Poster Presentation
Thursday, 20 July 2006
10:00 AM - 10:30 AM
Thursday, 20 July 2006
3:00 PM - 3:30 PM
Workplace Job Satisfaction and the Forces of Magnetism
George A. Zangaro, PhD, RN, TRISERVICE Nursing Research Program, United States Navy, Bethesda, MD, USA and Meg Johantgen, PhD, RN, TSNRP, School of Nursing, University Of Maryland, Baltimore, MD, USA.
| Learning Objective #1: identify at least 3 factors contributing to job satisfaction among the different generations. |
| Learning Objective #2: describe 3 strategies to meet the current needs of the nursing workforce and improve the work environment. |
In addition to the increasing concerns with health care quality, some areas of nursing continue to face a critical shortage. Hospitals, in particular, have responded to the shortage and cost containment pressures by altering of delivery models, modifying schedules, and enhancing benefits for nurses, all of which have had a profound impact on the work of nurses. Ironically, the nursing shortage has made it possible for nurses to readily change jobs to meet their needs – adding to the instability in hospital nursing staffs. Thus, it is more important than ever that hospitals understand the factors that influence job satisfaction and intent to leave. Creating a work environment that supports diverse job needs and expectations should improve satisfaction and attract nurses, as embodied in the magnet hospital concept. The strategies that are implemented must meet the expectations of all the generations in the current workforce to begin to ameliorate the nursing shortage. The purpose of this study is to examine factors affecting the job satisfaction of staff nurses.
Using a convenience sample from 3 large military hospitals, a survey was distributed to military and civilian staff nurses. Of the nearly 1200 staff nurses, a total of 496 usable questionnaires were returned for a response rate of approximately 42%. While the original survey items were based on an organizational framework, the 100+ items were mapped to the constructs embodied in the Magnet Hospital program. Data analysis examined variation across hospitals in the Magnet constructs. Multiple regression analysis was used to identify factors that contributed to job satisfaction.
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