Work‐related factors, job satisfaction and intent to leave the current job among United States nurses

Abstract

To increase nurse retention, improved schedules, autonomy and supportive work environments should be promoted.

Good peer relationships can attenuate the negative effect of horizontal violence on job satisfaction

“…The need of supportive peer relationships in nurses work environments that mitigate the negative effects of horizontal violence is a significant finding of this study, and congruent with Han et al 2 study that found nurses’ job satisfaction was also related to supportive peer relationships. Leiter et al found a partial mediation effect on nurses’ job satisfaction by addressing factors associated with incivility through an intervention study.…”

“…Future research may need to consider exploring additional modifiable work environment factors associated with nurses job satisfaction such as supportive relationships with supervisors, physical and psychological demands, autonomy, overtime, ability to take breaks,2 limited resources, and high workloads 4. Comprehensive strategies are needed to address factors effecting the quality of nurses work life that negatively impact the health outcomes for patients and nurses 5.…”

“…Magnet hospitals have demonstrated improvements in nurses’ practice environments with positive outcomes for patients, nurses, and organisations 5. Research evaluating outcomes of intervention strategies focused on mediating the negative impacts of incivility and horizontal violence are recommended 2 3…”

Authentic leadership, job satisfaction and organizational commitment: The moderating effect of nurse tenure

“…This concept was measured through a single item (‘I am very satisfied with my workplace’; Han, Trinkoff, & Gurses, ). It uses a four‐point scale, with a score of ‘1’ indicating ‘Strongly disagree’ and ‘4’ indicating ‘Strongly agree’.…”

Predictors of occupational burnout among nurses: a dominance analysis of job stressors

“…IM reflects limited understanding and support from nursing managers or other colleagues, conflicts with doctors and nursing leaders, and mutual distrust among colleagues (Han et al . , Weigl et al . ).…”