Bjørk Ida Torunn, Samdal Gro Beate, Hansen Britt Saetre, Tørstad Solveig, Hamilton Glenys A
Centre for Shared Decision Making and Nursing Research, Rikshospitalet-Radiumhospitalet National Hospital, 0027 Oslo, Norway.
Int J Nurs Stud. 2007 Jul;44(5):747-57. doi: 10.1016/j.ijnurstu.2006.01.002. Epub 2006 Feb 28.
Although job satisfaction is a factor that influences retention, turnover and quality of nursing care globally, there are few studies exploring these factors in European countries.
To describe job satisfaction among hospital nurses in Norway, to explore the relationship between nurses' job satisfaction and participation in a clinical ladder program and to explore relationships between several variables and intent to stay. A secondary purpose was to investigate the use of a job satisfaction instrument in a different culture than its origin.
In a survey, 2095 nurses in four different hospitals answered a questionnaire that included demographic data, intent to stay and a job satisfaction instrument covering the importance of and actual satisfaction with different job factors.
Interaction, followed by pay and autonomy were the most important job factors for Norwegian nurses. Actual job satisfaction was similar to nurses in other countries. There was no significant difference in job satisfaction between participants and non-participants in a clinical ladder. Nurses intending to stay more than a year were significantly more satisfied in their job. Further education and 1 day or more scheduled for professional development were factors that were positively related to intent to stay in the hospital.
Norwegian nurses' views on the importance of different job factors mirrored views of the importance ascribed to working milieu in the Norwegian society. As such, the instrument used seemed sensitive to cultural differences. Nurses' actual satisfaction with their job was similar to respondents in many other countries and may imply that structures and content defining nurses' working situation are similar in many parts of the world. Participation in a clinical ladder did not increase nurses' overall job satisfaction. However, further education and the opportunity for professional development increased nurses' intention to stay in the organization.
尽管工作满意度是影响全球护理人员留职率、离职率和护理质量的一个因素，但在欧洲国家，很少有研究探讨这些因素。
描述挪威医院护士的工作满意度，探讨护士工作满意度与参与临床晋升计划之间的关系，以及探讨几个变量与留任意向之间的关系。第二个目的是调查一种工作满意度工具在与其起源文化不同的文化中的使用情况。
在一项调查中，四家不同医院的2095名护士回答了一份问卷，问卷包括人口统计学数据、留任意向以及一份工作满意度工具，该工具涵盖了不同工作因素的重要性和实际满意度。
互动，其次是薪酬和自主权，是挪威护士最重要的工作因素。实际工作满意度与其他国家的护士相似。参加临床晋升计划的护士和未参加的护士在工作满意度上没有显著差异。打算留任一年以上的护士对工作的满意度明显更高。继续教育以及安排一天或更多时间用于专业发展是与留在医院的意向呈正相关的因素。
挪威护士对不同工作因素重要性的看法反映了挪威社会对工作环境重要性的看法。因此，所使用的工具似乎对文化差异很敏感。护士对工作的实际满意度与许多其他国家的受访者相似，这可能意味着世界各地许多地方界定护士工作状况的结构和内容相似。参与临床晋升计划并没有提高护士的总体工作满意度。然而，继续教育和专业发展机会增加了护士留在该组织的意向。
