Job Satisfaction and Burnout among Registered Nurses in aPrivate Hospital

Abstract

Background: The nursing profession is not only physically demanding which deal with the function and human health, but also involve the use of mental energy and contribute to mental exhaustion when one is continuously exposed to stressful events and circumstances. This inevitably lead to burnout and with job dissatisfaction. Objectives: This study aims to identify the levels of job satisfaction and burnout issue among registered nurses and to determine the relationships between demographic variable, job satisfaction and burnout among registered nurse in a private hospital in Kajang, Malaysia. Methods: A cross-sectional descriptive with convenient sampling method was used on 167 respondents. The questionnaire consists of Section A: sociodemographic data 6 items, Section B: 22 items on the level of burnout and Section C: 20 items on the level of job satisfaction. Result: The result showed that the level of job satisfaction and burnout among nurses are at high level with mean value are 4.06 and 4.07 respectively. Conclusion: There is moderate to high level of job dissatisfaction and burnout reported by the registered nurses. The findings of this study will provide significant findings to the nursing administrative in addressing the expectation and needs of their registered nurses.

Job Satisfaction and Commitment among Registered Nurses Employed in Selected Private Hospitals in Malaysia

“…The findings indicated a medium-high level of job commitment among registered nurses (M=3.99, SD=0.56). Overall, the nurses possess a moderate organizational commitment level consistent with similar studies in the past (Aminuddin, Basari & Shamsudin, 2020;Bit-Lian, Woei-Ling & Shuhaimi, 2022;Panhwar et al, 2019). The results of this study highlighted the need for private hospitals in Perak to ensure an adequate allocation of nursing staff.…”

“…Such factors may affect the job satisfaction level of registered nurses, reflected in their performance as nurses are critical mediators in organizational relationships. However, several studies reported contradictory findings where registered nurses expressed poor job satisfaction (Bit-Lian, Woei-Ling & Shuhaimi, 2022;Al-Hamdan, & Bani Issa, 2022;Panhwar et al, 2019;Tosun & Ulusoy, 2017). The dissatisfaction stems from a heavy workload, inflexible working hours, role conflicts, low income, routine tasks and functional dependence, a lack of sufficient resources, and the profession's low social status (Khai-Lee, Woan-Ching, & Bit-Lian, 2020).…”

“…Factors such as work overload, unclear job descriptions, staff problems, shift coverage, low pay, and limited promotion opportunities have been frequently linked to the increased susceptibility of nurses to experience job dissatisfaction and diminished commitment (Bit-Lian, Woei-Ling & Shuhaimi, 2022). While nurses reported overall satisfaction with their nursing practice, they expressed dissatisfaction in other aspects, such as their involvement in decision-making, recognition and reward, and limited career advancement opportunities (Bit-Lian, Woei-Ling & Shuhaimi, 2022;Singh, Chakradhar & Joshi, 2021). Ee, E (2018) reported that 62% of the study's respondents experienced job dissatisfaction, primarily poor communication with colleagues.…”

“…According to several studies (Bit-Lian, Woei-Ling & Shuhaimi, 2022;Ćulibrk et al, 2018;Kieft et al, 2014), job discontent leads to negative impacts such as the intention to leave the job. The correlation between professional commitment and job satisfaction also underscores the need for strategic actions by organizations to boost employees' commitment and job satisfaction, which, in turn, raises the standard of healthcare services provided (Rodríguez-Fernández, Herrera & de las Heras-Rosas, 2021).…”

Burnout Syndrome Associated with Nurses' Quality of Life During the Covid-19 Pandemic

“…Areas of improvement in the quality of life of clinical nurses can prevent burnout and increase positive feelings toward working with patients infected with COVID-19, as further engagement can lead to trauma and fear and can affect nurses' ability to provide good care. In addition, it is responsible for meeting the needs and expectations of nurses (Bit-lian et al, 2022). Prospective intervention strategies can improve control over predictors that directly influence the quality of life (El-Soud et al, 2020).…”