Department of Nursing, School of Health Sciences, Ashkelon Academic College, Yitzhak Ben Tzvi 12, 78211, Ashkelon, Israel.
Isr J Health Policy Res. 2023 Nov 21;12(1):35. doi: 10.1186/s13584-023-00584-7.
In Israel there are only 6.53 nurses per 1000 citizens, compared to 8.8 nurses per 1000 citizens in the OECD countries. The nursing shortage is even more severe in peripheral areas, especially in southern Israel. Nurses` professional satisfaction is crucial for preserving the nursing workforce. This study aimed to assess job satisfaction among novice nurses and identify components of professional satisfaction.
Cross-sectional study of 216 novice nurses who graduated in 2018-2022 and were approached ten months after graduation. Job satisfaction components were constructed using factor analysis.
Professional satisfaction was based mainly on the intrinsic characteristics of the occupation related to personal accomplishment and organizational culture. In a multivariable model, a one-point increase in mean satisfaction with the training period during studies in the nursing department was associated with a more than a three-fold elevation in the odds for high and very high professional satisfaction (OR 3.0, 95% CI 1.7-5.1). Odds for high and very high professional satisfaction were more than four-fold and two-fold higher among graduates who rated their level of control over work schedule as high and medium vs. low (OR 4.2, 95% CI 1.0-16.7 and OR 2.8, 95% CI 1.2-6.3, respectively). Work-life balance without disturbance to daily life by work was found significantly associated with higher odds for high and very high satisfaction. Nurses who plan to continue professional development, i.e., an advanced professional course or Master's degree, had significantly higher mean professional satisfaction scales than others (4.2 vs. 3.7, p = .009 and 4.2 vs. 3.9, p < .001, respectively).
The most important components of professional satisfaction among novice nurses are self-accomplishment, which was built from work-related challenges, interest and variety of tasks, personal growth and development, and the possibility of contributing to patients` care and organizational culture, which was built from relationships with co-workers. Persons who manage nurses should cultivate an atmosphere of support and guidance, provide new nurses with interesting work tasks, and increase their ability to control their work schedule. Young nurses should be encouraged to continue their professional and academic education.
以色列每千名居民仅有 6.53 名护士，而经合组织国家每千名居民中有 8.8 名护士。在边远地区，特别是在以色列南部，护士短缺问题更为严重。护士的职业满意度对于保留护理人员队伍至关重要。本研究旨在评估新手护士的工作满意度，并确定职业满意度的组成部分。
对 2018-2022 年毕业、毕业后 10 个月的 216 名新手护士进行横断面研究。使用因子分析构建职业满意度组成部分。
职业满意度主要基于与个人成就和组织文化相关的职业内在特征。在多变量模型中，护理系学习期间对培训期的满意度平均增加 1 分，与高和非常高职业满意度的几率增加三倍以上相关（OR 3.0，95%CI 1.7-5.1）。对工作时间表的控制程度自评较高和中等的毕业生，其高和非常高职业满意度的几率分别高出四倍和两倍以上（OR 4.2，95%CI 1.0-16.7 和 OR 2.8，95%CI 1.2-6.3）。工作-生活平衡且工作不会干扰日常生活与更高的满意度几率显著相关。计划继续专业发展的护士，即进修专业课程或硕士学位，其职业满意度量表的平均值明显高于其他人（4.2 与 3.7，p=0.009 和 4.2 与 3.9，p<0.001）。
新手护士职业满意度的最重要组成部分是自我成就感，这是通过工作中的挑战、兴趣和任务多样性、个人成长和发展以及为患者护理做出贡献的可能性来建立的。组织文化是通过与同事的关系来建立的。管理人员应营造支持和指导的氛围，为新护士提供有趣的工作任务，并提高他们控制工作时间表的能力。应鼓励年轻护士继续他们的专业和学术教育。
