Molinari D L, Monserud M A
Idaho State University, Idaho, USA.
Rural Remote Health. 2008 Oct-Dec;8(4):1055. Epub 2008 Dec 3.
The lack of rural nursing studies makes it impossible to know whether rural and urban nurses perceive personal and organizational factors of job satisfaction similarly. Few reports of rural nurse job satisfaction are available. Since the unprecedented shortage of qualified rural nurses requires a greater understanding of what factors are important to retention, studies are needed. An analysis of the literature indicates job satisfaction is studied as both an independent and dependent variable. In this study, the concept is used to examine the intention to remain employed by measuring individual and organizational characteristics; thus, job satisfaction is used as a dependent variable.
One hundred and three rural hospital nurses, from hospitals throughout the Northwest region of the United States were recruited for the study. Only nurses employed for more than one year were accepted. The sample completed surveys online. The McCloskey/Mueller Satisfaction Scale, the Gerber Control Over Practice Scale, and two open-ended job satisfaction questions were completed. The qualitative analysis of the open-ended questions identified themes which were then used to support the quantitative findings.
Overall alphas were 0.89 for the McCloskey/Mueller Scale and 0.96 for the Gerber Control Over Practice Scale. Rural nurses indicate a preference for rural lifestyles and the incorporation of rural values in organizational practices. Nurses preferred the generalist role with its job variability, and patient variety. Most participants intended to remain employed. The majority of nurses planning to leave employment were unmarried, without children at home, and stated no preference for a rural lifestyle. The least overall satisfied nurses in the sample were employed from 1 to 3 years.
Several new findings inform the literature while others support previous workforce studies. Data suggest some job satisfaction elements can be altered by addressing organizational characteristics and by hiring nurses with rural connections, experience and preferences. Rural nurses considered lifestyle and personal life issues when choosing a job. Concepts like time away from work, rural lifestyle, recreation opportunities, climate and social activities influenced the intention to stay on the job. Rural nurses with the most job satisfaction preferred rural lifestyles and possessed rural backgrounds. Since the generalist nurse role requires autonomy and task variability, recruiting nurses who prefer these job characteristics might enhance nurse retention. Other findings were tied to rural health and nursing theories. It is unknown why the most dissatisfied nurses had 1-3 years of experience. Similar studies with larger samples are suggested.
缺乏针对农村护士的研究使得我们无法知晓农村护士与城市护士对工作满意度的个人及组织因素的认知是否相似。关于农村护士工作满意度的报告很少。鉴于合格农村护士前所未有的短缺情况需要我们更深入地了解哪些因素对留任意义重大，因此有必要开展相关研究。对文献的分析表明，工作满意度既被作为自变量也被作为因变量进行研究。在本研究中，该概念被用于通过衡量个人和组织特征来考察留任意向；因此，工作满意度被用作因变量。
从美国西北地区的医院招募了103名农村医院护士参与该研究。仅接受工作超过一年的护士。样本通过在线方式完成调查问卷。完成了麦克洛斯基/米勒满意度量表、格伯实践控制量表以及两个开放式工作满意度问题。对开放式问题的定性分析确定了主题，这些主题随后被用于支持定量研究结果。
麦克洛斯基/米勒量表的总体信度系数为0.89，格伯实践控制量表的总体信度系数为0.96。农村护士表示倾向于农村生活方式，并希望组织实践中融入农村价值观。护士们更喜欢具有工作多样性和患者多样性的通科护士角色。大多数参与者打算继续留任。大多数计划离职的护士未婚，家中没有孩子，并且表示对农村生活方式没有偏好。样本中总体满意度最低的护士工作年限为1至3年。
一些新发现丰富了相关文献，而其他一些发现则支持了先前的劳动力研究。数据表明，通过关注组织特征以及雇佣与农村有联系、有经验且有相关偏好的护士，可以改变一些工作满意度因素。农村护士在选择工作时会考虑生活方式和个人生活问题。诸如工作之余的时间、农村生活方式、娱乐机会、气候和社交活动等概念影响了留任意向。工作满意度最高的农村护士更喜欢农村生活方式且具有农村背景。由于通科护士角色需要自主性和任务多样性，招募偏好这些工作特征的护士可能会提高护士留存率。其他发现与农村健康和护理理论相关。尚不清楚为何工作年限为1至3年的护士满意度最低。建议开展更大样本量的类似研究。
