scholarly journals Leadership, job satisfaction and intention to leave among registered nurses in the North West and Free State provinces of South Africa

Curationis ◽  
2016 ◽  
Vol 39 (1) ◽  
Author(s):  
Jeremia S. Sojane ◽  
Hester C. Klopper ◽  
Siedine K. Coetzee
Keyword(s):  
Job Satisfaction ◽  
Registered Nurses ◽  
Intention To Leave ◽  
Public Hospitals ◽  
Free State ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
North West ◽  
Nurse Leadership ◽  
The North

Background: The nurse leadership of a hospital is identified as the single most important aspect of the practice environment that impacts nurse outcomes. When nurses are satisfied with their jobs, they tend to remain with their employers and become more productive in their workplaces.Objectives: This study aimed to investigate the relationship between leadership, job satisfaction and intentions to leave among registered nurses (RNs) working in hospitals in the North West and Free State provinces of South Africa.Methods: A cross-sectional survey design was adopted. The population (N = 680) with the sample (n = 204) included RNs in medical–surgical units in both private and public hospitals in the two provinces. Data were collected using the RN4CAST questionnaire.Results: RNs were satisfied with the items pertaining to leadership except for praise and recognition (55.7%). They also indicated high levels of overall job satisfaction (70.5%) but were dissatisfied with wages (50%), study leave (40.9%) and opportunities for advancement (40.1%). Furthermore, 46.1% of the RNs intended to leave their current hospitals. The results indicated a relationship between leadership and job satisfaction (r = 0.47; p = 0.00) and between intention to leave and job satisfaction (d = 0.50).Conclusion: The nurse managers played a significant role influencing RN’s level of job satisfaction, while job satisfaction was highly correlated with intention to leave. The nurse leadership can improve job satisfaction by giving praise and recognition to the RNs for jobs well done, and RNs should be afforded the opportunity to advance their careers through further studies.Keywords: Leadership,  job satisfaction, intention to leave, Nurse

scholarly journals Core Trainees' study budget and study leave: a survey exploring trainees' needs and understanding of local processes in place within the North West

BJPsych Open ◽  
2021 ◽  
Vol 7 (S1) ◽  
pp. S157-S158
Author(s):  
Chirag Shroff
Keyword(s):  
Health Education ◽  
Graphical Representation ◽  
Committee Meeting ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
North West ◽  
The North ◽  
Local Board ◽  
Oversight Committee ◽  
New System

AimsHealth Education England launched a new system for study leave and study budget on 1st April 2018, in response to trainees' concerns regarding the previous system. According to this, Health Education England would manage the study leave budget through its local offices, making the process of accessing study ‘more transparent, equitable and streamlined' for all trainees. At the RAP Oversight Committee meeting of the North West Deanery in 2019, trainees' uncertainties over the process was discussed by the local reps. It was aimed that there was a need to gather information on trainees' needs and understanding of local processes in place by the deanery to access study leave and study budgetMethodA cross sectional survey was sent out to all the trainees by the Core Trainees year 1 RAP rep. A total of 6 relevant questions were designed and sent out to the trainees, allowing them 2 weeks’ time to respond. There were a total of 66 trainees who were sent the survey. The guidance mentioned in the 2016 Gold guide was used for reference to ensure the questions are relevant.ResultOf the total of 66 trainees who were sent the survey, there were 48 respondents. The results indicated that all 48 responders preferred study budget and leave process explained at induction. 47 of 48 respnders sought access to their study budget, 46 of 48 responders sought use of budget for external course and exam fees fudning, 27 of the 48 responders struggled to get study leave and 27 of 48 responders felt the current leave process was not satisfactory with 14 opining that there was scope for improvemement.ConclusionThe responses were collated by the trainee rep as a PowerPoint presentation containing graphical representation of trainees’ views regarding their study leaves and budget access. The survey results were made aware to the local board at the subsequent RAP Oversight Committee meeting to seek response and new guidance. There is a new system in place for study leave and study budgets, overseen by Health Education England. Overall, the survery attempted to understand and collate trainees' wants and needs, in effect improving trainee experiences.

scholarly journals Nexus between Level and Factors of Job Satisfaction in Nurses of Multan City (Pakistan): A Study of Public Hospitals

2020 ◽  
Vol Volume 4 (Issue 3) ◽  
pp. 532-555
Author(s):  
Sidra Hussain ◽  
Saima Afzal ◽  
Adeela Manzoor
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Work Experience ◽  
Sampling Technique ◽  
Positive Association ◽  
Working Hours ◽  
Public Hospitals ◽  
Cross Sectional Survey ◽  
Satisfaction Scale ◽  
Cross Sectional

The present study was intended to determine the level and factors of nurse’s job satisfaction working at public hospitals of Multan city, Pakistan. A cross-sectional survey was employed to collect data (March, 2019-May, 2019) from 441 nurses by utilizing a disproportionate sampling technique. Data collection was done by the application of a self-administered questionnaire e.g. McCloskey/ Mueller Satisfaction Scale. (MMSS).The level of J.S was measured by correlation analysis and to determine the most prevalent factor of J.S regression analysis was done. Correlation coefficient value of socio-demographic variables described that cadre, shiftwork, work experience, marital status, no of children, and working hours demonstrated a significant relationship with J.S. However, regression analysis of MMSS demonstrated a strong positive association with J.S. Nurse's satisfaction could be improved through cultivating a positive work environment, increase in remuneration, decrease in workload, and maintaining work/family balance.

scholarly journals Factors influencing the job satisfaction of nurses working in obstetric units in public hospitals in Kenya

2017 ◽  
Vol 8 (2) ◽  
pp. 132
Author(s):  
Keziah Wakonyo Kahiga
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Survey Design ◽  
Demographic Data ◽  
Public Hospitals ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Level Of Satisfaction ◽  
Service To Others ◽  
The Relationship

Introduction: The literature demonstrates that little research has been conducted to explore job satisfaction among nurses working in obstetric units in Kenya. The perception of job satisfaction by nurses is influenced by the environment in which they work.Methods: A cross-sectional survey design was used to carry out the study. The study tools included the work quality index (WQI) and the demographic data questionnaires. Convenience sampling method was. Data were analyzed using the SPSS version 20. The items in the WQI were organized into six subscales and Cronbach’s alpha was calculated to obtain the reliability coefficient of each subscale. An independent t-test was used to compare the subscales scores for the male and female participants. ANOVA was conducted to compare the level of satisfaction with the six subscales and the participants’ characteristics. Pearson’s product-moment correlation coefficient was calculated to assess if there was any relationships, the magnitude and the direction of the relationship between the six subscales.Results: Nurses are most satisfied with the perception that the work associated with their position provides them with the opportunity to be of service to others and least satisfied with receiving enough time to complete indirect patient care tasks. There are no significant differences in the overall level of satisfaction between males and females though males are more satisfied with autonomy of practice and professional role enactment. The six subscales strongly and positively correlate with one another.Conclusions: Nurses working in the obstetric units are relatively dissatisfied with most of the aspects of the work environment. The more educated nurses are less satisfied than less educated nurses. Since all aspects of job satisfaction are interrelated, emphasis should be put on each of them so as to create a satisfying work environment for nurses working in obstetric units.

scholarly journals Job Satisfaction and Associated Factors among Medical Staff in Tertiary Public Hospitals: Results from a National Cross-Sectional Survey in China

2018 ◽  
Vol 15 (7) ◽  
pp. 1528 ◽  
Author(s):  
Huixuan Zhou ◽  
Xueyan Han ◽  
Juan Zhang ◽  
Jing Sun ◽  
Linlin Hu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Medical Staff ◽  
Associated Factors ◽  
Individual Characteristics ◽  
Public Hospitals ◽  
Cross Sectional Survey ◽  
Related Factors ◽  
Cross Sectional ◽  
Number Of Patients ◽  
Self Reported Health Status

Medical staff in China’s tertiary public hospitals are responsible for providing healthcare to a considerable number of patients, and their job satisfaction needs attention. The aim of this study is to investigate the job satisfaction of medical staff in tertiary public hospitals and to explore its associated factors. Based on a national survey conducted in 2016, this study included 43,645 physicians and nurses nested in 136 tertiary public hospitals in 31 provinces of China. Multi-level logistic regression was used to examine job satisfaction and its association with individual characteristics and job-related factors. Results showed that 48.22% respondents were satisfied with their job, and they were least satisfied with their compensation. Individual characteristics including occupation, gender, education background, alcohol drinking and self-reported health status, as well as job-related factors regarding professional title, work years, income, workload, doctor-patient relationship and practice setting were found to be significantly associated with job satisfaction. Given that some of these factors may be amenable to interventions, we suggest that government and hospital administrators could take some measures to promote continuing education, improve personal health, balance workload and compensation for medical staff, in order to improve the job satisfaction of medical staff in tertiary public hospitals.

The Greek Nurses’ Job Satisfaction Scale: Development and Psychometric Assessment

2010 ◽  
Vol 18 (1) ◽  
pp. 60-69 ◽  
Author(s):  
Anastasius Moumtzoglou
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Public Hospitals ◽  
Cross Sectional Survey ◽  
Nurse Satisfaction ◽  
Satisfaction Scale ◽  
Cross Sectional ◽  
Conceptual Base ◽  
Organizational Policies ◽  
Valid Instrument

The growing literature relating to job satisfaction among nurses concludes that more research is required to understand the organizational, professional, and personal variables that improve nurse satisfaction and retention. This study developed and psychometrically tested a nurse satisfaction questionnaire, suitable for the nurses’ working conditions in Greece. A cross-sectional survey, in Greek, was conducted in three public hospitals. Two-hundred and twenty-five Greek nurses evaluated the psychometric properties of the Greek Nurses’ Job Satisfaction Scale (GNJSS). The 18-item questionnaire showed a high degree of internal consistency (Cronbach’s alpha = 0.907) and revealed four factors that are consistent with the predetermined subscales and the conceptual base of the GNJSS. The factors, which explain 62.420% of variance, are associated with interaction and recognition, leadership style and organizational policies, self-growth and responsibility, and remuneration and work itself. Although it would be useful to carry out further analyses to assess time-based properties of reliability, the GNJSS questionnaire is a reliable and valid instrument to assess nurses’ job satisfaction.

scholarly journals Decreasing referrals to transient ischaemic attack clinics during the COVID-19 outbreak: results from a multicentre cross-sectional survey

BMJ Open ◽  
2020 ◽  
Vol 10 (10) ◽  
pp. e041514
Author(s):  
Lucio D'Anna ◽  
Ambreen Sheikh ◽  
Raj Bathula ◽  
Salwa Elmamoun ◽  
Adelaide Oppong ◽  
...  
Keyword(s):  
Transient Ischaemic Attack ◽  
Online Survey ◽  
Stroke Care ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Future Studies ◽  
North West ◽  
The North ◽  
Number Of Patients ◽  
Ischaemic Attack

ObjectiveThe COVID-19 pandemic is having major implications for stroke care with a documented significant fall in hospital acute stroke admissions. We investigated whether COVID-19 has resulted in a decreased number of referrals to the transient ischaemic attack (TIA) clinics across the North West London region.Setting and designAll the TIA clinical leads of the North West London region received an invitation by email to participate in an online survey in May 2020. The survey questionnaire aimed to assess the number of patients with suspected TIA consecutively referred to each of the TIA clinics of the North West London region between 1 March and 30 April 2020, the COVID-19 period, and between 1 March and 30 April 2019.ResultsWe had a response rate of 100%. During the COVID-19 period, the TIA clinics of the North West London region received 440 referrals compared with 616 referrals received between 1 March and 30 April 2019 with a fall in the number of the referrals by 28.6%. In April 2020 compared with April 2019, the number of the referrals declined by 40.1%.ConclusionsThis multicentre analysis documented a significant reduction in the number of patients referred with suspected TIA to the specialised rapid access outpatient clinics in the North West London region during the COVID-19 pandemic. Future studies are needed to confirm our findings and to better characterise the incidence of cerebrovascular disease during the COVID-19 pandemic.

scholarly journals Level of job satisfaction amongst nurses in the North-West Province, South Africa: Post occupational specific dispensation

Curationis ◽  
2016 ◽  
Vol 39 (1) ◽  
Author(s):  
Sisinyana H. Khunou ◽  
Mashudu Davhana-Maselesele
Keyword(s):  
South Africa ◽  
Job Satisfaction ◽  
Short Form ◽  
Holistic Approach ◽  
Developed Countries ◽  
Nursing Assistants ◽  
Cross Sectional ◽  
North West ◽  
The North ◽  
North West Province

Background: Job satisfaction and burnout have been recurring problems amongst nurses in the Republic of South Africa (RSA). As a result, nurses are still leaving the rural public sector in search of lucrative work at the urban and private sectors and in developed countries. Accordingly, Occupational Specific Dispensation (OSD) was introduced as a strategy to ircumvent the problem. However, since the implementation of OSD in 2007, there have been no studies conducted regarding the level of job satisfaction amongst nurses after the implementation of OSD in the North-West Province, especially because each province has its own challenges that are unique to the area.Objectives: The study had two objectives: to describe the level of job satisfaction amongstprofessional and other category nurses (OCNs) at a public hospital in the North-West Provinceand describe the perceptions of nurses about OSD and their intention to continue working inthe hospital.Method: A quantitative descriptive cross-sectional design was used. Stratified random sampling was used to select a sample of 92 professional nurses (PNs), 90 enrolled nurses and enrolled nursing assistants (Nursing Act 2005), which made a total of 182 participants. For the purpose of the study, the enrolled nurses and enrolled nursing assistants were referred to as OCNs. Data were collected using the Minnesota Satisfaction Questionnaire–short form and OSD statements and analysed with Statistical Package for Social Science (SPSS, version 18).Results: The majority of PNs (79.3%, n = 73) and OCNs (86.7%, n = 77) were dissatisfied with the working conditions and salary: PNs (80.4%, n = 74) and OCNs (87.8%, n = 79). The nurses mostly discredited the current state of the OSD implementation. Majority of the PNs (84%, n = 77) and OCNs (91%, n = 82) disagreed with the statement that ‘level of job satisfaction has improved after the implementation of OSD’.Conclusions: The National Department of Health should consider a holistic approach to address all work-related conditions for nurses in order to curb the attrition rates. Policy makers and unions should urgently review OSD for all categories of nurses.

scholarly journals Job demands, job resources, burnout and work engagement of managers at a platinum mine in the North West Province

2007 ◽  
Vol 38 (3) ◽  
pp. 49-61 ◽  
Author(s):  
S. Rothmann ◽  
J. H.M. Joubert
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Maslach Burnout Inventory ◽  
Job Resources ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
North West ◽  
The North ◽  
Organisational Support ◽  
North West Province

The objective of this study was to investigate the relationships between job demands, job resources, burnout, and engagement of management staff at a platinum mine in the North West Province. A cross-sectional survey design was used. The study population (N = 310) consisted of managers at the platinum mine. The Maslach Burnout Inventory – General Survey, Utrecht Work Engagement Scale, and the Job Demands-Resources Scale were administered. The results revealed that exhaustion was predicted by workload, job insecurity and a lack of resources, while cynicism was predicted by lack of organisational support and advancement opportunities. Vigour was predicted by organisational support. Dedication was predicted by organisational support and high workload. Engagement was predicted by organisational support.

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