The Influence of Promoting QualityNursing Workplace and Job Satisfaction on Nurses' Intent to Stay

• Main Authors: Huang, Hsiu-Hsiang, 黃秀香
• Other Authors: Liao, Li-Ling
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/50287049007110265852

碩士 === 義守大學 === 管理學院管理碩士在職專班 === 101 === Background: Recently due to the high turnover rate among nursing staffs, the government has begun to focus on creating quality nursing workplace and encouraging healthcare facilities to actively improve nursing practice environment to keep nurses on staff longer. Therefore, this study aims to examine the difference and associations between demographic characteristics of nursing staffs and their attitudes towards the strategies used for promoting quality nursing workplace, their job satisfaction and intent to stay in their current position. Further, the factors related to their intent to stay were also evaluated. Methods: Data were collected through a structured questionnaire which was developed through reliability and validity tests. The questionnaire includes four dimensions: demographic characteristics, the assessment of promoting quality nursing workplace, job satisfaction, and intent to stay in their current job. Among the nursing professionals who work at a medical center in southern Taiwan that was awarded the highest honor as a magnet hospital for its quality nursing workplace, 195 were randomly selected to participate in this study and a total of 189 valid questionnaires were received with 96.9% questionnaire response rate. All statistical analyses were performed using SPSS for Windows 18. Results: The results indicate nurses who received in-service training are better than those who did not in terms of assessing the strategies for promoting quality nursing workplace (p-value < 0.05); married nurses had higher job satisfaction and intent to stay compared to those unmarried (p-value < 0.01). Both age and length of service are positively correlated with assessing the strategies for promoting quality nursing workplace (r=0.23, p-value <0.01 and r=0.24, p-value <0.01, respectively); age is positively correlated with intent to stay (r=0.21, p-value <0.01); intent to stay is positively correlated with assessing the strategies for promoting quality nursing workplace (r=0.36, p-value <0.01)as well as job satisfaction (r=0.65, p-value <0.01). In addition, using the linear regression, we found that age and job satisfaction are the significant predictors of intent to stay in their current job. When analyzing the relationship between job satisfaction subscales and intent to stay, the results show that the self-fulfillment has the best perdition (adjusted β=0.29), followed by the manpower allocation (adjusted β=0.24). Conclusion: Results from this study suggest that hospitals should pay more attention to improve nurses’ job satisfaction, to authorize each department manpower arrangement, and to create a quality nursing workplace to meet the needs of younger nurses and improving their job satisfaction. The study provides valuable insights for hospital administrators when developing the retention policy.