Causal modeling of self-concept, job satisfaction, and retention of nurses

Cowin, Leanne; Johnson, Maree; Craven, Rhonda; Marsh, Herbert W.

doi:10.1016/j.ijnurstu.2007.10.009

Cited by 182 publications

(204 citation statements)

References 40 publications

Supporting

Mentioning

187

Contrasting

Unclassified

Order By: Relevance

“…Generally considered to be an individual's perceptual/emotional reaction to important facets of work [18]. Job satisfaction describes how we feel about a job [19] is a positive affective orientation toward employment [20,21]. Like other emotional judgments, job satisfaction arises from a variety of feelings related to the characteristics of the job, like feelings about the working conditions [22].…”

Section: Job Satisfaction As An Affectmentioning

confidence: 99%

Job satisfaction as a multidimensional concept: A systematic review study

Ravari

Mirzaei

Kazemi

et al. 2012

JOHE

View full text Add to dashboard Cite

Background: Some researchers have argued that job satisfaction has been vaguely defined in the organizational literature. Also, there is a lack of consensus over the meaning of job satisfaction in literature. The aim of this study was to clarify dimensions of job satisfaction's concept based on a systematic review study. Materials and Methods: The present study used a systematic review to clarify job satisfaction's concept. Some databases including Pubmed and Medline were searched, carefully using proper keywords. A total of 38 articles were reviewed, all were published between 1986 and 2009, with the majority being of quantitative nature and design. Data on the following items were extracted: country, setting, subjects, the definition of job satisfaction, theoretical background for measuring job satisfaction and the dimensions of job satisfaction. Results: The results of this study showed that job satisfaction has been born in mind both conceptually and operationally. In both aspects, job satisfaction was assumed to be influenced by personal and organizational dimensions. The main focus was on identifying and controlling different factors to provide job satisfaction for individuals. Yet, individuals' contributions to satisfy themselves were ignored. Conclusions: We explored that job satisfaction is a multi dimensional concept. This contains individual abilities, attitudes, beliefs and value system. To achieve job satisfaction, it is important that the staff have the characteristics of positive feelings and attitudes, commitment, and responsibility.

show abstract

Section: Job Satisfaction As An Affectmentioning

confidence: 99%

Job satisfaction as a multidimensional concept: A systematic review study

Ravari

Mirzaei

Kazemi

et al. 2012

JOHE

View full text Add to dashboard Cite

show abstract

“…Role clarity has been identified as important to job satisfaction (Cowin, Johnson, Craven, & Marsh, 2008;Gulliver, Towell, & Peck, 2003;Jones, Smith, & Johnston, 2005;Nelson & Felgen, 2015;Wickramasinghe, 2010).…”

Section: Claritymentioning

confidence: 99%

The Cascading Effect of Civility on Outcomes of Clarity, Job Satisfaction and Caring for Patients

Nelson¹,

Nichols

Wahl

2017

IJPS

View full text Add to dashboard Cite

Implementation of a model of care requires partnering among members of the health care team and patients and their families. Each participant must have clarity about each person's role and how the system is used to implement and/or utilize a model of care delivery. A community hospital in the Midwest implemented Relationship-Based Care (RBC), a model based on concepts of partnering with self and others to build inclusive systems of care. Implementation included education about the culture of caring and discussions centered on the concept of civility as a prerequisite to role clarity within the concept of partnering in caring for self and others. The discussions demonstrated to hospital leaders that incivility, involving negative cultural norms, fundamentalism, oppression, hierarchical leadership, and conformity to old ways, was a barrier to creating a caring environment. This study examined the impact of civility on professional clarity, social and technical dimensions of work, and caring for patients and families.Civility was measured by a 24-item instrument using Bartholomew's theory of civility (2006). The instrument includes two dimensions of civility: education in civility during academic and clinical training, and the experience of civility in the work setting. Results revealed that staff who had received and observed civil behaviors from academic faculty and clinical preceptors were more likely to report working within a civil environment. This in turn predicted greater levels of clarity, which then predicted greater satisfaction with both the technical and social dimensions of the job. The final outcome, caring for patients, was predicted by job satisfaction.

show abstract

“…Response shift can affect participants 'selfassessment of self-concepts. If a response shift occurs between pre-and post-assessment, a 'change' identified may not only relate to the transition unit but to a change of personal perspectives by the respondents [40,41] .…”

Section: Limitationsmentioning

confidence: 99%

Improving academic success: Evaluation of the BN Transition to Clinical Practice Module

Webster

Harding

Robinson

et al. 2014

JNEP

View full text Add to dashboard Cite

Objective: Bachelor of Nursing (BN) students are required to develop clinical knowledge, skills and attitudes for professional practice. The objectives of this project were to assess the challenges of adapting the Transition to Clinical Practice Module (TCPM) to the field of Nursing and to evaluate the impact of the TCPM on BN students' confidence and knowledge for successful transition to clinical practice. Method:This study was a pre-intervention/post-intervention assessment (pre-post) methodology using a questionnaire specifically designed to evaluate and determine how well the student's performance improved after attending the TCPM. Qualitative comments from participants were used to further evaluate data and provide 'richer' results.Results: There were three hundred and eighty (380) participants; eighty-two percent rated the program as better than expected, 16% rated it the same as expected and 2% less than expected. All said that in the pre-program they had expected more emphasis on areas of skills deficits in nursing, and post program 96% indicated that it had actually helped them to develop skills. Participants rated themselves as being more knowledgeable (P < .01) and confident (P < .01) post program in most areas except confidence with academic skills and accessing support services (P < .05). Internal consistency for the 14-item scale was 0.92 (confidence), 0.86 (self-concept), 0.84 (communication) and 0.94 (knowledge) pre-program, and post program the internal consistency was 0.93 (confidence), 0.84 (self-concept), 0.86 (communication) and 0.90 (knowledge). Conclusion:This TCPM program can contribute positively to students' transition to the academic and clinical demands of the BN. Therefore the TCPM is likely to positively influence a sense of value and identity within the nursing profession. It may ultimately lead to improved BN student retention rates.

show abstract

Causal modeling of self-concept, job satisfaction, and retention of nurses

Cited by 182 publications

References 40 publications

Job satisfaction as a multidimensional concept: A systematic review study

Job satisfaction as a multidimensional concept: A systematic review study

The Cascading Effect of Civility on Outcomes of Clarity, Job Satisfaction and Caring for Patients

Improving academic success: Evaluation of the BN Transition to Clinical Practice Module

Contact Info

Product

Resources

About