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Job commitment and job satisfaction
Healthy work environment theory
Nurse retention literature review
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Nurses serve a fundamental role in providing excellent health care (Gerard, Owens & Oliver, 2016; Gupta, Agarwal & Khatri, 2016; Moneke & Umeh, 2013; Van Bogaert, van Heusden, Timmermans, & Franck, 2014). However, due to extended work hours, unsupportive managers, and unworkable patient loads, which are all part of the portrayal today’s nurses (Milazzo, 2014) has shown to have an impact on nurse outcomes, quality care, and patient safety (Van Bogaert, Timmermans, Weeks, van Heusden, Wouters & Franck, 2014). With consideration in the retention of nurses, nursing leaders must acknowledge staff’s work satisfaction as an important aspect in preserving the nursing workforce. Hence, a reduced workforce can ultimately have a significant impact …show more content…
Through a review of the literature, numerous articles reveal that job satisfaction is one of the most frequently deliberated topics in organizational behavior and of great concern among management and leaders globally (Cowden & Cummings, 2012; Chang, 2014; Gellatly, Cowden & Cummings, 2014; Hairr et al., 2014; Hellreigel & Slocum, 2011; Jahrami et al., 2011; Moneke & Umeh, 2013; Rani, Sharma, Sharma & Kumari, 2016; Van Bogaert et al., 2014). Therefore, several definitions of job satisfaction were discovered, one definition is “the feeling of pleasure and achievement that you experience in your job when you know your work is worth doing, or the degree to which your works gives you this feeling” (Cambridge Dictionary, n.d.). This definition is an example of the psychological component to job satisfaction, however, some researchers believe that job satisfaction is more correlated with the employee’s work culture (Roussel, 2013). There is also increasing substantiation in nursing literature with reference to the positive influence of healthy work environments on employee satisfaction, retention, enhanced patient outcomes, and overall organizational performance (Atefi et al., 2014; Gerard, Owens & Oliver, 2016; Hairr et al., 2014; Hellreigel & Slocum, 2011; Van Bogaert et al., …show more content…
Further findings indicated a fairly strong, inverse relationship between job satisfaction and nurse retention and organizational commitment (B = 0.353, P = .000) which was the strongest predictor of job satisfaction and “reaffirms the importance of nurse leaders routinely monitoring nurses’ satisfaction and implementing strategies that address the dimensions of job satisfaction” ( p. 206). Moreover, these findings also substantiate the evidence that the more committed nurses are to their organizations, the more effective and productive they are likely to become, thus supporting satisfaction and retention (Moneke & Umeh, 2013). Therefore, nursing leaders must acknowledge and understand the factors surrounding job dissatisfaction and organizational commitment by advocating for their staff in promoting and ensuring a happy and health work environment (Tomajan,
Employee job satisfaction is also an issue faced by Coastal Medical Center’s staff. It is important the employees enjoy their job so that performance will be efficient and of higher quality. When employees are satisfied and happy with their job, performance improves and it becomes apparent to the patients. It was also mentioned that the staff does not have a chance to be heard b...
middle of paper ... ... qualified nurses diminishes. Based on this study, administrators should recruit nurses who understand that health care is at its best when health care professionals work collaboratively as members of a team, committed to providing the best possible patient care. References Aiken, L.H., Clarke, S.P, Sloane, D.M., Sochalski, J., & Silber, J.H. (2000). Hospital nurse staffing and patient mortality, nurse burnout, and job dissatisfaction.
The level of job satisfaction for a nurse is a vital factor in creating positive outcomes for their patients. California RNs report having much more time to spend with patients. The hospitals are far more likely to have enough RNs on staff to provide quality patient care. In California, where hospitals have better compliance with the staffing limits, RNs report fewer complaints from patients and families and the nurses have more confidence that patients can manage their care upon discharge. California RNs are substantially more likely to stay in their jobs because of the staffing limits, and less likely to report burnout than nurses in any other state. Two years after implementation of the California staffing law which mandates minimum staffing levels by hospital unit, nurse workloads in California were significantly lower than that of any other state. The legislation of the mandated nurse patient ratio has achieved its goals of reducing nurse workloads, improving recruitment and retention of nurses, and having a favorable outcomes on patient
Recent literature reports that there is a nursing shortage and it is continually increasing. Data released by the American Association of Colleges of Nursing (2011) projects that the shortage, would increase to 260,000 by the year 2025. AACN (2011) also reported that 13% of newly registered nurses changed jobs and 37% were ready to change within a year. A study conducted reports that there is a correlation between higher nursing workloads and nurse burnout, retention rates, job dissatisfaction and adverse patient outcomes (Vahey & Aiken, 2004). Among the nurses surveyed in the study, over 40% stated that they were suffering from burnout while 1 in 5 nurses intended
In most aspects of life the saying “less is always more” may ring true; however when it comes to providing quality care to patients, less only creates problems which can lead to a decrease in patient’s quality of life as well as nurse’s satisfaction with their jobs. The massive shortage of nurses throughout the United States has gotten attention from some of the most prestigious schools, news media and political leaders. Nurses are being burnt out from their jobs, they are being overworked and overlooked. New nurses are not being properly trained, and old nurses are on their way to retirement. All the while the rate of patient admissions is on the rise. Nurses are reporting lower satisfaction in their job positions and hospital retention rates are at an all-time low, conversely this is affecting all patients’ quality of care. As stated in the article Addressing The Nurse Shortage To Improve The Quality Of Patient Care “According to an Institute of Medicine report, Nurses are the largest group of health care professionals providing direct patient care in hospitals, and the quality of care for hospital patients is strongly linked to the performance of nursing staff”.
However, upon securing a job, they find that things on the ground are not as they had expected them to be and this results in some of them deciding to leave the profession early. Research shows that turnovers within the nursing fraternity target person below the age of 30 (Erickson & Grove, 2011). The high turnover within the nursing fraternity results in a massive nurse shortage. This means that the nurses who decide to stay have to work for many hours resulting in exhaustion. A significant percent of nurses quitting their job sites exhaustion and discouragement as the reason that contributed to their decision. In one of the studies conducted on the issue of nurse turnover, 50% of the nurses leaving the profession argued that they felt saddened and discouraged by what they were unable to do for their patients (Erickson & Grove, 2011). When a nurse witness his/her patients suffering but cannot do anything because of the prevailing conditions he/she feels as if he/she is not realizing the reason that prompted him/her to join the nursing profession. The higher rate of nursing turnover is also affecting the quality of care nurses provide to
These articles have many similarities when discussing the issue of staffing shortages. For patients, their loved ones and the general population, they don’t understand the ramifications and strain that staffing shortages have on nurses. People expect and deserve complete, competent and safe care when they are patients. These articles bring to light all the struggles that nurses have to deal with. Nurses are fearful that they will make mistakes, will harm patients, and will harm themselves. (Bae, 2012; Erlen, 2001; Martin, 2015) Overtime can be overwhelming and exhausting, which can lead to errors being made. (Bae, 2012; Erlen, 2001) These articles perceive that it may be beneficial for nurses, patients, and healthcare facilities to decrease the nurse-to-patient ratio, however, this option is not always
The nursing profession is one of the most physically, emotionally, and mentally taxing career fields. Working long shifts, placing other’s needs before your own, dealing with sickness and death on a regular basis, and working in a high stress environment are all precursors to developing occupational burnout in the nursing profession. Burnout refers to physical, emotional and mental exhaustion, which can lead to an emotionally detached nurse, who feels hopeless, apathetic, and unmotivated. Burnout extends beyond the affected nurse and begins to affect the care patients receive. Researchers have found that hospitals with high burnout rates have lower patient satisfaction scores (Aiken et al 2013). There are various measures that nurses can take
One of the problems that faces most health care facilities are being able to recruit and retain their nurses. Nursing shortage and turnover are a complex issue that is affecting healthcare delivery. Nurses form the majority in healthcare and mostly direct caregivers, its deficit poses a dangerous effect on the care of the sick and the disabled. Curbing the nursing shortage and turnover is important for facilities to hire and train their leaders and managers. A good leader or manager should be creative, effective, committed, initiative, motivated, and can handle stress (Huber,
This literature review deals with self-scheduling and retention within the healthcare arena. Scheduling/ staffing has always been an ongoing process and issue involving retention. The connection of retention to self- scheduling reveals many times over that once nurses are satisfied with their schedule they can focus on improving care for their patients. Equally important, the satisfaction of knowing they are able to attend to their family needs and work life as well. Once job satisfaction is in place, a more productive and happier the staff/employee member becomes. In general benefits of job satisfaction covers scheduling, along with their morale and the organizations mission and vision. Empowerment promotes involvement and participation
As the forthcoming nursing shortage threatens the United States, organizations must be knowledgeable in the recruitment and retention of nurses. The challenge facing health care organizations will be to retain sufficient numbers of nurses to provide safe, efficient, quality care to patients. Organizations will look to recruit and attract quality nurses to fill vacancies. As turnover in nursing is a recurring problem, health care organizations will look for strategies to reduce turnover. The rate of turnover for bedside nurses in 2013 ranged from 4.4 to 44.6% (American Nurses Association, 2013). Nurse retention focuses on keeping nurses in the organization and preventing turnover. The purpose of this paper is to discuss the significance of recruitment and retention of nurses, review the literature, and explore how recruitment and retention apply to nursing.
From over-crowding and long waiting lists to staff shortages which have knock on effects resulting in inadequate skills mix and unacceptable nurse-patient ratios. An aging population, high birth rates and an increase in chronic diseases also puts pressure on the healthcare system. The nursing role has had to evolve in response to changing societal needs and the challenges in the healthcare system today. (McCurry et al. 2009). This can bring additional challenges to nurses’ professional identity. ??
Job satisfaction is linked to other positive attributes in the work environment. Many studies conducted prove to show that job satisfaction plays a pertinent role in the outcomes of recruitment and retention in nurse educator shortages (Brittner & O'connor, 2012). Proving that refining job satisfaction will ultimately influence nurse educator retention and attract more educators in the midst of a financial crisis shows that it can discourage this negative perception of a failing nursing structure in
Workers are looking to improve and develop new skills as they progress through their job. Those that received positive reinforcement believed they had more opportunities to grow within their workplace, which led to their own job satisfaction Another study was conducted in a Chinese ICU. The aim of this research was “To investigate the mediating effect of nurse job satisfaction on the relationship
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’