Exploring nurses experience of job satisfaction
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Exploring nurses experience of job satisfaction a naturalistic inquiry by Kate Bowers

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Published .
Written in English


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Edition Notes

Thesis (M.Sc.) - University of Surrey, 1997.

StatementKate Bowers.
ContributionsUniversity of Surrey. Department of Sociology.
ID Numbers
Open LibraryOL17204943M

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The current research focused on job satisfaction of nursing faculty from 4 theoretical perspectives: human capital theory, which emphasizes the expected monetary and nonmonetary returns for any career choices; structural theory, which emphasizes the impact of institutional features on job satisfaction; positive extrinsic environment by self-determination theory, Cited by:   Attitudes of acceptance between male and female nurses can impact the ability to sustain these skills and influence nursing satisfaction. Methods. Female (n = ) and male (n = 60) nurses from three medical centres in or near a large, Midwestern city participated. Data were collected via an anonymous online survey using the Sexist Attitude by: 2. Nurses’ job satisfaction Job satisfaction is defined as ‘the degree to which employees like or enjoy their jobs’ (McCloskey & McCain , p. 20). Much has been written about nurses’ job satisfaction and few studies have been conducted on this concept in Jordan. The variables that influence job satisfaction include: (1) demographic File Size: KB. The study identified three main themes that influenced nurses' job satisfaction and dissatisfaction: (1) spiritual feeling, (2) work environment factors, and (3) motivation. Helping and involvement in patient care contributed to the spiritual feeling reported to influence nurses' job satisfaction.

However, the biggest nursing impact often comes from the social and emotional work that nurses do. How Caring for Patients Influences Nursing Job Satisfaction Research shows nurses’ altruism is one of the strongest motivators for choosing their career. Nurses enjoy caring for others, especially those who are vulnerable and most in need. Analysis of Job Satisfaction and Burnout Level of Nurses in Different Generations Funda Cetinkaya, PhD Compared to the Generation X nurses and the Generation Y nurses to job satisfaction and burnout Work experience in current institution ±File Size: 71KB. and the level of job satisfaction, is significantly important, p= So, a better psycho-social status, leads to higher job satisfaction. Factors affecting the nurse’s job satisfaction. The most important intrinsic factor that affects the job satisfaction is “career growth” with an average of scores, followed by “responsibility. Oncology nurses hold the highest percentage of certification. The survey also showed nurses continue to work long hours, with full-time nurses averaging about 42 hours per week. More than 30% of nurses reported working more than 40 hours, with 13% reporting working hours weekly and 8% working more than 50 hours in that time period.

  Nurses struggle to complete even basic patient care, and focus on tasks often at the expense of specific patient needs. Support for nurses is lacking. The job satisfaction of nurses caring for people with dementia is poor. Conclusions. Nurses require improved education and support to care for patients with by: Nurse Job satisfaction is a hot topic because hospitals are suffering from lower nurse job satisfaction now a days. Job satisfaction among the personnel in the hospital, especially the nurses, still stands at low level. Recent studies show that nurses often experience psychological-emotional and physical stress at work (Piko, )2. And they Author: Basava Malleswara, Rao, N. Satyanarayana. The goals of this study were to characterize the current level of job satisfaction among public health workers, identify the factors that are correlated with high and low levels of satisfaction, and recommend strategies for public health practitioners aiming to improve job satisfaction, motivation, performance, and retention of employees.   Job satisfaction is an important component of nurses' lives that can impact on patient safety, staff morale, productivity and performance, quality of care, retention and turnover, commitment to the organisation and the profession with additional replacement costs (e.g. agency staff) and further attempts to hire and orientate new staff [].Turnover rates of 35% to 55% in Cited by: