Download or read book The Relationship Between Job Satisfaction and Intent to Leave Among Practicing Registered Nurses in a Trauma Care Facility written by Cheryl Ann Buser and published by . This book was released on 1991 with total page 154 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book The Relationship Between Job Satisfaction and Intent to Stay Or Leave Employment Among Hospital Staff Nurses in Iceland written by Birna Guđrun Flygenring and published by . This book was released on 1986 with total page 190 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Relationship Between Leadership Job Satisfaction and Intention to Leave Amongst Registered Nurses in Medical surgical Units in Hospitals in the North West and Free State Provinces written by Jeremia Sipho Sojane and published by . This book was released on 2012 with total page 254 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Relationship Between Leadership Job Satisfaction and Intention to Leave Amongst Registered Nurses in Medical surgical Units in Hospitals in the North West and Free State Provinces written by Jeremia Sipho Sojane and published by . This book was released on 2012 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Leadership -- Job satisfaction -- Intention to leave -- Nursing leadership -- Registered nurse -- Leierskap -- Werksbevrediging -- Voorneme om werk te verlaat -- Verpleegleierskap -- Geregistreerde verpleegpersoneel.
Download or read book Work Environment and the Effect on Occupational Commitment and Intent to Leave written by Kendall Hays Cortelyou-Ward and published by . This book was released on 2007 with total page 158 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of this research was to determine the effect work environment has on occupational commitment and intent to leave the profession for bedside registered nurses. Subscales of autonomy, control over the practice setting, nurse-physician relationship, and organizational support were incorporated into the analysis to determine which aspect of work environment most directly effects occupational commitment and intent to leave the profession. The research was undertaken in order to help administrators determine the ways in which work environment can be improved upon in order to retain bedside registered nurses in the profession. An explanatory cross sectional survey was distributed to 259 direct care bedside registered nurses employed at a rural, system affiliated hospital in Central Florida. Human subject protection was assured through the University of Central Florida Institutional Review Board. A 77 item questionnaire containing 9 demographic questions, 57 questions from the Nursing Work Index- Revised (NWI-R), 8 questions from Blau's occupational commitment scale, and 3 questions from Blau's intent to leave scale was distributed to all direct care nurses. Subjects were also given the opportunity to complete 3 short answer questions. A 32.8 percent response rate was achieved for a total of 85 complete and usable surveys. Data analysis showed that the work environment is positively related to occupational commitment and negatively related to intent to leave. In addition each of the four subscales (autonomy, control over the practice setting, relationship with physicians, and organizational support) were also positively related to occupational commitment and negatively related to intent to leave the profession. Implications for organizations, public policy and future research are discussed.
Download or read book Registered Nurses Intent to Leave written by Susan Berg and published by . This book was released on 2002 with total page 274 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book A Quantitative Study of Relationships Between Compassion Fatigue and Burnout to Turnover Intention in Alabama Trauma Center Nurses written by Wendell Waters and published by . This book was released on 2021 with total page 196 pages. Available in PDF, EPUB and Kindle. Book excerpt: Registered nurses are fundamental members of the care team who provide skilled healthcare services in trauma centers. Research reports that trauma center nurses demonstrate high levels of compassion fatigue, burnout, and turnover. Turnover among trauma center nurses results in patient care challenges and increased healthcare costs. Although there have been multiple studies on burnout, compassion fatigue, and turnover, literature did not reveal research on how compassion fatigue, burnout, and turnover intention relates to nurses in trauma centers. Turnover intention is a concept that assesses why people stay with their job. Turnover intention has been established to rationalize intent to depart and voluntary turnover above and beyond the conventional indicators of organizational loyalty and job satisfaction. This quantitative, non-experimental correlational research study examined the relationship between compassion fatigue, burnout, and turnover intention. The analysis established that there is a relationship between CF, BO, and TI. The results may be advantageous to trauma center leaders as they evaluate and amend their human resource management practices that are designed at increasing retention and decreasing turnover.
Download or read book Job Stress Job Satisfaction and Intention to Leave Among New Nurses written by Jessica Zara Peterson and published by . This book was released on 2009 with total page 376 pages. Available in PDF, EPUB and Kindle. Book excerpt: The difficulties new nurses experience when first entering acute care work environments have been recognized since Kramer's seminal work in the 1970s. Despite the implementation of interventions designed to help ease the transition, the literature continues to report that new graduates undergo stress when beginning their careers as nurses. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job stress, job satisfaction and intention to leave of new nurses.The conceptual framework used in the study was Karasek's (1979) Job Demands-Control-Support (JDC-S) model. This model posits that job demands increase employee stress, but that increasing control can alleviate the negative effects of high demands. Social support and self-efficacy were included in this study as potential moderators of the relationships between demands and control and the outcome variables. This was an exploratory study that utilized a cross-sectional survey was used to gather data. Surveys were mailed to the homes of new nurses working in acute care hospitals across Ontario, Canada.Data were received from 232 new nurses, a response rate of 23.8%. Nurses in the sample had an average of 18.2 months of experience. Data were analyzed using separate hierarchical regression models for each dependent variable. The results showed that the main effects of job demands, social support and self-efficacy provided partial support for the JDC-S model when examining job stress, job satisfaction and intention to leave the job. Only self-efficacy was significantly related to intention to leave the profession. There was no evidence of moderating effects of social support or self-efficacy. An understanding of factors in the work environment that influence new nurses may assist in supporting them during the transition. By exploring the effects of demands, control, social support and self-efficacy on new graduates' job stress, job satisfaction and intention to leave, this study may provide direction to nursing leaders who are working new nurses in acute care.
Download or read book Nurses With Disabilities written by Leslie Neal-Boylan and published by Springer Publishing Company. This book was released on 2012-10-12 with total page 226 pages. Available in PDF, EPUB and Kindle. Book excerpt: " This is the first research-based book to confront workplace issues facing nurses who have disabilities. It not only examines in depth their experiences, roadblocks to successful employment, and misperceptions surrounding them, but also provides viable solutions for creating positive attitudes towards them and a welcoming work environment that fosters hiring and retention. From the perspectives and actual voices of nurses with disabilities, nurse leaders, nurse administrators, and patients, the book identifies nurses with disabilities (including sensory, musculoskeletal, emotional, and mental health issues), discusses why they choose to leave nursing or hide their disabilities, and analyzes how their disabilities may influence career choices. "
Download or read book The Influence of Values and Psychosocial Job Characteristics on Intent to Leave Among Hospital Nurses written by Amanda Rosenkranz and published by . This book was released on 2012 with total page 250 pages. Available in PDF, EPUB and Kindle. Book excerpt: The supply of registered nurses is predicted to be insufficient to meet the healthcare needs of an aging society. It is imperative that nurses are retained to alleviate effects of this shortage on quality nursing care. Intent to leave is a behavior driven by many factors in registered nurses working in a hospital setting. The purpose of this study was to determine the relationships among personal values, individual and psychosocial job characteristics and intent to leave in hospital nurses. Individual characteristics included demographic variables such as age, gender, years of experience and education. Psychosocial job characteristics were decision latitude, psychological demands and social support. A nonexperimental, exploratory, cross-sectional survey research design was used. Data were collected using an online survey tool in a sample of registered nurses in the Mid-Atlantic Region. Participants ranged in age from 22 to 74 years old (M = 46.9). The majority of participants were female (n = 108, 93.1%), non-Hispanic Caucasian (n =94, 81%) and had obtained a bachelor of science degree (n=59, 50.9%). Participants had on average spent 11.9 years in their current job, had 20.9 years of experience, and worked 31.5 hours per week. The sample was dichotomized for bivariate comparisons: nurses with intent to leave (n=41) and nurses without intent to leave (n=75). Those with intent to leave had significantly lower income and a significantly lower score on the personal value of benevolence, indicating this was a lower value priority. Pearson correlations were computed and stepwise multiple regression was performed to determine the relationships among predictors of intent to leave. Fewer years of experience as a nurse, fewer years in the current job, and a higher score on the personal value of hedonism significantly predicted intent to leave, explaining 9.2% of the variance.
Download or read book Relationship of role overload to job satisfaction and intent to leave among acute care nurses written by Judy R. Morter and published by . This book was released on 2010 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Job Satisfaction and Intent to Leave of Nursing Assistants in a Hospital Setting written by Mark Hand and published by . This book was released on 2015 with total page 110 pages. Available in PDF, EPUB and Kindle. Book excerpt: Nursing assistants are an important part of the healthcare team in hospitals. However, there has been little research about the antecedents of job satisfaction and intent to leave of nursing assistants in hospitals. The limited amount of research related to job satisfaction of nursing assistants has been done with nursing assistants in nursing homes. The purpose of this study was to examine the relationship between job satisfaction and intent to leave in hospital based nursing assistant in North Carolina. In addition, the influence of personal characteristics, role related characteristics and job characteristics were examined. The study used a descriptive correlational survey design using the Hospital Nursing Assistant Job Satisfaction Questionnaire. Participants in this study were most satisfied with the work content, coworkers, workplace support, and work schedule. Data revealed a significant relationship between intent to leave, education level and hospital tenure. The strongest predictors for job satisfaction were work schedule, coworkers, chances for more training, and on the job training. The strongest predictors for intent to leave were workplace support, work schedule, and recommend the hospital to a friend. This study represents a beginning understanding of the factors that are associated with job satisfaction and intent to leave of nursing assistants in the hospital setting. Job satisfaction and intent to leave variables have been identified and need further examination to insure that nursing assistants are retained and productive members of the healthcare team.
Download or read book The Influence of Values and Psychosocial Job Characteristics on Intent to Leave Among Hospital Nurses written by Amanda Rosenkranz and published by . This book was released on 2012 with total page 125 pages. Available in PDF, EPUB and Kindle. Book excerpt: The supply of registered nurses is predicted to be insufficient to meet the healthcare needs of an aging society. It is imperative that nurses are retained to alleviate effects of this shortage on quality nursing care. Intent to leave is a behavior driven by many factors in registered nurses working in a hospital setting. The purpose of this study was to determine the relationships among personal values, individual and psychosocial job characteristics and intent to leave in hospital nurses. Individual characteristics included demographic variables such as age, gender, years of experience and education. Psychosocial job characteristics were decision latitude, psychological demands and social support. A nonexperimental, exploratory, cross-sectional survey research design was used. Data were collected using an online survey tool in a sample of registered nurses in the Mid-Atlantic Region. Participants ranged in age from 22 to 74 years old (M = 46.9). The majority of participants were female (n = 108, 93.1%), non-Hispanic Caucasian (n =94, 81%) and had obtained a bachelor of science degree (n=59, 50.9%). Participants had on average spent 11.9 years in their current job, had 20.9 years of experience, and worked 31.5 hours per week. The sample was dichotomized for bivariate comparisons: nurses with intent to leave (n=41) and nurses without intent to leave (n=75). Those with intent to leave had significantly lower income and a significantly lower score on the personal value of benevolence, indicating this was a lower value priority. Pearson correlations were computed and stepwise multiple regression was performed to determine the relationships among predictors of intent to leave. Fewer years of experience as a nurse, fewer years in the current job, and a higher score on the personal value of hedonism significantly predicted intent to leave, explaining 9.2% of the variance.
Download or read book Factors Affecting Registered Nurses Job Satisfaction and Intent to Leave written by Joy Longo and published by . This book was released on 2007 with total page 107 pages. Available in PDF, EPUB and Kindle. Book excerpt: Significant relationships were found between job satisfaction and intent to stay in a position and nursing (p
Download or read book The Impact of Burnout Vicarious Trauma and Secondary Traumatic Stress on Job Satisfaction in Nurses written by Sheena Bance and published by . This book was released on 2014 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Strengths Based Nursing Care written by Laurie N. Gottlieb, PhD, RN and published by Springer Publishing Company. This book was released on 2012-08-22 with total page 450 pages. Available in PDF, EPUB and Kindle. Book excerpt: This is the first practical guide for nurses on how to incorporate the knowledge, skills, and tools of Strength-Based Nursing Care (SBC) into everyday practice. The text, based on a model developed by the McGill University Nursing Program, signifies a paradigm shift from a deficit-based model to one that focuses on individual, family, and community strengths as a cornerstone of effective nursing care. The book develops the theoretical foundations underlying SBC, promotes the acquisition of fundamental skills needed for SBC practice, and offers specific strategies, techniques, and tools for identifying strengths and harnessing them to facilitate healing and health. The testimony of 46 nurses demonstrates how SBC can be effectively used in multiple settings across the lifespan.
Download or read book Graduate RN Intent to Leave written by Joseph James Gaw and published by . This book was released on 2012 with total page 253 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study used a quantitative, correlational research design with convenience sampling of new graduate registered nurses (RNs) in the Tucson metropolitan area to identify relationships between intent to leave their entry employment, social capital, and organizational commitment. It was not known to what extent intent to leave correlated with social capital and organizational commitment among new graduate RNs within the first year of entry employment. New graduate RN turnover influences organizational cost, patient safety/satisfaction, and employee morale. Using the Theory of Reasoned Action as a foundation, this study sought to identify relationships in new graduate RN intent to leave their entry employment within the first year of hire post-licensure and social capital (networking and social relationships) and organizational commitment (affective, normative, accumulated costs, and limited alternatives). Pearson correlation and regression analysis were used to determine variable relationships and predictability of new graduate RN intent to leave, social capital, and organizational commitment. Findings suggest that intent to leave among new graduate RNs are not strongly influenced by social networks, but the personal organizational commitment is minimal among new graduate RNs.
