][8][9][10]. Furthermore retention studies tend to concentrate on factors such as lack of support, job autonomy, career structure and input into decisionmaking [11][12][13].…”