Gender Differences in the Interrelationships Among Job Stress, Job Satisfaction, and Intention to Leave Among Hospital Nurses in Taiwan

2.50
Hdl Handle:
http://hdl.handle.net/10755/335615
Category:
Abstract
Type:
Presentation
Title:
Gender Differences in the Interrelationships Among Job Stress, Job Satisfaction, and Intention to Leave Among Hospital Nurses in Taiwan
Author(s):
Lo, Wen-Yen; Chiou, Shu-Ti; Hwang, Fang-Ming; Huang, Nicole; Chien, Li-Yin
Lead Author STTI Affiliation:
Non-member
Author Details:
Wen-Yen Lo, MS, B4139@tpech.gov.tw; Shu-Ti Chiou, PhD; Fang-Ming Hwang, PhD; Nicole Huang, PhD; Li-Yin Chien, ScD
Abstract:
Session presented on Saturday, July 26, 2014: Purpose: Few studies have compared gender differences in job stress, job satisfaction, and intention to leave among nurses. There is little understanding about the interrelationships among job stress, job satisfaction, and intention to leave among nurses. The objective of this study was to examine gender differences in interrelationships of job stress, job satisfaction, and intention to leave among hospital nurses in Taiwan. Methods: This cross-sectional survey included 33475 full-time nurses (584 males and 32891 females) working in 100 hospitals across Taiwan. The participants filled up a self-administered structured questionnaire during the period of May to July, 2011. Intention to leave and job satisfaction was each measured by one item with a 5-point Likert scale. Job stress was measured by a 19-item scale, with higher scores indicating more job stress. Results: Female nurses had significantly higher mean job stress than male nurses (33.61 vs 28.09, p£¼0.01). There were no significant differences in mean level of job satisfaction (2.51 vs 2.50, p©ƒ0.05) and intention to leave (2.91 vs 2.91 , p©ƒ0.05) between males and females. The structural equation modeling results suggested that job stress had a direct and negative effect on job satisfaction (standardized factor loading = -0.41 , t = -68.26, p£¼0.01, r2 = 0.18). Job satisfaction had a direct and negative effect on intention to leave (standardized factor loading = -0.42 , t = -84.19, p£¼0.01, r2 = 0.14). Job stress had a direct and positive effect on intention to leave (standardized factor loading = 0.25 , t = 45.43, p£¼0.01, r2 = 0.22). The negative effect of job satisfaction on intention to leave appeared to be stronger among females (standardized factor loading = -0.42) than males (standardized factor loading = -0.33; p£¼0.05). The model had good fit to the data (RMSEA = 0.046, CFI = 0.99, NFI = 0.99, SRMR = 0.019). Conclusion: Job satisfaction is a mediator between job stress and intention to leave among nurses. Strategies should be developed to decrease job stress and increase job satisfaction in order to decrease nurse turnover. Special emphasis could be placed on job satisfaction among female nurses.
Keywords:
Hospital nurses; Gender differences; Intention to leave
Repository Posting Date:
17-Nov-2014
Date of Publication:
17-Nov-2014
Conference Date:
2014
Conference Name:
25th International Nursing Research Congress
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Hong Kong
Description:
International Nursing Research Congress, 2014 Theme: Engaging Colleagues: Improving Global Health Outcomes. Held at the Hong Kong Convention and Exhibition Centre, Wanchai, Hong Kong
Note:
This is an abstract-only submission. If the author has submitted a full-text item related to this abstract, you may find it by browsing the repository by author. If author contact information is availabe in this abstract, please feel free to contact him or her with your queries regarding this submission.

Full metadata record

DC FieldValue Language
dc.language.isoen_USen_GB
dc.type.categoryAbstracten_GB
dc.typePresentationen_GB
dc.titleGender Differences in the Interrelationships Among Job Stress, Job Satisfaction, and Intention to Leave Among Hospital Nurses in Taiwanen_GB
dc.contributor.authorLo, Wen-Yenen_GB
dc.contributor.authorChiou, Shu-Tien_GB
dc.contributor.authorHwang, Fang-Mingen_GB
dc.contributor.authorHuang, Nicoleen_GB
dc.contributor.authorChien, Li-Yinen_GB
dc.contributor.departmentNon-memberen_GB
dc.author.detailsWen-Yen Lo, MS, B4139@tpech.gov.tw; Shu-Ti Chiou, PhD; Fang-Ming Hwang, PhD; Nicole Huang, PhD; Li-Yin Chien, ScDen_GB
dc.identifier.urihttp://hdl.handle.net/10755/335615-
dc.description.abstractSession presented on Saturday, July 26, 2014: Purpose: Few studies have compared gender differences in job stress, job satisfaction, and intention to leave among nurses. There is little understanding about the interrelationships among job stress, job satisfaction, and intention to leave among nurses. The objective of this study was to examine gender differences in interrelationships of job stress, job satisfaction, and intention to leave among hospital nurses in Taiwan. Methods: This cross-sectional survey included 33475 full-time nurses (584 males and 32891 females) working in 100 hospitals across Taiwan. The participants filled up a self-administered structured questionnaire during the period of May to July, 2011. Intention to leave and job satisfaction was each measured by one item with a 5-point Likert scale. Job stress was measured by a 19-item scale, with higher scores indicating more job stress. Results: Female nurses had significantly higher mean job stress than male nurses (33.61 vs 28.09, p£¼0.01). There were no significant differences in mean level of job satisfaction (2.51 vs 2.50, p©ƒ0.05) and intention to leave (2.91 vs 2.91 , p©ƒ0.05) between males and females. The structural equation modeling results suggested that job stress had a direct and negative effect on job satisfaction (standardized factor loading = -0.41 , t = -68.26, p£¼0.01, r2 = 0.18). Job satisfaction had a direct and negative effect on intention to leave (standardized factor loading = -0.42 , t = -84.19, p£¼0.01, r2 = 0.14). Job stress had a direct and positive effect on intention to leave (standardized factor loading = 0.25 , t = 45.43, p£¼0.01, r2 = 0.22). The negative effect of job satisfaction on intention to leave appeared to be stronger among females (standardized factor loading = -0.42) than males (standardized factor loading = -0.33; p£¼0.05). The model had good fit to the data (RMSEA = 0.046, CFI = 0.99, NFI = 0.99, SRMR = 0.019). Conclusion: Job satisfaction is a mediator between job stress and intention to leave among nurses. Strategies should be developed to decrease job stress and increase job satisfaction in order to decrease nurse turnover. Special emphasis could be placed on job satisfaction among female nurses.en_GB
dc.subjectHospital nursesen_GB
dc.subjectGender differencesen_GB
dc.subjectIntention to leaveen_GB
dc.date.available2014-11-17T13:55:54Z-
dc.date.issued2014-11-17-
dc.date.accessioned2014-11-17T13:55:54Z-
dc.conference.date2014en_GB
dc.conference.name25th International Nursing Research Congressen_GB
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen_GB
dc.conference.locationHong Kongen_GB
dc.descriptionInternational Nursing Research Congress, 2014 Theme: Engaging Colleagues: Improving Global Health Outcomes. Held at the Hong Kong Convention and Exhibition Centre, Wanchai, Hong Kongen_GB
dc.description.noteThis is an abstract-only submission. If the author has submitted a full-text item related to this abstract, you may find it by browsing the repository by author. If author contact information is availabe in this abstract, please feel free to contact him or her with your queries regarding this submission.en_GB
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