Biles Jessica, Fealy Shanna, Sara Grant, Anderson Judith, McMillan Am Faye, Christian Bradley, Davies Nicolle, Willis Rebecca, Biles Brett
School of Nursing, Paramedicine and Healthcare Sciences, Charles Sturt University-Albury-Wodonga Campus, Albury, NSW, Australia.
Charles Sturt University, Port Macquarie, NSW, Australia.
Contemp Nurse. 2025 Feb;61(1):58-76. doi: 10.1080/10376178.2024.2425753. Epub 2024 Nov 15.
The COVID-19 pandemic and recovery period have exacerbated workforce challenges for nurses and midwives. The increasingly complex nature of healthcare, combined with rising workloads and staff attrition highlights the need for initiatives that improve workplace satisfaction and retention. In response, mentoring programs aimed at enhancing job satisfaction and retention are being increasingly implemented.
This study sought to measure the workplace satisfaction of nurses and midwives across five New South Wales local health districts, utilising data captured from a wider study investigating the implementation of the Deadly Aboriginal and Torres Strait Islander Nursing and Midwifery Mentoring program.
An exploratory, mixed methods study using purposive sampling was employed.
A secondary analysis of a modified version of the Nursing Workplace Satisfaction Questionnaire, was used to quantify intrinsic, extrinsic, and relational workplace satisfaction constructs among nursing and midwifery staff. Open ended questions included in the survey were thematically analysed using methods developed by Braun and Clarke (2022).
Between June-October 2023, 106 participants returned the survey. Differences between intrinsic (items 2 & 5), extrinsic (item 9) relational (items 13-15) constructs were observed for health districts, Aboriginality, age, and professional role characteristics ( < 0.05). Five qualitative themes emerged from the data: and
Overall, our findings indicate noticeable differences in workforce satisfaction and retention across various factors, including workforce areas, Aboriginality, age, and professional roles. For these groups, initiatives aimed at improving satisfaction and retention should prioritise fostering teamwork and a sense of belonging, as these elements have significant impact on job satisfaction for nurses and midwives and provide valuable guidance for nursing leaders.
新冠疫情及其恢复期加剧了护士和助产士面临的劳动力挑战。医疗保健日益复杂的性质，加上工作量不断增加和员工流失，凸显了采取举措提高工作场所满意度和留住员工的必要性。作为回应，旨在提高工作满意度和留住员工的指导计划正在越来越多地实施。
本研究旨在利用从一项更广泛的研究中收集的数据，该研究调查了“致命的原住民和托雷斯海峡岛民护理与助产指导计划”的实施情况，以衡量新南威尔士州五个地方卫生区护士和助产士的工作场所满意度。
采用目的抽样的探索性混合方法研究。
对《护理工作场所满意度问卷》的修改版进行二次分析，以量化护理和助产人员在内在、外在和关系型工作场所满意度方面的构成要素。对调查中包含的开放式问题采用布劳恩和克拉克（2022年）开发的方法进行主题分析。
在2023年6月至10月期间，106名参与者回复了调查问卷。观察到不同卫生区、原住民身份、年龄和专业角色特征在内在（第2项和第5项）、外在（第9项）、关系型（第13 - 15项）构成要素上存在差异（<0.05）。数据中出现了五个定性主题：以及
总体而言，我们的研究结果表明，在劳动力满意度和留用率方面，不同因素（包括工作领域、原住民身份、年龄和专业角色）存在显著差异。对于这些群体，旨在提高满意度和留用率的举措应优先促进团队合作和归属感，因为这些因素对护士和助产士的工作满意度有重大影响，并为护理领导者提供有价值的指导。
