Job satisfaction of nursing staff working in hospitals

Cavanagh, Stephen J.

doi:10.1111/j.1365-2648.1992.tb01968.x

Cited by 130 publications

(95 citation statements)

References 15 publications

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“…Sixty eight (35.4%) of respondents had believe that staff turnover can cause decrease in productivity whereas 46(24%) had believed that staff turnover can cause decreased spread of organizational knowledge. In line with this research, several studies have shown the relationship between nurses' working conditions, such as high workload, and job dissatisfaction [11]. Job dissatisfaction of nurses can lead to low morale, absenteeism, turnover, and poor job performance, and potentially threaten patient care quality and organizational effectiveness [12].…”

Section: Discussionmentioning

confidence: 88%

Assessment of Factors Affecting Implementation of Nursing Process Among Nurses in Selected Governmental Hospitals, Addis Ababa, Ethiopia; Cross Sectional Study

Molla¹

2014

J Nurs Care

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Section: Discussionmentioning

confidence: 88%

Assessment of Factors Affecting Implementation of Nursing Process Among Nurses in Selected Governmental Hospitals, Addis Ababa, Ethiopia; Cross Sectional Study

Molla¹

2014

J Nurs Care

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“…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). On the contrary, Williams (1990) and Best and Thurston (2006) found pay satisfaction and autonomy the most important components of overall job satisfaction in a sample of Canadian nurses.…”

Section: Pay Satisfaction Job Satisfaction and Turnover Intentmentioning

confidence: 99%

Pay Satisfaction, Job Satisfaction and Turnover Intent

Singh¹,

Loncar²

2010

154

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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 insatisfação expressa quanto à avaliação pode estar ligada à manutenção de um processo (avaliação) cujos resultados não têm expressão ao nível da progressão na carreira. Os mesmos resultados foram obtidos por outro investigador que no seu modelo teórico estabelece precisamente a relação entre educação, oportunidade, integração e justiça e a insatisfação no trabalho (17) .…”

Section: Métodosunclassified