scholarly journals Personal initiative and work environment as predictors of job satisfaction among nurses: cross-sectional study

BMC Nursing ◽  
2021 ◽  
Vol 20 (1) ◽  
Author(s):  
Ilya Kagan ◽  
Tova Hendel ◽  
Bella Savitsky
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Univariate Analysis ◽  
Multivariable Analysis ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Personal Initiative ◽  
Nursing Work Environment

Abstract Background Job satisfaction contributes to better work outcomes and productivity, and reduces nurses’ absenteeism and turnover. The contribution of personal initiative to the interaction between these variables needs additional examination. This study aimed to examine the relationships between personal initiative, work environment, and job satisfaction among nurses. Methods This was a cross-sectional study. The convenience sample consisted of 1040 nurses working in hospitals across the country. Data were collected by a structured self-administered questionnaire measuring: (a) personal initiative, (b) nursing work environment, (c) job satisfaction. Results Personal initiative and work environment scores, together with demographic and occupational characteristics that univariate analysis showed to be significantly associated with job satisfaction, were included in a logistic regression model to predict job satisfaction. The results of multivariable analysis indicated that female gender, working in emergency room (ER) and pediatric wards, a higher personal initiative, and positive perception of work environment, were significantly associated with higher job satisfaction. Work in the ER and pediatric area of practice was significantly associated with five-fold (OR = 4.97; 95% CI 1.52–16.25) and three-fold higher odds (OR = 2.85; 95% CI 1.17–6.91) for high and very high job satisfaction in comparison with work in oncology. The model explained 32% of the variance in job satisfaction. Conclusions The findings demonstrate that high personal initiative together with positive perceptions of the nursing work environment, contributed significantly to the explanation of job satisfaction. There is a need to invest more efforts in strengthening the organizational climate stimulating initiative behavior and encouraging nurses to be active, share knowledge, and promote innovation.

Role of job satisfaction and work environment on the organizational commitment of nurses: a cross-sectional study

2019 ◽  
Vol 55 (4-5) ◽  
pp. 380-390 ◽  
Author(s):  
Seyda Seren Intepeler ◽  
Gülay Esrefgil ◽  
Fatma Yilmazmis ◽  
Nergiz Bengu ◽  
Nuray Gunes Dinc ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Environment ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional

scholarly journals Job Satisfaction among Swedish Pharmacists

Pharmacy ◽  
2020 ◽  
Vol 8 (3) ◽  
pp. 127
Author(s):  
Sofia Mattsson ◽  
Maria Gustafsson
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Associated Factors ◽  
Previous Investigation ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional ◽  
Ethical Committee Approval ◽  
Negative Impacts

Understanding the role of pharmacists’ job satisfaction is important because a lack of job satisfaction might have negative impacts on patient care and safety. The aim of this cross-sectional study was to explore and compare job satisfaction among pharmacists graduating from the pharmacy programs at Umeå University, Sweden. Data concerning job satisfaction and associated factors were collected using an alumni survey conducted among pharmacists graduating between 2015 and 2018. Ethical committee approval is not required for this type of study in Sweden. A majority (92.6%) of the pharmacy graduates were female. A majority of the graduates (91.4%) were satisfied with their job most of the time or all of the time, which was similar to a previous investigation among pharmacists graduating between 2006 and 2014. High access to continuous professional development (CPD) was associated with higher job satisfaction (odds ratio (OR): 18.717 (95% confidence interval (CI): 1.685–207.871)). In total, 65.6% considered access to CPD to be high (i.e., satisfactory to very good). Variables like gender, age, employee category, workplace, years since graduation, and income did not affect job satisfaction. Knowledge regarding job satisfaction will enable employers to respond to employees’ needs, decrease turnover, and improve the work environment.

Factors Associated With Intent to Leave in Registered Nurses Working in Acute Care Hospitals: A Cross-Sectional Study in Ontario, Canada

2019 ◽  
Vol 68 (3) ◽  
pp. 121-128
Author(s):  
Behdin Nowrouzi-Kia ◽  
Mary T. Fox
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Acute Care ◽  
Resource Availability ◽  
Intent To Leave ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional ◽  
Factors Associated ◽  
Work Environment Factors

Background: The work environment factors associated with nurses’ intention to leave their jobs are not well understood because most studies have used non-probabilistic sampling methods, thus restricting the generalizability of the results. This study examined the relationship between work environment factors and intent to leave among nurses working in acute care hospitals in Ontario, Canada. Methods: This study included a random sample of 1,427 registered nurses who were part of a larger cross-sectional study and who responded to a mailed survey that included measures of resource availability, interprofessional collaboration, job satisfaction, and demographics. Results: Most of the respondents were female (94.8%), with an average age of 45.6 years, and 14.5 years of nursing experience at their current workplace, which included mostly urban (94.6%) and non-teaching hospitals (61.8%). In the multivariate model, we observed that the work environment variables explained 45.5% of the variance in nurses’ intent to leave scores, F(9, 1362) =125.41, p < .01, with an R2 of .455 or 45.5%. Job satisfaction ( p < .01), flexible interprofessional collaborative relationships ( p = .030), and resource availability ( p < .01) were significantly associated with nurses’ intent to leave scores. Conclusion/Application to Practice: Nurses who reported greater job satisfaction, flexible interprofessional relationships, and resource availability were less likely to express an intent to leave their hospital workplaces. Employers and health policy makers may use these findings as part of a broader strategy to improve the work environment of nurses. Occupational health nurses are ideally positioned to demonstrate leadership in promoting retention efforts in the workplace by advocating for the importance of job satisfaction, flexible interprofessional relationships, and resources.

scholarly journals The Association of Work Environments and Nurse-Nurse Collaboration: A Multicenter Cross-Sectional Study

2021 ◽  
Vol 11 (3) ◽  
pp. 370-379
Author(s):  
Roya Ghasemi ◽  
Mansour Ghafourifard ◽  
Hadi Hassankhani ◽  
Javad Dehghannezhad
Keyword(s):  
Work Environment ◽  
Pearson Correlation ◽  
Cross Sectional Study ◽  
Teaching Hospitals ◽  
Practice Environment ◽  
Sectional Study ◽  
Cross Sectional ◽  
Nursing Work Environment ◽  
The Mean ◽  
Intraprofessional Collaboration

Background: Along with the recent healthcare reform, intraprofessional collaboration in nursing is considered an essential factor for managing the challenges related to diverse roles and tasks of nurses in providing high quality care. There is lack of knowledge on how the nursing work environment could influence nurse-nurse collaboration.   Purpose: The study aimed to assess the relationship between nursing work environment and nurses’ intraprofessional collaboration.Methods: A total of 300 nurses working in four teaching hospitals participated in this multicenter cross-sectional study. Data were collected using the Nurse-Nurse Collaboration Scale (NNCS) and the Practice Environment Scale of the Nursing Work Index (PES–NWI). The Pearson correlation test was used to analyze the data.Results: The results showed that the mean score of the PES–NWI was 2.65±0.32 out of 4. The highest and lowest scores belonged to the subscales of the nursing foundations for quality of care (2.86±0.31) and staffing and resource adequacy (2.24±0.49), respectively. The mean total score of nurse-nurse collaboration was 2.94±0.21 out of a score of 4. The results showed a significant positive relationship between nursing work environment and nurses’ intraprofessional collaboration (r=0.49, p<0.05).Conclusion: The nursing practice environment has a positive and significant relationship with nurse-nurse collaboration. Therefore, improving nurses’ practice environment and providing healthy workplaces could improve the intraprofessional nurse’s collaboration. Moreover, nurse managers should improve nurses’ skills in some areas of collaboration such as conflict management.

Sign in / Sign up

Export Citation Format

Share Document