Job Satisfaction of Nurses in a Regional Hospital in Oman

Maqbali, Mohammed Al

doi:10.1097/jnr.0000000000000081

Cited by 20 publications

(31 citation statements)

References 56 publications

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“…This result is consistent with the findings of another study regarding the dissatisfaction of healthcare professionals due to low salaries and poor working conditions (Wang et al, 2017). The finding is similar to those of a previous study conducted in Oman among healthcare professionals in a regional hospital (Al Maqbali, 2015) and of other studies carried out with healthcare workers in Africa (Deriba et al, 2017) and in Pakistan (Tasneem et al, 2018).…”

Section: Discussionsupporting

confidence: 92%

The application of Herzberg's two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals

Alrawahi

Sellgren

Al-Touby

et al. 2020

Heliyon

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Background: Job satisfaction is an important condition for staff retention in most healthcare Organizations. As a concept, job satisfaction is linked to motivation theory. Herzberg's two factor theory of motivation is used in this study to explore what motivational elements are associated with job satisfaction among medical laboratory professionals (MLPs) in Oman. Methods: A mixed-method approach was adopted, and focus group discussions (FGDs) were used for data collection. The FGDs were conducted in the main hospitals in Oman. Data were analyzed by directed content analysis, and frequencies of statements related to factors were calculated for a comparison with the Herzberg theory. Results: The following job dissatisfaction factors (hygiene) were identified: health and safety, heavy workload, salary, promotion, recognition and organizational policies. The satisfaction (motivators) were: relationships with co-workers, relationship with leaders, and professional development.

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Section: Discussionsupporting

confidence: 92%

The application of Herzberg's two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals

Alrawahi

Sellgren

Al-Touby

et al. 2020

Heliyon

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“…Interestingly, local nurses reported less favourable NWE and were less satisfied than expatriate nurses. Consistent with previous Omani findings (Al Maqbali ), this finding is attributed to the fact that expatriates seek overseas jobs to get better wages and work conditions which may not be as satisfactory in their home countries (Dywili et al ). Further, local nurses' expectations of work conditions, tasks, wages and benefits associated with their nursing jobs may not be adequately met (Al‐Riyami et al ), leading to less NJS.…”

Section: Discussionsupporting

confidence: 90%

“…Variations in the NWE and NJS across nurse and work characteristics in this study were quite interesting. For instance, older and more experienced nurses reported more NJS on average, confirming the relevant literature (Al Maqbali ) and suggesting NJS factors in an early nursing career may be different from those of an advanced career, which nurse managers need to consider when developing interventions to enhance NJS.…”

Section: Discussionsupporting

confidence: 73%

Healthy work environments are critical for nurse job satisfaction: implications for Oman

Albashayreh

Sabei

AL-Rawajfah

et al. 2019

International Nursing Review

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Aims To (1) examine the level and variability of nurse work environment and job satisfaction and (2) explore how nurse job satisfaction in tertiary hospitals in Oman is influenced by the nurses' characteristics and work environment. Background In Oman and the Middle East, a scarcity of research addressing nurse work environment and job satisfaction exists. Such evidence is necessary for policymaking to positively impact nurse job outcomes, and therefore, quality of care. Methods We used a cross‐sectional descriptive design employing a sample of 454 local and expatriate nurses who responded to a self‐administered questionnaire. Results The work environment was favourable, and it positively correlated with job satisfaction. Nationality, education, hospital type, staffing, resources and participation in hospital affairs were significant predictors of nurse job satisfaction. The greatest amount of variation in nurse job satisfaction was explained by the work environment. Conclusion The influence of work environment on nurse job satisfaction is greater than nurse characteristics and hospital and unit types. Enhancing nurse participation in hospital affairs and providing adequate staffing and resources are central means of establishing healthy work environments, which is an auspicious, cost‐effective strategy for satisfying, and therefore, retaining nurses. Implications for nursing and health policy To enhance nurse work environment and job satisfaction in Oman and the Middle East, nurse and health leaders need to consider developing work and professional regulations and adopting policies to promote staffing, resources, wages, and benefits for nurses and encourage their promotion and career advancement; and foster nurse participation in hospital affairs.

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“…Lower turnover intentions among expatriate nurses may be attributed to higher pay and a better salary package than they might expect in their own countries. Higher turnover intention among Omani nurses may be associated with dissatisfaction with their current job (Al Maqbali, ), which, in turn, might negatively influence their intention to remain in their current employing organization.…”

Section: Discussionmentioning

confidence: 99%

“…Job satisfaction and the quality of the work environment have been reported as significant work‐related factors impacting nurse retention outcomes (Al‐Maaitah, AbuAlRub, & Al Blooshi, ; Al Maqbali, ; Fallatah, Mahran, & Marambanakhar, ). More satisfied nurses reported lower burnout and intention to leave their organization (Al‐Hamdan, Manojlovich, & Tanima, ).…”

mentioning

confidence: 99%

Nursing Work Environment, Turnover Intention, Job Burnout, and Quality of Care: The Moderating Role of Job Satisfaction

Sabei

Labrague

Ross

et al. 2019

J of Nursing Scholarship

179

131

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Globally, acute care nurses have high levels of burnout and report high intention to leave their organization (Elbarazi, Loney, Yousef, & Elias, 2017; Van Bogaert, Timmermans, et al., 2014). Burnout has been associated with lower ratings of nurse-reported quality of patient care (Van Bogaert, Kowalski, Weeks, van Heusden, & Clarke, 2013), increasing absenteeism, and turnover intention (Sasso et al., 2019). Thus, identification of factors influencing nurses' burnout and turnover intention is critical for enhancing the quality of patient care. Burnout among nurses and turnover intention seem to be driven by both individual and work-related factors. Evidence has shown that nurses are more likely to leave their job if they are male or if they hold a higher education degree (Delobelle et al., 2011). However, the evidence regarding the relationship between the level of education and nurse turnover intention is inconsistent. For example, Labrague, McEnoroe-Petitte, et al. (2018) found that nurses with a master's degree reported lower turnover intention than nurses with a

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Job Satisfaction of Nurses in a Regional Hospital in Oman

Cited by 20 publications

References 56 publications

The application of Herzberg's two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals

The application of Herzberg's two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals

Healthy work environments are critical for nurse job satisfaction: implications for Oman

Nursing Work Environment, Turnover Intention, Job Burnout, and Quality of Care: The Moderating Role of Job Satisfaction

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