Registered nurses perception of work satisfaction at a Tertiary Care University Hospital

Abstract

Hospitals are facing serious challenges to provide high quality care with current nursing shortages. Nursing shortages are of major concern for Nursing Management, clinicians and administrators as they lead to impact on quality of care. Under-stressed, frustrated and demoralized nurses give rise to concern for hospital Nursing Management in providing quality care according to set standards. A descriptive qualitative research design was used to explore the registered nurses' perceptions regarding the high turnover rates among nurses at a Tertiary Care University Hospital. Data was collected from nurses working at various speciality areas, which were: Critical Care, Medical and Surgical Care, Ambulatory Care, Maternal/Child and Emergency departments. A convenience sample of 45 registered nurses from nine subspecialty groups was selected for a focus group interview and five focus groups were selected for a study population. Findings of exit interviews (from 1 September 2001 to 28 February 2002) were also included in the data analysis. These exit interviews of RNs were conducted by Nurse Recruiter at the time of their resignations. The data analysis showed that the most dissatisfying factors at work and within the work setting were identified as: high workload, stress associated with high workload, biased Nursing Management, lack of appreciation and monetary incentives, finally a rigid attitude of Nursing Management. However, the most satisfying factors were: working with an internationally reputable organization, patients' positive feedback and availability of required material or equipment. The study participants recommended that nursing retention could be improved at the Tertiary Care University Hospital by launching the following strategies by Nursing Management: reducing workload by adequate nurse-patient ratios according to international standards, promoting respect of nurses in front of patients and other staff, rewards and recognition of nurses, simplifying nursing documentation, increasing recreational activities for nurses and empowering nurses and Nursing Management group.

Motivational Level of Bank Staff in the Cape Coast Metropolis

“…Thus, the finding suggests that improvement in recognition would logically lead to higher improvement in staff motivation. This finding is consistent with a study on health workers by Khowaja et al (2005) where recognition, appreciation on good performance and respect from their managers and colleagues were considered as critical factors of staff motivation. = 0-2.5 = low; X = 2.51-3.50 = average; X = 3.51 & above = high Responses from the study revealed that the staff of the banks in the metropolis perceive their level of role clarity to be high with a mean of 4.44 (Table 1).…”

Big data in an HR context: Exploring organizational change readiness, employee attitudes and behaviors

“…Moreover, job satisfaction is a key player in the study of human behavior at work and is treated as a critical challenge for management because of its effect on employee turnover and absenteeism (Abbas et al, 2014;Hartmann et al, 2014;Khowaja et al, 2005;Miller, Rutherford, and Kolodinsky's, 2008), procedural justice and on job training (Halepota and Shah, 2011;Shah, 2011) and intention to stay, organizational commitment and trust (Schreurs et al, 2015;Sourdif, 2004;Top et al, 2015;). Researchers reveal that employee job satisfaction relates to how individuals think and feel about their jobs (Alegre et al, 2016;Oliver, 1990;Randall et al, 1999;Spector, 1997) because it can impact on quality of life and overall happiness (Frey and Stutzer, 2010).…”

Factors influencing public hospital nurses’ intentions to leave their current employment in Jordan

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