Unit Type Differences in RN Workgroup Job Satisfaction

Abstract

Using cross-sectional data from the 2004 National Database of Nursing Quality Indicators (NDNQI) RN Satisfaction Survey, differences in RN workgroup job satisfaction were examined among 10 unit types--medical-surgical, step-down, critical care, pediatric, maternal-newborn, psychiatric, emergency department, rehabilitation, surgical services, and outpatient clinics and labs. The national sample included RN workgroups in 2,900 patient care units (55,516 RNs; 206 hospitals in 44 states). Workgroup satisfaction across all unit types was moderate. RN workgroups in pediatric units were the most satisfied, whereas those in surgical services and emergency department unit types were least satisfied. A consistent finding across all unit types was high satisfaction with the specific domains of nurse-to-nurse interaction, professional status, and professional development versus much lower satisfaction with task, decision making, and pay. Findings can be used to inform and develop investigations that examine specific aspects of the work environment for RN workgroups in various unit types.

Registered Nurse Perception of Patient Assignment Linking to Working Conditions and Outcomes

“…This finding is aligned with those in previous studies using data from RNs in NDNQI hospitals, which found that RNs working in combined medical-surgical units reported the least favorable nursing practice environments and job satisfaction among unit types included in the study, such as critical care and step-down units (Boyle et al, 2006;Choi & Boyle, 2013. RNs working in critical care units were more likely to report appropriate assignments, whereas RNs working in medical-surgical units were more likely to report inappropriate assignments.…”

The Effect of a Nursing Labor Management Partnership on Nurse Turnover and Satisfaction

“…Several studies have indicated that the NDNQI RN Satisfaction Survey is a valid and reliable instrument. 22,23 Nurse turnover data were collected throughout the year by clinical nurse managers, clinical nursing directors, the chief nursing officer, and the nursing department financial analyst and then reported annually. The nurse turnover data that were collected and monitored in the study hospital were focused on clinical RNs.…”

Beyond the tradition: test of an integrative conceptual model on nurse turnover

“…In the nursing literature, several authors (Lum et al. 1998; Wagner 2007) also found that organizational commitment directly and negatively influenced nurses' turnover, more so than JS (Boyle et al. 2006).…”