The effects of emotional labor and competency on job satisfaction in nurses of China: A nationwide cross-sectional survey

Objectives:This study aimed to explore the status of job satisfaction,emotional labour,core competencies and job stress and the associations of emotional labour and core competencies with the job satisfaction of nurses in China.Methods:Data were collected by using a self-designed general information questionnaire,a job satisfaction questionnaire(McCloskey/Mueller Satisfaction Scale),a nurse emotional labour questionnaire,the Competency Inventory for Registered Nurses questionnaire,and a nurse job stressor questionnaire.A total of 13,448 nurses from 92 hospitals across mainland of China were surveyed,and 11,337 respondents(84.3%response rate)completed the questionnaires.Results:The survey results indicated that Chinese nurses had average job satisfaction(24.77±5.23),moderate job stress(86.84±21.12),moderate to high emotional labour experiences(55.08±9.63)and high competency(195.77±37.61).Multiple linear regression indicated that surface acting was negatively correlated with job satisfaction(P<0.01),while deep acting(P<0.01)and nurses'core competence(P<0.01)were positively associated with job satisfaction.Besides,The results also indicated job stress,geographical distribution,hospital category,gender,work shift,only children,parenting status,monthly salary,nursing experience,professional title,hospital area were the influencing factors of job satisfaction(P<0.05).Conclusion:The improvement of the emotional labour and competency of nurses may help enhance their job satisfaction.

Examining perception of job satisfaction and intention to leave among ICU nurses in China

Objectives:Previous studies in China's Mainland found ICU nurses to be less satisfied with their jobs and more inclined to leave them than are nurses in other hospital units.We aimed to determine ICU nurses'perspectives on the factors that influence job satisfaction and whether or not to continue working in the ICU.Methods:Nine ICU nurses were asked five open-ended questions to elicit the nurses'perspectives on job satisfaction and intentions to leave.Data were analyzed according to the process described by Knafl and Webster(1988).Core concepts were identified using the constant comparative method.Results:Two themes emerged as major influences on job dissatisfaction:1)stress experienced from excessive workload demands and the ICU work environment,and 2)a lack of respect and recognition for the nurses'work.Two themes emerged as major influences on job satisfaction:1)recognition of work,and 2)professional opportunities and relationships with coworkers.The effects of job satisfaction or dissatisfaction on the nurses'intentions to leave their jobs varied,although three categories were identified.Conclusions:For ICU nurses in China,sources of job dissatisfaction are potentially remedied with simple interventions.Adequate staffing is necessary but not sufficient for a positive work environment.Administrators should address the factors that directly affect their nurses'levels of job satisfaction,as it will ultimately result in less staff turnover and greater patient care.

A research regarding the relationship among intensive care nurses' self-esteem, job satisfaction and subjective well-being

Objective:The paper aims to explore the status of intensive care unit(ICU)nurses'self-esteem,job satisfaction,and subjective well-being and to investigate the relationship among the three elements.Methods:A cross-sectional survey of 224 nurses from five teaching hospitals in Tianjin,China,was conducted.Self-esteem scale,job satisfaction scale,and subjective well-being scale were used to explore the status of ICU nurses'self-esteem,job satisfaction,and subjective well-being.Correlation among the three elements was calculated by SPSS 17.0.Results:The scores of three scales(i.e.,ICU nurses'self-esteem,job satisfaction,and subjective well-being)were 27.67±3.41,43.57±9.04,and 69.73±11.60,respectively.The subjective well-being was significantly positively correlated with self-esteem and job satisfaction(r=0.454,P<0.01;r=0.584,P<0.01,respectively).Conclusion:The study shows that the prevalence of subjective well-being and self-esteem with ICU nurses are at a low level,and job satisfaction is at the median level.Associations among self-esteem,job satisfaction,and subjective well-being in ICUs have been confirmed.Self-esteem and job satisfaction positively correlated with nurse subjective well-being.The higher the self-esteem and job satisfaction levels are,the stronger the subjective well-being is.The working pressure in ICUs cannot be alleviated temporarily;hence,to promote a high subjective well-being,managers and ICU nurses increase their self-esteem and job satisfaction through taking strategies that strengthen psychological construction.

Job satisfaction among Ethiopian nurses:a systematic review

Objective:Job satisfaction is a positive emotional feeling in the working environment,and it is an essential tool with which to improve patient safety,nurses’efficiency and performance,quality of care,retention and turnover of nurses,and commitment to the organization and the profession.There are few studies on job satisfaction of nurses in the country.Therefore,this review aims to estimate the pooled prevalence of job satisfaction among Ethiopian nurses using the available studies.Methods:This systematic review used the Preferred Repor ting Items for Systematic Reviews and Meta-Analyses(PRISMA)guideline to synthesize the evidence on the prevalence and associated factors of nurses’job satisfaction.Databases used for searching the included ar ticles from Pub Med,Embase,CINHAL,Google Scholar,HINARI,and Science Direct.All papers selected for inclusion were subjected to a rigorous appraisal using a standardized critical appraisal checklist(JBI checklist).STATA software(version 11)was used for the analysis,and 95%confidence intervals were calculated.The Cochrane Q test statistics and I2 tests were used to assess the heterogeneity prevailing between the studies.Finally,a random effect model was computed to estimate the pooled prevalence of nurses’job satisfaction in the country.Results:In this review,the data of 1,151 nurses were obtained from six studies.The pooled prevalence of nurses’job satisfaction was found to be 39.53%(24.52,54.53).The prevalence of job satisfaction in the Central part of Ethiopia was low:31.12%(95%CI 5.25,56.99)compared to the South-Eastern part of Ethiopia’s 48.01%(95%CI 36.51,59.52).The most common predictors identified were salary(P<0.05),the leadership of the organization(P<0.05),and training opportunities(P<0.05).Conclusions:The pooled prevalence of job satisfaction among nurses was found to be low in comparison with global data.The significant predictors for nurses’job satisfaction are based on the review findings,salary,leadership of organization,and training opportunities.

Relationship of Job Satisfaction with Perceived Organizational Support and Quality of Care among Saudi Nurses

Background: Both, job satisfaction with quality of provided health care is considered the main issue which directly influences the health care field because if nurses do not give the quality care to their patients then the patient dissatisfaction increased. Job satisfaction is defined as the extent of workers’ contentedness with their job, either they like the job or individual aspects or facets of jobs, such as type of work or regulation. Objective: To assess nurses’ job satisfaction and perceived organizational support with their effect on quality of provided health care in Saudi Arabia. Methods: Nurses in Saudi Arabia governmental hospitals during the period from 1st March to 30th April 2020 were invited and consecutively included. Data were collected using online questionnaire. Results: The study included 355 nurses with their ages ranged from 25 to 55 years old. Females were 216 (60.8%) of the total participants. Exact of 267 (75.2%) nurses reported that they like the type of work they do, 245 (69%) provided with satisfactory equipment to accomplish my task. There was a significant relation between organizational support and job satisfaction with their effect on quality of care. Conclusion: Organizational support positively affected nonsatisfaction which in turn positively affected quality of delivered care.

Nurses’ Job Satisfaction and Motivation: Patients’ and Nurses’ Perceptions

Background: High quality care is the main concern of healthcare administrators and it was found to be related to nurses’ job satisfaction and motivation. Purpose: The study aimed to compare patients’ and nurses’ perceptions of nurses’ job satisfaction and motivation. Method: In this cross-sectional study the participants were 315 released patients and 329 nurses from eight hospitals in northern Israel. The participants completed three questionnaires: demographics, nursing job satisfaction, and nursing job motivation. Results: Nurses perceived both job satisfaction and motivation higher than the patients. Duration of hospitalization and being accompanied by family, were positively correlated to patients’ perceptions of these variables. Conclusion/Implications for Practice: To optimize care quality, it is important to assess both patients’ and nurses’ perceptions of nurses’ job satisfaction and motivation. Such an assessment may shed light on the nursing experience and on the way that it is reflected in the patients’ experience. A system-wide process is needed to set a national standard for service quality while emphasizing strategies that promote recognition of nurses’ work, for example, compliments and acknowledgment. This could enhance nurses’ sense of work engagement, which, in turn, may increase the patients’ perception of nurses’ job satisfaction and motivation.

Job satisfaction and organizational commitment among nurses working on temporary versus permanent jobs at a tertiary care teaching hospital,Uttarakhand,India

Objective:The objective of this study was to assess and compare job satisfaction and organizational commitment among nurses working on temporary versus permanent basis at a tertiary care teaching hospital,Uttarakhand,India.Materials and Methods:A total of 250 nurses(125 temporary and 125 permanent)were selected using stratified disproportionate random sampling techniques from a tertiary care teaching hospital.Sociodemographic datasheet,Job Satisfaction Survey scale,and Organizational Commitment scale were used to collect data.Results:The study results revealed that the job satisfaction score was significantly higher in permanent nurses(139.1±15.4)than in temporary nurses(131.3±12.2)(P<0.001).However,temporary nurses(85.2±14.4)were more committed toward organization than permanent nurses(80.0±16.0)(P<0.001).There was a significant association between nurses’job satisfaction and their gross salary(P<0.001)and their organizational commitment with the selected profession by own will(P<0.001).Conclusion:The present study concluded that majority of temporary and permanent nurses reported a moderate level of job satisfaction and organizational commitment.This study suggests enhancing employee satisfaction can improve organizational commitment.As well,this study’s findings can serve as a valuable foundation for designing policies to enhance organizational commitment in the future.

Evidence-Based Practice and Job Satisfaction of Nurses in Long-Term Care

Purpose: The purpose of this study was to identify the relationship between evidence-based practice (EBP) and job satisfaction among nurses working in long-term care facilities. Methods: The study used a descriptive cross-sectional design. A total of 146 nurses working in 6 long-term care facilities in South Korea self-reported their perception of EBP implementation, barriers to research utilization, and job satisfaction. Results: The level of job satisfaction was higher in nurses who were single, older, more experienced, and had a higher income. Lower perceived barriers to research utilization were associated with greater job satisfaction. However, there was no significant relationship between a level of EBP implementation and job satisfaction. Factors influencing job satisfaction included lower barriers to the organization and communication domains of research utilization, being unmarried and older. Conclusion: Decreasing barriers to research utilization may improve the job satisfaction of nurses working in long-term care facilities.

Improving job satisfaction of Chinese nurses: the positive effects of structural empowerment and psychological capital

Objectives:This study examined the influence of Chinese nurses’personal resources(psychological capital)and access to workplace resources(structural empowerment)on their job satisfaction.Method:A cross-sectional study was designed during the period of January to April 2018.An anonymous questionnaire containing demographic characteristics sheet,Minnesota Satisfaction Questionnaire,Conditions for Work Effectiveness Questionnaire-II and psychological capital(PsyCap)was issued to 480 registered nurses in Tianjin,China.A total of 462 respondents became our subjects.Hierarchical regression was performed to explore the factors associated with job satisfaction.Results:The average Minnesota Satisfaction Questionnaire score was 65.68±12.35 in our study population.Hierarchical regression analysis showed that structural empowerment(β=0.421,P<0.01),PsyCap(β=0.227,P<0.01) and educational level(β=0.061,P<0.05) were positively associated with job satisfaction.Conclusion:The job satisfaction of Chinese nurses was at a moderate level.Structural empowerment was the most crucial predictor of job satisfaction,followed by PsyCap.Therefore,nursing administrators should take measures such as building an authorized work environment and improving nurses’PsyCap in order to promote job satisfaction among Chinese nurses.

Impact of work environment on job satisfaction and stress among hemodialysis staff in Klang Valley

Objective:To investigate the factors contributing to satisfaction with the work environment,job satisfaction(JS),and stress among hemodialysis(HD)staff in the central region of Malaysia.Methods:A quantitative cross-sectional study was conducted on 215 HD staff working at private and non-government(NGO)dialysis centers using self-administered questionnaires.The chi-square test was used to determine factors associated with HD staff's JS,stress,and working environment.Results:The scientific proof was apparent that the working environment had an effect on JS and stress among employees at HD centers.Conclusions:This research offers useful insights into the essence and complexities of HD staff's work and will help nurses,dialysis managers,other dialysis personnel,and organizations to better understand the benefits and stresses faced by these workers.

Theoretical Perspective of Job Demands Correlates among Nurses: Systematic Literature Review

Introduction: Nursing is highly demanding and stressful profession. Negative consequences of job demands were widely discussed throughout the literature like;poor quality of care, poor health, burnout, greater intent to leave and lower level of job satisfaction. Job dissatisfaction among nurses also has been discussed exhaustively in the literature in regards to its negative outcomes represented by burnout, absenteeism, turnover, greater intent to leave and finally leaving nursing profession. Purpose: The purpose of this study was to examine literature discussing job demands in nursing profession and its associated factors among nurses, and to provide direction as to where research needs to continue to explore and develop evidence in this area. Results: Results showed that job demands are the most influential stressor in nursing profession that associated strongly with many negative consequences on the profession in general and on the nurses on particular. Conclusion: The results supported that job demand is unavoidable stressor that leads to many negative consequences and connects directly to job dissatisfaction. Therefore, there is a need to search for alleviating factors that decrease nursing stressor, its consequences and buffer the correlation between job demand and job satisfaction.

Predictors of happiness among Iranian nurses

Objectives:This study aimed to assess happiness and its predictors among a group of Iranian hospital nurses.Methods:This cross-sectional study was done in 2016 on 620 hospital nurses who worked in five teaching hospitals affiliated to Kashan University of Medical Sciences,Kashan,Iran.Nurses were recruited through the census method.Data collection instruments were a researcher-made demographic and occupational characteristics questionnaire,the Oxford Happiness Inventory,and the Minnesota Job Satisfaction Questionnaire.Data analysis was done through stepwise multiple linear regression analysis.Results:Among 620 recruited nurses,422 returned their questionnaires completely filled.The mean of their happiness was 123.4±18.4 in the possible score range of 29-174.The significant predictors of happiness were satisfaction with mental health,monthly salary,satisfaction with salary,quality of life,current hospital ward,the length of working in the current ward,work shift,age,job satisfaction,and satisfaction with physicians'conduct and performance.These variables explained 50.3%of the total variance of happiness.Satisfaction with mental health had the greatest proportion in explaining the variance of happiness.Conclusion:Nurses in teaching hospitals in Kashan,Iran,have moderate happiness.Their happiness is affected by different factors,particularly by satisfaction with their mental health.Health policy-makers and authorities,in developing workforce-related plans and programs,need to pay special attention to nurses'happiness and its contributing factors.

Predictors of critical care nurses’ intention to leave the unit, the hospital, and the nursing profession

Nursing turnover and shortage are acknowledged as worldwide issues: understanding the factors that foster nurses’ intention to leave (ITL) is essential in retaining them. The present study aims at providing insight into the factors influencing critical care and intensive care nurses’ ITL the unit, the hospital, and the nursing profession. The study was conducted in two hospitals, by a questionnaire administered to all nurses employed in critical and intensive care units. 512 questionnaires (89.4%) were returned. Results revealed that a low job satisfaction (JS) for interaction with physicians and nurses, seniority ≥20 years, and working in Emergency are related to higher ITL the unit. Low JS for work organization policies, seniority ≥11 years, working in a private hospital, and higher educational level are related to higher levels of ITL the hospital. Low JS for professional status, for pay, and for work organization policies, age ≥40 years, part-time schedule are related to higher ITL the nursing profession. The research permitted detection of various predictors of different kinds of ITL, enhancing the importance of regular monitoring of ITL. In order to limit ITL, it would be important to work on the relationship with physicians and colleagues, work demands, organizational policies, and acknowledgement of competence.

Practice Environment, Work Characteristics and Levels of Burnout as Predictors of Nurse Reported Job Outcomes, Quality of Care and Patient Adverse Events: A Study across Residential Aged Care Services

To understand how to create a stabile workforce achieving excellent quality of care and patient safety, associations between practice environments and nurse and patient outcomes have been widely studied in acute and psychiatric care hospitals. Knowing residential aged care services are challenged to tackle complex patients’ needs within certain working conditions, to what extent do nurses perceive their practice environment in geriatric care? In a cross-sectional survey, a sample of 709 registered nurses, licensed practical nurses and nurse aides employed in 25 residential aged care services completed a structured questionnaire composed of various validated instruments measuring nurse practice environment factors, nurse work characteristics, burnout, nurse reported job outcomes, quality and patient adverse events. Associations between variables across residential aged care services were examined using multilevel modelling techniques. Associations were identified between practice environment factors, work characteristics, burnout dimensions, and reported outcome variables across residential aged care services. Multiple multilevel models showed independent variables (nursing management at the unit level, workload, decision latitude, social capital, emotional exhaustion and depersonalization) as important predictors of nurse reported outcome (job satisfaction, turnover intensions), quality of care (at the unit, the last shift, and in the service within the last year) and patient adverse events (patient and family complaints, patient falls, pulmonary and urinary tract infections, and medications errors). Results suggested the importance of nurse practice environment factors, nurse work characteristics and perception of burnout on nurse and patient outcomes across their nurse practice environment. Challenging the complex care of a vulnerable and frail population executives, physicians, nursing leaders as well as nurses in their nurse practice environment shared responsibility to create working conditions achieving excellent quality and patient safety.

The Phenomenon of Oncology Nurses’ Tendency to Change Duties in Greek Public Hospitals: A Study of Its Causes and Suggestions

Background: The concept of job satisfaction is of great importance regarding its impact on employees’ productivity and efficiency. Especially for oncology nurses has become apparent over the past decades that job satisfaction is a determinant factor not only for the quality of services they provide but also of their tendency to change duties and resign from workplace. While this phenomenon is vastly described by the literature, no survey that investigates nursing personnel’s tendency to resign from workplace has been conducted in Greece. Objectives: To investigate oncology nurses’ job satisfaction while examining the causes of their dissatisfaction in regard to their tendency to change duties, either by departing from the oncology field or by resigning. Material and Method: Using a structured questionnaire, a survey was conducted in four hospitals in the region of Attica that fall within the Greek National Health System, ESY. The research sample comprised 278 oncology nurses, men and women, with varied work experience. The data were analyzed using the SPSS software, applying descriptive statistics, inferential statistics, and Principal Component Analysis. Results: Our findings concerning participants’ job satisfaction were mainly positive. Most of the oncology nurses partaking in the study expressed their willingness to remain in their current workplace, as their placements enable them to diffuse in their tasks the knowledge and experience previously acquired. Conclusion: As oncology nurses’ job satisfaction influences their overall performance and dedication in their profession, parameters as working conditions, equal distribution of the workload, independent decision making and seniors’ management recognition of their work, need to be considered as primarily fields of improvement. With this being the first study in Greece that investigates oncology nurses’ job satisfaction in relation to their tendency to change duties, further research is required for the containment of said phenomenon.

Nurses Perception towards Determinants of Turnover in Psychiatric and General Hospital, Makkah Province

Background: Nurses leaving the profession are of concern to the government. This turnover can take the form of leakage and waste of both human and financial resources for governments that spend money on training nurses. Little is known about the intention to stay or determinants of job satisfaction among nurses in the Makkah region of Saudi Arabia. Aims: The study explores the determinants of intention to stay, job satisfaction, organizational commitment and self-efficacy among nurses. Methods: A cross-sectional study was designed, with a total of 175 nurses in the period between March 2017-July 2017. Results: No statistically significant differences were identified in intention to stay, job satisfaction, organizational commitment and self-efficacy between the psychiatric and the general nurses. A significant correlation was found between nationality, education and income, and intention to stay, job satisfaction, organization commitment and self-efficacy (p Conclusions: The study added various determinants of nurse turnover to the existing body of knowledge, relating to the factors concerning intention to stay, job satisfaction, organizational commitment and self-efficacy amongst general and psychiatric nurses.

Communication and Leadership Strategies for Retaining Registered Nurses: A Descriptive Phenomenological Study

This descriptive phenomenological study was to explore how communication and leadership influenced retention of registered nurses. The theoretical foundation of this descriptive phenomenological study is communication and leadership grounded in Burns theory of transformational leadership. The purpose of this study was to expand on and fill a gap in the research of how the lived experiences of nine registered nurses add to the influence communication and leadership has on retention, and to answer the following research questions. What are the lived experiences of registered nurses in the Western United States as they relate to retention when those registered nurses perceive a lack of communication? And, what are the lived experiences of registered nurses in the Western United States as they relate to retention when those registered nurses perceive a lack of leadership? The researcher interviewed nine participants working in hospitals in the Western United States. Thematic and descriptive data analysis resulted in five primary themes, transparency, cohesive workplace, passion, collaboration, and leadership. The study used transformational leadership as the primary leadership philosophy. The results of the study showed that leadership and communication can have a positive, or a negative influence on retention of registered.

责任制弹性排班在儿科护士管理中的应用研究

目的探讨责任制弹性排班在儿科护士管理中的应用效果。方法选取2023年1—12月在无锡市儿童医院儿科任职的31名护士为研究对象,2023年1—6月对31名儿科护士实施常规排班管理,2023年7—12月对31名儿科护士实施责任制弹性排班管理。比较责任制弹性排班实施前后儿科护士的工作压力、职业倦怠感、岗位胜任能力及排班满意度。结果责任制弹性排班实施后,儿科护士的工作压力评分、情感衰竭、去人格化评分低于实施前,个人成就感、岗位胜任能力、排班满意度评分高于实施前,差异有统计学意义(P均<0.05)。结论责任制弹性排班能够降低儿科护士工作压力,减轻其职业倦怠感,提高其岗位胜任能力及排班满意度。

血液透析护士工作投入的潜在剖面及其影响因素分析

目的探索血液透析护士工作投入的异质性和影响因素,为护理管理者采取措施提高血液透析护士工作投入提供参考。方法采用一般资料调查表、工作投入量表和NASA任务负荷指数量表对广东省650名血液透析护士进行问卷调查。对血液透析护士的工作投入特征进行潜在剖面分析,并通过单因素分析和无序多分类logistic回归分析探讨不同潜在剖面的影响因素。结果获得有效样本585人。血液透析护士工作投入和任务负荷得分分别为(3.54±1.44)分、(64.20±15.00)分。工作投入可分为3个潜在剖面,包括低投入-低专注组(23.3%)、中投入-低专注组(34.5%)、高投入-高奉献组(42.2%)。无序多分类logistic回归分析结果显示,任务负荷得分、护士层级、职务、对工作满意度及是否为血液净化专科护士是工作投入潜在剖面的影响因素(均P<0.05)。结论血液透析护士工作投入特征存在异质性,护理管理者可根据血液透析护士的不同工作投入特征及其影响因素,采取有针对性的措施,以提高血液透析护士的工作投入和护理服务质量。

临床护士职业认同感与工作满意度、工作疲溃感的相关性研究

为了解临床护士职业认同感、工作满意度及工作疲溃感的水平,分析其影响因素,并探讨三者间的相关性,采用一般资料调查表、职业认同感量表、临床护士工作满意度量表和工作疲溃感量表,对湖南省8所三级甲等综合医院的346名临床一线护士进行问卷调查。研究表明,临床护士的职业认同感越高,其工作满意度就越高,而工作疲溃感则越低,且三者均受家庭是否支持、配偶是否医务人员的影响。因此,护理管理者应注重提升护士的职业认同感,从家庭系统理论的视角出发,关注护士家庭支持情况,协助强化家庭支持系统,降低护士工作强度,提高护士工作待遇,从而稳定护理队伍、提高护理质量。