Hospital RNs??? Job Satisfactions and Dissatisfactions

Fletcher, Carol E.

doi:10.1097/00005110-200106000-00011

Cited by 107 publications

(90 citation statements)

References 29 publications

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“…Various authors (Basson & Van der Merwe 1994;Buchan 2006;Cavanagh 1997;Jackson, Clare & Mannix 2002;Mitchell 2003;Oulton 2006;Tusaie & Dyer 2004) reported on these and similar problems, whilst an emphasis seems to be on financial and managerial problems and lack of recognition or autonomy, a high workload and low morale (Buchan 2006). Fletcher (2001) found in a study with professional nurses that they love the work they do but hate their job, mainly because of adverse working conditions. If this current situation continues, where entry into nursing seems outweighed by exits, with nurses either emigrating or discontinuing practice, the crisis will deepen unless strategies are developed not only to retain nurses but to empower them, attract new recruits into nursing and entice nurses who have left to return to the profession.…”

Section: Discussionmentioning

confidence: 99%

The prevalence of resilience in a group of professional nurses

Koen

Eeden

Wissing

2011

Health SA Gesondheid

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The literature and practice show that many professional nurses feel emotionally overloaded and are experiencing job dissatisfaction, which often results in them leaving the profession. Paradoxically, some nurses choose to remain in nursing and survive, cope and even thrive despite their unique workplace adversities. It is, however, not known what the prevalence of resilience amongst nurses is, and what influence working in private versus public contexts has on this resilience. The aims of this study were to determine the prevalence of resilience in a group of professional nurses, to determine whether private versus public contexts played a role in nurses’ resilience, and to obtain an indication of participants’ views of their profession and resilience therein. A cross-sectional survey design was used where professional nurses (N = 312) working in public and private hospitals in South Africa voluntarily completed measures of psycho-social well-being as indicators of their degree of resilience. They also answered three open-ended questions on their profession. Results showed moderate-tohigh correlations amongst scales, indicating conceptual coherence as indicators of resilience. Prevalence of resilience was determined by normalising the mean scores of the measuring instruments. The total value of the normalised mean scores was given as a fraction (0−1), representing a level of resilience manifested by the participants across all scales. This indicated three levels of resilience: 10% of participants manifested low resilience, 47% moderate resilience and 43% high resilience. Nurses in private health care had significantly (small practical effect) higher levels of resilience than nurses in public health care.OpsommingDie literatuur en praktyk dui daarop dat baie professionele verpleegkundiges emosioneel uitgeput is, werksontevredenheid ervaar en dikwels die beroep verlaat. Paradoksaal kies sommige verpleegkundiges om in die beroep te bly, en floreer selfs ten spyte van hul unieke en moeilike werksomstandighede. Dit is egter nie bekend wat die voorkoms van veerkragtigheid in verpleegkundiges is nie, of wat die invloed van werk in privaat versus die openbare omgewing op veerkragtigheid is nie. Die doelwitte van die studie was om die voorkoms van veerkragtigheid in ‘n groep professionele verpleegkundiges te bepaal, om die rol van privaat versus openbare omgewings in veerkragtigheid te bepaal, en om ‘n aanduiding van deelnemers se siening oor hul professie en veerkragtigheid daarin, te bekom. ‘n Dwarsdeursnit ontwerp was gebruik waarin professionele verpleegkundiges (N = 312) werksaam in openbare of privaat hospitale in Suid-Afrika vrywillig vraelyste oor psigososiale welstand as aanduiders van die vlak van veerkragtigheid, voltooi het. Hulle het ook drie oop-einde vrae oor hul beroep beantwoord. Bevindinge het op matige tot hoë korrelasies tussen skale gewys wat dui op konseptuele koherensie tussen die indikatore van veerkragtigheid. Veerkragtigheid is bereken deur normalisering van die gemiddelde tellings vir die meetinstrumente van al die skale. Die totale waarde van genormaliseerde gemiddeldes was as ‘n fraksie (0−1) uitgedruk. Drie vlakke van veerkragtigheid het gemanifesteer, 10% van die deelnemers het met lae veerkragtigheid gemanifesteer, 47% met matige veerkragtigheid en 43% met hoё veerkragtigheid. Verpleegkundiges in privaat gesondheidsorg het beduidende (klein praktiese waarde) hoёr vlakke van veerkragtigheid getoon as verpleegkundiges in openbare gesondheidsorg.

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Section: Discussionmentioning

confidence: 99%

The prevalence of resilience in a group of professional nurses

Koen

Eeden

Wissing

2011

Health SA Gesondheid

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“…Work schedules figure prominently in nurses' ratings of their job satisfaction, along with job security, salary, and fringe benefits. 12 Most of our key informants reported that their institutions do not require employees to rotate across shifts; once a nurse has been hired for a specific shift, such as evenings, the nurse will stay on that shift unless there is an explicit agreement to change. Most of the key informants said that their hospitals schedule staff using twelve-hour shifts, but some maintain eight-hour shifts or offer three-hour and five-hour shifts.…”

Section: Study Findingsmentioning

confidence: 99%

How Can Employment-Based Benefits Help The Nurse Shortage?

Spetz¹,

Adams

2006

Health Affairs

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During a labor shortage, employment-based benefits can be used to recruit and retain workers. This paper provides data on the availability of benefits to registered nurses (RNs), reports on how health care leaders are approaching the provision of employment-based benefits for nurses, and considers what nurses have to say in focus groups about benefits. Because of the ongoing nurse shortage, many employers are trying to enhance the benefits they offer to support recruitment and retention efforts. We offer recommendations for health care leaders that follow from our findings about the current state of nurses' employment-based benefits. [Health Affairs 25, no. 1 (2006): 212-218]

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“…[14] According to Philip Kotler, satisfaction is the level of person"s felt state resulting from comparing a products" perceived performance (or outcome) in relation to the person"s expectations. [15] The gap between perceived service and expectation has given rise to the construct of service quality [16], [17], [18] and to the construct of satisfaction [19], [20] and according to Canel & Fletcher (2001); satisfaction is linked to performance level of the business [21]. Hence customer satisfaction is the key to business success which can be achieved only by understanding what customers" expect and how they perceive the quality of the service delivery.…”

Section: Literature Review and Theoretical Backgroundmentioning

confidence: 99%

Modified Importance - Performance Analysis of Airport Facilities- A Case Study of Cochin International Airport Limited

GEORGE¹

2013

IOSRJHSS

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Hospital RNs??? Job Satisfactions and Dissatisfactions

Cited by 107 publications

References 29 publications

The prevalence of resilience in a group of professional nurses

The prevalence of resilience in a group of professional nurses

How Can Employment-Based Benefits Help The Nurse Shortage?

Modified Importance - Performance Analysis of Airport Facilities- A Case Study of Cochin International Airport Limited

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