The Relationship between Job Satisfaction and Desire to Emigrate among the Nurses of Public Hospitals in Tehran (original) (raw)
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2018
Background: The shortage of nurses is a global health problem and one of the main challenges for healthcare systems throughout the world including Iran. One of factors that affect the migration trends is psychological needs satisfaction. This study aimed at identifying the psychological factors which persuade Iranian nurses to migrate and suggesting necessary measures in this regard. Methods: This qualitative study was conducted through a traditional content analysis approach on 20 working Iranian nurses who are migrating to other countries between 2015 and 2017. Data were collected through interviews and observation in different wards of hospitals in Iran. Data were written and analyzed after reduction, naming them, obtaining analytical codes, and identifying the categories and subcategories using traditional method. Results: Three main categories in relation to satisfaction of the psychological needs and reasons for migration were obtained after data analysis. The first category w...
Assessment of Job satisfaction of group of nurses in ava salamat entrepreneurs institute in Iran
Global Health systems encounter increasing challenges, spread of health needs and economic constraints. Approximately, nurses are the major part of human resources working in health systems in all countries. Job dissatisfaction is one of the effective factors in nursing career exit. This study has been accomplished with purpose of determining nurses' job satisfaction in Ava Salamat Entrepreneurs Institute. This cross-sectional and descriptive research was performed in 2017. A random group of 533 nurses contributed in the study. A questionnaire was used for data collection, which included personal and career attributes, and level of job satisfaction as inputs. Data was collected over a period of three months. The Statistical Package for the Social Sciences (SPSS v22) software and descriptive statistical tests were utilized for the analysis. According to results, nurses job security was increased impressively, more than before they were employed in Ava Salamat Entrepreneurs Institute (about 62%), and they feel satisfied about their position more than before (77.1%) and have a desire to continue working for Ava Salamat Entrepreneurs Institute (75.4%). The results show that 62.9% of nurses were pleased for their prompt payment, and about 67% were dissatisfied with the proportion of their tasks and career hardship. Among those, 55.6% of nurses were satisfied by the professional support received from their managers and 51.4% of the nurses were satisfied with their image in the social profession.
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Background: Lebanon is perceived to be suffering from excessive nurse migration, low job satisfaction, poor retention and high turnover. Little is known about the magnitude of nurse migration and predictors of intent to leave. The objective of this study is to determine the extent of nurses' intent to leave and examine the impact of job satisfaction on intent to leave. Intent to leave was explored to differentiate between nurses who intend to leave their current hospital and those intending to leave the country.
Journal of Research Development in Nursing and Midwifery, 2023
Background: Retaining skilled nurses is paramount in providing quality nursing care for patients and thus improving their satisfaction. This study aimed to determine the intention to stay (ITS) in the profession of nurses and its related factors. Methods: This multicenter cross-sectional study was conducted on 263 nurses working in teaching hospitals affiliated with Zanjan University of Medical Sciences, Iran, from September 2020 to February 2021. Participants were selected by simple randomization. A researcher-made ITS questionnaire was used to collect data, which were then analyzed using descriptive statistics, independent t test, analysis of variance (ANOVA), and Pearson correlation via SPSS version 16. Results: The findings revealed that 109 participants (41.45%) of the nurses intended to stay in their profession. The total mean ± SD score of ITS for the nursing profession was 60.44±12.39 out of 100. From the participants' perspective, 5 factors of high responsibility and commitment (86.01±13.71), professional competence (77.95±13.66), feeling useful in nursing (77.79±18.23), the importance of being employed for me (74.83±20.01), and the possibility of learning skills and acquiring new information by continuing nursing (74.30±18.22) had the highest average score. There was a statistically significant relationship between ITS and the demographic variables of education level, job position, marital status, working shift, age, and the number of children of participants (P < 0.05). Conclusion: The frequency of nurses with ITS in the profession is a cause of concern, sounding the alarm for the Iranian nursing system. The findings of this study could be useful for health care policymakers to increase nurses' intention to stay in the profession and, as a result, improve retention rates.
The relation between nurses’ quality of work life with intention to leave their job
2017
Background & Aim: Nurses’ intention to leave their job is problematic for health system and the quality of work life is one of the important factors affecting this intention. The present study was aimed to show the nurses’ quality of work life and its components, their intention to leave the job, and the relation between nurses’ quality of work life and their intention to leave the job. Methods & Materials: This cross-sectional study was conducted on a sample of 300 nurses in teaching hospitals of Kurdistan University of Medical Sciences which were selected through census method. Walton’s quality of work life (1988) questionnaire and intention to leave questionnaire designed by Rusbelt et al (1980) were used to collect the data. SPSS 16 software, analytical and descriptive statistics, and statistical tests such as ANOVA, Tukey's HSD test, Independent T-Test and Pearson's correlation coefficient were used to analyze the data. Results: The results showed that 61% of nurses had...
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Journal of Professional Nursing, 2007
The aims of this study were to identify variables of Jordanian nurses' job satisfaction and intent to stay, compare the phenomena of interest in teaching and non-teaching hospitals, and correlate the two concepts of nurses' job satisfaction and intent to stay. A convenience sample of 433 nurses was obtained from three teaching hospitals and two non-teaching hospitals. Nurses were bneither satisfied nor dissatisfiedQ and were bneutralQ in reporting their intent to stay at their current jobs. Nurses who were working in non-teaching hospitals reported higher job satisfaction and intent to stay rates than those working in teaching hospitals. Nurses' job satisfaction and intent to stay were at the borderlines, which require the immediate attention of nursing and hospital administrators. Nurses' job satisfaction and intent to stay, particularly in teaching hospitals, have to be promoted; thus, interventions have to be effectively initiated and maintained at the unit and organizational levels. (Index words: Nurse; Job satisfaction; Intent to stay; Jordan) J Prof Nurs 23:125-36, 2007. A 2007 Elsevier Inc. All rights reserved.
Factors Influencing Nurses` Intention to Leave Their Job in Benghazi Medical Center
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Aims: This study was conducted to identify factors that influence nurses' intention to leave their job in Benghazi Medical Center (BMC), Libya. It was focused on the intrinsic and extrinsic factors of Herzberg's theory that could affect the intention to leave the job. Based on the evidence in this field, there is an inverse relationship between job satisfaction and the intention to leave the job. Methods: A descriptive cross-sectional study was carried out. A nonprobability sampling technique was used. In total, 68 questionnaires were distributed and all of them were returned. SPSS was used to analyze the collected data. Results. About 30(44.1%) of nurses had an intention to leave their job. Females were more likely to leave their job than males. Additionally, there were significant relations between (gender and years of experience) and the intention to leave the job. Moreover, workload, recognition, and the monthly payment had a significant relationship with the intention t...
Journal of Client-centered Nursing Care, 2023
Background: Like other countries in the world, Iran is facing the problem of a shortage of nurses. Meanwhile, many Iranian nurses migrate to other countries every year. The present study aims to assess the relationships between migration intention, workload, and a healthy work environment for nurses. Methods: This cross-sectional correlational study was conducted in 2020 using a proportional stratified sampling of 360 nurses working in the Iran University of Medical Sciences (IUMS) teaching hospitals. The study data were collected through a demographic questionnaire, the nurses' intention to migrate questionnaire, the NASA task load index, and the American Association of Critical-Care Nurses Healthy Work Environment Assessment. In this study, we used the independent t-test, analysis of variance, and the Pearson correlation coefficient for data analysis at a significance level of <0.05 in SPSS software, version 16. Results: The Mean±SD intention to migrate score was 65.59±33.51. A weak but significant positive correlation existed between the intention to migrate and workload (r=0.166, P=0.002). There was an inverse and weak relationship between the intention to migrate and a healthy work environment (r=-0.160, P=0.002). There was also a significant relationship between the intention of nurses to migrate and their work experience (P=0.048) and employment status (P=0.001). Conclusion: The prevention of nurses' migration must be investigated thoroughly to determine the reasons. But according to the results of this study, providing a healthy work environment and maintaining the current workforce by providing the indicators desired by nurses may partly prevent excessive migration of nurses.
Job Satisfaction of Nurses at the General Hospital of the Ministries of Law and Human Rights
2019
Job satisfaction is a general attitude of an individual to the work he does. A person with a high level of job satisfaction shows a positive attitude towards his work, while someone who is not satisfied with his job shows a negative attitude towards his work. The purpose of this study was to determine the level of job satisfaction of nurses in General Hospitals under the Ministry of Law and Human Rights in Jakarta in 2019 based on 3 factors related to job satisfaction, namely organizational policy, workload and competency of nurses. This study used a cross sectional design with quantitative and qualitative approaches. The population was all the nurses in charge of the hospital which amounted to 38 people. The sample was all populations with exclusion criteria for nurses on leave. The total sample of the study was 35 people because there were 3 nurses who were on leave. The results of the analysis of this study show that the percentage of nurses who are satisfied working as nurses in...
Nurse Media Journal of Nursing, 2021
Background: The global shortage of nurses and the rapid turnover of nurses remain crucial issues and areas of concern that call for immediate attention. Job satisfaction is a recognized determinant of nurses' decision to stay in their current workplace. However, while nurses' job satisfaction has received considerable attention among scholars, the results of studies are still mixed. Purpose: The purpose of this study was to revisit and assess the job satisfaction and intention to stay of nurses in two selected hospitals in the Philippines. Methods: A cross-sectional research design was used in this study. A sample of 120 nurses in a public and private hospital in the Philippines responded to the Job Satisfaction Survey and Intent to Stay Scale questionnaires. Descriptive statistics, ttest, one-way ANOVA, and Pearson's r were employed for data analysis. Results: Results show that the majority (58.3%) of the nurses were neither satisfied nor dissatisfied with their job. Also, nurses intended to neither stay nor quit in their current workplace with only a few (9.2%) had high intention to stay. Nurses were most satisfied in terms of the nature of their job (18.95+2.50) but were dissatisfied with the fringe benefits (12.69+4.11) and operating conditions (12.18+2.58) at work. Nurses in the public hospital (p=0.040) and those with higher salaries (p=0.015) had significantly higher intentions to stay. Job satisfaction and intention to stay were significantly related (p=0.002). Conclusion: Nurses' job satisfaction is positively linked with their intention to stay in their current workplace. This study highlights that efforts should be made to improve nurses' job satisfaction to encourage nurses to remain in their current workplace. Also, increasing nurses' salary particularly those nurses in the private sector is a focal point of consideration to ensure that there is enough supply of nurses in the country.