Senior Registered Nurses' Organisational Communication Satisfaction, Job Satisfaction, Burnout, and Intention to
Gemma Doleman1,2, Kaoru Nosaka1, Annemarie De Leo1
1School of Nursing and Midwifery, Edith Cowan University, Joondalup, Western Australia, Australia.
Aim:
To explore organisational communication satisfaction and its impact on senior registered nurses' job satisfaction, burnout, and intention to stay.
Design:
A cross-sectional design using surveys. The study was conducted with senior registered nurses across two healthcare groups in Western Australia.
Results:
One hundred seventy-four usable surveys were returned. The results of this study indicated that those with higher communication satisfaction levels were more likely to have higher levels of job satisfaction. Senior registered nurses who intended to leave their jobs had a higher risk of emotional exhaustion and depersonalisation, which may result in higher rates of burnout compared to those who intended to stay. The open-ended questions were analysed with four overarching themes being identified: information needs, optimising communication, job satisfaction, retention, and attrition.
Conclusion:
The findings of this study provide insight into senior registered nurses' perception of communication and the impact that this has on job satisfaction, burnout, and intention to stay. It is recommended that organisations explore strategies to support the senior registered nurse cohort to improve job satisfaction, reduce burnout levels, and improve retention rates.
Implications For The Nursing Profession:
Senior registered nurses are considered integral to the delivery of healthcare services and, the provision of positive practice environments. Their success is measured by nurse and patient outcomes. When senior registered nurses intend to leave their roles the practice environment is disrupted resulting in an increase in frontline nurse turnover and negative patient outcomes, which increases the costs of care provision. Therefore, it is vital to support this cohort to improve retention of the senior and experienced workforce and to assist with the creation of positive practice environments that promote clinical nurse retention and successful transition of newly qualified nurses into the profession.
Reporting Method:
STROBE.
Patient Or Public Contribution:
No patient or public contribution.
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