Factors Associated With Work Satisfaction of Registered Nurses

Kovner, Christine; Brewer, Carol S.; Wu, Yow Wu B.; Cheng, Yuansheng; Suzuki, Miho

doi:10.1111/j.1547-5069.2006.00080.x

Cited by 205 publications

(245 citation statements)

References 41 publications

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“…A plausible explanation is that job responsibilities that must be managed on daily basis requires large investments of time, concentration and emotion, that there is little time and energy remaining for other domains such as family life. This finding is similar to result of work of Nasurdin and O'Driscoll [22], Ogbogu and Erero [23], and Kovner et al [24] and is inconsistent with Yildirim and Aycan [25].…”

Section: Discussionsupporting

confidence: 68%

Study on the Conflicts between Work and Family at the Kashan University of Medical Sciences, Iran

Kebriaei

Abedizadeh

Sharifian

2016

ILSHS

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Abstract. With both professional and personal responsibilities, employees often conflict when reconciling the demands of family and work. The study aimed to investigate whether work to family conflict experienced by employees of Kashan University of medical sciences differed from family to work conflict. A cross sectional study was carried out in 2014. A random sample of 202 employees in the four schools affiliated with Kashan University of medical sciences located in central of Iran was selected and responded to items of the questionnaires using a 7-point Likert scale. Work-family conflict was measured using Carlson et al.'s 18 items scale. Higher values indicate higher levels of work to family conflict and family to work conflict. Analysis was carried out using SPSS 16. Employees experienced work-family conflict in the two directions. Work to family conflict with mean of 31.55  10.68 was significantly (t=9.87, P<0.001) more than family to work conflict with 25.58  8.77. They experienced different time-, strain-, and behavior-based work to family conflicts than time-, strain-, and behavior-based family to work conflicts (P<0.01). Work to family conflict was more than family to work conflict. Therefore, University authorities should try to improve working conditions through changing the working culture and re-looking into their work structure and employment policies to moderate the experience of work to family conflicts encountered by the employees.

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Section: Discussionsupporting

confidence: 68%

Study on the Conflicts between Work and Family at the Kashan University of Medical Sciences, Iran

Kebriaei

Abedizadeh

Sharifian

2016

ILSHS

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“…As a result this brings the possibility of a psycho-affective structuring of the socio-professional relationships, necessary for the strengthening of the identity through the construction of the collective work (12)(13)15) .…”

Section: Discussionmentioning

confidence: 99%

“…The cooperation between the workers becomes motivated by the pursuit of quality, an essential condition for obtaining pleasure in the work. To this end, a flexible management model is necessary to allow the experience of the feeling of recognition from the hierarchy and the peers, which occurs when the organization emphasizes the independence of the employees in an internal structure that allows negotiation in the definition of hierarchical roles, in the standards and the rules (12)(13)15) .…”

Section: Discussionmentioning

confidence: 99%

“…Despite the possible health injuries arising from the organizational context, the positive significance of the work is being rediscovered as a means of preventing and overcoming these negative effects, through a position that emphasizes the positive subjective experiences in improving the quality of life of the workers and preventing pathologies (9)(10)(11)(12)(13) . These work experiences, when positive, help to enrich the identity of the individual, leading to the maximum development of their potential.…”

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confidence: 99%

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Pleasure and suffering in intensive care unit nursing staff

Shimizu

Couto

Merchán-Hamann

2011

Rev. Latino-Am. Enfermagem

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The aim of this study was to analyze the causal factors of pleasure and suffering in Intensive Care Unit (ICU) nursing staff and to compare the occurrence of these factors at the beginning and end of the career. This was a cross-sectional descriptive study conducted with 26 nurses and 96 nursing technicians. The previously validated Pleasure and Suffering Scale was used. The data were analyzed using descriptive statistics with the SPSS 12.0 software and the Kruskal Wallis test was used to assess the presence of these factors at the beginning and end of the career. The results indicated that, for both the nurses and the nursing technicians, the factors that contribute to feelings of pleasure, professional achievement and freedom of expression, and the factors that cause suffering, professional exhaustion and lack of recognition, were encountered at critical levels. Placer y sufrimiento en trabajadores de enfermería de una Unidad de Terapia IntensivaEl objetivo del estudio fue analizar los factores causadores de placer y sufrimiento en trabajadores de enfermería que actúan en una Unidad de Terapia Intensiva (UTI) y comparar la ocurrencia de esos factores en el inicio y al final de la carrera. Se trata de un estudio descriptivo transversal, realizado con 26 enfermeros y 96 técnicos de enfermería. Se utilizó la Escala de Placer y Sufrimiento, validada previamente. Los datos fueron analizados por medio de la estadística descriptiva, con software SPSS12.0, y, para evaluar la presencia de esos factores en el inicio y al final de la carrera, se utilizó la prueba de Kruskal Wallis. Se constató que, tanto para enfermeros como para los técnicos de enfermería, los factores que contribuyen para los sentimientos de placer, realización profesional y libertad de expresión y los factores que causan sufrimiento, agotamiento profesional y falta de reconocimiento, se encuentran en niveles críticos.Descriptores: Enfermeros; Unidade de Terapia Intensiva; Salud Laboral. IntroductionThe recognition is growing that health care workers, especially those of the nursing team, experience stressful situations in the work that lead to suffering.Several studies have indicated the need to identify, in critical areas such as the ICU, the causative factors of the suffering, as well as the defensive strategies to avoid this, in order to maintain the psycho-emotional balance of the worker (1)(2)(3)(4)(5) . Care for critically ill patients requires from the nurses and nursing technicians, hereafter referred to as the nursing team, speed in decision making, a heightened sense of responsibility in the prioritization of actions, the resolution of complex problems, the continuous reorganization of the activities due to frequent interruptions, and the management of a large and variable amount of information due to the diverse interventions required (1)(2)(3)(4)(5) . Furthermore, the nursing team are almost constantly confronted with suffering and death of their fellows, and are exposed to the ambiguous feelings that are transferred to them by both the p...

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“…In addition, self-perceived health, educational work and career orientation also adds to increased job satisfaction. [7] Climate among professionals, educational reimbursement, flexible scheduling, and higher wages are decisive factors when registered nurses (RNs) consider leaving their position or even profession. [8] In a study examining the relationship between the number of nurses, ward organizational structure, practice and attitude towards care provision, [9] no correlation was found between a high nurse/patient ratio and innovative nursing practice.…”

Section: Introductionmentioning

confidence: 99%

Job satisfaction as a matter of time, team, and trust: A qualitative study of hospital nurses’ experiences

Uhrenfeldt

Hall

2014

JNEP

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Support and variety regarding work, autonomy, organizational constraints, and promotion opportunities are factors contributing to job satisfaction or lack thereof among hospital nurses together with self-perceived health, education and career orientation. The aim of this study was to explore public hospital nurses' experiences of job satisfaction. This qualitative study was undertaken in a caring theory context. Ten proficient Danish hospital nurses were interviewed twice and data were analysed using a hermeneutic approach. The analysis revealed that time, team, and trust were essential components in job satisfaction. Time, team and trust helped the nurses collaborate with patients, care for relatives, and work in teams with other hospital staff members. Lack of job satisfaction occurred when time was to short or quality care was threatened, when the nurses felt alone and had to finish their job in a hurry, or when they perceived distrust from others about the care they provided. One one hand, these subject matters gave staff nurses a feeling of autonomy and helped strengthen their proficiency. Thus, the nurses could provide fundamental patient care in a timely and knowledgeable manner. On the other hand, lack of any of the three Ts threatened not only job satisfaction, but also patient care and nurse retainment.

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Factors Associated With Work Satisfaction of Registered Nurses

Abstract: Work-related factors were significantly related to RNs' work satisfaction.

Cited by 205 publications

References 41 publications

Study on the Conflicts between Work and Family at the Kashan University of Medical Sciences, Iran

Study on the Conflicts between Work and Family at the Kashan University of Medical Sciences, Iran

Pleasure and suffering in intensive care unit nursing staff

Job satisfaction as a matter of time, team, and trust: A qualitative study of hospital nurses’ experiences

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