Factors affecting job satisfaction of nurses who work in long-term care

Carr, Katherine; Kazanowski, Mary

doi:10.7748/nm.1.3.9.s9

Cited by 15 publications

(21 citation statements)

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“…The managers at all of the nursing homes clearly valued the professional development of their staff and offered their staff opportunities to further their education by providing on site educational in‐services and funding to attend external courses. This finding is similar to other studies that have shown that opportunities for professional development through on‐going education are important for job satisfaction and retention for nurses who work in LTC settings (Carr & Kazanowski, 1994; Robertson & Cummings, 1996; Proenca & Shewchuk, 1997).…”

Section: Discussionsupporting

confidence: 91%

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Coming and staying: a qualitative exploration of Registered Nurses’ experiences working in nursing homes

Prentice¹,

Black²

2007

Int J Older People Nursing

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Aim. This paper reports on a qualitative study that explored the reasons why Registered Nurses (RNs) chose to work in nursing homes in Southern Ontario, Canada and what factors attracted them to remain. Background. There is a paucity of information about factors associated with the recruitment and retention of RNs within long-term care (LTC) in Canada. As the population of older people is growing in Canada and elsewhere, it is essential that we better understand what attracts RNs to work and remain in this setting. Design and method. A case study approach was used in this study of nine RNs working in three nursing homes. Data were collected through in-depth interviews. Findings. Six sub-themes were identified: 'Job of Choice', 'Job of Convenience', 'Caring for the Residents', 'A Supportive Environment', 'Heavy Workload' and 'Supervisory Role of the RN'. Conclusion. Nurses chose to work in the nursing home because it was a 'Job of Convenience'. However, characteristics of the organizational environment played a major role in their remaining. Also, the caring relationship with residents played a role in the nurses remaining in this setting. Relevance to clinical practice. Strategies are provided that nurse managers may consider when planning recruitment and retention activities for LTC settings.

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Section: Discussionsupporting

confidence: 91%

“…, 2003). This willingness to stay and care for the residents despite the barriers, such as heavy workloads and supervisory responsibilities is an encouraging finding, as other studies have reported that workload impacts on job satisfaction and retention in nursing homes (Carr & Kazanowski, 1994; Robertson et al. , 1994; Moyle et al.…”

Section: Discussionsupporting

confidence: 61%

Coming and staying: a qualitative exploration of Registered Nurses’ experiences working in nursing homes

Prentice¹,

Black²

2007

Int J Older People Nursing

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“…This rejuvenation lies in recruiting and retaining sector specific educated young nurses who want to work in aged‐care. Against a backdrop of an ageing work force, the aged‐care nurse in this sub‐study is also poorly paid, overworked, undervalued and is critical of staffing numbers and level of education, a finding consistent across time and within the international literature (Carr & Kazanowski 1994, Robertson et al. 1999, Perry et al.…”

Section: Discussionmentioning

confidence: 56%

Caring in residential aged‐care. Qualitative findings from an e‐cohort sub‐study

Tuckett

Hughes

Gilmour

et al. 2009

Journal of Clinical Nursing

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“…In the nursing literature, several studies have found that wages and salaries impact overall job satisfaction but rarely went a step further to determine the relative importance between job and pay satisfaction in terms of their effects on turnover (Carr and Kazanowski, 1994;Frisina, Murray and Aird, 1988;Fung-kam, 1998;Huey and Hartley, 1988). For instance, Fung-kam (1998) found that the three factors that have the most influence on job satisfaction were autonomy, professional status, and pay.…”

Section: Pay Satisfaction Job Satisfaction and Turnover Intentmentioning

confidence: 99%

Pay Satisfaction, Job Satisfaction and Turnover Intent

Singh¹,

Loncar²

2010

155

129

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The purpose of this paper was to examine the relationships among pay satisfaction, job satisfaction, and turnover. While there is a fairly large body of literature on pay satisfaction/dissatisfaction-turnover relationship, there are reasons to expect different outcomes in occupations – such as social work and nursing – where job satisfaction, versus pay, may be of equal, if not greater importance. Essentially, it may be argued that in these sectors, workers are driven more by job satisfaction rather than their paychecks. Yet, there is little empirical research on this issue; thus, a primary purpose of this study is to address this research need. This study will add to the recent research that has focused on key human resources management and industrial relations issues related to the nursing profession in Canada. Furthermore, many studies use a unidimensional measure of pay satisfaction even though the literature suggests that there are better measures. Using a four-dimensional instrument in this study, we improve on past practices.Using a sample of 200 nurses in a unionized hospital in Ontario to test our hypotheses, we found support for both (viz., 1. The four pay dimensions will affect turnover intent differently; and 2. Job satisfaction will add incrementally to the explained variance in the pay satisfaction-turnover relationship). The findings support the contention that nurses may be more motivated by their jobs, versus their pay. The findings may be good news for organizations that want to better manage labour costs. There are different ways for hospitals to improve their workplace environment in order to increase satisfaction with intrinsic job factors and reduce turnover.Cet article examine la relation entre la satisfaction à l’égard de la rémunération, la satisfaction au travail et le roulement de la main-d’oeuvre. Alors qu’il existe un corpus plutôt vaste de littérature sur la satisfaction/insatisfaction à l’égard de la rémunération, il y a des raisons de penser que les résultats pourraient différés pour certaines professions, comme dans le cas du travail social et celui des soins infirmiers, où la satisfaction au travail comparativement à celle à l’égard de la rémunération peut être d’importance égale ou même supérieure. Essentiellement on peut argumenter que dans ces secteurs, les travailleurs et travailleuses sont davantage motivés par la satisfaction au travail que par leur chèque de paie. Pourtant il y a peu de recherche empirique sur ce sujet. Un premier objectif de l’étude est de combler en partie du moins ce manque. Elle ajoutera ainsi aux études récentes qui mettent l’accent sur la gestion des ressources humaines clés dans les organisations et les problèmes de relations industrielles liées à la profession des soins infirmiers au Canada. Plusieurs études utilisent une mesure unidimensionnelle de la satisfaction à l’égard de la rémunération alors que la littérature suggère que de meilleures mesures pourraient être utilisées. Aussi en proposant une mesure à quatre dimensions, nous croyons pouvoi...

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Factors affecting job satisfaction of nurses who work in long-term care

Cited by 15 publications

References 0 publications

Coming and staying: a qualitative exploration of Registered Nurses’ experiences working in nursing homes

Coming and staying: a qualitative exploration of Registered Nurses’ experiences working in nursing homes

Caring in residential aged‐care. Qualitative findings from an e‐cohort sub‐study

Pay Satisfaction, Job Satisfaction and Turnover Intent

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