Nurses job satisfaction survey results-Job satisfaction survey report | Article | NursingCenter

Box , Kuopio, Finland. The exploratory factor analysis revealed seven factors with modest internal consistency 0. The staff reported relatively high job satisfaction. The greatest satisfaction was derived from motivating factors associated with the work; the least, from the job's demands. Job satisfaction has been described as the extent to which employees like their jobs [ 1 — 3 ].

Nurses job satisfaction survey results

Nurses job satisfaction survey results

Nurses job satisfaction survey results

Nurses job satisfaction survey results

Nurses job satisfaction survey results

Skip to main content. Job satisfaction of new baccalaureate nurses. A one-factor model of job satisfaction had high loadings on all items, and demonstrated adequate model fit second half-sample RMSEA: 0. A key component of the models was identifying new models of workforce development such as intensive staff training and recruitment and deployment of an expanded healthcare workforce including non-licensed support staff such as community health workers. We then used output from this model to identify ways of simplifying and improving model fit.

Sperm whale japan. 1. Introduction

Assessment of job satisfaction was determined with Pineapple pregnancy questions. Read on to find out what the nurses had to say. Furthermore, the research included a sample of employees from only four Slovenian hospitals, so the data cannot be generalized to the whole population of Slovenian nurses working in hospitals. Similar results were obtained by Sveinsdottir et al 38who showed that nurses were most satisfied with Nurses job satisfaction survey results coworkers and head nurses, and least satisfied with their opportunities for promotion and pay level. This article has been cited by other articles in PMC. Golbasi et al also found a medium satisfaction level in Turkish hospitals Consulting company for education and research of employees in all areasand had been tested in a pilot study 10 leaders and 30 employees. Satisfied employees tend to be more productive and committed to their Nurses job satisfaction survey results, and a direct correlation has been shown between staff satisfaction and patient satisfaction in health care organizations 45. Median age of leaders was I'd love to hear from you. The respondents answered positively with Sign In.

Colleague's E-mail is Invalid.

  • To determine the level of job satisfaction of nursing professionals in Slovenian hospitals and factors influencing job satisfaction in nursing.
  • Forgot your password?
  • .

To determine the level of job satisfaction of nursing professionals in Slovenian hospitals and factors influencing job satisfaction in nursing. The study included 4 hospitals selected from the hospital list comprising 26 hospitals in Slovenia.

The employees of these hospitals represent One structured survey questionnaire was administered to the leaders and the other to employees, both consisting items evaluated on a 5 point Likert-type scale. We examined the correlation between independent variables age, number of years of employment, behavior of leaders, personal characteristics of leaders, and managerial competencies of leaders and the dependent variable job satisfaction — satisfaction with the work, coworkers, management, pay, etc by applying correlation analysis and multivariate regression analysis.

In addition, factor analysis was used to establish characteristic components of the variables measured. We found a medium level of job satisfaction in both leaders 3. It has been found that job satisfaction relates to beliefs and emotions that individuals have about their work and their job 2. It has been described as an attitude with an affective and cognitive component 3. Without a doubt, satisfied employees are the ultimate goal of every leader.

On the other hand, the goal of every employee is to find the kind of work that matches their abilities and interests as closely as possible, enables them success, and provides them with opportunities for promotion. Satisfied employees tend to be more productive and committed to their employers, and a direct correlation has been shown between staff satisfaction and patient satisfaction in health care organizations 4 , 5. Even though research has shown different levels of job satisfaction for nurses, satisfaction predictors tend to be relatively similar, and include working conditions, relationships with coworkers and leaders, pay, promotion, security of employment, responsibility, and working hours 2 , 6 - In Slovenia, no studies on the effects of leadership style, personality characteristics, and managerial competencies of leaders on job satisfaction have been conducted.

There was only some research about leadership style in health care institutions 17 - Also organizational climate and organizational culture in nursing have been studied as well as job satisfaction in some institutions 20 - Experts in Slovenia 17 , 18 , 25 - 27 point to the problem of lack of knowledge of leaders about leadership. The aim of the study was to determine the level of job satisfaction of employees in nursing and to determine the influence of leadership in job satisfaction.

Five major Slovenian hospitals have been selected from the hospital list, but 1 refused to participate. Employees in the 4 participating hospitals represented The questionnaires web-extra material web extra material 1 were distributed in the morning shift, by authors in one hospital and by research coordinators in other 3 hospitals.

There were questionnaires distributed, which amounts to Hundred and ten questionnaires were sent to middle- and unit-level nurse leaders and to other nursing employees.

Nurse leaders were not selected randomly; the questionnaires were sent only to those who occupied the position of head of department, unit, or clinic, which means that purposive sampling was used. The maximum time for filling out the questionnaires was 14 days. Questionnaires were collected in specially designed boxes to ensure anonymity. The 4 hospitals had provided a written permission for research. The other four hospitals employed Seven hundred and fifty questionnaires were distributed in the morning shift.

Hundred and ten questionnaires were sent to middle and unit-level nurse leaders and were sent to other employees in nursing. Before the research, we obtained a written permission from the participating hospitals. This manuscript is part of a larger research, which has in part already been published Two survey questionnaires with closed-type items each were used, one for leaders and one for other employees in nursing.

The questionnaires were prepared based on the literature on modern leadership and managerial competencies of nursing leaders and in cooperation with the O. Consulting company for education and research of employees in all areas , and had been tested in a pilot study 10 leaders and 30 employees.

Leaders self-assessed their leadership style, managerial competencies, and characteristics on a 5-point Likert-type scale ranging from 1 strongly disagree to 5 strongly agree. Employees assessed the leadership style, managerial competencies, and characteristics of their immediate superior on a 5-point Likert-type scale ranging from 1 strongly disagree to 5 strongly agree.

The first part of the questionnaire included demographic data: sex, age, institution, years of employment, years of employment in a leading position, and the level of education. In the study we used two questionnaires, one for leaders and one for other employees in nursing.

The questionnaires were prepared in the cooperation with the O. Consulting Company for education and research of employees and also based on the literature on leadership and job satisfaction.

We used 5-point Likert-type scale ranging from 1 to 5, with 1 meaning strongly disagree and 5 meaning strongly agree Leaders evaluated themselves, while other employees evaluated their immediate superior. Both, leaders and employees evaluated their own level of job satisfaction. The first part of the questionnaire included demographic data: sex, age, institution, years of employment, years of employment in the leading position, and the level of education.

The second part of questionnaire was prepared after an overview of relevant literature on modern leadership and managerial competencies of nursing leaders 15 , 30 - This part of the questionnaire contains items on managerial competencies and leadership style.

In the third part of questionnaire, nursing leaders and nurses indicated their job satisfaction levels, which reflected the relevant theoretical background in the field 2 , 12 , 34 , The survey was based on quantitative methodology. For statistical analysis we used statistical program SPSS Differences between individual variables were analyzed using the t test, while Person correlation was used to identify the relationship between the studied variables.

We used factor analysis principal component analysis to establish characteristic of the studied variables. Job satisfaction levels among nursing professionals were determined with 20 questions and factor analysis principal component analysis was conducted to reduce the number of variables.

For evaluation and examination of the screen chart, we continued to estimate with four factors. The value of Kaiser-Meyer-Olkin test statistics was 0.

Multivariate regression analysis was used to determine the impact of studied independent variables on job satisfaction, and then the proportion of total variation for job satisfaction was explained with the selected independent variables.

The study included 96 nursing leaders and other employees in nursing. There were 11 men and women. Median age of leaders was Leaders spend an average There were significant differences between leaders and employees in ten out of twenty questions on the level of job satisfaction Table 1.

Correlation analysis was conducted between job satisfaction of nursing leaders and nurses and their age, years of employment in nursing, type of job, level of education, personal characteristics of leaders integrity, organization, team work, resoluteness, reliability, objectivity, responsibility, confidence, sociability, and ambition , leadership style, and managerial competencies of leaders vision and goals, communication, conflict solving, motivation, interpersonal relations, team work, problem solving, social authority, delegation, decision making, controlling and introducing change, emotional intelligence, human resource development and quality.

Assessment of job satisfaction was determined with twenty questions. We tried to reduce the number of variables with principal component analysis. We decided to call the first factor motivation and concern for the welfare. In this factor, 9 items were ranked including both material and non-material motivation, with an emphasis on encouragement, praise, trust, control, punishment, and working conditions. The second factor was called leadership style.

In this factor, 6 items were ranked including leaders, leadership style, decision making, and feedback. In this factor, 3 items were ranked covering education opportunities, status in the organization, and development. The fourth factor was called cooperation and interpersonal relations. In this factor, 2 items were ranked including relationships with coworkers, leaders, and cooperation between nursing team members.

These predictors explained Finally, we also used a regression equation to determine how selected factors influence the job satisfaction of nurses. The following regression model was made, based on regression analysis results:. Our research confirmed that job satisfaction of nurses in Slovenian hospitals was at a medium level. Golbasi et al also found a medium satisfaction level in Turkish hospitals Nurses with a higher education have been shown to be more satisfied with their job than those with lower education We found that nurse leaders were more satisfied with their job than other nurses.

Similar results were obtained by Sveinsdottir et al 38 , who showed that nurses were most satisfied with their coworkers and head nurses, and least satisfied with their opportunities for promotion and pay level. For nursing professionals in Slovenian hospitals, pay level represented the second most important factor of job satisfaction. Nevertheless, respondents expressed a relatively low satisfaction level with personal relationships at their hospital and the leadership style of their immediate superior.

This means that Slovenian hospitals are not taking full advantage of the intellectual capital and experience of their employees. Enhancing empowerment in a supportive environment would allow nurses to experience satisfaction with their job. This study has several limitations. The previously tested questionnaire was not used for this research; instead, we prepared most of the items ourselves and tested them before mailing out the questionnaires.

The questions were closed-ended and respondents were asked to select one of the provided answers — the disadvantage of this system being a limited number of answers. The questionnaire, too, had certain limitations, such as a relatively long time required for its completion over 15 minutes. Because the questionnaires were sent by mail and a researcher was not available in participating hospitals, respondents did not get any help in case they did not understand the items and no additional explanations were provided about the content or the manner of completion.

Furthermore, the research included a sample of employees from only four Slovenian hospitals, so the data cannot be generalized to the whole population of Slovenian nurses working in hospitals. One of the key challenges for every organization is to maintain the satisfaction of employees and increase their motivation. This research should be conducted in all health institutions of Slovenia in the next few years; also it would be necessary to constantly monitor job satisfaction of all health care professionals.

Ethical approval All participating hospitals provided a written permissions for research. Declaration of authorship ML is the author of the thesis on the basis of which this manuscript was created. BSS helped to write the manuscript. Competing interests All authors have completed the Unified Competing Interest form at www. National Center for Biotechnology Information , U. Journal List Croat Med J v. Croat Med J. Author information Article notes Copyright and License information Disclaimer.

Proposed improvement in the health system of the republic of Slovenia. Competence at work: Models for superior performance. Daehlen M. On the other side, only a very small minority of nurses regret having selected nursing as a career. We decided to call the first factor motivation and concern for the welfare. The job satisfaction-job performance relationship: A qualiative and quantitative review. Nurs Health Sci.

Nurses job satisfaction survey results

Nurses job satisfaction survey results

Nurses job satisfaction survey results

Nurses job satisfaction survey results

Nurses job satisfaction survey results. Career and Job Satisfaction: What do the numbers say?

.

(PDF) Nurses' Job satisfaction: an Italian study | Julita Sansoni - figuresdestyle2017.com

Colleague's E-mail is Invalid. Your message has been successfully sent to your colleague. Save my selection. What ingredients do you consider most important to job satisfaction? Share your experience and opinions by responding to this nationwide survey. Sean P. Cheryl L.

Mee is editor-in-chief of Nursing Professional autonomy? Collegial working relationships? Salary and benefits? Flexible scheduling? A supportive hospital culture? We'd like to know what values mean the most to you as a nurse and whether your employer supports them.

To help us gather information on nurse job satisfaction nationwide, please take a moment to fill out the following survey. We'll report on the results in a future issue.

Or photocopy this page and fax your responses to or mail to Nursing Job Satisfaction Survey, Norristown Rd. Deadline for responses is April 30, Please respond to the following by circling the number or checking the box that corresponds to your answer. All questions pertain to your primary work setting. Share this survey with your colleagues and encourage them to reply too. You may be trying to access this site from a secured browser on the server.

Please enable scripts and reload this page. Wolters Kluwer Health may email you for journal alerts and information, but is committed to maintaining your privacy and will not share your personal information without your express consent. For more information, please refer to our Privacy Policy. Subscribe to eTOC. Advanced Search. Toggle navigation. Subscribe Register Login. Your Name: optional.

Your Email:. Colleague's Email:. Separate multiple e-mails with a ;. Thought you might appreciate this item s I saw at Nursing Send a copy to your email. Some error has occurred while processing your request. Please try after some time.

Nursing 3 , March Add Item s to:. An Existing Folder. A New Folder. The item s has been successfully added to " ". Thanks for registering! Be sure to verify your new user account in the next 24 hours, by checking your email and clicking the "verify" link. This article has been saved into your User Account, in the Favorites area, under the new folder " ". End Note. Reference Manager.

Home Videos eN ews Signup. Nursing Archives Search Nursing Blog.

Nurses job satisfaction survey results

Nurses job satisfaction survey results

Nurses job satisfaction survey results