The impact of nurses' motivation to work, job satisfaction, and sociodemographic characteristics on intention to quit their current job: An empirical study in Turkey

The effect of organizational justice on young nurses' turnover intention: The mediating roles of organizational climate and emotional labour

AIM

This study aims to explore the effect of organizational justice on young nurses' turnover intention and the roles of organizational climate and emotional labour in this relationship.

BACKGROUND

The shortage of nursing resources has become a growing problem in countries worldwide. As the main representatives of the nursing force, young nurses have high turnover intentions, which aggravates the possibility of nursing shortages. As an important variable affecting the turnover intention of young nurses, the mechanism underlying the impact of organizational justice should be studied in depth.

DESIGN

A descriptive cross-sectional design was employed.

METHODS

From November to December 2022, an online questionnaire survey was conducted among 1160 young clinical nurses from 5 hospitals in Henan Province, China. The scales used in this study include the organizational justice scale, the turnover intention scale, the organizational climate scale and the emotional labour scale. AMOS 26.0 was used for model drawing and mediation path testing, and SPSS 25.0 was used for data analysis. This study complies with the STROBE Statement of Observational Studies.

RESULTS

In general, the young nurses surveyed had high turnover intentions (14.82+/-4.44). Organizational justice has a negative predictive effect on young nurses' turnover intention (r = -0.465, P＜0.01). Organizational climate and emotional labour play a chain mediating role in the relationship between organizational justice and young nurses' turnover intention (β = -0.051).

CONCLUSIONS

Organizational justice is significantly related to the turnover intention of young nurses, and organizational climate and emotional labour play a chain mediating role in the relationship between organizational justice and turnover intention. Therefore, nursing managers should pay attention not only to organizational justice but also to the influence of organizational climate and emotional labour on the turnover intention of young nurses.

Uncovering the antecedents and motivational determinants of job crafting

Purpose

The purpose of this mixed-methods study is to examine the motivational determinants and contextual antecedents of individual job crafting behaviors.

Design/methodology/approach

The current research uses the mixed-methods design to elucidate the relationship between career outcome expectations and different forms of job crafting through external regulation. In Study 1, surveys were collected and analyzed from 151 employees across occupations and ranks using purposeful sampling approach. In Study 2, interview data were thematically analyzed to add complementarity and completeness to the findings.

Findings

In Study 1 (n = 151), a direct relationship between career outcome expectations and different forms of job crafting was established. Mediation analysis indicated an indirect relationship between career outcome expectations and approach crafting through external-social regulation. The authors found support for the accentuating role of turnover intentions on career outcome expectations and external social and material regulations. In Study 2 (n = 25), a thematic analysis of semi-structured interviews confirmed that when employees experience unfulfilled career expectations, employees attempt to realign the work situations. Such expectations may be tied to various forms of work-related external regulations and may lead to job crafting behaviors. The individuals depicted these behaviors while experiencing turnover intentions.

Originality/value

The current study brings together literature from job design, motivation and careers to consider the role of career expectations and external regulation in predicting job crafting behaviors. Taken together, the findings unearth the cognitive and contextual antecedents of job crafting.

Job Satisfaction Challenges Of Nurses In The Intensive Care Unit: A Qualitative Study

Background

Job satisfaction is an important factor in health care settings. This concept is not a single factor; rather, it is the product of factors such as the conditions and relationships that govern the workplace, the organizational system of employment, and social, cultural, and economic factors. Therefore, awareness of its related factors is important for medical staff including nurses in special units and nursing managers. The aim of the present study was to investigate job satisfaction challenges in intensive care unit (ICU) nurses.

Methods

This was a qualitative study using conventional content analysis approach. This study was performed in a general ICU of Amol City, Iran. Thirteen nurses employed in the ICU were recruited until data saturation was reached. Research data were collected through interviews, a focus group and field notes. Findings were analyzed using a conventional method.

Results

According to data analysis, 6 themes including "nursing education", "organizational resources", "management", "multiple occupational stresses", "professional performance" and "professional identity" were developed.

Conclusion

This study provided better and clearer understanding of job satisfaction challenges of nurses working in an ICU. The findings of this research can be helpful in developing management programs for understanding the factors affecting job satisfaction of nurses and job satisfaction promotion.

The European Society of Radiotherapy and Oncology (ESTRO) European Higher Education Area levels 7 and 8 postgraduate benchmarking document for Radiation TherapisTs (RTTs)

This guideline details the European Higher Education Area Levels 7 and 8 Postgraduate benchmarking document for Radiation TherapisTs (RTTs). The purpose of this benchmarking document is to assist higher education institutes in the development of radiation therapy-specific curricula for RTTs engaging in postgraduate education, with a view to working at an advanced level in radiation therapy departments.

The document specifies the knowledge, skills and competences that are required to work in specific areas of RTT practice, at levels 7 and 8. These include: advanced delineation and volume determination, advanced treatment planning, advanced imaging, quality and risk management, management and service development, patient care and support, brachytherapy and research.

Work motivation in health care: a scoping literature review

AIM

The aim of this scoping literature review was to examine and summarize the factors, context, and processes that influence work motivation of health care workers.

METHODS

A scoping literature review was done to answer the question: What is known from the existing empirical literature about factors, context, and processes that influence work motivation of health care workers? This scoping review used the Arksey and O'Malley framework to describe and summarize findings. Inclusion and exclusion criteria were developed to screen studies. Relevant studies published between January 2005 and May 2016 were identified using five electronic databases. Study abstracts were screened for eligibility by two reviewers. Following this screening process, full-text articles were reviewed to determine the eligibility of the studies. Eligible studies were then evaluated by coding findings with descriptive labels to distinguish elements that appeared pertinent to this review. Coding was used to form groups, and these groups led to the development of themes.

RESULTS

Twenty-five studies met the eligibility criteria for this literature review. The themes identified were work performance, organizational justice, pay, status, personal characteristics, work relationships (including bullying), autonomy, organizational identification, training, and meaningfulness of work.

CONCLUSION

Most of the research involved the use of surveys. There is a need for more qualitative research and for the use of case studies to examine work motivation in health care organizations. All of the studies were cross-sectional. Longitudinal research would provide insight into how work motivation changes, and how it can be influenced and shaped. Several implications for practice were identified. There is a need to ensure that health care workers have access to training opportunities, and that autonomy is optimized. To improve work motivation, there is a need to address bullying and hostile behaviours in the workplace. Addressing the factors that influence work motivation in health care settings has the potential to influence the care that patients receive.

Crafting a Calling

Despite the emerging interest in the job crafting construct, researchers know little about its dimensions and their potential benefits for organizations. In a quantitative investigation, using a self-report questionnaire among a group of 189 Portuguese nurses and nursing assistants, we analyze how job crafting can be strongly related to workers’ sense of calling and turnover intention. The results indicate that sense of calling totally mediated the negative relation between the increase in challenging job demands and turnover intention. Although traditional assumption is that a sense of calling leads workers to craft their jobs, we theorize about the potential reverse path, given that our results support the possibility that sense of calling may be triggered when workers increase their own challenging job demands. We recommend further research to provide additional insight into job crafting formation mechanism.

Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey

The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses’ demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses’ job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses’ job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service.

Motivating factors among Iranian nurses

BACKGROUND

One of the most important challenges of Iranian health care system is "quality of care," and it is assumed that motivated nurses are more ready to provide better care. There are limited studies investigating Iranian nurses' motivations; however, factors which motivate them have not been studied yet. Identifying the motivating factors enables nurse managers to inspire nurses for continuous quality improvement. The aim of this study was to identify motivating factors for Iranian hospital nurses.

MATERIALS AND METHODS

This is a cross-sectional descriptive study in which 310 nurses working at 14 hospitals of Tehran University of Medical Sciences were selected by proportionate stratified random sampling. Data were collected in 2010 by a researcher-developed questionnaire. Descriptive statistics and independent t-test, analysis of variance, Tukey post-hoc test, Chi-Square and Fisher's exact test were used for statistical analysis by Statistical Package for Social Sciences (SPSS) version 16.

RESULTS

The mean score of motivation was 90.53 ± 10.76 (range: 59-121). Four motivating factors including "career development" (22.63 ± 5.66), "job characteristics" (34.29 ± 4), "job authority" (18.48 ± 2.79), and "recognition" (15.12 ± 2.5) were recognized. The least mean of the motivation score, considering the number of items, was 3.23 for career development, while the highest mean was 3.81 for job characteristics.

CONCLUSIONS

The findings showed that motivation of nurses was at a medium level, which calls for improvement. The factors that have the greatest potential to motivate nurses were identified in this study and they can help managers to achieve the goal of continuous quality improvement.

Staff motivation and welfare in Adventist health facilities in Malawi: a qualitative study

Background

To explore factors that motivate members of staff at Adventist health facilities in Malawi to maximize their potential for work and improve their welfare. This was a qualitative study that utilized group discussions and in-depth interviews with health care staff members.

Methods

Four group discussions with health care workers and support staff were conducted.

Results

Both motivating and demotivating factors were found. The motivating factors were spiritual nourishment of the institutions and working conditions with long term benefits for individuals and their families. The demotivating factors were unfair treatment without respect to staff by management. Specific areas like working condition, housing, allowances, training, communication, and personal support were highlighted as some of the factors that poorly motivated staff to stay at the health facility Further, issues related to the loose of purpose, where Christian values were seen to be deteriorating were observed to be undermining mission of the institutions.

Conclusions

Staff motivation is vital in any working condition in as far as good performance at the work environment is concerned. Poor working conditions have not been exceptions among the Adventist health institutions. Based on these findings, the study recommended that conditions of services for the Adventist health facilities need to be revised and implemented accordingly; training of staff for further facility development to be intensified, communication between management and health care staff through scheduled routine meetings need to be strengthened. Spiritual nourishment through staff interaction with church officials and pastors should always be considered. A further study is needed to look at the community perceptions towards the services offered in the Adventist health facilities.

Factors Influencing Job Satisfaction and Anticipated Turnover among Nurses in Sidama Zone Public Health Facilities, South Ethiopia

Background. Workplace turnover is destructive to nursing and patient outcomes as it leads to losing competent and qualified nurses. However, developments of coping strategies demand a clear understanding of workplace variables that either motivate nurses to remain employed or lead them to leave their current jobs. Objective. This study was designed toassess factors influencing job satisfaction and intention to turnover among nurses in Sidama zone public health facilities, in Southern Ethiopia. Method. Cross-sectional study design was carried out on 278 nurses using both qualitative and quantitative data collection methods from May 12 to June 05, 2010. Result. A total of 242 nurses were interviewed giving a response rate of 87%. Nearly two-third (68.6%) of the participants were female, and the mean age was 28 (±6.27) years for both sexes. All job satisfaction subscale except benefit and salary subscale were significant predictors of overall job satisfaction. Satisfactions with work environment and group cohesion (AOR: 0.25 [95% CI: 0.12, 0.51]), single cohesion (AOR: 2.56 [95% CI: 1.27, 5.13]), and working in hospital (AOR: 2.19 [95% CI: 1.12, 4.30]) were the final significant predictors of anticipated turnover of Sidama zone nurses. Conclusions. More than any factors managers should consider the modification of working environment and group cohesions rather than trying to modify nurses to retain and maintain more experienced nurses for the organizations.

Nurses' perceptions of motivational factors: a case study in a Turkish university hospital

PURPOSE

This study investigates the perceptions of nurses regarding work motivation factors.

BACKGROUND

Work motivation of nurses is of utmost importance so that patients may receive high-quality and effective nursing services as well as higher levels of care satisfaction.

METHOD

This descriptive study was conducted with nurses in a university hospital in Turkey. A personal information form and the motivation factors questionnaire form were used as data collection tools. Data analysis was conducted using mean, anova, t-test, Tukey test and Cronbach's alpha coefficient.

RESULT

Appreciation (mean 4.76) had the highest score among all the factors. It was also found that the respondents' perceptions regarding motivation varied significantly (P < 0.05) depending on their age, professional experience and institutional experience. No differences were found in the respondents' perceptions with respect to professional position (P < 0.05).

CONCLUSION

The results show that appreciation was perceived as the most effective factor by nurses. Furthermore, nurses' perception of the influence of motivation factors varied according to age, duration of professional experience and institutional experience.

IMPLICATIONS FOR NURSING MANAGEMENT

Nursing managers can maximise the potential of nurses by implementing appropriate motivation strategies. When developing suitable motivation strategies, they should consider age, duration of professional experience and institutional experience and monitor recent changes. It is strongly recommended that experimental studies are conducted and significant appreciation techniques analysed.