Job Satisfaction and Retention of Rural Community Health Nurses in North Dakota

Abstract

A correlation between job satisfaction and employment longevity has been demonstrated by a number of researchers. However, the measurable aspects of job satisfaction only partially explain an individual's tenure at a particular job. Information about the relationship between job satisfaction and retention of community health nurses in a rural state was provided by 258 community health nurses in North Dakota who responded to a mailed questionnaire. Job satisfaction assessment included measures of autonomy, task requirements, salary, benefits, rewards, professional status, organizational climate, and interpersonal interactions. Job satisfaction was analyzed by taking into account the individual importance of each component. While the majority (61%) of the responding nurses indicated that they expected to stay in their current jobs for a period of five years or more, they were dissatisfied with various aspects of their jobs. The greatest factor influencing the nurses' choice of current position was job availability, followed by preferences for the particular health care agencies or communities. These findings indicate that retention of rural nurses should focus on strategies that go beyond improving job satisfaction.

The influence of job and community satisfaction on retention of public health nurses in rural British Columbia.

“…A num ber of rural nursing studies from the University of North D akota's Rural Health R esearch C enter had similar findings but can be categorized into 2 4 two areas: first, job satisfaction (Dunkin, et al 1992;Juhl, Dunkin, Stratton, Geller, & Ludtke, 1993;Stratton, et al 1995) and second, retention (Dunkin, Pan, et al, 1994;Dunkin, Stratton, et a!., 1994;Pan, Dunkin, Muus, Harris, & Geiler, 1995;Stratton, Dunkin, Juhl, Ludtke, & Geiler, 1991). All w ere quantitative studies with substantial size, A/ = 258 to N = 556, with reasonable resp o n se rates (57% to 89.5%).…”

“…As this study u se s a previously tested survey tool from the study by Dunkin et al (1992), retention is defined a s maintaining experienced public health n u rses in their current positions, to provide continuous community service for a t least five years.…”

“…However, Dunkin et al (1992) have specified five 16 years for retention in their research. Retention has also been described a s a process of integration of the person within a rural community (Cutchin).…”

“…T h e se include a c c e s s to continuing education (Leipert, 1999; Report of the British Columbia Royal Com m ission, 1991), professional autonom y (Dunkin, Juhl, Stratton, Geller, & Ludtke, 1992;Hamilton, Gillies, R oss, & Sullivan, 1997;Hays, et al 1997;Kazanjian, et al 1991), the sco p e of practice (Hamilton, et al;Hays, et al;Hegney, 1996a), and community safety (Hays, et al;Kazanjian, et al 1991;. T he literature on retention identifies and exam ines factors that influence the satisfaction of rural professionals in their professional practice, their community, and how rural living affects their family.…”

“…T h ese com ponents have been defined by S tam ps & P iedm onte (1986), Dunkin et al (1992) and Stratton et al (1995). Autonomy is th e am ount of decision making, independence, and control n u rses have over their job.…”