Learning Objective 1: The learner will be able to creating positive work environment
Learning Objective 2: The learner will be able to increase nursesí job satisfaction by multiple strategies.
Creating positive work environment has been the top priority in nursing administration due to the challenging healthcare system in Taiwan. Nursing researchers have tried to increase nurses’ job satisfaction by multiple strategies. This study aimed to investigate the relationships amongst perceived empowerment, job involvement, and job satisfaction of hospital nurses, after controlling for personal characteristics.
This descriptive correlational study employed a cross-sectional design. A probability sample of 577 nurses who with a response rate of 96.2%, were working in a medical center and in two regional hospitals in Southern Taiwan agreed to participate in this study. A structured questionnaire was used to collect data.
Nurses perceived empowerment, job involvement, job satisfaction were at the medium level (61%, 61.6%, 67.8%, respectively).Perceived empowerment was higher at nurses with higher clinical ladder and who participated in unit affairs. Job involvement was higher at nurses who were older than 31 years old and had longer tenure. Job satisfaction was higher at nurses who were married and had worked for more than seven years. After controlling for the personal characteristics, the hierarchical regression analysis showed that perceived empowerment, job involvement significantly predicted job satisfaction. Their explained variance was 33.7% from nurses’ perceived empowerment and 4.0% from job involvement. Perceived empowerment remained the best predictor of job satisfaction.
The results of this study suggested that the hospital administrators and nurse managers should employ strategies to improve nurses’ perceived empowerment. A positive work environment that promotes autonomy should support for professional development and allow nurses to expand their functioning roles at work. Further research should be placed on the work environment factors (e.g. stress and workload) to clarify the reasons for low explained variance of job satisfaction from job involvement.