Job satisfaction and autonomy of Hong Kong registered nurses

Lee, Iris F. K.

doi:10.1046/j.1365-2648.1998.00527.x

Cited by 87 publications

(86 citation statements)

References 47 publications

(58 reference statements)

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“…Thus, it is concluded that the management group was satisfied with the work requisites, while the clinical group was less satisfied. This finding is supported in most studies on this component, in which routinization, bureaucratization, inflexibility at work, quantity/burden and care model are causal factors of dissatisfaction (5,(14)(15)(16) . As work requisites are directly related with nursing work conditions and nurses are exposed to occupational risks, stress, among others, the influence of these factors on the clinical group is more enhanced.…”

Section: Resultsmentioning

confidence: 62%

“…Finally, the analysis of the assessed six professional satisfaction components' importance revealed the autonomy component as the most important item to enhance satisfaction among professionals (5,15,18) . These findings support the present study results, as the two participant groups also scored the autonomy component as the most important job satisfaction item (Chart 1).…”

Section: Resultsmentioning

confidence: 99%

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Satisfação no trabalho: indicador de qualidade no gerenciamento de recursos humanos em enfermagem

Siqueira

Kurcgant

2012

Rev. esc. enferm. USP

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Estudo descritivo que aborda a satisfação no trabalho de enfermeiros gerentes e assistenciais nos Serviços de Hematologia e Hemoterapia de um hospital público da cidade de São Paulo. Objetivou identificar fatores geradores de satisfação no trabalho de enfermeiros gerentes e assistenciais e subsidiar os resultados para a construção de indicadores para avaliação da qualidade do gerenciamento de recursos humanos em Enfermagem. Os componentes do trabalho foram: autonomia, interação, status profissional, requisitos do trabalho, normas organizacionais e remuneração. Participaram do estudo 44 enfermeiros. O instrumento de coleta foi o questionário Índice de Satisfação Profissional (ISP). Concluindo, este estudo permitiu identificar que o grupo assistencial foi o mais satisfeito, com ISP 10,5; o gerencial totalizou 10,0. Quanto à satisfação com a atividade atual, 88,9% dos enfermeiros gerentes disseram estar satisfeitos, assim como 90,9% dos assistenciais. Para os dois grupos, a autonomia foi o componente de maior nível de satisfação profissional.

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Section: Resultsmentioning

confidence: 62%

Section: Resultsmentioning

confidence: 99%

Satisfação no trabalho: indicador de qualidade no gerenciamento de recursos humanos em enfermagem

Siqueira

Kurcgant

2012

Rev. esc. enferm. USP

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“…In the nursing literature, several studies have found that wages and salaries impact overall job satisfaction but rarely went a step further to determine the relative importance between job and pay satisfaction in terms of their effects on turnover (Carr and Kazanowski, 1994;Frisina, Murray and Aird, 1988;Fung-kam, 1998;Huey and Hartley, 1988). For instance, Fung-kam (1998) found that the three factors that have the most influence on job satisfaction were autonomy, professional status, and pay.…”

Section: Pay Satisfaction Job Satisfaction and Turnover Intentmentioning

confidence: 99%

“…For instance, Fung-kam (1998) found that the three factors that have the most influence on job satisfaction were autonomy, professional status, and pay. Many studies do not find pay to be associated with overall job satisfaction among RNs (Butler and Parsons, 1989;Cavanagh, 1992;Reineck and Furino, 2005).…”

Section: Pay Satisfaction Job Satisfaction and Turnover Intentmentioning

confidence: 99%

Pay Satisfaction, Job Satisfaction and Turnover Intent

Singh¹,

Loncar²

2010

154

129

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The purpose of this paper was to examine the relationships among pay satisfaction, job satisfaction, and turnover. While there is a fairly large body of literature on pay satisfaction/dissatisfaction-turnover relationship, there are reasons to expect different outcomes in occupations – such as social work and nursing – where job satisfaction, versus pay, may be of equal, if not greater importance. Essentially, it may be argued that in these sectors, workers are driven more by job satisfaction rather than their paychecks. Yet, there is little empirical research on this issue; thus, a primary purpose of this study is to address this research need. This study will add to the recent research that has focused on key human resources management and industrial relations issues related to the nursing profession in Canada. Furthermore, many studies use a unidimensional measure of pay satisfaction even though the literature suggests that there are better measures. Using a four-dimensional instrument in this study, we improve on past practices.Using a sample of 200 nurses in a unionized hospital in Ontario to test our hypotheses, we found support for both (viz., 1. The four pay dimensions will affect turnover intent differently; and 2. Job satisfaction will add incrementally to the explained variance in the pay satisfaction-turnover relationship). The findings support the contention that nurses may be more motivated by their jobs, versus their pay. The findings may be good news for organizations that want to better manage labour costs. There are different ways for hospitals to improve their workplace environment in order to increase satisfaction with intrinsic job factors and reduce turnover.Cet article examine la relation entre la satisfaction à l’égard de la rémunération, la satisfaction au travail et le roulement de la main-d’oeuvre. Alors qu’il existe un corpus plutôt vaste de littérature sur la satisfaction/insatisfaction à l’égard de la rémunération, il y a des raisons de penser que les résultats pourraient différés pour certaines professions, comme dans le cas du travail social et celui des soins infirmiers, où la satisfaction au travail comparativement à celle à l’égard de la rémunération peut être d’importance égale ou même supérieure. Essentiellement on peut argumenter que dans ces secteurs, les travailleurs et travailleuses sont davantage motivés par la satisfaction au travail que par leur chèque de paie. Pourtant il y a peu de recherche empirique sur ce sujet. Un premier objectif de l’étude est de combler en partie du moins ce manque. Elle ajoutera ainsi aux études récentes qui mettent l’accent sur la gestion des ressources humaines clés dans les organisations et les problèmes de relations industrielles liées à la profession des soins infirmiers au Canada. Plusieurs études utilisent une mesure unidimensionnelle de la satisfaction à l’égard de la rémunération alors que la littérature suggère que de meilleures mesures pourraient être utilisées. Aussi en proposant une mesure à quatre dimensions, nous croyons pouvoi...

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“…A satisfação no trabalho é considerada um dos indicadores de QVT e sua medida tem sido utilizada em estudos no Brasil e no exterior (8)(9)(10)(11)(12) . Alguns estudos realizados especificamente para avaliar a satisfação no trabalho entre profissionais do Bloco Cirúrgico (BC), em nosso país, foram realizadas com a utilização de diferentes instrumentos para coleta de dados (13)(14)(15) .…”

unclassified

Qualidade de vida no trabalho de profissionais de enfermagem, atuantes em unidades do bloco cirúrgico, sob a ótica da satisfação

Schmidt

Dantas

2006

Rev. Latino-Am. Enfermagem

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Job satisfaction and autonomy of Hong Kong registered nurses

Cited by 87 publications

References 47 publications

Satisfação no trabalho: indicador de qualidade no gerenciamento de recursos humanos em enfermagem

Satisfação no trabalho: indicador de qualidade no gerenciamento de recursos humanos em enfermagem

Pay Satisfaction, Job Satisfaction and Turnover Intent

Qualidade de vida no trabalho de profissionais de enfermagem, atuantes em unidades do bloco cirúrgico, sob a ótica da satisfação

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