Profiling nurses' job satisfaction, acculturation, work environment, stress, cultural values and coping abilities: A cluster analysis

Abstract

This study aimed to determine whether definable profiles existed in a cohort of nursing staff with regard to demographic characteristics, job satisfaction, acculturation, work environment, stress, cultural values and coping abilities. A survey was conducted in one hospital in Singapore from June to July 2012, and 814 full-time staff nurses completed a self-report questionnaire (89% response rate). Demographic characteristics, job satisfaction, acculturation, work environment, perceived stress, cultural values, ways of coping and intention to leave current workplace were assessed as outcomes. The two-step cluster analysis revealed three clusters. Nurses in cluster 1 (n = 222) had lower acculturation scores than nurses in cluster 3. Cluster 2 (n = 362) was a group of younger nurses who reported higher intention to leave (22.4%), stress level and job dissatisfaction than the other two clusters. Nurses in cluster 3 (n = 230) were mostly Singaporean and reported the lowest intention to leave (13.0%). Resources should be allocated to specifically address the needs of younger nurses and hopefully retain them in the profession. Management should focus their retention strategies on junior nurses and provide a work environment that helps to strengthen their intention to remain in nursing by increasing their job satisfaction.

Job satisfaction among medical staff with particular reference to the nurses

“…Jednym z nich jest niski poziom satysfakcji zawodowej. Na podstawie przeprowadzonych badań stwierdza się, że powodem odchodzenia z zawodu jest brak satysfakcji, na który składają się konkretne czynniki [6].…”

Working well? Studying the nursing workforce

“…For new graduates, job stress correlated negatively with job satisfaction, but in those who stayed job satisfaction increased significantly beyond the first year . Goh et al . found that younger nurses reported higher intention to leave, stress and job dissatisfaction, and felt this group should be prioritiszed.…”

“…For new graduates, job stress correlated negatively with job satisfaction, but in those who stayed job satisfaction increased significantly beyond the first year. 5 Goh et al 6 found that younger nurses reported higher intention to leave, stress and job dissatisfaction, and felt this group should be prioritiszed. By contrast, the value of older workers was flagged, with Jiang et al 7 reporting development of competency with increasing age, and proposed that accumulation of a rich life and work experience and better competency might promote caring behaviours in nurses.…”

Nurses and midwives need health promotion as much as their patients

“…We should treat nurses and midwives in their workplace to the same consideration for their health and wellbeing that we accord their patients. We recognise the individuality of patients; we should do the same for staff and, at the least, recognise the differing needs of younger and older nurses . To date we seldom target nurses and midwives for health promotion .…”

“…We recognise the individuality of patients; we should do the same for staff and, at the least, recognise the differing needs of younger and older nurses. 2,3 To date we seldom target nurses and midwives for health promotion. 4 Rectifying this, we should look for ways to make it easy to exercise, eat well, stop smoking and develop resilience and healthy coping strategies; incorporate health education and routine screening within the working day.…”