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Related Concept Videos

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Related Experiment Videos

Intention to stay and nurses' satisfaction dimensions.

Ashraf A Zaghloul1, Mashael F Al-Hussaini, Nora K Al-Bassam

  • 1Department of Health Administration and Behavioural Sciences, High Institute of Public Health, University of Alexandria, Alexandria, Egypt.

Journal of Multidisciplinary Healthcare
|January 4, 2011
PubMed
Summary

Nurse job satisfaction is linked to retention. Leadership styles and challenging opportunities significantly influence nurses

Keywords:
intention to staynurse satisfactionordinal regression

Related Experiment Videos

Area of Science:

  • Healthcare Management
  • Nursing Studies
  • Organizational Psychology

Background:

  • Nurse turnover is a significant issue in academic medical institutions, impacting patient care and operational costs.
  • Understanding the drivers of job satisfaction is crucial for developing effective retention strategies.
  • Previous research often focuses on salary and benefits, but other factors may play a more substantial role.

Purpose of the Study:

  • To identify key dimensions of nurse job satisfaction associated with the intention to leave.
  • To explore the relationship between job satisfaction factors and anticipated nurse turnover in an academic medical setting.
  • To utilize an ordinal regression model to analyze these relationships.

Main Methods:

  • A cross-sectional descriptive study was conducted at King Faisal University's Hospital, Saudi Arabia.
  • Data were collected from 276 nurses using a 26-item self-administered questionnaire with a five-point Likert scale.
  • Ordinal regression analysis was employed to identify significant predictors of intention to stay.

Main Results:

  • Nurses reported lowest satisfaction with hospital benefits, policies, bonuses, performance appraisal fairness, paid time off, and recognition.
  • The overall mean job satisfaction score was low (2.2 ± 0.4).
  • Ordinal regression analysis identified leadership styles and challenging opportunities as significant predictors of nurses' intention to remain employed.

Conclusions:

  • Job satisfaction dimensions beyond salary and incentives are critical for nurse retention.
  • Effective leadership styles and the availability of challenging work opportunities are key factors influencing nurses' intention to stay.
  • Healthcare organizations should focus on improving leadership and creating growth opportunities to reduce nurse turnover.