JOB SATISFACTION OF NURSES

Job Satisfaction of Nurses

Job Satisfaction of Nurses

Introduction

The literature demonstrates little success in defining job satisfaction as it specifically relates to nursing. Although the factors contributing to satisfaction in the workplace have been described, a concise and consistent definition is not apparent. Researchers describes job satisfaction as the 'affective reaction to a job that results from the comparison of perceived outcomes with those that are desired while Adams and Bond define job satisfaction as 'degree of positive affect towards a job or it components'. Job satisfaction is considered to be highly subjective and varies according to time (Katz, 2007). Personal characteristics, attitudes and behaviors are factors that influence nurse job satisfaction. The environment in which the nurse works will impact on job satisfaction. Higher patient-to-nurse ratios often lead to increased emotional and physical exhaustion and frequently higher patient mortality. Life satisfaction has also been positively linked with job satisfaction of nurses. Life satisfaction describes how satisfied nurses are with life in general and how their physical and psychological needs are being met (Kalisch, 2003). Myers and Diener identified that career satisfaction is linked to life satisfaction. Researchers found that the organizational structures of magnet hospitals empowered nurses with increased authority, autonomy and control over their nursing practice and thereby improved job satisfaction with a subsequent flow on effect of higher overall life satisfaction (Wunderlich, 2001).

Literature reports a variety of methods used to measure factors contributing to job satisfaction. The most common of these are the Index for Work Satisfaction (IWS) and the McCloskey/Mueller Satisfaction Scale (MMSS). Both of these have been adapted or designed to be used in the nursing context. Originally designed in the 1970s, the IWS was revised in 1997 to improve its rigor; this version remains in use today and measures six facets of nurse job satisfaction. These are: 'pay' (the dollar remuneration or fringe benefits received for work done), 'autonomy' (the amount of job-related independence, initiative and freedom, either permitted or required in daily work activities), task requirements (tasks or activities that must be done as a regular part of the job), 'organizational policies' (management policies and procedures put forward by the hospital and nursing administration of the hospital), 'interaction' (opportunities presented for both formal and informal social and professional contact during working hours) and 'professional status' (overall importance or significance felt about your job, both in your view and in the view of others). The IWS is composed of two parts. Part A is a paired questionnaire forcing respondents to determine which factors are the most important to satisfaction (Dende, 2009). Part B is a five-point Likert scale used to determine the level of satisfaction with each factor. Some studies use only part A or part B, whereas others will use both parts. However, the IWS gives respondents a choice of only six factors associated with job satisfaction, although there may be other more pertinent factors related to nursing satisfaction, thus limiting the results of research when this instrument is ...