Job Satisfaction and Intent to Leave Among Psychiatric Nurses: Closed Versus Open Wards

Background: There is an increasing need for millennial psychiatric nurses in health care. Nurses’ levels of satisfaction with their manager’s leadership styles are critical to their remaining in the profession. Aim: To explore the relationship between the roles of nursing leadership and their influence on the millennial psychiatric nurse’s level of job satisfaction and intent to leave. Method: Eighty-three psychiatric registered nurses between the ages of 22 and 37 with 6 months or more experience completed a Managerial Skills and Job Satisfaction Survey questionnaire. Results: The millennial psychiatric nurse who perceived their managers to display the roles in being a mentor ( M = 24.95, SD = 2.81), director ( M = 23.08, SD = 2.55), and monitor ( M = 22.71, SD = 2.51) had higher job satisfaction and would be less likely to leave the specialty, current position, and organization. Conclusion: The study revealed that nursing leaders need to focus on strengthening the monitor and mentor roles and work on changing from having a coordinator role to the director role.

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Review on Job Satisfaction, Intention to Leave and Corporate Entrepreneurial Characteristics in United Arab Emirates’ Construction Firms

International Journal of Emerging Research in Management and Technology ◽

10.23956/ijermt.v6i10.74 ◽

2017 ◽

Vol 6 (10) ◽

pp. 105

Author(s):

Basma Kashmoola ◽

Fais Ahmad ◽

Yeoh Khar Kheng

Keyword(s):

Job Satisfaction ◽

United Arab Emirates ◽

Intent To Leave ◽

Supply And Demand ◽

Intention To Leave ◽

Work Load ◽

Tourism Industry ◽

Medium Size ◽

Construction Companies ◽

Developed Economies

Recently construction companies and real state of SMEs sector of Dubai, reported that they have a combine shortfall of skilled staff of up to 500,000. In addition to that, recently tourism industry of UAE, one of the most dominating service sectors also reported the severe shortage of qualified hospitality staffs. The shortage of workforce in the industry is one of the major causes of unfair distribution of work load and also an unjust compensation and reward system in the overall industry. The supply and demand of workforces is also one of the crucial predictor factors for job satisfaction and may lead to quit their job or to migration.While examining the various factors that may affect employee’s intention to leave, many research findings confirmed that job satisfaction caused the highest variance on to leaving intention. To get the deeper analysis of the job satisfaction and its impact on employee’s intention to leave, many researchers argued that there were many facets of job satisfaction that may cause the leaving intentions and therefore job satisfaction has been considered a variables composed of multiple factors. It is evident that there are many studies had been conducted to examine the relationship between job satisfaction and employees leaving intentions. However, not many studies on the same line have been fully addressed in small and medium size firms in UAE working setting and also most of the studies sampling strategies had focused in industries in developed economies. Therefore, it is believed to be a gap in the literature in the context of the job satisfaction and intent to leave in SMEs.

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The Effects of Organizational Justice and Dispositional Affectivity on Job Satisfaction and Intent to Leave among Nurses

Journal of Korean Academy of Nursing Administration ◽

10.11111/jkana.2010.16.3.276 ◽

2010 ◽

Vol 16 (3) ◽

pp. 276 ◽

Cited By ~ 6

Author(s):

Young Hee Yom

Keyword(s):

Job Satisfaction ◽

Organizational Justice ◽

Intent To Leave

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Ethical climate in a Belgian psychiatric inpatient setting: relation with burnout and engagement in psychiatric nurses

European Journal for Person Centered Healthcare ◽

10.5750/ejpch.v1i2.685 ◽

2013 ◽

Vol 1 (2) ◽

pp. 443

Author(s):

Astrid Faelens ◽

Marleen Claeys ◽

Bernard Sabbe ◽

Didier Schrijvers ◽

Patrick Luyten

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Ethical Climate ◽

Ethical Issues ◽

Psychiatric Inpatient ◽

Psychiatric Nurses ◽

Inpatient Setting ◽

Cross Sectional ◽

Emotional Burden ◽

The Relationship

Research suggests a relation between the ethical climate – that is, the organisational conditions and practices that affect the way ethical issues with regard to patient care are discussed and decided - and job satisfaction of nurses. Yet no study to date has investigated the relationship between ethical climate and job satisfaction in psychiatric nurses. This study aimed to address this critical gap in our knowledge by investigating the relationships among ethical climate and features of both burnout and engagement based on the Job Demands-Resources Model (JD - R model) in a large cross-sectional study of 265 nurses working in a large psychiatric inpatient hospital in Flanders, Belgium. Correlational and multiple hierarchical regression analyses were used to investigate the relationship between ethical climate, burnout and engagement. In addition, based on the JD-R model, we also investigated whether engagement mediated the relationship between ethical climate on the one hand and job satisfaction and turnover intention on the other and whether ethical climate moderated the relationship between emotional burden and burnout. Results showed that a positive ethical climate was related to lower levels of emotional exhaustion and distancing and higher levels of engagement and job satisfaction. Furthermore, although ethical climate did not buffer against the effects of emotional burden on burnout, higher levels of engagement explained in part the relationship between ethical climate and job satisfaction.

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Perceived Organizational Politics and Age, Interactive Effects on Job Outcomes

SAGE Open ◽

10.1177/2158244020936989 ◽

2020 ◽

Vol 10 (3) ◽

pp. 215824402093698

Author(s):

Tariq Iqbal Khan ◽

Rudsada Kaewsaeng-on ◽

Mubashar Hassan Zia ◽

Sheraz Ahmed ◽

Abdul Zahid Khan

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Intent To Leave ◽

Turnover Intentions ◽

Organizational Politics ◽

Interactive Effects ◽

Job Outcomes ◽

Cross Sectional ◽

Older Employees ◽

Analysis Technique

Studies conducted previously on the role-played by age in association with perceived organizational politics (POP) with different outcomes of job calls for more attention toward this domain. The current piece of research observes the effect of POP on job outcomes that include turnover intentions (intent to leave), job stress, and job satisfaction. It also sheds light on the age moderation in the POP association with job outcomes. The data used in this research were diverse and collected through self-administered and cross-sectional questionnaires. Multiple regression analysis was used as data analysis technique. Precisely, this research discovered that POP has a positive connection with job stress and intent to leave, while having no connection with job satisfaction. Moreover, POP impacts on job satisfaction and job stress was found to be positive in younger employees whereas in older employees, it affected both these variables negatively.

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Relationships among moral distress, sense of coherence, and job satisfaction

Nursing Ethics ◽

10.1177/0969733016660882 ◽

2016 ◽

Vol 25 (5) ◽

pp. 571-579 ◽

Cited By ~ 8

Author(s):

Michiyo Ando ◽

Masashi Kawano

Keyword(s):

Job Satisfaction ◽

Sense Of Coherence ◽

Moral Distress ◽

General Health Questionnaire ◽

Psychiatric Nurses ◽

Satisfaction Scale ◽

Cross Sectional ◽

Unethical Conduct ◽

Patients Rights ◽

Distress Scale

Background: Since moral distress affects psychological aspects of psychiatric nurses, it is an important theme. Previous studies showed relationships between moral distress and job satisfaction; however, there are few studies which investigate relationships between moral distress and other effective variables and then we highlighted relationships among these variables. Objective: This study aimed to (1) examine relationships among moral distress, sense of coherence, mental health, and job satisfaction and (2) clarify the most predictive variable to job satisfaction. Research design: This study is a cross-sectional study. Participants were 130 psychiatric nurses in a hospital in Japan. They completed the Moral Distress Scale for Psychiatric nurses (Unethical conduct, Low staffing, and Acquiescence to patients’ rights violations), the sense of coherence scale (Comprehensibility, Manageability, and Meaning), the General Health Questionnaire, and the Job Satisfaction scale. Ethical consideration: This study was approved by the ethical board of St Mary’s College. Nurses participated voluntarily and were anonymous. Results: Results showed that subscales of the Moral Distress Scale for Psychiatric nurses negatively correlated to the sense of coherence and the Job Satisfaction. A multiple regression analysis showed that “Acquiescence to patients’ rights violations” of the Moral Distress Scale for Psychiatric nurses and “Meaning” of the sense of coherence influenced the Job Satisfaction much more than other variables. These two variables were correlated to job satisfaction scale, and other variables without them did not significantly correlate to job satisfaction scale. Discussion: These results suggest that moral distress negatively related to sense of coherence and job satisfaction, a subscale of the Moral Distress Scale for Psychiatric nurses and that of the sense of coherence affected the job satisfaction the most. Conclusion: Decreasing of acquiescence to patients’ rights violations and finding meaning in nursing may improve job satisfaction.

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