Job satisfaction among hospital nurses: A literature review

Lu, Hong; Zhao, Youjian; While, Alison

doi:10.1016/j.ijnurstu.2019.01.011

Cited by 475 publications

(493 citation statements)

References 53 publications

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“…The mean organisational commitment score of our participants was 2.80 out of 5, which is lower than that among Korean hospital nurses measured with the same tool in previous studies: 3.02 (Park, ) and 2.90 (Jin & Kim, ). Nursing work environment had the second greatest impact on nurses’ intent to leave, which was also consistent with previous results (Currie & Carr Hill, ; Lu et al, ; Moon & Han, ). As nursing work environment can also enhance the quality of various services provided by nurses (Lake, ), improving an organisation's productivity and boosting the social perception of nurses (Cho et al, ), it is crucial to develop specific and diverse measures to improve nursing work environment.…”

Section: Discussionsupporting

confidence: 91%

“…As nursing work environment can also enhance the quality of various services provided by nurses (Lake, ), improving an organisation's productivity and boosting the social perception of nurses (Cho et al, ), it is crucial to develop specific and diverse measures to improve nursing work environment. Burnout was also found to affect nurses’ intent to leave, corroborating previous studies (Kang & Kim, ; Lu et al, ; Nantsupawat et al, ) that have reported burnout hinders nurses’ work performance by inducing psychological pressure and physical problems in nurses (Lake & Friese, ). However, burnout is also influenced by nurses’ work content or work environment (Hospital Nurses Association, ), necessitating specific and diverse measures to prevent and manage burnout for nurses by unit or position.…”

Section: Discussionsupporting

confidence: 85%

“…In our study, however, nurses with a clinical career of 1–15 years and those aged 40 years or younger demonstrated significantly lower intent to stay a higher intent to leave. In general, turnover is high among new nurses with less than one year of employment (Kovner et al, ; Lu, Zhao, & While, ). However, in our study, intent to stay was lower among nurses aged 40 or younger with a clinical career of 15 years or less than among new nurses; Nam and Kim () and Bae and Kim () reported similar results.…”

Section: Discussionmentioning

confidence: 99%

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A study on the intent to leave and stay among hospital nurses in Korea: A cross‐sectional survey

Lee

Lim

2020

J Nurs Manag

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Aims To investigate the intent to leave or stay among Korean hospital nurses, and to identify what factors influence their intent to leave or stay. Background Previous studies have simply measured nurses’ intent to leave or stay; however, this study examines the associations of intent to leave and intent to stay with influential factors among Korean hospital nurses. Methods A cross‐sectional study was conducted with 267 nurses working at four general hospitals in South Korea. Result The influencing factors on intent to leave were organisational commitment, practice environment and burnout, while intent to stay was influenced by organisational commitment. Conclusion The study demonstrates that, for Korean hospital nurses, intent to leave and intent to stay are not simply contrary concepts, but are different concepts influenced by varying factors. Implications for Nursing Management This study clarifies the difference between the concepts of intent to stay and intent to leave, and demonstrates that the variables affecting Korean nurses’ intent to stay and intent to leave differ from each other. Therefore, focusing on improving nurses’ intent to either leave or stay would be effective when developing personnel management policies for nurses, thereby contributing to enhancing nursing practice.

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Section: Discussionsupporting

confidence: 91%

Section: Discussionsupporting

confidence: 85%

Section: Discussionmentioning

confidence: 99%

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A study on the intent to leave and stay among hospital nurses in Korea: A cross‐sectional survey

Lee

Lim

2020

J Nurs Manag

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“…Providing quality care and keeping patient satisfaction high are impossible for employees who have low JS. Job satisfaction level varies across studies, but related factors were similar (Lu et al ). Low JS may have serious consequences for maintaining health services, and the literature has revealed dramatic results in this regard.…”

Section: Introductionmentioning

confidence: 99%

The relationship between emotional labour and job satisfaction in nursing

Gülşen

Özmen

2019

International Nursing Review

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Aim To investigate the relationship between emotional labour strategies and job satisfaction among nurses in Turkey. Background Nursing is one of the professions in which emotional labour is heavily used. The relationship between emotional labour strategies and job satisfaction has many different consequences in nursing. Introduction Although studies have focused on the relationship between emotional labour and job satisfaction among nurses abroad, no studies on the subject have been found in Turkey. Methods A cross‐sectional descriptive design was employed. The study was conducted with 281 nurses working in a university hospital and three public hospitals in Manisa, Turkey. Research data were collected using the Personal Information Form, Emotional Labour Scale and Minnesota Satisfaction Questionnaire. Descriptive statistics and Pearson correlation analysis were used in data evaluation. Results Analyses showed that the type of emotional labour strategy most frequently exhibited by nurses was surface acting. In surface acting, behaviours do not reflect employees’ true feelings. Job satisfaction of nurses was higher than the medium level. A negative correlation was found between deep acting and job satisfaction. In deep acting, employees try to feel the emotions appropriate to the behaviour expected of them. Discussion Nurses’ emotional labour may cause some undesirable consequences. Conclusion Nurses’ emotional labour strategies are related to their job satisfaction levels. Implications for nursing policy Managers should be aware of the emotional labour of nurses and its possible negative consequences. Management strategies that target the negative consequences of emotional labour are important not only for the well‐being of nurses but also for the quality of patient care.

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“…Many studies recommend the "perfect worker" is the one who is highly satisfied, who has the will to go an extra mile to help the organization achieve its goal (Aydogmus, Camgoz, Ergeneli, & Ekmekci, 2018). It has been well established that satisfied personnel are more likely to be committed to their organization (Humborstad & Perry, 2011), have higher level of job performance (Yang & Hwang, 2014), lower levels of turnover (Lu, Zhao, & While, 2019). Research on leadership identifies a range of leadership styles and their possible influence on employee's job satisfaction.…”

Section: Introductionmentioning

confidence: 99%

Influence of leadership style on job satisfaction of NGO employee: The mediating role of psychological empowerment

Mufti

Peng

Shah

et al. 2019

Journal of Public Affairs

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The objective of this investigation is to analyze the impact of leadership styles on frontline employee psychological empowerment, and thereby, improving the job satisfaction level of employees. A questionnaire‐based survey was conducted in nongovernmental organization (NGO) functioning in two major cities (Islamabad and Peshawar) of Pakistan, analyzing a total sample size of 319. Structural equation modeling results revealed that transformational leadership style has a significant association with job satisfaction, and the effect is partially mediated by the psychological empowerment. Conversely, findings showed that the relationship between transactional leadership and psychological empowerment was insignificant. Though, there existed a direct positive relationship between transactional leadership and job satisfaction. This research makes an important contribution in the area of leadership, which can be useful for NGOs to recognize the importance of leadership and encourage psychological empowerment of frontline employees. The findings also provide significant implications for organizations to understand better the importance of leadership, which will be helpful to enhance organizational success.

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Job satisfaction among hospital nurses: A literature review

Cited by 475 publications

References 53 publications

A study on the intent to leave and stay among hospital nurses in Korea: A cross‐sectional survey

A study on the intent to leave and stay among hospital nurses in Korea: A cross‐sectional survey

The relationship between emotional labour and job satisfaction in nursing

Influence of leadership style on job satisfaction of NGO employee: The mediating role of psychological empowerment

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