Applying the Constructs from the Sense of Belongingness to Improve Job Satisfaction and Employee Retention

Purpose:

The purpose of this presentation is to present research which will inform nurse managers on how an improved sense of belonging in the workplace environment coupled with positive social identity could improve employee satisfaction and retention.

 Methods:

The researcher utilized qualitative inquiry for the study. The target population for the primary study included a random sampling of registered nurses licensed in a southwest state. A random sample of registered nurse respondents was collected from a list of 23,000 registered nurses obtained from the Board of Nursing (BON). Data was analyzed by conducting an ANOVA, Pearson’s correlation, linear regression, and descriptive statistics including frequency, percentage, means, and standard deviation. Two tools were used for the study which included Levett-Jones and Lathlean’s Belongingness Scale-Clinical Placement Experience (BES-CPE) and Duddle and Boughton’s (2009) Nurse Workplace Relational Environment Scale (NWRES). Levett-Jones and Lathlean’s Belongingness Scale-Clinical Placement Experience (BES-CPE) tool assesses belongingness. The BES-CPE’s constructs include safety, belonging, self-concept, learning, and competence, and include esteem, connectedness, and efficacy subscales. The NWRES tool assesses the understanding of the nursing workplace environment sense of connectedness and belonging, support, collegial relationships, and communication. The two tools provided the researcher with data on belonging and job satisfaction. 

 Results:

The data analysis indicated registered nurses stayed in their first jobs for pay/benefits, comfort with the job, and satisfaction with the employer. Registered nurses who left their first jobs within the first two years of practice did so because of job dissatisfaction and/or moving to another location. The correlation and linear regression analysis of the data from the BES-CPE and NWRES further substantiated the findings that there is a relationship between a sense of belonging and workplace environment. The registered nurse’s comfort in the job and satisfaction with employer could infer that registered nurses stayed because they felt a sense of belonging.

 Conclusion:

Based on the results from the data, employers may benefit from implementing programs that improve the sense of belonging by exploring measure that improve job satisfaction and allow the newly employed nurse to voice concerns and opinions. The findings from the study necessitate that employers establish programs that increase trust, values, and communication. Trust and communication may help nurses feel understood by allowing the voicing of their opinions.