Job satisfaction and emotional subjective well‐being among Slovak nurses

Gurková, Elena; Čáp, Juraj; Žiaková, Katarína; Durisková, M.

doi:10.1111/j.1466-7657.2011.00922.x

Cited by 37 publications

(45 citation statements)

References 34 publications

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“…When the program was introduced, it was not clear what the roles of the graduate nurses would be and therefore many young people did not embrace it. Nevertheless, Gurkova et al and Wang et al [25,26] found that educational level was not significantly related to job satisfaction. It appears the studies that are conducted in specialty areas like critical care and obstetric units have job satisfaction influenced by ed-ucational level unlike other general areas where education level has minimal impact on job satisfaction.…”

Section: Comparison Between Professional Qualification and Job Satisfmentioning

confidence: 96%

“…[23] Individual characteristics do not determine job satisfaction for nurses at all. [26] It is expected that as nurses age in their career, they are able to make independent decisions, relate well with co-workers especially the physicians, gain expertise in their work and hold higher/managerial positions in their units. Promotions and fringe benefits are frequently based on one's age and amount of experience thus the older nurses might have access to these benefits and therefore perceive their jobs more positively.…”

Section: 6mentioning

confidence: 99%

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Factors influencing the job satisfaction of nurses working in obstetric units in public hospitals in Kenya

Kahiga

2017

JNEP

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Introduction: The literature demonstrates that little research has been conducted to explore job satisfaction among nurses working in obstetric units in Kenya. The perception of job satisfaction by nurses is influenced by the environment in which they work. Methods: A cross-sectional survey design was used to carry out the study. The study tools included the work quality index (WQI) and the demographic data questionnaires. Convenience sampling method was. Data were analyzed using the SPSS version 20. The items in the WQI were organized into six subscales and Cronbach's alpha was calculated to obtain the reliability coefficient of each subscale. An independent t-test was used to compare the subscales scores for the male and female participants. ANOVA was conducted to compare the level of satisfaction with the six subscales and the participants' characteristics. Pearson's product-moment correlation coefficient was calculated to assess if there was any relationships, the magnitude and the direction of the relationship between the six subscales. Results: Nurses are most satisfied with the perception that the work associated with their position provides them with the opportunity to be of service to others and least satisfied with receiving enough time to complete indirect patient care tasks. There are no significant differences in the overall level of satisfaction between males and females though males are more satisfied with autonomy of practice and professional role enactment. The six subscales strongly and positively correlate with one another. Conclusions: Nurses working in the obstetric units are relatively dissatisfied with most of the aspects of the work environment. The more educated nurses are less satisfied than less educated nurses. Since all aspects of job satisfaction are interrelated, emphasis should be put on each of them so as to create a satisfying work environment for nurses working in obstetric units.

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Section: Comparison Between Professional Qualification and Job Satisfmentioning

confidence: 96%

Section: 6mentioning

confidence: 99%

Factors influencing the job satisfaction of nurses working in obstetric units in public hospitals in Kenya

Kahiga

2017

JNEP

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“…On the contrary, other study has found no correlation between job satisfaction and demographic characteristics [7].…”

Section: Discussionmentioning

confidence: 83%

“…Turnover among nurses is a significant phenomenon that persists in health care organizations [1][2][3][4][5][6][7][8]. It is a major issue both in the developed and the developing countries [9].…”

Section: Introductionmentioning

confidence: 99%

Nurses Intent to Leave and Job Satisfaction in Hematology/Oncology Areas: Implications for Policy and Practice

Dagamseh¹,

Haddad²

2016

J Nurs Care

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Purpose/objective: To determine how satisfied the nurses are in the Hematology/Oncology areas, to find what extent the expatriate nurses intend to leave their jobs, and to find the relationship between job satisfaction and turnover intention in Hematology/Oncology units. The focus of this study was on measuring the effect of the demographic characteristics of the participants on their intent to leave and to link those characteristics to their job satisfaction.Design: Quantitative descriptive cross sectional research.Method: Study instruments included questions related to demographic characteristics, intent to leave, and the McCloskey Mueller Satisfaction Scale. Data were extracted and analyzed using Statistical Package for Social Scientists (20.V). Univariate descriptive statistics were conducted on the sample's demographic characteristics including gender, age, marital status, nationality and educational level. Bivariate associations between intent to leave and demographic characteristics were tested using Pearson Chi-square. Differences in satisfaction scores between nurses with and without intent to leave were tested using t-test and ANOVA f-test.Results: A total of 223 (68.6% response rate) expatriate nurses employed in the Hematology/Oncology units were surveyed.104 (46.6%) of the participants reported intent to leave within the next 1-3 years. Leavers were less satisfied in all satisfaction subscales than the stayers. Significant Differences were found between marital status and nationalities on one side and intention to leave on the other side (P value=0.027, 0.014, respectively). Predictors of intent to leave were dissatisfaction with different job aspects. Implications for nursing:Findings can be utilized by nursing managers and policy makers to enhance job satisfaction and use it as predictor for intent to leave. Conclusion:Study results predict relationships between job satisfaction and intent to leave the employment within Hematology/Oncology areas or the organization.

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“…In the context of health care, the well-being of nurses is explained by social interaction phenomena, such as collegial support (Utriainen et al, 2015), feedback (Christiansen, 2008), creating and maintaining interpersonal relationships among nurses (Gurková et al, 2012), and the possibility of having an effect on one's work (Rodwell & Munro, 2013) (see also Utriainen & Kyngäs, 2009). …”

Section: Discussionmentioning

confidence: 99%