Nurse practitioners’ job satisfaction and intent to leave current positions, the nursing profession, and the nurse practitioner role as a direct care provider

Abstract

This study will help bridge the gap in literature relating to NP job satisfaction, their intent to leave, and anticipated turnover. The results of this study could potentially assist employers in developing strategies for recruitment and long-term retention. These results may also give insight into how NPs can make their work environments more fulfilling. Additionally, these results may contribute to continued role adaption necessary for the constantly changing work environments in which NPs currently practice.

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

“…The best way of anticipating actual nurses' turnover or attrition is their intent to leave or stay and job satisfaction [3][4][5]21,23,25]. Results of previously mentioned studies were similar to the findings from this study which support that, nurses intend to leave when they are less satisfied, and intend to stay when they are more satisfied.…”

“…The demographic characteristics were found to have a significant effect on the nurses' satisfaction and their plans to stay or to leave the job [25]. On the contrary, other study has found no correlation between job satisfaction and demographic characteristics [7].…”

Construcción y validación del cuestionario G_Clinic para medir la satisfacción laboral en profesionales de enfermería de las unidades de gestión clínica

“…Ha hecho posible cuantificar el rendimiento de la actividad asistencial a través de los cuadros de mando, creando una cultura de evaluación y de calidad ética 10 . Por su estilo de dirección favorece el suministro de cuidados de alta calidad a bajo coste elevando la satisfacción de los pacientes 11 . Todos estos aspectos, derivan en relaciones profesionales más autónomas, elemento que ha demostrado ser clave en el proceso de adaptación y consolidación de un modelo de gestión funcional 2,12 .…”

Moral distress and the Australian aged care worker: A mixed methods study

“…Conversely, quality patient contact and teamwork (Moyle et al, 2003), social support and empowerment (Joiner et al, 2004), and investment in learning and development (Johnson et al, 2011) , have all been shown to correlate positively with job satisfaction. High satisfaction correlates with a decreased intention to leave the workplace (De Milt et al, 2011).…”

“…Quality patient contact and teamwork (Moyle et al, 2003), social support and empowerment (Joiner, Stanton, & Bartram, 2004), and investment in learning and development (Johnson, Hong, Groth & Parker, 2011), have all been shown to relate positively with job satisfaction. High satisfaction correlates with a decreased intention to leave the workplace (De Milt, Fitzpatrick, & McNulty, 2011). Stress (Coomber & Barriball, 2006), stress resiliency (Larrabee et al, 2010), perceptions of the adequacy of staffing and missed nursing care (Kalisch, Tschanen, & Lee, 2011), and issues around professional status, remuneration and autonomy (Cowin, 2002), have all been identified as contributing to decreased job satisfaction, and may lead to turnover (Coomber & Barriball, 2006).…”