Job satisfaction of nurses in a local health unit: determinants of satisfaction

Silva, Cláudia Isabel Neves Pacheco da; Potra, Teresa

doi:10.12707/riv18077

Cited by 6 publications

(9 citation statements)

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“…The study presented in this article only included the employees of the transport company and that is because previous research into the level and determinants of job satisfaction already revealed that the impact of individual conditions may differ depending on the profession (Matveichuk et al, 2019;Neves Pacheco da Silva & Ferreira dos Santos Potra, 2019;Wang & Jing, 2018;Hyttia et al, 2013;Nandan & Krishna, 2013). In the analysis, consistent tendencies are seen in employee responses to the prevailing conditions for shaping the work environment.…”

Section: Discussionmentioning

confidence: 99%

Determinants of job satisfaction in a transport company: a Polish case study

Jędrzejczak-Gas

Wyrwa

2020

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Research background: This article concerns job satisfaction considered as an important impulse affecting employee behavior, with particular emphasis on the analysis of the significance of the factors that shape it. Purpose of the article: The purpose of this paper is to analyze and evaluate environmental factors shaping job satisfaction in a company from the TSL industry. This article addresses the problem of job satisfaction, considered as an important impulse influencing employee behavior, with particular emphasis on the analysis of the importance of the factors that underlie it. The search for an answer to the question of what determines the satisfaction of the employee and whether the employees are diversified based on their preferences in this area, relied on own research carried out among employees of a transportation company. Methods: First of all, for each factor indicated in the questionnaire a measure was calculated — weighted average number of points. Using the criterion of decreasing value of this measure, a ranking of the importance of factors shaping job satisfaction in the surveyed company was prepared. Secondly, in order to supplement the analyses, the correlation between general job satisfaction and particular factors of job satisfaction was examined. The values of Spearman's rank correlation coefficients and Kendall's tau coefficients (τ-Kendall) were calculated. The correlation analysis allowed us to examine the strength and direction of the influence of 20 factors on the overall job satisfaction. Findings & Value added: The conducted research shows that the two most important factors necessary to achieve job satisfaction are access to information necessary for proper performance of work and independence in performing the entrusted tasks. The correlation analysis confirmed that in the surveyed company job satisfaction is shaped primarily by factors that influence the employees' needs related to affiliation. On the other hand, the correlation coefficients between general satisfaction and factors shaping the need for respect and recognition and self-fulfillment turned out to be statistically insignificant. Building job satisfaction requires identification of its sources and recognition of the nature of the relationship between general satisfaction and its determinants. Without knowledge of these factors and the extent to which they are responsible for employee satisfaction and dissatisfaction, actions taken by employers may turn out to be misguided and become only a source of costs and not the expected benefits. In conditions of limited resources, employers should optimize activities aimed at building employee satisfaction and focus their efforts on those attributes of the working environment, the modification of which will have the most desirable consequences.

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Section: Discussionmentioning

confidence: 99%

Determinants of job satisfaction in a transport company: a Polish case study

Jędrzejczak-Gas

Wyrwa

2020

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“…This leads to the hypothesis that this is one of the reasons for the greater satisfaction identified in both settings, given that autonomy and participation in decision-making are the factors that most contribute to the promotion of this dimension of organizational behavior (11)(12) . Support that promotes autonomy and independence in the organization of care is a factor that promotes job satisfaction for nurses in this area of care, helping them to be more satisfied in view of the intrinsic rewards such as the nature of work, achievement of goals and personal development (13)(14) .…”

Section: Job Satisfactionmentioning

confidence: 99%

“…Specifically in this study, a group was identified that incorporates this area of care, the nurses from the CCU, whose organizational model allows a direct communication channel with the management bodies considering it is the only unit coordinated by nurses (13)(14) . Another study (15) corroborates this result, having identified the CCU as corresponding to the primary health care unit with more satisfied nurses regarding the management bodies.…”

Section: Job Satisfaction By Dimensionmentioning

confidence: 99%

“…The present study also identified Critical Care nurses as the least satisfied group regarding workplace quality. Regarding management bodies, critical care nurses appear to seek leadership that promotes bidirectional communication, recognition, and transparency of processes, and in this area of care, transactional leadership is a source of job dissatisfaction (14,16) . It was also found that the lowest level of satisfaction with the management bodies is cross-sectional to most nurses (Inpatient Department, Outpatient Department, and PHCU/PHU), who need closest proximity to the upper management, since the forms of leadership supporting the development of trust, such as communication and respect for the employees' opinions, are promoters of job satisfaction (18) .…”

Section: Job Satisfaction By Dimensionmentioning

confidence: 99%

“…Job satisfaction ( JS) is a critical organizational behavior variable that improves the functioning of organizations, and is a powerful management indicator, due to the impact it may have on performance. Thus, to define support structures and organizational policies that promote this variable, it is imperative that we know it (1) . Professionals who feel valued in their profession are less likely to quit work; engage in more organizational citizenship behaviors; show higher level of satisfaction, better performance, more confidence; develop feelings of loyalty to the organization; and have less voluntary absenteeism.…”

Section: Introductionmentioning

confidence: 99%

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Avaliação da satisfação profissional dos enfermeiros por áreas de prestação de cuidados

Silva

Potra

2021

Rev. esc. enferm. USP

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RESUMO Objetivo: Analisar o grau de satisfação profissional dos enfermeiros segundo a área de prestação de cuidados numa Unidade Local de Saúde, em Portugal. Método: Estudo quantitativo do tipo descritivo, analítico, com desenho observacional e transversal. Utilizou-se o Instrumento de Avaliação da Satisfação Profissional para a coleta de dados. Resultados: Amostra (n = 218), predominantemente feminina (84,6%), com a idade média de 33 anos. A área de prestação de cuidados influencia a satisfação profissional total (p < 0,05) e algumas das dimensões estudadas (p < 0,05). Os enfermeiros das Unidades de Cuidados na Comunidade apresentam maior satisfação profissional, seguidos dos enfermeiros de Cuidados Indiretos. Os enfermeiros de Cuidados Críticos apresentam menor satisfação profissional, seguidos dos que trabalham em unidades de Ambulatório. A maioria dos enfermeiros apresenta menor satisfação na avaliação da faceta Órgãos de Gestão e na dimensão Qualidade da Prestação de Cuidados. Conclusão: Os enfermeiros mais satisfeitos são os das Unidades de Cuidados na Comunidade e os enfermeiros com menor nível de satisfação profissional são os de Cuidados Críticos.

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Satisfação no trabalho vs. clima organizacional: estudo transversal em profissionais de enfermagem brasileiros [Job satisfaction vs. organizational climate: a cross-sectional study of Brazilian nursing personnel] [Satisfacción laboral vs clima organizacional: estudio transversal en profesionales de enfermería brasileños]

et al. 2021

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Objetivo: relacionar a satisfação profissional da equipe de enfermagem e o clima organizacional em um Hospital Universitário. Método: estudo transversal, quantitativo. A lista de verificação EQUATOR usada para relatar o estudo é SQUIRE 2.0. A amostra foi composta por 226 trabalhadores de enfermagem de um hospital universitário da zona oeste da cidade de São Paulo, Brasil. Foram aplicados o Questionário de Caracterização Sociodemográfica e Profissional, a Escala de Clima Organizacional para Organizações de Saúde (ECOOS) e o Questionário de Satisfação no Trabalho (S20 / S23). Resultados: a relação entre satisfação no trabalho e clima organizacional é complexa e está associada à experiência de cada indivíduo. Quanto maior o escore de Clima Organizacional, maior o escore de Satisfação no Trabalho. Conclusão: há correlação entre satisfação no trabalho e clima organizacional; foi verificado através dos instrumentos aplicados que existem várias dimensões e subdimensões associadas a esta relação.ABSTRACTObjective: relating the job satisfaction of the nursing team and the organizational climate in a University Hospital. Method: cross-sectional, quantitative study. EQUATOR checklist used to report the study is SQUIRE 2.0. The sample consisted of 226 nursing workers from a university hospital on the west side of the city of São Paulo, Brazil. A Socio-demographic and Professional Characterization Questionnaire, Organizational Climate Scale for Health Organizations (ECOOS) and Work Satisfaction Questionnaire (S20 / S23) were been applied. Results: the relationship of job satisfaction and organizational climate is complex and is associated with the experience of each individual, the higher the Organizational Climate score, the higher the Work Satisfaction score. Conclusion: there is a correlation between job satisfaction and organizational climate; it was verify through the applied instruments that there are several dimensions and sub-dimensions associated with this relationship.RESUMENObjetivo: relacionar la satisfacción profesional del equipo de enfermería y el clima organizacional en un Hospital Universitario. Métodos: estudio transversal, cuantitativo. La lista de verificación de EQUATOR utilizada para informar el estudio es SQUIRE 2.0. La muestra se compuso de 226 trabajadores de enfermería de un hospital universitario en la zona oeste de la ciudad de São Paulo, Brasil. Se aplicaron: el Cuestionario de Caracterización Sociodemográfica y Profesional, la Escala de Clima Organizacional para Organizaciones de Salud (ECOOS) y el Cuestionario de Satisfacción Laboral (S20 / S23). Resultados: la relación entre la satisfacción laboral y el clima organizacional es compleja y está asociada a la experiencia de cada individuo. Cuanto mayor sea el puntaje de Clima Organizacional, mayor será el puntaje de Satisfacción Laboral. Conclusión: existe una correlación entre la satisfacción laboral y el clima organizacional; se verificó a través de los instrumentos aplicados que existen varias dimensiones y subdimensiones asociadas a esta relación.

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Job satisfaction of nurses in a local health unit: determinants of satisfaction

Cited by 6 publications

References 3 publications

Determinants of job satisfaction in a transport company: a Polish case study

Determinants of job satisfaction in a transport company: a Polish case study

Avaliação da satisfação profissional dos enfermeiros por áreas de prestação de cuidados

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