Hospital Nurses' Perceptions of Family Responsive Workplace Policies: Relationship to Job Satisfaction and Intent to Stay

2.50
Hdl Handle:
http://hdl.handle.net/10755/160162
Type:
Presentation
Title:
Hospital Nurses' Perceptions of Family Responsive Workplace Policies: Relationship to Job Satisfaction and Intent to Stay
Abstract:
Hospital Nurses' Perceptions of Family Responsive Workplace Policies: Relationship to Job Satisfaction and Intent to Stay
Conference Sponsor:Midwest Nursing Research Society
Conference Year:2005
Author:Tang, Jane Hsiao-Chen
P.I. Institution Name:University of Iowa
Title:Project Director
Contact Address:College of Nursing, 271 Hawkeye Court, Iowa City, IA, 52246, USA
Contact Telephone:319-384-4430
Problem: As the nursing profession enters another era of shortage, it is critical for nursing administrators to aggressively implement management interventions that retain current staff nurses. Although a considerable number of accounts declare the benefits of family responsive workplace policies (FRWP) for hospital nurses, systematic research to support the popular belief is lacking. Purpose: The purposes of this study were: a) to describe the FRWP currently experienced by hospital staff nurses, and b) to investigate the relationships among the FRWP, job satisfaction, and intent to stay. Conceptual Framework: The adapted FRWP model, including flexibility in time and place, reduced work hours and social support was used to guide the study (Glass & Riley, 1998). Design/Methodology: This was a descriptive correlational study. Data were collected using a Web-based structured questionnaire from a convenience sample of 247 hospital nurses who were accessible via the Internet. Results: Social support from supervisors (r=.43, .34, p<.001), social support from coworkers (r=.41, .35, p<.001), flexible scheduling (r=.37, .26, p<.001), and sick leave to care for a family member (r=.18, .14, p<.05) were all positively correlated with both outcome variables of job satisfaction and intent to stay, respectively. Additional analyses using hierarchical regression will examine the influence of selected moderating variables on the relationship of FRWP to job satisfaction and intent to stay. Implications: Findings indicated that nurses, who perceived their organization as being responsive to their family needs, were more satisfied and desired to stay in their current job. Nursing administrators and organizations should take steps to help nurses in managing their work and family demands, thus enhancing the retention of current experienced staff nurses. (Poster Presentation)
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Midwest Nursing Research Society

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleHospital Nurses' Perceptions of Family Responsive Workplace Policies: Relationship to Job Satisfaction and Intent to Stayen_GB
dc.identifier.urihttp://hdl.handle.net/10755/160162-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Hospital Nurses' Perceptions of Family Responsive Workplace Policies: Relationship to Job Satisfaction and Intent to Stay</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Midwest Nursing Research Society</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2005</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Tang, Jane Hsiao-Chen</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">University of Iowa</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Project Director</td></tr><tr class="item-address"><td class="label">Contact Address:</td><td class="value">College of Nursing, 271 Hawkeye Court, Iowa City, IA, 52246, USA</td></tr><tr class="item-phone"><td class="label">Contact Telephone:</td><td class="value">319-384-4430</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">jane-tang@uiowa.edu</td></tr><tr><td colspan="2" class="item-abstract">Problem: As the nursing profession enters another era of shortage, it is critical for nursing administrators to aggressively implement management interventions that retain current staff nurses. Although a considerable number of accounts declare the benefits of family responsive workplace policies (FRWP) for hospital nurses, systematic research to support the popular belief is lacking. Purpose: The purposes of this study were: a) to describe the FRWP currently experienced by hospital staff nurses, and b) to investigate the relationships among the FRWP, job satisfaction, and intent to stay. Conceptual Framework: The adapted FRWP model, including flexibility in time and place, reduced work hours and social support was used to guide the study (Glass &amp; Riley, 1998). Design/Methodology: This was a descriptive correlational study. Data were collected using a Web-based structured questionnaire from a convenience sample of 247 hospital nurses who were accessible via the Internet. Results: Social support from supervisors (r=.43, .34, p&lt;.001), social support from coworkers (r=.41, .35, p&lt;.001), flexible scheduling (r=.37, .26, p&lt;.001), and sick leave to care for a family member (r=.18, .14, p&lt;.05) were all positively correlated with both outcome variables of job satisfaction and intent to stay, respectively. Additional analyses using hierarchical regression will examine the influence of selected moderating variables on the relationship of FRWP to job satisfaction and intent to stay. Implications: Findings indicated that nurses, who perceived their organization as being responsive to their family needs, were more satisfied and desired to stay in their current job. Nursing administrators and organizations should take steps to help nurses in managing their work and family demands, thus enhancing the retention of current experienced staff nurses. (Poster Presentation)</td></tr></table>en_GB
dc.date.available2011-10-26T22:41:01Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T22:41:01Z-
dc.description.sponsorshipMidwest Nursing Research Societyen_GB
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