Relationship between organizational climate and job satisfaction of nursing personnel

Gillies, Dee Ann; Franklin, Martha; Child, David A.

doi:10.1097/00006216-199001440-00006

Cited by 29 publications

(10 citation statements)

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“…With regard to individual work-related characteristics, previous researchers have identified several job-specific characteristics that are associated with job satisfaction. For example, those nurses who perceive that their supervisor is interested in their career aspirations tend to be satisfied with their job (Coward et al, 1992) as are nurses who perceive the organizational climate in which they operate as supportive (Gillies, Franklin, & Child, 1990). Also, as described earlier, the size and location of the facility in which the nurse is employed has been identified as a factor in job satisfaction (Coward et al, 1992).…”

Section: Factors Associated With the Job Satisfaction Of Nursesmentioning

confidence: 99%

Job satisfaction of nurses employed in rural and urban long‐term care facilities

et al. 1995

Research in Nursing & Health

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Previous investigators have identified residential differences in the job satisfaction of hospital nurses. However, the degree to which the greater job satisfaction of rural nurses can be generalized beyond hospitals to other work settings, including nursing homes, is unknown. The purpose of this research was to examine the job satisfaction of nurses (registered and licensed practical) employed in both rural and urban nursing homes. A total of 281 nurses from 26 participating nursing homes completed a mailed questionnaire that measured the personal and job-specific characteristics of the nurses and the contextual properties of the facilities in which they worked. The data indicated no statistically significant differences in the overall job satisfaction, or on any of the five subscales of the instrument, between rural and urban nurses. However, a pooled multivariate model identified five factors that predicted the job satisfaction of nurses employed in long-term care facilities: the employees' race and personal income; the employees' perception that their supervisor was interested in their career aspirations; the length of time that the nurses had intended to stay at the time of their hiring; and their current intent to leave.

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Section: Factors Associated With the Job Satisfaction Of Nursesmentioning

confidence: 99%

Job satisfaction of nurses employed in rural and urban long‐term care facilities

et al. 1995

Research in Nursing & Health

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“…Research evidence consistently shows that structure, organizational atmosphere, job tasks, pay, potential for advancement, personal recognition, leadership style and leadership effectiveness are the major factors to impact on job satisfaction in nursing (Gillies et al 1990; Mansen 1993; Wells 1990). Oermann and Bizek (1994) found that organization of the work environment, autonomy, involvement in decision‐making, interpersonal relationships and recognition from others influenced job satisfaction.…”

Section: Introductionmentioning

confidence: 99%

Burnout and job satisfaction: A comparative study of psychiatric nurses from forensic and a mainstream mental health service

Happell

Martin

Pinikahana

2003

Int J Mental Health Nurs

139

121

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Within the nursing profession stress and burnout are considered to be widely present and problematic. These factors tend to impact negatively on job satisfaction and ultimately affect the retention of nurses. Psychiatric/mental health nursing as a specialty is considered to be a highly stressful environment; however, there is a paucity of research in this area. The current study adopted a survey design to compare forensic psychiatric nurses (n = 51) with psychiatric nurses from a mainstreamed mental health service (n = 78) in relation to burnout and job satisfaction. Forensic nurses displayed lower burnout and higher job satisfaction than their counterparts from the mainstreamed services. These findings are surprising in light of the image of forensic psychiatric nursing as dangerous and unpredictable.

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“…Instruments to measure ethical climate have been developed and used in research in business and industrial settings (Cullen, Victor, & Stephens, 1989;Victor & Cullen, 1987, 1988, in education (Nolan, 1992;Schulte et a]., 1991), and in various service organizations . Several researchers have used modified versions of organizational climate instruments to study nurses and health care organizations (Branum, 1990;Chiriboga & Bailey, 1986;Duxbury, Henly, & Armstrong, 1982;Gillies, Franklin, & Child, 1990;Wallace, Ivancevich, & Lyon, 1975). Instruments to measure specific organizational climates as perceived by critical care nurses (Hart & Moore, 1989), and by students in baccalaureate schools of nursing have been developed (Hughes, 1992(Hughes, , 1993.…”

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confidence: 99%

Hospital Nurses' Perceptions of the Ethical Climate of Their Work Setting

Olson

1998

Image: the Journal of Nursing Scholarship

265

375

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Relationship between organizational climate and job satisfaction of nursing personnel

Cited by 29 publications

References 0 publications

Job satisfaction of nurses employed in rural and urban long‐term care facilities

Job satisfaction of nurses employed in rural and urban long‐term care facilities

Burnout and job satisfaction: A comparative study of psychiatric nurses from forensic and a mainstream mental health service

Hospital Nurses' Perceptions of the Ethical Climate of Their Work Setting

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