2.50
Hdl Handle:
http://hdl.handle.net/10755/154907
Type:
Presentation
Title:
Quality of worklife of nurses in community hospitals
Abstract:
Quality of worklife of nurses in community hospitals
Conference Sponsor:Sigma Theta Tau International
Conference Year:1992
Conference Date:August 6 - 8, 1992
Author:Horsburgh, Martha, MSN/MN/MNSc/MNE
P.I. Institution Name:University of Windsor School of Nursing
Title:Associate Professor
Purpose and Significance

The purpose of this research is to study the quality of worklife of

registered nurses in community hospitals in order to identify

factors which contribute to lack of job satisfaction, burnout, and

turnover. Recent nursing shortages suggest that efforts directed

towards identification of factors affecting quality of nursing

worklife will enable development of strategies to improve job

retention rates in community hospitals.



Research Design and Method

The research was conceptualized using the Person-Environment Fit

Model. Selected control variables included years employed as a

nurse, SES and family stress. Environmental predictor variables

focused on unit type, job status, F-T/P-T, Quality of Worklife

Conditions and Index of Organizational Reactions variables. Fit

between person and environment was conceptualized as enhancement of

job satisfaction, low propensity to leave, and low burnout.

Outcome measures included the following: (a) Quality of Worklife

Feelings; (b) Minnesota Satisfaction Questionnaire; (c) Propensity

to Leave; and (d) Maslach's Dimensions of Burnout.



All registered nurses in four community hospitals were invited to

participate. To maintain confidentiality of participants

questionnaires were distributed to nursing units and self-addressed

envelopes were provided for return of questionnaires directly to

the investigators. A modified Dillman technique for data

collection resulted in 607 respondents representing a 69 percent

response rate.



Results

Job satisfaction was significantly correlated with burnout and

propensity to leave. Anova comparisons using unit type indicated

there were statistically significant differences between job

satisfaction and unit type (M/S, ICU, Cont. Care, OR, Psychiatry).

Hierarchical regression analysis indicated that years as a nurse,

unit type, worklife conditions, and organizational reactions were

the best predictors (62 percent explained variance) of job

satisfaction (MSQ). When burnout was used as the dependent

variable the best predictors (47 percent explained variance) were

years as a nurse; worklife conditions; amount of work, kind of

work, and career future (IOR subscales).



This research was funded by the Ontario Ministry of Health:

Nursing Innovation Fund.



Repository Posting Date:
26-Oct-2011
Date of Publication:
6-Aug-1992
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleQuality of worklife of nurses in community hospitalsen_GB
dc.identifier.urihttp://hdl.handle.net/10755/154907-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Quality of worklife of nurses in community hospitals</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">1992</td></tr><tr class="item-conference-date"><td class="label">Conference Date:</td><td class="value">August 6 - 8, 1992</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Horsburgh, Martha, MSN/MN/MNSc/MNE</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">University of Windsor School of Nursing</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Associate Professor</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">bethy@uwindsor.ca</td></tr><tr><td colspan="2" class="item-abstract">Purpose and Significance<br/><br/>The purpose of this research is to study the quality of worklife of<br/><br/>registered nurses in community hospitals in order to identify<br/><br/>factors which contribute to lack of job satisfaction, burnout, and<br/><br/>turnover. Recent nursing shortages suggest that efforts directed<br/><br/>towards identification of factors affecting quality of nursing<br/><br/>worklife will enable development of strategies to improve job<br/><br/>retention rates in community hospitals.<br/><br/><br/><br/>Research Design and Method<br/><br/>The research was conceptualized using the Person-Environment Fit<br/><br/>Model. Selected control variables included years employed as a<br/><br/>nurse, SES and family stress. Environmental predictor variables<br/><br/>focused on unit type, job status, F-T/P-T, Quality of Worklife<br/><br/>Conditions and Index of Organizational Reactions variables. Fit<br/><br/>between person and environment was conceptualized as enhancement of<br/><br/>job satisfaction, low propensity to leave, and low burnout.<br/><br/>Outcome measures included the following: (a) Quality of Worklife<br/><br/>Feelings; (b) Minnesota Satisfaction Questionnaire; (c) Propensity<br/><br/>to Leave; and (d) Maslach's Dimensions of Burnout.<br/><br/><br/><br/>All registered nurses in four community hospitals were invited to<br/><br/>participate. To maintain confidentiality of participants<br/><br/>questionnaires were distributed to nursing units and self-addressed<br/><br/>envelopes were provided for return of questionnaires directly to<br/><br/>the investigators. A modified Dillman technique for data<br/><br/>collection resulted in 607 respondents representing a 69 percent<br/><br/>response rate.<br/><br/><br/><br/>Results<br/><br/>Job satisfaction was significantly correlated with burnout and<br/><br/>propensity to leave. Anova comparisons using unit type indicated<br/><br/>there were statistically significant differences between job<br/><br/>satisfaction and unit type (M/S, ICU, Cont. Care, OR, Psychiatry).<br/><br/>Hierarchical regression analysis indicated that years as a nurse,<br/><br/>unit type, worklife conditions, and organizational reactions were<br/><br/>the best predictors (62 percent explained variance) of job<br/><br/>satisfaction (MSQ). When burnout was used as the dependent<br/><br/>variable the best predictors (47 percent explained variance) were<br/><br/>years as a nurse; worklife conditions; amount of work, kind of<br/><br/>work, and career future (IOR subscales).<br/><br/><br/><br/>This research was funded by the Ontario Ministry of Health:<br/><br/>Nursing Innovation Fund.<br/><br/><br/><br/></td></tr></table>en_GB
dc.date.available2011-10-26T13:22:34Z-
dc.date.issued1992-08-06en_GB
dc.date.accessioned2011-10-26T13:22:34Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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