Factors Influencing Job Satisfaction and Turnover Intention among Coronary Care Unit Nurses in Bahrain

Ebrahim, Zainab H.; Ebrahim, Ali

doi:10.15344/2394-4978/2017/251

Cited by 7 publications

(3 citation statements)

References 7 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…al., 2023). This result is consistent with Ebrahim, & Ebrahim (2017) who discovered that more than two-thirds of the study subjects were more likely to have intentions of quitting their jobs. As well this result is also consistent with Ahmed, Abdelwahab & Elguindy (2017) whose findings showed that staff nurses had a higher intention to leave their careers.…”

Section: Discussionsupporting

confidence: 92%

The Effect of Workplace Incivility on Turnover Intention of Working Staff Nurses at a Selected Hospital

Mohammed,

Mostafa,

Mohamed

2024

International Egyptian Journal of Nursing Sciences and Research

View full text Add to dashboard Cite

Background: Workplace incivility has been noted as a pervasive and serious problem in the healthcare sector that may have a negative impact on staff nurses and organizational outcomes, such as turnover intention. The study aimed to explore the effect of workplace incivility on the turnover intention of working staff nurses at a selected hospital. Method: Design: A descriptive-correlational research design was utilized. Setting: This study was conducted at Cairo University Hospitals including different units. Subjects: A convenience sample of 250 staff nurses who were working in different units at Cairo University Hospitals. Tools: two tools were used as follows: (I) Nurses' Perception of Workplace Incivility Questionnaire and (II) Nurses' Turnover Intention Questionnaire. Results: The findings showed that 66% of staff nurses had a high perception level of workplace incivility and 67% of them had a high turnover intention level. Conclusions: there was a highly significant statistical correlation between nurses' total perception of workplace incivility and their turnover intention, also there was a highly significant statistical positive effect of workplace incivility on nurses' turnover intention level.Recommendations: Nursing managers should develop restricted policies with clear procedures for tracking, preventing, and disciplining staff incivility behaviors. Nursing managers should carefully detect the contributing factors of staff turnover intention and take corrective actions to enhance staff satisfaction.

show abstract

Section: Discussionsupporting

confidence: 92%

The Effect of Workplace Incivility on Turnover Intention of Working Staff Nurses at a Selected Hospital

Mohammed,

Mostafa,

Mohamed

2024

International Egyptian Journal of Nursing Sciences and Research

View full text Add to dashboard Cite

show abstract

“…This is in support of the findings by Bekru et al (2017), and Jarosova et al (2015). Among nurses from Bahrain, receiving rewards and external rewards predicted nurses and midwives’ dissatisfaction with their job and their plan to leave (Ebrahim & Ebrahim 2017).…”

Section: Discussionmentioning

confidence: 99%

Job satisfaction, work environment and intent to stay of Jordanian midwives

Alnuaimi

Ali

Al‐Younis

2020

International Nursing Review

View full text Add to dashboard Cite

Aim The aims of this study were to (1) assess the levels of Jordanian midwives’ job satisfaction, intention to stay and work environment; (2) examine the relationship between work environment and intention to stay, and the level of job satisfaction among midwives working in Jordanian hospitals and maternal and child health centres and (3) to investigate the associations between job satisfaction and selected demographic variables among Jordanian midwives. Background The shortage, turnover and retention of midwives are global problems and Jordan is one of the countries thathas a shortage of midwifery workforce. Job satisfaction is well studied among nurses worldwide; however, there are inadequate studies that have assessed the job satisfaction among midwives including Jordan. Methods A descriptive, correlational design survey was used and a sample of 413 midwives were recruited from 14 different hospital settings (12 governmental and 2 teaching hospitals) and 8 health centres. Results The levels of job satisfaction of Jordanian midwives were neither satisfied nor unsatisfied. The overall mean intent to stay at work was between neutral to agree in general. A positive significant correlation was found between job satisfaction, work environment and intent to stay. The work environment was neither a favourable nor an unfavourable. Conclusion and implications for nursing, health and education policy Jordanian midwives have neutral job satisfaction and work environment. Managerial plans and interventions are needed to improve midwives' job satisfaction and to create a favourable work environment which might reflect positively on their work and performance and improve their retention. Policymakers and mangers should enhance midwives’ job satisfaction through external reward via salary, vacation and benefits packages. Engaging in research activities, publication and more collaboration with academic staff may improve midwives’ professional development. Midwives should take more active roles in hospital affairs and receive more support by their management in Jordan.

show abstract

“…High level of workload and stress is a consistent finding across all countries often resulting from shortage of available staff. 57.1% of intensive care nurses working at a Bahraini hospital were uncertain if they wanted to continue working in ICU and only 21.4% were satisfied working there [34]. 68.2% of ICU health workers in an Egyptian study reported moderate burnout and over 50% of nurses had high level of emotional exhaustion compared to 38.8% of physicians [35].…”

Section: Working Conditions/environmentmentioning

confidence: 99%

Health workforce capacity of intensive care units in the Eastern Mediterranean Region

et al. 2023

View full text Add to dashboard Cite

Objective The onset of COVID-19 pandemic increased the need for functioning and equipped intensive care units (ICUs) with staff trained in operating them. In the Eastern Mediterranean Region, this also triggered the need for assessing the available capacities of ICUs and health workforce so that appropriate strategies can be developed to address emerging challenges of staff shortages in the wake of COVID-19. To address this need, a scoping review on the health workforce capacity of intensive care units in the Eastern Mediterranean Region was conducted. Methods A scoping review methodology as outlined by Cochrane was followed. Available literature and different data sources were reviewed. Database includes Pubmed (medline,Plos included), IMEMR, Google Scholar for peer-reviewed literature, and Google for grey literature such as relevant website of ministries, national and international organization. The search was performed for publications on intensive care unit health workers for each of the EMR countries in the past 10 years (2011–2021). Data from included studies was charted, analysed and reported in a narrative format. A brief country survey was also conducted to supplement the findings of the review. It included quantitative and qualitative questions about number of ICU beds, physicians and nurses, training programs as well as challenges faced by ICU health workforce. Results Despite limited data availability, this scoping review was able to capture information important for the Eastern Mediterranean Region. Following major themes appeared in findings and results were synthesized for each category: facility and staffing, training and qualification, working conditions/environment and performance appraisal. Shortage of intensive care specialist physicians and nurses were in majority of countries. Some countries offer training programmes, mostly for physicians, at post-graduate level and through short courses. High level of workload, emotional and physical burnout and stress were a consistent finding across all countries. Gaps in knowledge were found regarding procedures common for managing critically ill patients as well as lack of compliance with guidelines and recommendations. Conclusion The literature on ICU capacities in EMR is limited, however, our study identified valuable information on health workforce capacity of ICUs in the region. While well-structured, up-to-date, comprehensive and national representative data is still lacking in literature and in countries, there is a clearly emerging need for scaling up the health workforce capacities of ICUs in EMR. Further research is necessary to understand the situation of ICU capacity in EMR. Plans and efforts should be made to build current and future health workforce.

show abstract

Factors Influencing Job Satisfaction and Turnover Intention among Coronary Care Unit Nurses in Bahrain

Cited by 7 publications

References 7 publications

The Effect of Workplace Incivility on Turnover Intention of Working Staff Nurses at a Selected Hospital

The Effect of Workplace Incivility on Turnover Intention of Working Staff Nurses at a Selected Hospital

Job satisfaction, work environment and intent to stay of Jordanian midwives

Health workforce capacity of intensive care units in the Eastern Mediterranean Region

Contact Info

Product

Resources

About