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      Job satisfaction and leaving intentions of midwives: analysis of a multinational cross-sectional survey

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          Factors contributing to nurse job satisfaction in the acute hospital setting: a review of recent literature.

          To explore and discuss from recent literature the common factors contributing to nurse job satisfaction in the acute hospital setting. Nursing dissatisfaction is linked to high rates of nurses leaving the profession, poor morale, poor patient outcomes and increased financial expenditure. Understanding factors that contribute to job satisfaction could increase nurse retention. A literature search from January 2004 to March 2009 was conducted using the keywords nursing, (dis)satisfaction, job (dis)satisfaction to identify factors contributing to satisfaction for nurses working in acute hospital settings. This review identified 44 factors in three clusters (intra-, inter- and extra-personal). Job satisfaction for nurses in acute hospitals can be influenced by a combination of any or all of these factors. Important factors included coping strategies, autonomy, co-worker interaction, direct patient care, organizational policies, resource adequacy and educational opportunities. Research suggests that job satisfaction is a complex and multifactorial phenomenon. Collaboration between individual nurses, their managers and others is crucial to increase nursing satisfaction with their job. Recognition and regular reviewing by nurse managers of factors that contribute to job satisfaction for nurses working in acute care areas is pivotal to the retention of valued staff. © 2010 The Authors. Journal compilation © 2010 Blackwell Publishing Ltd.
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            Hospital nurses' job satisfaction, individual and organizational characteristics.

            Hospital nurses' job satisfaction, individual and organizational characteristics Using the Ward Organizational Features Scales (WOFS), relationships between aspects of the organization of acute hospital wards, nurses' personal characteristics and nurses' job satisfaction are examined among a nationally representative sample of 834 nurses in England. The analysis contributes to a growing body of evidence demonstrating the importance of interpersonal relationships to nurses' job satisfaction. In particular, the positive contribution of the cohesiveness of ward nursing staff is highlighted, but the potential for many current NHS staffing strategies and work environments to undermine the development of cohesive working relationships is also noted. Other influential factors are nurses' relationships with medical staff, perceptions of their workload and their evaluation of the appropriateness of the system of nursing being practised. The importance of measuring nurses' subjective assessments of their work environment is emphasized. A weak association was found between grade and job satisfaction. Individual nurse characteristics were found not to be associated with job satisfaction.
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              The effects of midwives’ job satisfaction on burnout, intention to quit and turnover: a longitudinal study in Senegal

              Background Despite working in a challenging environment plagued by persistent personnel shortages, public sector midwives in Senegal play a key role in tackling maternal mortality. A better understanding of how they are experiencing their work and how it is affecting them is needed in order to better address their needs and incite them to remain in their posts. This study aims to explore their job satisfaction and its effects on their burnout, intention to quit and professional mobility. Methods A cohort of 226 midwives from 22 hospitals across Senegal participated in this longitudinal study. Their job satisfaction was measured from December 2007 to February 2008 using a multifaceted instrument developed in West Africa. Three expected effects were measured two years later: burnout, intention to quit and turnover. Descriptive statistics were reported for the midwives who stayed and left their posts during the study period. A series of multiple regressions investigated the correlations between the nine facets of job satisfaction and each effect variable, while controlling for individual and institutional characteristics. Results Despite nearly two thirds (58.9%) of midwives reporting the intention to quit within a year (mainly to pursue new professional training), only 9% annual turnover was found in the study (41/226 over 2 years). Departures were largely voluntary (92%) and entirely domestic. Overall the midwives reported themselves moderately satisfied; least contented with their “remuneration” and “work environment” and most satisfied with the “morale” and “job security” facets of their work. On the three dimensions of the Maslach Burnout Inventory, very high levels of emotional exhaustion (80.0%) and depersonalization (57.8%) were reported, while levels of diminished personal accomplishment were low (12.4%). Burnout was identified in more than half of the sample (55%). Experiencing emotional exhaustion was inversely associated with “remuneration” and “task” satisfaction, actively job searching was associated with being dissatisfied with job “security” and voluntary quitting was associated with dissatisfaction with “continuing education”. Conclusions This study found that although midwives seem to be experiencing burnout and unhappiness with their working conditions, they retain a strong sense of confidence and accomplishment in their work. It also suggests that strategies to retain them in their positions and in the profession should emphasize continuing education.
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                Author and article information

                Journal
                Journal of Nursing Management
                J Nurs Manag
                Wiley
                09660429
                January 2016
                January 2016
                January 12 2015
                : 24
                : 1
                : 70-79
                Affiliations
                [1 ]Department of Nursing and Midwifery; Faculty of Medicine; University of Ostrava; Ostrava Czech Republic
                [2 ]Department of Nursing; Faculty of Health Care; University of Presov; Presov Slovakia
                [3 ]Department of Medical and Biological Sciences; University of Udine; Udine Italy
                [4 ]Palmanova Udine Hospital; Udine Italy
                [5 ]Jesseniuss Faculty of Medicine in Martin; Comenius University in Bratislava; Martin Slovak Republic
                [6 ]College of Nursing; Ajou University; Suwon South Korea
                [7 ]Education Department; Korean Nurses Association; Seoul South Korea
                [8 ]Department of Health Sciences and Technologies; School of Health; Polytechnic Institute of Portalegre; Portalegre Portugal
                [9 ]The University of Newcastle; Newcastle New South Wales Australia
                [10 ]Faculty of Health Sciences; University of Bielsko-Biała; Bielsko-Biała Poland
                Article
                10.1111/jonm.12273
                25580519
                c9b060a2-f897-4f54-a46e-fd63a4271de8
                © 2015

                http://doi.wiley.com/10.1002/tdm_license_1.1

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