The impact of perceived workload on nurse satisfaction with work-life balance and intention to leave the occupation

Holland, Peter; Tham, Tse Leng; Sheehan, Cathy; Cooper, Brian

doi:10.1016/j.apnr.2019.06.001

Cited by 172 publications

(129 citation statements)

References 41 publications

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“…Participants' dissatisfaction with their work was assessed by a three-item measure of their intentions to withdraw from their present line of work (Blau, 1985), using a 5-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree) for its items (e.g., "I am thinking about leaving my current job). This measure of intent to withdraw from work has been used in Australian research (e.g., Holland, Tham, Sheehan, & Cooper, 2019). The measure had acceptable internal consistency in the present data (α = .86).…”

Section: Measurement Properties Of the Dws In Different Nationsmentioning

confidence: 61%

Decent Work’s Association With Job Satisfaction, Work Engagement, and Withdrawal Intentions in Australian Working Adults

McIlveen

Hoare

Perera

et al. 2020

Journal of Career Assessment

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The present research is focused on the measurement properties of the Decent Work Scale (DWS) in Australia and adds to the cumulative evidence of the measure’s international utility for psychological research into the role of work in people’s lives. The study contributes new evidence via a survey of a sample of workers ( N = 201) who completed the DWS and criterion measures of career-related factors including job satisfaction, work engagement, and withdrawal intentions. Correlated factors, higher order, and bifactor models were tested using confirmatory factor analysis. All models were satisfactory and the bifactor model evinced preferable fit. The DWS Values Congruence subscale predicted all criterion measures. Workers’ incomes and ratings of their occupations’ prestige had no main effects or interaction effect on the DWS subscales. Recommendations for future research include testing the DWS’s relations with measures of mental health which are known correlates of career-related outcomes.

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Section: Measurement Properties Of the Dws In Different Nationsmentioning

confidence: 61%

Decent Work’s Association With Job Satisfaction, Work Engagement, and Withdrawal Intentions in Australian Working Adults

McIlveen

Hoare

Perera

et al. 2020

Journal of Career Assessment

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“…Karlsson et al (2019) found that RNs became frustrated when tasks were delayed or left undone due to high workloads and that intentions to stay were tied to the quality of their work environment. It is imperative that nurse leaders understand millennials’ perceptions and effectively address their needs because of the relationship between nurse satisfaction and intention to leave (Holland, Tham, Sheehan, & Cooper, 2019).…”

Section: Discussionmentioning

confidence: 99%

Exploring job satisfaction and workplace engagement in millennial nurses

et al. 2020

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Aim To examine job satisfaction and workplace engagement of millennial nurses. Background Millennial nurses are a rapidly growing segment of the workforce. They are significantly less satisfied in their jobs compared with nurses of other generations and are more likely to have perceptions that may negatively impact job satisfaction and engagement. It is important for nurse leaders to understand and value the perspective of these nurses to improve job satisfaction and engagement. Method Exploratory‐descriptive qualitative approach with 33 millennial nurses interviewed in nine focus groups. Results Five themes revealed areas that both enhance and hinder job satisfaction and engagement. Themes include the following: (1) professional relationships; (2) rewards; (3) communication; (4) professional development; and (5) workload/staffing. Conclusion Concerns identified by millennial nurses provide direction for nurse leaders who are charged with fostering a workplace setting that nurtures empathy and respect for nurses of all generations. Implications for Nursing Management Strategies to address preferences of millennials include employee rounding to ask about their needs, offer assistance and provide positive feedback. Ongoing mentoring regarding opportunities to support millennials’ professional development includes offering participation in activities to advance evidence‐based practice, preceptor training, financial assistance with national certification examinations and tuition reimbursement.

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“…Well-being is one of the most important factors in whether nurses decide to remain in the profession (9), as well as on nurses' engagement with work and on burnout beyond the effects of quantitative job demands and control (10). Employees are characterised as enjoying good well-being when they are satisfied with their work and organisation (11) and are more committed and affiliated (12).…”

Section: Introductionmentioning

confidence: 99%

Well-Being and Satisfaction of Nurses in Slovenian Hospitals: A Cross-Sectional Study

Lorber

Treven

Mumel

2020

Slovenian Journal of Public Health

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AbstractIntroductionWell-being is one of the most important factors in whether nurses decide to remain in the nursing profession. This study aims to examine well-being and satisfaction among nurses working in Slovenian hospitals and to identify the related demographic factors.MethodsThis descriptive cross-sectional study uses standardised instruments. The sample included 640 nurses working in Slovenian hospitals. The difference between individual variables were analysed using the Mann-Whitney and Kruskal-Wallis tests.ResultsNurses self-assessed their satisfaction and well-being as moderate. Forty-seven per cent of nurses were satisfied with their job, 49% assessed their psychological well-being as good, 52% were often exposed to stress at the workplace and 30% were always exposed to stress at the workplace. Levels of job satisfaction (p=0.031), psychological well-being (p=0.029) and subjective well-being (p=0.014) were found to differ significantly according to level of education, while levels of job satisfaction (p=0.005), life satisfaction (p<0.001), psychological well-being (p<0.001) and subjective well-being (p<0.001) were also found to differ according to years of nursing service and from hospital to hospital (p<0.001).ConclusionsThe key finding of the study is that nurses are moderately satisfied with their work and life and that they display moderate levels of psychological and subjective well-being. Hospitals can be successful and achieve the goals of the organisation if their employees are satisfied with work and enjoy good levels of well-being. Hospital management have to recognise the importance of ensuring that nurses and other employees are satisfied and healthy.

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The impact of perceived workload on nurse satisfaction with work-life balance and intention to leave the occupation

Cited by 172 publications

References 41 publications

Decent Work’s Association With Job Satisfaction, Work Engagement, and Withdrawal Intentions in Australian Working Adults

Decent Work’s Association With Job Satisfaction, Work Engagement, and Withdrawal Intentions in Australian Working Adults

Exploring job satisfaction and workplace engagement in millennial nurses

Well-Being and Satisfaction of Nurses in Slovenian Hospitals: A Cross-Sectional Study

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