Aged care nurses’ job control influence satisfaction and mental health

Elliott, Kate-Ellen; Rodwell, John; Martin, Angela

doi:10.1111/jonm.12493

Cited by 31 publications

(40 citation statements)

References 51 publications

(82 reference statements)

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“…Thus, low levels of autonomy at work expose the worker to stress and generate job dissatisfaction (Ribeiro et al, 2014). These findings are similar to those reported by Ribeiro et al (2014), in a study carried out with Brazilian physicians, and by Elliott, Rodwell, and Martin (2017), in a study with nurses in Australia. Both have shown a positive relationship between low control and job dissatisfaction, where the negative perception of self-control over one's work likely leads to dissatisfaction.…”

Section: Discussionsupporting

confidence: 78%

“…High psychological demand along with low control over work were associated with high job dissatisfaction levels, which exposes workers to frequent psychological loads increasing emotional exhaustion and health problems. This association was evidenced in other studies (Elliott et al, 2017;Fernandes et al, 2012;Hosseinabadi et al, 2018;Jonge et al, 2000).…”

Section: Discussionsupporting

confidence: 78%

See 1 more Smart Citation

Occupational stress and job dissatisfaction with health work

Sousa

Araújo

Lua

et al. 2019

Psicol. Refl. Crít.

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Objective The purpose of this study is to evaluate the association between psychosocial aspects at work and dissatisfaction among health workers in five cities in Bahia, Brazil. Methods The evaluation was based on different models proposed to measuring occupational stress and possible combinations between them: demand-control model (DCM) and effort-reward imbalance (ERI). We conducted a cross-sectional epidemiological study including 3084 health workers. The analysis considered the association between partial/full/partial (combined) occupational stress models (the variable “exposure”) and job dissatisfaction (the variable “outcome”). Results Dissatisfaction rate was 26%. Full DCM and ERI models were better than partial ones to investigate job dissatisfaction. After adjustments, the combined models presented more robust measures of prevalence ratio than models evaluated separately (PR 2.93; CI 2.26–3.80). Conclusions The combination of models has shown greater capacity to identify situations of job dissatisfaction and provided more potential information to support actions for workers’ health.

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Section: Discussionsupporting

confidence: 78%

Section: Discussionsupporting

confidence: 78%

Occupational stress and job dissatisfaction with health work

Sousa

Araújo

Lua

et al. 2019

Psicol. Refl. Crít.

View full text Add to dashboard Cite

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“…In this study, job control can directly affect ITS. This may be due to the study population being focused on nurses in Chinese tertiary hospitals whose job control was 2.96, which is lower than that of other study (Elliott et al, 2017). With the increase in people's health needs, nurses in tertiary hospitals take on the heavy responsibility of medical treatment, teaching and scientific research.…”

Section: Discussionmentioning

confidence: 87%

“…These positive job emotions contribute to the improvement of job satisfaction (Zhao, Feng, & Zhao, 2015). Moreover, the level of nurses' job control also affects job satisfaction ( Adriaenssens et al, 2015;Ding, Li, Yang, Su, & Zhang, 2017;Elliott, Rodwell, & Martin, 2017). While providing nursing care to patients, if nurses have a high sense of job control, they will increase their self-efficacy, self-confidence and sense of accomplishment, leading to a good affective response to work (Elliott et al, 2017).…”

Section: Itsmentioning

confidence: 99%

Nurses' intention to stay: The impact of perceived organizational support, job control and job satisfaction

Zhang

Yan

et al. 2020

Journal of Advanced Nursing

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Aim To propose a theoretical model of intention to stay (ITS) and examine the effects of perceived organizational support, job control and job satisfaction on ITS. Design Cross‐sectional multicentre survey. Methods The survey was conducted from January 2017‒July 2017 and comprised 3,240 clinical nurses from nine tertiary hospitals in eastern, central and western China, with 2,352 effective responses. Structural equation modelling was used to analyse the relationship between ITS and its correlative factors. Results The hypothesized model was supported. Job control, perceived organizational support and job satisfaction significantly and directly affected nurses' ITS. Furthermore, job control and perceived organizational support showed indirect effects on ITS, which was mediated by job satisfaction. Perceived organizational support could positively influence job control to have a further impact on job satisfaction and ITS. Conclusion Based on a large sample of Chinese tertiary hospital nurses, this study proposed and verified a theoretical model of nurses' ITS, revealing that organization characteristics, work characteristics and affective response to work can have an impact on ITS. Impact This study was the first to examine the relationships among perceived organizational support, job control, job satisfaction and ITS, enriching the theoretical model of ITS. Nurse managers can improve nurses' ITS by enhancing their perceived organizational support, job control and job satisfaction.

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“…After a number of routine, weekly consensus meetings, the reviewers counted the number of times that a facilitator theme occurred in each article and consolidated the frequency and article references in an affinity matrix for further analysis in [25,35,37,38,43,48,57,72,73]. Initial orientation and training [22,38,58,64,68,74] and patient-centered philosophy [22,28,48,73,75] both occurred 9 times (5.56%) respectively.…”

Section: Resultsmentioning

confidence: 99%

Facilitators and Barriers Surrounding the Role of Administration in Employee Job Satisfaction in Long-Term Care Facilities: A Systematic Review

et al. 2020

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Previous literature has shown how associate engagement has positively impacted on productivity, job satisfaction, safety, retention, consumer sentiment, and financial performance in hospitals and healthcare systems. However, a lack of research showing the relationship between associate engagement and job satisfaction within the long-term care environment has existed. Our objective was to investigate characteristics within the long-term care environment that promote and detract from associate job satisfaction and extrapolate the best practices in maintaining job satisfaction and engagement. This systematic review queried CINAHL, PubMed (MEDLINE), and Academic Search Ultimate databases for peer-reviewed publications for facilitators and barriers commensurate with employee job satisfaction in long-term care facilities using the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) and the Kruse Protocols. The authors identified 11 facilitators for job satisfaction and 18 barriers to job satisfaction in the 60 selected articles. The top four facilitators were Supportive Leadership, Capable and Motivated Employees, Positive Organizational Values, and Social Support Mechanisms. The top four barriers were condescending management style, high job demands, lack of self-care, and lack of training with medically complex patients. The systematic review revealed the importance of maintaining satisfied employees in the long-term care workplace through am emphasis leadership and on the facilitators identified to best serve their associates and improve care for residents.

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Aged care nurses’ job control influence satisfaction and mental health

Abstract: Facility managers should implement organisational policies and procedures that promote higher levels of control over how nurses perform their work in order to improve nurse well-being in aged care settings.

Cited by 31 publications

References 51 publications

Occupational stress and job dissatisfaction with health work

Occupational stress and job dissatisfaction with health work

Nurses' intention to stay: The impact of perceived organizational support, job control and job satisfaction

Facilitators and Barriers Surrounding the Role of Administration in Employee Job Satisfaction in Long-Term Care Facilities: A Systematic Review

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