Factors affecting nurses' job satisfaction in rural and urban acute care settings: A PRISMA systematic review

Abstract

Aims This review aimed to systematically assess the findings of primary studies to identify the factors associated with nurse job satisfaction in rural and urban contexts while analysing the findings according to Herzberg's theory. Background While there is evidence linking several factors to nurses' job satisfaction, gaps still exist in understanding the differences between factors affecting job satisfaction for nurses working in rural and urban settings. Design Systematic review with narrative summary. Data sources Six databases were used to identify original studies that discuss the factors associated with the nurse's job satisfaction between 1998–2018. Review methods Two authors independently reviewed each study using the Joanna Briggs Institute's critical appraisal checklists. We used the Preferred Reporting Items for Systematic Reviews and Meta‐Analyses statement to report and examine the study biases systematically. Results A total of 38 studies were selected for this review. Physical working environment and authority and freedom were the most frequently reported factors associated with nurses’ job satisfaction. Several extrinsic, intrinsic, personal, and community factors were also found to be associated with nurses’ job satisfaction. Urban studies tended to focus on extrinsic factors, whereas there was more balance between the two sets of factors in rural studies. Conclusion Both intrinsic and extrinsic factors play an essential role in nurses’ job satisfaction. Future research should use more robust research methods and pay more attention to contrasting rural and urban contexts. Herzberg's theory can provide conceptual clarity when investigating the factors associated with nurses’ job satisfaction. Impact This review discussed the factors associated with nurses’ job satisfaction in rural and urban settings. The findings linked several extrinsic and intrinsic factors to nurses’ job satisfaction. Nursing management should search for the perfect blend of intrinsic and extrinsic factors based on nurses’ needs and organizational commitment to improve nurses’ job satisfaction.

How organisational commitment influences nurses’ intention to stay in nursing throughout their career

“…Numerous theoretical models, pathways and mediators in the literature( Lu, Zhao et al 2019 ) with the predominant focus being on how healthy, safe work environments effect nurses’ job satisfaction and retention( Wei, Sewell et al 2018 ) are being used to identify such effects. Factors such as the importance of workplace relationships( Lin, Viscardi et al 2014 , Olsen, Bjaalid et al 2017 , Wei, Sewell et al 2018 , Yasin, Kerr et al 2020 ), scheduling ( Dall'Ora, Ball et al 2016 , Ferri, Guadi et al 2016 , Dilig-Ruiz, MacDonald et al 2018 ), leadership ( Ulrich, Lavandero et al 2014 , Wei, Sewell et al 2018 ), nurse-patient ratios ( Aiken, Sloane et al 2014 )and the connection between nurses’ job satisfaction and better patient satisfaction( Chang and Zhang 2012 , Lu, Zhao et al 2019 )are but a few. There is however growing evidence that job satisfaction is related to intention to stay in the profession ( Wang, Tao et al 2012 , Sabanciogullari and Dogan 2015 , Lo, Chien et al 2018 ).…”

Exploring job satisfaction and turnover intentions among general practice nurses in an Australian Primary Health Network

“…The issue of job satisfaction in nursing has been widely investigated as a causal factor relating to nursing shortages and turnover in acute care (Al Zamel et al., 2020; Lu et al., 2019; Niskala et al., 2020; Yasin et al., 2020). Until recently, few papers have focused on job satisfaction and turnover intention in PHC settings (Curtis & Glacken, 2014; Delobelle et al., 2011; Halcomb & Bird, 2020; Huang et al., 2019).…”

A Multicenter Study into Burnout, Perceived Stress, Job Satisfaction, Coping Strategies, and General Health among Emergency Department Nursing Staff

“…It is estimated that over 50% of ED nursing personnel are dissatisfied with their work [28]. Job dissatisfaction may lead to undesired workplace outcomes, such as increased turnover intention and nurses' absenteeism [29].…”