University of Ottawa, School of Nursing, Ottawa, Ontario, Canada.
University of Ottawa, School of Nursing, Ottawa, Ontario, Canada.
J Am Med Dir Assoc. 2019 Dec;20(12):1611-1616.e4. doi: 10.1016/j.jamda.2019.06.020. Epub 2019 Aug 6.
We examined demographic, individual, and organizational context factors associated with nurses' job satisfaction in residential long-term care (LTC) settings. Job satisfaction has implications for staff turnover, staff health, and quality of care.
A cross-sectional analysis of survey data collected in the Translating Research in Elder Care program.
N = 756 nurses (registered nurses: n = 308; licensed practical nurses: n = 448) from 89 residential LTC settings in 3 Western Canadian provinces.
We used a generalized estimating equation model to assess demographic, individual, and organizational context factors associated with job satisfaction. Job satisfaction was measured using the Michigan Organizational Assessment Questionnaire Job Satisfaction Scale.
Demographic, individual, and organizational context factors were associated with job satisfaction among nurses in residential LTC settings. At the demographic level, hours worked in 2 weeks (B = 0.002, P = .043) was associated with job satisfaction. At the individual level, emotional exhaustion-burnout (B = -0.063, P = .02) was associated with lower job satisfaction, while higher scores on empowerment (meaning) (B = 0.140, P = .015), work engagement (vigor) (B = 0.096, P = .01), and work engagement (dedication) (B = 0.129, P = .001) were associated with higher job satisfaction. With respect to organizational context, culture (B = 0.175, P < .001), organizational slack-space (eg, perceived availability and use of adequate space; B = 0.043, P = .040), and adequate orientation (B = 0.092, P < .001) were associated with higher job satisfaction.
We identified previously unexamined modifiable organizational features (organizational slack-space and adequate orientation) as factors associated with LTC nurses' job satisfaction in the Canadian context. Our findings support future efforts to improve job satisfaction through improvements in organizational space and provision of adequate workplace orientation.
我们研究了与居住式长期护理（LTC）环境中护士工作满意度相关的人口统计学、个体和组织背景因素。工作满意度对员工流动、员工健康和护理质量都有影响。
对加拿大西部 3 个省的 89 个居住式 LTC 环境中收集的“老年护理研究转化”项目调查数据进行的横断面分析。
N=756 名护士（注册护士：n=308；执业护士：n=448）。
我们使用广义估计方程模型来评估与居住式 LTC 环境中护士工作满意度相关的人口统计学、个体和组织背景因素。使用密歇根组织评估问卷工作满意度量表来衡量工作满意度。
居住式 LTC 环境中护士的人口统计学、个体和组织背景因素与工作满意度相关。在人口统计学层面，2 周工作时间（B=0.002，P=0.043）与工作满意度相关。在个体层面，情绪耗竭-倦怠（B=-0.063，P=0.02）与较低的工作满意度相关，而授权（意义）评分较高（B=0.140，P=0.015）、工作投入（活力）（B=0.096，P=0.01）和工作投入（奉献）（B=0.129，P=0.001）与较高的工作满意度相关。就组织背景而言，文化（B=0.175，P<0.001）、组织松弛空间（例如，感知到充足空间的可用性和使用；B=0.043，P=0.040）和充分的入职培训（B=0.092，P<0.001）与较高的工作满意度相关。
我们在加拿大背景下确定了以前未被检验的可改变的组织特征（组织松弛空间和充分的入职培训）作为与长期护理护士工作满意度相关的因素。我们的研究结果支持通过改善组织空间和提供充分的工作场所入职培训来提高工作满意度的未来努力。
