Primary Healthcare Nurse Job Satisfaction Scale

Delobelle, Peter; Rawlinson, Jakes L.; Ntuli, Sam; Malatsi, Inah; Decock, Rika; Depoorter, Anne-Marie

doi:10.1037/t31326-000

Cited by 3 publications

(4 citation statements)

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“…Poor rates of pay amongst PHC nurses is not isolated in Australia and has been reported internationally (Delobelle et al, 2011). Despite this, adequate remuneration has been identified as one of the most important factors contributing to job satisfaction (Betkus & MacLeod, 2004;Cameron, Armstrong-Stassen, Bergeron, & Out, 2004;Campbell, Fowles, & Weber, 2004;Delobelle et al, 2011;Junious et al, 2004;Storey, Cheater, Ford, & Leese, 2009). Storey et al (2009) even concluded that enhancing remuneration was an effective strategy for encouraging retention of staff.…”

Section: Discussionmentioning

confidence: 99%

Employment conditions of Australian primary health care nurses

et al. 2018

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Background: The primary health care (PHC) nursing workforce is growing to meet the demand for community based health services. To facilitate the recruitment and retention of nurses in PHC settings it is important that positive employment conditions exist. Aim: To explore the employment characteristics ofAustralian PHC nurses, including employment patterns and remuneration considerations. Methods: A descriptive survey of Australian PHC nurses was conducted during 2015 as part of a larger mixed methods study. This paper reports the survey findings relating to employment patterns, conditions and remuneration. Findings: One thousand one hundred sixty six nurses responded to the survey, most respondents were employed in general practice and many were employed part-time. Rates of pay were significantly lower for those employed general practice compared to other PHC settings. Most respondents hadn't received a pay increase in the last 5 years. There were considerable differences in the allowances received between nurses employed in general practice and other PHC settings. Conclusion: Whilst more nurses are moving into PHC, the remuneration and allowances differ between PHC settings and continue to lag behind the acute sector. To attract skilled younger nurses to meet future workforce requirements, there is an urgent need to review pay and conditions in PHC nursing. Equally, PHC nurses must develop skills to better negotiate their employment conditions and remuneration and industrial organisation must continue to support industrial advances in this area.

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Section: Discussionmentioning

confidence: 99%

Employment conditions of Australian primary health care nurses

et al. 2018

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“…Of these, close to 5,500 individuals are still presumed to be living (Kentucky cabinet for Health and Family Services (KCHFS), 2012). Globally, studies that have examined the attitudes of healthcare workers towards PLHA have shown a great variation in their findings (Andrewin & Li-Yin, 2008;Bektaş & Kulakaç, 2007;Crossley, 2004;Delobelle et al, 2009;Hassan & Wahsheh, 2011;Oyeyemi, Oyeyemi, & Bello, 2006;Reis et al, 2005;Röndahl, Innala, & Carlsson, 2003;Shaikh, Khan, Ross, & Grimes, 2007;Suominen et al, 2009;Suominen et al, 2010). In general, healthcare workers with previous experience of HIV/AIDS tend to have a more positive attitude towards PLHA than those with no previous experience (Oyeyemi et al, 2006;Suominen, et al, 2009).…”

Section: Literature Reviewmentioning

confidence: 99%

“…In general, healthcare workers with previous experience of HIV/AIDS tend to have a more positive attitude towards PLHA than those with no previous experience (Oyeyemi et al, 2006;Suominen, et al, 2009). In addition, healthcare workers with high knowledge of HIV/AIDS or those that have had some formal training in the area of HIV/AIDS tend to have a more positive attitude towards PLHA than those with low knowledge or no formal training (Andrewin & Li-Yin, 2008;Bektaş & Kulakaç, 2007;Delobelle et al, 2009;Hassan & Wahsheh, 2011;Reis et al, 2005;Röndahl et al, 2003;Shaikh et al, 2007;Suominen, et al, 2009).…”

Section: Literature Reviewmentioning

confidence: 99%

Social Workers' Attitudes towards People Living with HIV/AIDS in Kentucky

Jaoko

2014

JSR

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This study examined social workers attitudes towards persons living with HIV/AIDS in Kentucky. The study utilized a secondary data set of 58 licensed masters' level social workers from a survey that was originally completed as part of a continuing education seminar on HIV/AIDS issues. The survey consisted of nine statements that were answered with "YES" or "NO". The survey also contained a number of demographic questions. The findings showed that the majority of the participants (81%, n=47) had positive attitudes towards persons living with HIV/AIDS. Participants with previous experience working with persons living with HIV/AIDS were found to be more likely to hold positive attitudes than those with no previous experience.

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“…Evidence indicates that nurses from younger generations perceive their work environment to be less aligned with their personal values and demonstrate more indicators of burnout in comparison to nurses from the Baby Boomer generation (Hayes et al, 2012). Further, studies have suggested that years of nursing work experience and length of time working in a position could be negatively correlated with turnover intention (Delobelle et al, 2011;Stewart et al, 2011;Tschannen et al, 2010). This is particularly worrisome, as the Canadian Institute for Health Information (2020) reported that the workforce of nurses providing direct nursing care in Canada is becoming younger.…”

Section: New Graduate Nurse Turnovermentioning

confidence: 99%

The Implications of Nurse Mentorship on New Graduate Nurses’ Outcomes

Pullano

2024

Preprint

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<p>The COVID-19 pandemic has magnified the growing issue of nurse turnover, especially among new graduate nurses (NGNs). The purpose of this study was to describe, compare, and examine the mentorship relationships of NGNs in Ontario across multiple healthcare settings, and to investigate the relationships between mentorship quality (MQ), occupational coping self-efficacy (OCSE), and turnover intention (TI). A descriptive cross-sectional design was utilized with a sample of 128 NGNs employed in long-term care, community care, and hospital settings </p> <p>The COVID-19 pandemic has magnified the growing issue of nurse turnover, especially among new graduate nurses (NGNs). The purpose of this study was to describe, compare, and examine the mentorship relationships of NGNs in Ontario across multiple healthcare settings, and to investigate the relationships between mentorship quality (MQ), occupational coping self-efficacy (OCSE), and turnover intention (TI). A descriptive cross-sectional design was utilized with a sample of 128 NGNs employed in long-term care, community care, and hospital settings. Data collected using an online survey were analyzed using SPSS version 27. The PROCESS macro was used to test a hypothesized mediation relationship between MQ and TI through OCSE. MQ was found to be the most statistically significant predictor of both OCSE and TI, with no significant mediation effect found. Managers, educators, and policymakers should develop strategies to optimize NGNs’ access to high-quality mentorship experiences, to mitigate negative outcomes associated with NGN turnover.. Data collected using an online survey were analyzed using SPSS version 27. The PROCESS macro was used to test a hypothesized mediation relationship between MQ and TI through OCSE. MQ was found to be the most statistically significant predictor of both OCSE and TI, with no significant mediation effect found. Managers, educators, and policymakers should develop strategies to optimize NGNs’ access to high-quality mentorship experiences, to mitigate negative outcomes associated with NGN turnover.</p>

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Primary Healthcare Nurse Job Satisfaction Scale

Cited by 3 publications

References 0 publications

Employment conditions of Australian primary health care nurses

Employment conditions of Australian primary health care nurses

Social Workers' Attitudes towards People Living with HIV/AIDS in Kentucky

The Implications of Nurse Mentorship on New Graduate Nurses’ Outcomes

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