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Job satisfaction and work related variables in Chinese cardiac critical care nurses.
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- Author(s): Liu, Yun‐E1; While, Alison2; Li, Shu‐Jun3; Ye, Wen‐Qin4,5
- Source:
Journal of Nursing Management. May2015, Vol. 23 Issue 4, p487-497. 11p. 7 Charts.- Subject Terms:
*PSYCHOLOGICAL adaptation; *AGE distribution; *PSYCHOLOGICAL burnout; *CHI-squared test; *CONFIDENCE intervals; *INTENTION; *JOB satisfaction; *MENTAL fatigue; *NURSES' attitudes; *PROBABILITY theory; *QUESTIONNAIRES; *RESEARCH funding; *STATISTICAL sampling; *SEX distribution; *STATISTICS; *SURVEYS; *WORK environment; *EMPLOYEE retention; *LOGISTIC regression analysis; *MANAGEMENT styles; *DATA analysis; *MULTIPLE regression analysis; *SOCIAL support; *CROSS-sectional method; *DATA analysis software; *DESCRIPTIVE statistics - Source:
- Additional Information
- Subject Terms:
- Abstract: Aim To explore critical care nurses’ views of their job satisfaction and the relationship with job burnout, practice environment, coping style, social support, intention to stay in current employment and other work-related variables. Background Nurse shortage is a global issue, especially in critical care. Job satisfaction is the most frequently cited factor linked to nurses’ turnover. Method A convenience sample of cardiac critical care nurses (n = 215; 97.7% response rate) from 12 large general hospitals in Shanghai was surveyed from December 2010 to March 2011. Result Over half of the sample reported satisfaction with their jobs. Nurses with 10–20 years of professional experience and those who had taken all their holiday entitlement reported higher levels of job satisfaction. The independent variables of practice environment, intention to stay, emotional exhaustion, personal accomplishment and positive coping style explained about 55% of the variance in job satisfaction. Conclusion Chinese cardiac critical care nurses’ job satisfaction was related to work related variables, which are amenable to managerial action. Implications for nursing management Our findings highlight the imperative of improving intrinsic and extrinsic rewards, together with the flexibility of work schedules to promote job satisfaction and staff retention. A clinical ladder system is needed to provide promotion opportunities for Chinese nurses. [ABSTRACT FROM AUTHOR]
- Abstract: Copyright of Journal of Nursing Management is the property of Hindawi Limited and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
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