Jordanian Nursing Work Environments, Intent to Stay, and Job Satisfaction

Al-Hamdan, Zaid; Manojlovich, Milisa; Banerjee, Tanima

doi:10.1111/jnu.12265

Cited by 142 publications

(147 citation statements)

References 24 publications

Supporting

Mentioning

124

Contrasting

Unclassified

Order By: Relevance

“…Many studies were congruent with these findings, while others were not. For example, a previous study revealed that Jordanian nurses who work for the public sector in the governmental hospitals showed higher intent to stay rates than those work for private or university hospitals which was congruent with our findings (Al‐Hamdan, Manojlovich, & Tanima, ). In addition, similar to our findings, Mrayyan () revealed that married nurses and those older than 30 years had higher rates of retention and stay in their jobs.…”

Section: Discussionsupporting

confidence: 92%

Emotional intelligence and intent to stay among nurses employed in Jordanian hospitals

et al. 2020

View full text Add to dashboard Cite

Aims This study aimed to examine the relationship between Emotional intelligence (EI) and intent to stay and to identify their correlates among nurses. Background EI plays a significant role in nurses’ practice, relationships, behaviours and decisions. Methods A descriptive, cross‐sectional study was conducted with a sample of 280 registered nurses working in a public, a private and a university hospital in Jordan. A self‐administered questionnaire was used to collect data from the participants. Results EI was significantly correlated with nurses’ intent to stay (r = .427, p < .01). Some of the nurses’ socio‐demographic and work‐related characteristics were found to predict EI and intent to stay. Conclusion The findings of the study came with a supportive knowledge about the positive impacts of EI on nurses’ intent to stay. Improving both EI and intent to stay among nurses is important because it could have positive effects on organisations’ decisions, policymaking process, quality of care, employee commitment and satisfaction. Implications for Nursing Management Nurse managers should pay attention to the EI of nurses during recruitment considering various determinants of EI identified in the current study. Additionally, nurse managers might want to strengthen factors associated with more stay intent among their staff.

show abstract

Section: Discussionsupporting

confidence: 92%

Emotional intelligence and intent to stay among nurses employed in Jordanian hospitals

et al. 2020

View full text Add to dashboard Cite

show abstract

“…Likewise in Saudi Arabia, Aboshaiqah () found dimensions of NWE such as safe staffing, authentic leadership and teamworking were perceived positively by nurses. In Jordan, Al‐Hamdan et al () found working in positive NWE is associated with more NJS and intent to retain work.…”

Section: Introductionmentioning

confidence: 99%

Healthy work environments are critical for nurse job satisfaction: implications for Oman

Albashayreh

Sabei

AL-Rawajfah

et al. 2019

International Nursing Review

View full text Add to dashboard Cite

Aims To (1) examine the level and variability of nurse work environment and job satisfaction and (2) explore how nurse job satisfaction in tertiary hospitals in Oman is influenced by the nurses' characteristics and work environment. Background In Oman and the Middle East, a scarcity of research addressing nurse work environment and job satisfaction exists. Such evidence is necessary for policymaking to positively impact nurse job outcomes, and therefore, quality of care. Methods We used a cross‐sectional descriptive design employing a sample of 454 local and expatriate nurses who responded to a self‐administered questionnaire. Results The work environment was favourable, and it positively correlated with job satisfaction. Nationality, education, hospital type, staffing, resources and participation in hospital affairs were significant predictors of nurse job satisfaction. The greatest amount of variation in nurse job satisfaction was explained by the work environment. Conclusion The influence of work environment on nurse job satisfaction is greater than nurse characteristics and hospital and unit types. Enhancing nurse participation in hospital affairs and providing adequate staffing and resources are central means of establishing healthy work environments, which is an auspicious, cost‐effective strategy for satisfying, and therefore, retaining nurses. Implications for nursing and health policy To enhance nurse work environment and job satisfaction in Oman and the Middle East, nurse and health leaders need to consider developing work and professional regulations and adopting policies to promote staffing, resources, wages, and benefits for nurses and encourage their promotion and career advancement; and foster nurse participation in hospital affairs.

show abstract

“…The role of nurses in healthcare delivery is important given that they are at the forefront of patient care and constitute the largest group of healthcare providers (Carlevaro, ; Wong et al., ). However, there are increasing concerns about shortages of nurses in many countries (Al‐Hamdan, Manojlovich, & Tanima, ; Labrague et al., ), including Nigeria (Salami, Dada, & Adelakun, ). With an increasing rate of turnover among nurses and general shortage of nurses, the attention of researchers has begun to shift from job satisfaction and commitment of nurses to career satisfaction and commitment.…”

mentioning

confidence: 99%

Role of Career Satisfaction in Basic Psychological Needs Satisfaction and Career Commitment of Nurses in Nigeria: A Self‐Determination Theory Perspective

Onyishi

Enwereuzor

Ogbonna

et al. 2019

J of Nursing Scholarship

View full text Add to dashboard Cite

Purpose The purpose of this study was to test how basic psychological needs satisfaction contributes to career commitment through career satisfaction among nurses. Background There is an increasing rate of turnover among nurses and a general shortage of nurses in many countries. This has made it necessary for researchers to focus on the career satisfaction of nurses and their commitment to their careers. Design and Methods A cross‐sectional design was employed in a survey of 233 nurses in public hospitals in southeastern Nigeria. Participants responded to self‐report measures of career commitment, career satisfaction, and work‐related basic needs satisfaction. Findings In the regression‐based path analysis, basic psychological needs satisfaction was positively related to career satisfaction (p < .001) and career commitment (p < .001) of nurses. Career satisfaction was positively related to career commitment (p < .05). Career satisfaction mediated the relationship between basic psychological needs satisfaction and career commitment (95% confidence interval [.009, .068]). Conclusions The results show that basic psychological needs are relevant for employee commitment, giving support to the self‐determination theory. Career satisfaction provides further explanations for the relationship between psychological needs satisfaction and career commitment, although there could be reverse causal links. Clinical Relevance The results advance knowledge on how satisfaction of basic psychological needs can increase career satisfaction and foster more career commitment. Designing work environments that help employees to fulfil their basic psychological needs is important in the retention of nurses.

show abstract

Jordanian Nursing Work Environments, Intent to Stay, and Job Satisfaction

Cited by 142 publications

References 24 publications

Emotional intelligence and intent to stay among nurses employed in Jordanian hospitals

Emotional intelligence and intent to stay among nurses employed in Jordanian hospitals

Healthy work environments are critical for nurse job satisfaction: implications for Oman

Role of Career Satisfaction in Basic Psychological Needs Satisfaction and Career Commitment of Nurses in Nigeria: A Self‐Determination Theory Perspective

Contact Info

Product

Resources

About