Jordanian nurses' job satisfaction and intention to quit

Abstract

PurposeThis study aimed to identify factors that influenced job satisfaction and dissatisfaction, and the intention of staff nurses to quit nursing in three Jordanian healthcare delivery sectors.Design/methodology/approachA cross‐sectional design was used to answer the research aims. A purposive sample of 180 critical care nurses in three hospitals during 2007 was used. Nurses completed a self‐administered questionnaire consisting of demographic items, a job satisfaction survey, as well as a question eliciting the intention to quit. The authors used descriptive and inferential statistics, ANOVA, correlational, regression and post‐hoc tests to analyze the data.FindingsThe grand mean for satisfaction for all nurses was 3.44 (±0.51) out of 6. They reported being highly satisfied with the item “I like the people I work with”, and reported the least satisfaction with the item “I have too much to do at work”. The mean value for nurses' intention to quit was 2.56 (±0.89) out of 4, with 59 per cent reporting that they “Likely” or “Very Likely” intended to leave their workplace. The nurses' level of job satisfaction significantly predicted their intention to leave their workplace (F=32.1, p < 0.001).Practical implicationsThe results can be used as a basis for decision making and future planning. Results also highlight the need to emphasize positive factors to enhance employees' satisfaction and to brainstorm solutions for improving job satisfaction and retaining nurses.Originality/valueThe study addressed an important clinical concern at a time of sparse research literature in Jordan. The findings are noteworthy and important for the delivery of proper nursing care that would lead to improved health status for the society.

Assessment of Job Satisfaction and Associated Factors among Nurses in East Gojjam Zone Public Hospitals Northwest Ethiopia, 2016

“…However they were highly satisfied for relationship with co-workers, nature of work and communication and this result was consistent with study done in Jordan and Turkey [8,10]. But this result was inconsistent related with communication with study done in Saudi Arabia [14], where respondents lowest level of satisfaction regarding the communication inside the organization.…”

Nurses and Staff Turnover Intentions in Private Hospitals

“…All dimensions of job satisfaction able to measure nurse's job satisfaction, so aspects that need to be considered to improve job satisfaction of nurses are indirect working environment, direct working environment, salary and promotion, interaction with patient, working atmosphere, self growth, family support, challenge in work. Raddaha et al (2012) states that facet of job satisfaction which is give high satisfaction level to nurses is aspect of supervisor, co-workers, and nature of work. While contingent reward, fringe benefits and pay is the lowest satisfactory facets and strongly associated with nurse turnover.…”

“…While the influence of organizational justice on turnover intentions is supported by Owolabi (2012), organizational justice has a significant influence on turnover intentions on health workers at Ekiti State Nigeria. Raddaha et al (2012). All dimensions of job satisfaction able to measure nurse's job satisfaction, so aspects that need to be considered to improve job satisfaction of nurses are indirect working environment, direct working environment, salary and promotion, interaction with patient, working atmosphere, self growth, family support, challenge in work.…”

The Mediating Effect of Organizational Commitment on the Relationship between Work-life Balance and Intention to Leave: Evidence from Working Women in Jordan

“…Jordan human development report (2011) depicted that the Middle East and North Africa (MENA) territory women make over 28 % of the total labor force which is very less compared to the figure of 43 %in the developing countries on average. Jordanian Workers Observatory believes that the lack of tangible progress in the role of women economically is due mainly to the repellant working conditions afflicting the Jordanian labor market such as; long or irregular or non-elastic working hours, increased workloads, conflicts between people at work, travel for long periods, job movements, presence of uncooperative supervisor or work in a non-supportive organization (Abu Raddaha et al, 2012).…”

“…According to Kaur (2004), there is a growing trend for women to leave the work at marriage and the birth of children to take care of their husband and children in Asian countries. Women working in the Middle East are not an exception to the rule, the perfect balance between work and personal life remains the most important challenge faced by women as they are first responsible for the welfare of their families and care for their children (Abu Raddaha et al, 2012).…”