Influences over Italian nurses’ job satisfaction and willingness to recommend their workplace

2020 ◽  
pp. 095148482094359
Author(s):  
Milena Vainieri ◽  
Chiara Seghieri ◽  
Chiara Barchielli
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Care Delivery ◽  
Relative Importance ◽  
Age Classes ◽  
Italian Regions ◽  
Key Factor ◽  
Willingness To Recommend ◽  
Quality Of Nursing

Background Nurses’ perception towards job satisfaction and willingness to recommend their workplace are relevant to a number of areas including the quality of nursing care delivery. Hence, an increasing number of scholars seek to understand the factors that influence these two concepts. Yet, inclusiveness and openness to innovation are under-investigated. Purpose The paper focuses on the relative importance that factors like propensity towards innovation, working conditions and inclusion have on nurses’ job satisfaction and their willingness to recommend their workplace. Methods A large sample of nurses was extracted from the organizational climate survey carried out in all healthcare authorities of nine Italian Regions through the years 2016–2018. Descriptive and multilevel regressions were carried out to investigate the factors that influence nurses’ job satisfaction and their willingness to recommend the hospital in which they work in, analysing both overall and in specific age classes. Results When recommending a workplace, nurses tend to recommend units showing higher propensity to innovate (OR 2.83), while the most important factor related to job satisfaction is the encouragement after a failure (OR 2.23). Inclusiveness is a key factor for both job satisfaction and willingness to recommend, whilst innovation prone organizations appear to be the most attractive for nurses. The levers mix is slightly different among the age classes. Findings identify the levers to be used in order to attract nurse workforce and increase nurses’ job satisfaction. These levers are partially different for young and senior nurses.

scholarly journals Nurse’s job satisfaction and organization’s innovation propensity: organizational climate in Italy

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
C Barchielli ◽  
C Seghieri ◽  
M Vainieri
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Nursing Care ◽  
Care Delivery ◽  
Relative Importance ◽  
Structure Unit ◽  
Italian Regions ◽  
Research Population ◽  
Managerial Implications ◽  
Willingness To Recommend

Abstract The concept of job satisfaction positively correlates with many areas investigated by the organizational climate. We focused on nurses’ perception towards job satisfaction, as it is relevant regarding nursing care delivery’s quality, which is directly linked to patients’ safety. Additionally, we provide a measure of the relative importance that each investigated factor has on nurses’ job satisfaction and their willingness to recommend the organization they work in to other professionals. A validated census survey was administered in eight different Italian Regions. A total of 35.156 observations were the object of different analysis preformed using STATA. The questions/statements were Likert scaled from 1 to 5 and were compared to the exposure one “I am satisfied with my work in my structure/unit”. The research population has an average age of 47 years (females 80.36% ,men are 19.64%) and men are more satisfied than women with their work. There are various factors that impact the area of “job satisfaction” with different importance (all statistically significant): feeling of encouragement to react after the experience of a failure (OR 2.23), empowerment over quality job results (OR 1.68), sustainable work pace (OR 1.47), firm’s propensity towards innovation (OR 1.36), and experience discomfort while working (OR 1.05). Other factors impacted the area “I would recommend to a colleague to work in my firm” with different importance (all statistically significant). These factors include: firm’s propensity towards innovation (OR 2.84), feeling of encouragement to react after the experience of a failure (OR 1.43), sustainable work pace (OR 1.32), empowerment over quality job results (OR 1.31), experience discomfort while working (OR 1.02). The two most important levers, innovation and inclusion can be beneficial to improve workforce experience and care delivery. Managerial implications: data can show which levers to use in order to achieve the most desired goals. Key messages nurses’ perception towards job satisfaction is relevant regarding nursing care delivery’s quality, which is directly linked to patients’ safety. Innovation and inclusion can be beneficial to improve workforce experience and care delivery.

scholarly journals PENGARUH QUALITY OF WORK LIFE (QWL) DAN ORGANIZATIONAL CLIMATE TERHADAP KEPUASAN KERJA YANG BERIMPLIKASI PADA ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) KARYAWAN DI POLITEKNIK LP3I JAKARTA

2018 ◽  
Vol 7 (1) ◽  
pp. 111
Author(s):  
Wahyu Ardila ◽  
Hulmansyah Hulmansyah ◽  
Nurul Huda
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Work Life ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Quality Of Work

<p>ABSTRACT</p><p>This research has a purpose to find out: the effect of Quality of Work Life (QWL) on Job Satisfaction in LP3I Polytechnic Jakarta; the effect of Organizational Climate on Job Satisfaction in LP3I Polytechnic Jakarta; the effect of Quality of Work Life (QWL) on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta; the effect of Organizational Climate on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta; the effect Job Satisfaction on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta. Data analysis method used is Structural Equation Model (SEM) by using Amos software. Respondents in this study were employees of the Polytechnic LP3I Jakarta totaling 201 samples using the technique of making samplel Probability sampling.The results of this study indicate that there is a positive and significant effect of Quality of Work Life (QWL) on Job Satisfaction in LP3I Polytechnic Jakarta; there is a positive and significant effect Organizational Climate on Job Satisfaction in LP3I Polytechnic Jakarta; there is a positive and significant effect of Quality of Work Life (QWL) on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta; there is a positive and significant effect Organizational Climate on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta; there is a positive and significant effect Job Satisfaction on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta.</p><p>Keywords: Quality Of Work Life, Organizational Climate, Job Satisfaction and OCB</p>

Peopleware

2011 ◽  
pp. 1-17 ◽  
Author(s):  
R. Ryan Nelson ◽  
Peter A. Todd
Keyword(s):  
Job Satisfaction ◽  
Information Technology ◽  
Best Practices ◽  
Relative Importance ◽  
Key Drivers ◽  
Develop Strategy ◽  
It Personnel ◽  
Management Work ◽  
Over Time

The hiring and retention of IT personnel has remained a top priority for managers given the increasingly important role that information technology plays in the success of virtually all companies today. In this chapter, through a series of case studies, we report on a set of best practices that are designed to help organizations develop strategy, recruit, hire, develop, compensate, and ultimately retain valued IT personnel. In addition, a model is presented that describes the key drivers of job satisfaction, and ultimately determine turnover. It is suggested that the relative importance of these drivers, which include the quality of management, work attributes, compensation, and career development, will change for employees over time. Therefore, managing these drivers using the identified best practices can significantly assist organizations in attracting and retaining IT personnel.

The development of the Professional Values Model in Nursing

2017 ◽  
Vol 26 (3) ◽  
pp. 914-923 ◽  
Author(s):  
Ayla Kaya ◽  
İlkay Boz
Keyword(s):  
Job Satisfaction ◽  
Professional Practice ◽  
Nursing Care ◽  
Nurse Managers ◽  
Individual Characteristics ◽  
Professional Values ◽  
It Implementation ◽  
Theoretical Paper ◽  
Quality Of Nursing

One of the most important criteria for professionalism is accumulation of knowledge that is usable in professional practice. Nursing models and theories are important elements of accumulating nursing knowledge and have a chance to guarantee the ethical professional practice. In recent years, there has been an increase in the use of models in nursing research and newly created terminology has started to be used in nursing. In this study, a new model, termed as the Professional Values Model, developed by the authors was described. Concepts comprising the conceptual framework of the model and relations between the concepts were explained. It is assumed that awareness about concepts of the model will increase not only the patients’ satisfaction with nursing care, but also the nurses’ job satisfaction and quality of nursing care. Contemporary literature has been reviewed and synthesized to develop this theoretical paper on the Professional Values Model in nursing. Having high values in nursing increases job satisfaction, which results in the improvement of patient care and satisfaction. Also, individual characteristics are effective in the determination of individual needs, priorities, and values. This relation, proved through research about the Professional Values Model, has been explained. With development of these concepts, individuals’ satisfaction with care and nurses’ job satisfaction will be enhanced, which will increase the quality of nursing care. Most importantly, nurses can take proper decisions about ethical dilemmas and take ethical action when they take these values into consideration when giving care. The Professional Values Model seems suitable for nurse managers and it is expected that testing will improve it. Implementation of the Professional Values Model by nurse managers may increase motivation of nurses they work with. It is suggested that guidance by the Professional Values Model may help in enhancement of motivation efforts of the nurse managers and therefore should be taken into account.

scholarly journals Satisfação Profissional nas Unidades de Saúde Familiar da Região Centro

2016 ◽  
Vol 29 (11) ◽  
pp. 716 ◽  
Author(s):  
Rui Passadouro ◽  
Pedro Lopes Ferreira
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
User Satisfaction ◽  
Well Being ◽  
Assessment Instrument ◽  
Systematic Evaluation ◽  
Professional Satisfaction ◽  
Analysis Model ◽  
Cross Sectional

Introduction: Job satisfaction, as an organizational climate indicator, is a complex and subjective phenomenon. It is prone to individual variation, social settings and suitable to multiple explanatory theories. It can impact productivity and absenteeism, predict well-being, and it is associated with mental health, self-esteem and perception of physical health. It is comprised as one of the National Health Service evaluation criteria. This study aimed to assess the level of job satisfaction in family health units of Central Region of the country.Material and Methods: This was an observational, cross-sectional study with a descriptive analysis model and a correlational component. The Centro de Estudos e Investigação em Saúde da Universidade de Coimbra’s Professional Satisfaction Assessment Instrument was selected as data collection instrument. Among a universe of 809 health professionals, a total of 774 professionals participated in this study population.Results: The observed response rate was 66.4% at the Professional Satisfaction Assessment Instrument, corresponding to 514 professionals. Eighty two per cent of the respondents were female and 18% male. From the total subjects, 64.8% worked in model A units and the remaining 35.2% in model B units. Regarding professional categories, 34.2% were nurses, 39.8% were doctors and 26.0% clinical secretaries. The global level of satisfaction was 71.5% being 67.4% with the quality of the work setting, 78.3% with the quality of the care provided and 80.7% with the continuous improvement of quality.Discussion: The sample was predominantly composed by female subjects (82%), in line with current gender distribution of professionals. Found levels of job satisfaction (71.5%) were 5.4% lower than previously recorded in 2009.Conclusion: We recommend systematic evaluation of job satisfaction in contracting regimens, similarly to user satisfaction.

scholarly journals DAMPAK IMPLEMENTASI MODEL PRAKTIK KEPERAWATAN PROFESIONAL TERHADAP MUTU ASUHAN KEPERAWATAN DI RUMAH SAKIT

2014 ◽  
Vol 7 (2) ◽  
pp. 41-47
Author(s):  
Ratna Sitorus
Keyword(s):  
Nursing Care ◽  
Care Delivery ◽  
Intervention Group ◽  
Family Satisfaction ◽  
Control Group ◽  
Chi Square ◽  
Post Test ◽  
The Impact ◽  
Quality Of Nursing

AbstrakPeningkatkan mutu asuhan keperawatan di rumah sakit memerlukan restructuring, reengineering, dan redesigning sistem pemberian asuhan keperawatan melalui implementasi Model Praktik Keperawatan Profesional (MPKP). Tujuan penelitian ini ialah untuk menilai dampak implementasi MPKP terhadap mutu asuhan keperawatan di rumah sakit. Disain penelitian adalah kuasi eksperimen dalam bentuk pre and post test with control group. Uji statistik yang digunakan adalah uji Chi-square dan uji t. Hasil penelitian menunjukkan bahwa pada kelompok intervensi (MPKP) terdapat peningkatan kepuasan klien dan keluarga (OR=114,24) yang lebih besar dibandingkan dengan peningkatan kepuasan klien dan keluarga pada kelompok kontrol (OR=3,78). Demikian juga terdapat peningkatan kepatuhan perawat terhadap standar yang lebih tinggi pada kelompok intervensi (OR=235,5) dibandingkan dengan kelompok kontrol (OR=0). Lama hari rawat lebih pendek pada kelompok intervensi. Angka infeksi nosokomial juga lebih rendah pada kelompok intervensi dibandingkan dengan kelompok kontrol. Penelitian ini menyimpulkan bahwa implementasi MPKP dapat meningkatkan mutu asuhan keperawatan di rumah sakit. Berdasarkan hasil tersebut, untuk memicu implementasi MPKP di berbagai rumah sakit, disarankan agar implementasi MPKP menjadi salah satu kriteria penilaian pada akreditasi rumah sakit khususnya pelayanan keperawatan AbstractIn order to improve the quality of nursing care in the hospital, nursing care delivery system need restructuring, reengineering, and redesigning through the implementation of Professional Nursing Practice Model (PNPM). The study was aimed to evaluate the impact of the PNPM on the quality of nursing care in the hospital. The design used was quasi experiment in pre and post test with control group. The statistic used are Chi-square and t-test. The result showed that in the intervention group, the improvement of client/family satisfaction with nursing care (OR = 114,28) was higher than the improvement in the control group (OR = 3,78). It was founded there was an improvement of the compliance of nurses to the standard was higher in the intervention group (OR = 235,5) compare to control group (OR = 0). The length of stay shorter in the intervention group, and also the nosocomial infection rate is lower in the intervention group compare to control group. The study concluded that the implementation of the PNPM could improve the quality of nursing care in the hospital. Based on this result, in order to challenge the implementation of PNPM in the hospital it was suggested that the implementation of PNPM becomes an evaluation criteria for hospital accreditation specifically for nursing service.

scholarly journals The relationship between the organizational climate and the work satisfaction of educational employees

2021 ◽  
Author(s):  
Angela Verdeş ◽  
◽  
Nicoleta Luchian-Ursachi ◽  
◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Cost Reduction ◽  
Emotional State ◽  
Professional Communication ◽  
Personal Opinion ◽  
And Performance ◽  
The Individual ◽  
The Relationship

The research aimed to study the correlation between the organizational climate and the job satisfaction of teachers. The link between climate and satisfaction is vital for success in teaching. The organizational climate is considered to be a relatively persistent set of perceptions of an organization's members about its internal environment and that influence their behavior. Job satisfaction is a positive emotional state that results from the employee's personal opinion of his work or work climate, a state of balance that the individual reaches when he responds to conscious or unconscious expectations and certain needs. The research results showed that teachers in the group of teachers-educators show high scores in terms of organizational climate in general and performance in particular. Teachers-educators are more performance-oriented, evaluated according to the achievement of objectives, cost reduction compared to other teachers. Psycho-pedagogical teachers are more satisfied with the quality of relations between employees, with reference to professional communication and collaboration, remuneration and promotion and have a higher degree of overall satisfaction. The organizational climate correlates with job satisfaction, so that the more favorable the organizational climate in the educational environment, the more satisfied the teachers will be.

scholarly journals Development of Intention to Stay Model for Temporary Nursing Staff in RS UNAIR

Jurnal NERS ◽  
2016 ◽  
Vol 9 (2) ◽  
pp. 313
Author(s):  
Ike Nesdia Rahmawati ◽  
Nursalam Nursalam ◽  
Ninuk Dian Kurniawati
Keyword(s):  
Job Satisfaction ◽  
Nursing Staff ◽  
Work Life ◽  
Partial Least Square ◽  
Least Square ◽  
Cross Sectional Survey ◽  
Intention To Stay ◽  
Cross Sectional ◽  
Quality Of Nursing

Introduction: Intention to stay of nurses is important to reduce turnover rate and to improve the stability of hospital. Quality of nursing work life (QNWL) has been found to influence intention to stay. However, reliable information of this effect is limited. The purpose of this study was to develop the model of intention to stay for temporary nursing staff in RS UNAIR. Method: Anexplanative cross-sectional survey design was used in this study. Data were collected by using questionnaire among 32 nurses working at different units in this hospital through simple random sampling and analyzed by partial least square (PLS). Result: QNWL affected job satisfaction but did not affect commitment. Commitment was significantly affected by job satisfaction. There was effect of job satisfaction on intention to stay. Commitment also significantly affected intention to stay Discussion: QNWL is a predictor of intention to stay trough job satisfaction and commitment. It is recommended that more focused interventions on QNWL, job satisfaction, and commitment developments may improve intention to stay. Recruitment of non-nursing staff to carry out billing and administrative tasks is urgently needed. Suggestions for further research is to analyze the effect of empowerment, remuneration, and career ladder on nurses’ intention to stay.Keywords: intention to stay, quality of nursing work life, job satisfaction, commitment.

scholarly journals Citizens’ Quality of Life: The Outcome of a Satisfied Health-Related Professional

2013 ◽  
Vol 5 (9) ◽  
pp. 612-624
Author(s):  
Chux Gervase Iwu
Keyword(s):  
Quality Of Life ◽  
Job Satisfaction ◽  
Factor Analysis ◽  
Statistical Analysis ◽  
Organizational Climate ◽  
Care Pathways ◽  
Review Of Literature ◽  
Wide Range ◽  
Health Related

This paper argues that the quality of life of citizens of a nation can also be amplified by the quality of life of health-related professionals who provide myriad necessary services across a wide range of care pathways and in various settings. The approach was both theoretical and empirical – review of literature and statistical analysis of the collated data. Thus, the study utilized factor analysis to determine the factors that bring about job satisfaction amongst health-related professionals. The findings point to a number of important job satisfaction as well as organizational climate dimensions, which combine to generate high levels of job satisfaction amongst health-related professionals. The paper concludes by serving some important directives for management of health establishments.

scholarly journals Importance of HRM Policies on Employee Job Satisfaction

2020 ◽  
Vol 1 (1) ◽  
pp. 49-57
Author(s):  
Prusha Zardasht ◽  
Sewa Omed ◽  
Shadi Taha
Keyword(s):  
Job Satisfaction ◽  
Positive Impact ◽  
Employee Performance ◽  
Current Paper ◽  
Customer Relationship ◽  
Kurdistan Region ◽  
Employee Job Satisfaction ◽  
Key Factor ◽  
Antecedents And Consequences

Employee performance is a key factor in the organizations for productivity. Besides, highly performing employees promote the quality of customer relationship. Because of its positive impact on the internal and external success of the organization, scholars and practitioners are investigating its antecedents and consequences increasingly in the recent years. Therefore, the current paper has aimed to search HRM policies’ impact on employee job satisfaction in the Kurdistan Region of Iraq. The results have revealed that rewarding and motivation was the most significant indicators of employees’ job satisfaction. Secondly, empowerment was an important subject for the employees which makes them satisfied with their jobs. Lastly, communication and motivation were the significant indicators which affected the job satisfaction of employees.

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