Staff Satisfaction : Nursing : A Concept Analysis

In “Patient outcomes in the field of nursing: A concept analysis”, researches completed a concept analysis on job satisfaction as a means to make managers aware that the nursing workforce should be stabilizes especially in a time of a world-wide nursing shortage. (Liu, Aungsuroch, and Yunibhand, 2016, p84) Researchers completed this analysis by utilizing the Walker and Avant concept analysis model. The Walker and Avant model, established in 2011, is comprised of eight steps: a) selecting a concept, b) determining the purpose or aim of the analysis, c) identify all possible uses of the concept, d) determine the essential attributes, e) construct an example of the concept in use, f) construct illegitimate, related, contrary, borderline, and invented examples, g) identify antecedents and consequences, and h) define empirical referents. (McEwen & Wills, 2014,

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

A study from the Journal of Nursing Management entitled "Nursing Staff Teamwork and Job Satisfaction", cites the following implications of their study as applicable to nursing:

When nurses experience high levels of job satisfaction, they have increased morale and organizational commitment, and are more inclined to stay in the organization and in the profession. Nursing job satisfaction is also important to patients, families, and healthcare practitioners because it's been linked to positive patient outcomes and quality care. Although there's no one definition of nursing job satisfaction, for nurses working in acute care hospital settings, contributing factors include the intrapersonal, such as age, the interpersonal, such as autonomy, and the extrapersonal, such as pay. (Coladonato and Manning

Having effective leadership and management is essential for any health care facility to operate. Both leadership and management are an essential part to delivering quality healthcare to the patients that they serve. The foundation to any facility is nursing which must be led by the best leadership and management available for its continued success. This is the key to helping that facility to achieve a high level of patient and employee satisfaction. Having adequate staffing for any facility is an issue that many facilities face due to the shortage of nurses. This paper will compare and contrast nurse leaders and managers thoughts with the use of contract employees to assist with the shortage of nursing staff. It will also show support with theory, principles, skills, and roles of the leader versus the manager. It will also identify the writer’s personal philosophy of nursing as well as explain her own personal style of leadership.

Previous research has shown that those hospitals with high levels of nurses experiencing burnout have a lower score for patient satisfaction. In studies performed by Russell (2016) and Stimpfel et al. (2012), there is corresponding data to reveal that those nurses who are burned out do not

I agree that an organization’s structure plays an influential role in a nurse’s overall satisfaction. In fact, Buffington, Zwink, and Fink (2012) concur stating, “Creating an organizational culture committed to registered nurse (RN) retention is a strategy to reduce nurse turnover” (p. 273). Research reveals numerous hospitals today are restructuring their organizations to try and increase overall nurse satisfaction and retention. This “new recipe for healthcare leadership and organization is needed,” according to Miners, Hundert, and Lash (2015), not only to improve nurse satisfaction, but ultimately to improve quality of care and increase patient outcomes (p. 114).

For nurses, the workload and patient assignments are the most significant factors in their perception of their ability to provide quality care to their patients. Of course, this is directly related to nursing job satisfaction. Nursing is a career in which patient satisfaction and caregiver satisfaction go hand in hand. When the nurse is happy, he or she provides high quality care to the patient, which in turn makes the patient happy. In addition, when the patient is pleased with the care they are receiving, this makes the nurse happy and improves nurse job satisfaction.

When discussing professions that demonstrate the highest form of compassion, the role of the nurse is frequently mentioned. Often, nurses are praised for their hard work, dedication, and ability to understand the needs of others. However, some nurses find it hard to stay compassionate as our healthcare moves in a direction away from quality care, and into a direction that focuses on profit, quick discharge, and accumulating a reputation that does not always support quality. Nurse Job satisfaction is a measure of how a nurse feels about his or her job. It Nurse Job satisfaction encompasses many factors, and these factors are considered while

Workload for example plays a major role in the job satisfaction. Nurses that have higher nurse to patient ratios are more prone to feelings of burnout, compassion fatigue and dissatisfaction when compared to those nurses with lighter patient loads. If staff members are unhappy they will be more likely to leave the job. Another important factor to consider is autonomy. Nurses want to feel like their organization trusts their decisions and ability to make good nursing judgment. When a nurse feels like he or she has control over their work environment then they will be happier in their position. (Huber, 2010)

First that the small sample size of 70 respondents may not be generalizable to the population of over 3 million nurses working the United States. This would encourage researchers to develop a specific diagnostic tool to assess the relationship between nurse staffing and retention, and test it with a larger sample size. The study also revealed differences in Magnet and non-Magnet hospitals, encouraging researchers to assess the differences the Magnet model provides in terms of staffing, job satisfaction and retention (p.

The purpose of this cross-sectional, descriptive study is to determine the job satisfaction and negative attitude levels of the nurses towards their current work environment before developing nurse burnout. Burnout is a circumstance described as an individual suffering from emotional and physical exhaustion, feeling a lack of accomplishment, and dissatisfaction with the job or life. The contributions of burnout among staff nurses in a local community hospital is affecting patient safety and satisfaction. The past holiday and winter season illuminated increased call offs, medical and personal leave of absences, work injuries, inadequate staffing, and an increased presence of registry nurses providing care for patients on the medical-surgical

Appropriate staffing ratios and upbeat environments have demonstrated a positive correlation to staff satisfaction. In one study, nurses who were pleased with their job choice generally had abundant resources, successful nurse leaders, collaborative relationships with the providers, and a sense of autonomy in their practice (Twigg & McCullough, 2014). Thus, Twigg and McCullough (2014) emphasize the necessity of creating a satisfactory work environment if leaders wish to retain nursing staff.

Belizario, S. (2011, August). Inspiring change. Boosting patient satisfaction scores-and nurses’ morale. Nursing 2011, 41(8), 18-21. Retrieved from: http://dx.doi.org/doi:http://dx.doi.org.proxy.library.ohiou.edu/10.1097/01.NURSE.0000399591.81228.3e.

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the