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Dissertations / Theses on the topic 'Nurses job satisfaction'

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Published: 4 June 2021

Last updated: 20 February 2023

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1

McQueen, Anne, and n/a. "Job satisfaction of registered nurses." University of Canberra. Education, 1988. http://erl.canberra.edu.au./public/adt-AUC20061016.143059.

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A questionnaire survey of a stratified random sample (n=180) of registered nurses employed at two hospitals in the Australian Capital Territory was conducted to identify factors contributing to their job satisfaction and measure levels of satisfaction of registered nurses Grade 1, Grade 2 and Grade 3. The response rate was 75%. The survey found that registered nurses were satisfied with the scheduling, opportunities to utilize skills, working conditions, working relationships, leadership, decision making on patient care and intrinsic components of Job satisfaction and dissatisfied with the sal

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2

Dunaway, Linda J. "Job satisfaction among Nevada nurse practitioners." abstract, 2008. http://0-gateway.proquest.com.innopac.library.unr.edu/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:1453535.

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3

Shea, Mary Louise. "Determined Persistence: Achieving and Sustaining Job Satisfaction among Nurse Practitioners." Fogler Library, University of Maine, 2008. http://www.library.umaine.edu/theses/pdf/SheaML2008.pdf.

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4

Walker, Janet Helen. "Job satisfaction among hospital-employed nurses." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/28817.

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This descriptive study was designed to further the exploration of job satisfaction among hospital-employed nurses by using an established theoretical formulation of job satisfaction called the Job Characteristics Model (Hackman & Oldham, 1976) and a standardized tool called the Job Diagnostic Survey (Hackman & Oldham, 1980) to identify and measure job design variables and job satisfaction. Specific study questions guided investigation into perceptions of job characteristics and satisfactions among nurses, the relationship between job design variables and job satisfaction, and the relationship

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5

Douglas, Amelia L. "Job satisfaction in nursing homes." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/902478.

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The recruitment, hiring, and retention of registered nurses (RNs) is of critical concern for nursing home administrators. Many times, nursing homes unsuccessfully compete with hospitals and staff relief agencies for available RNs (Braddy, Washburn, & Carroll, 1991). Understanding the factors that influence nurses to seek a particular employer is significant in recruitment and hiring. Factors related to nursing decisions to choose employment in nursing homes were identified in this descriptive study.Price and Mueller's (1981) Causal Model for Turnover (CMT) provided a conceptual framework for t

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6

Alotaibi, M. A. "Job satisfaction among nurses in Kuwait hospitals." Thesis, Swansea University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.635763.

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The objectives of this study were to explore the levels of job satisfaction among nurses working in Kuwait hospitals, to identify those factors that influence the level of job satisfaction and dissatisfaction among these nurses, and to suggest solutions and recommendations for the nurses and the authorities in the Ministry of Health. A questionnaire and a series of interviews with nurses and managers were conducted. Data were collected from 436 nurses out of the sample of 500 in the 5 general government hospitals, representing the 5 health regions. Results showed that respondents over the age

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7

Moss, Rita J. "The relationship of staff nurse job satisfaction and head nurse management style." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/935941.

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America's health care industry is in a state of crisis. Nursing administrators are in the position to facilitate change in institutions. One aspect of nursing which has remained constant is high turnover rates. The high turnover rates have been linked to job dissatisfaction. One method of reducing turnover is to provide greater job satisfaction to staff nurses. Job satisfaction has been connected with management style (Lucas, 1991; Price & Mueller, 1981; Volk & Lucas, 1991).This study described the impact of head nurse management style on staff nurse job satisfaction. Likert's (1967) System 4

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8

Chioccarello, Elisabetta. "Nurses’ preferences for job-related outcomes." Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/24395.

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This study investigates the preferences of nurses for professional and nonprofessional work-related outcomes, the professional/nonprofessional distinction arising from a theoretical framework developed by Kleingartner (1973). Using Kleingartner's distinction, various motivation theory concepts, and observations of nursing's professionalizing efforts, it was predicted that nurses would attach greater importance to professional work-related outcomes than to nonprofessional work-related outcomes. A questionnaire was developed and distributed to nurses in four different Lower Mainland hospitals.

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9

Williams, Annette. "Job stress, job satisfaction and intent to leave employment among maternal-child health nurses." Huntington, WV : [Marshall University Libraries], 2003. http://www.marshall.edu/etd/descript.asp?ref=262.

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10

Wat, Ka-lung, and 屈家龍. "Review on relationship between management measures and satisfaction of doctors and nurses." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hdl.handle.net/10722/193813.

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Introduction: Shortage of doctors and nurses is a global problem. How to retain them in the public sector is one of the most important issues that needs to tackle at the administrative level. There are numerous number of studies focusing on the factors that medical staff considered to be significant in enhancing their job satisfaction so as to make them stay in their existing job. However, there are relatively fewer studies on the intervention that are effective to increase the job satisfaction. In this project, literatures are reviewed on the effectiveness of different management measures in

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11

Hayes, Bronwyn J. "Job satisfaction, stress and burnout in haemodialysis nurses." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/84620/8/Bronwyn_Hayes_Thesis.pdf.

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Haemodialysis nurses provide health care for people with end stage kidney disease leading to a unique, intense and complex interaction between nurses and patients. This study involved the development of a model which explains the relationships between the work environment, job satisfaction, stress and burnout of haemodialysis nurses in Australia and New Zealand. Results from this study identified that haemodialysis nurses, while being satisfied by their jobs, were also experiencing high levels of burnout. This study's novel contribution could lead to improving the retention of the nursing work

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12

Prusky, Sharon, and University of Lethbridge Faculty of Education. "The impact of employing a clinical nurse educator on a nursing uni." Thesis, Lethbridge, Alta. : University of Lethbridge, Faculty of Education, 1994, 1994. http://hdl.handle.net/10133/62.

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The issues of job satisfaction for nurses and nurses' continuing clinical competence have become major concerns for the nursing profession as evidenced by a growing volume of research into these areas. Both job satisfaction and clinical competence of nurses can affect quality of care (of which patient satisfaction is one facet). This study focussed on the concepts of job satisfaction and clinical competence of nurses, and patient satisfaction-their interelationships, and how they were affected by the implementation of a Staff Development Nurse on one nursing unit in an active treatment hospita

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13

Despres, Kimberly Katherine. "Perceived leadership styles of nurse managers' and nurses' job satisfaction| A correlational study." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3538848.

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<p> The problem addressed was the low job satisfaction levels of nurses and subsequent nurses' decision to leave the organization. The quantitative correlational survey study involved determining whether a relationship exists between nurses’ perceptions of nurse managers’ leadership style and nurses’ job satisfaction. Eighty-three fulltime medical surgical intensive care nurses in two hospitals in Phoenix, Arizona, completed the Job Description Index for Jobs in General (JID/JIG) and the Multifactor Leadership Questionnaire (MLQ, Form 5X). The results suggest a significant, p

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14

Wong, Kwok-ying. "Job satisfaction among contract registered nurses in Hong Kong /." View the Table of Contents & Abstract, 2006. http://sunzi.lib.hku.hk/hkuto/record/B3639709X.

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15

Wong, Kwok-ying, and 黃國盈. "Job satisfaction among contract registered nurses in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45011965.

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16

Bostwick, Paula Manuel. "Job satisfaction of registered nurses employed in nursing homes." Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1020154.

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The nursing home industry has low registered nurse retention rates. Low retention rates can be related to job satisfaction. The nursing home industry needs qualified registered nurses (RNs) who are satisfied with all aspects of their jobs. The purpose of this study was to examine factors affecting job satisfaction of RNs currently employed in nursing homes using Herzberg's (1968) Dual Factor Theory.Herzberg (1968) has identified internal factors that motivate employees on the job. If intrinsic factors are met, the employee is satisfied. Extrinsic factors, if present, will not satisfy the emplo

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17

Abu, Hamad Bassam. "Determinants of job satisfaction and motivation among Gaza nurses." Thesis, Sheffield Hallam University, 2001. http://shura.shu.ac.uk/20612/.

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Job satisfaction and motivation continues to be of great significance in the recruitment, commitment, retention, productivity and mental health of nurses, particularly, in collectivist communities like the Palestinian one. Therefore, the overall aims of this study are to ascertain the degree of job satisfaction and motivation among Gaza nurses, to identify main factors affecting these and how these relate to other research in this area, most of which has been carried out in rather different western cultures. The study is quantitative/qualitative, cross-sectional, methodologically triangulated,

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18

Cowin, Leanne S., University of Western Sydney, College of Social and Health Sciences, and of Nursing Family and Community Health School. "The self-concept of nurses and its relationship to job satisfaction." THESIS_CSHS_NFC_Cowin_L.xml, 2002. http://handle.uws.edu.au:8081/1959.7/59.

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This study explores the development and rigorous testing of a new self-concept instrument designed specifically for nurses for use in a longitudinal, multicohort study on self-concept, job satisfaction and retention in nursing.The outcomes of this study are that nurses' self-concept can now be measured by a new theoretically and empirically substantiated multidimensional instrument. This will provide potential new directions for nursing research on which to build specific self-concept enhancement and retention strategies. The transitional period of student to graduate nurse can be the subject

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19

Brewer, Marcia S. "Nurse empowerment and job satisfaction work environmental factors /." Muncie, IN : Ball State University, 2009. http://cardinalscholar.bsu.edu/696.

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20

Al, Yahyaei Asma S. "Job satisfaction of registered nurses in Muscat, Sultanate of Oman." Thesis, California State University, Long Beach, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1527868.

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<p> The purpose of this study is to determine the level of job satisfaction of Registered nurses in Muscat and relationships to Herzberg's motivation and hygiene factors. The theoretical underpinning of this study is based on Herzberg's concepts, in which an individual's motivation and hygiene factors are met within an organization, to the extent that the individual employee will express in job satisfaction. A descriptive, nonexperimental research design was used. The Work Quality Index and a demographic survey were given to 202 registered nurses at Sultan Qaboos University Hospital (SQUH) and

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21

Kendrick, Selma Jo. "Job burnout in nurses and patient satisfaction with nursing care." Thesis, The University of Arizona, 1988. http://hdl.handle.net/10150/558081.

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22

Cole, Sandra L. "Differences in managers' and staff nurses' job satisfaction in public health offices in a rural state." Laramie, Wyo. : University of Wyoming, 2007. http://proquest.umi.com/pqdweb?did=1313920481&sid=1&Fmt=2&clientId=18949&RQT=309&VName=PQD.

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Cowin, Leanne S. "The self-concept of nurses and its relationship to job satisfaction." Thesis, View thesis View thesis, 2002. http://handle.uws.edu.au:8081/1959.7/59.

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This study explores the development and rigorous testing of a new self-concept instrument designed specifically for nurses for use in a longitudinal, multicohort study on self-concept, job satisfaction and retention in nursing.The outcomes of this study are that nurses' self-concept can now be measured by a new theoretically and empirically substantiated multidimensional instrument. This will provide potential new directions for nursing research on which to build specific self-concept enhancement and retention strategies. The transitional period of student to graduate nurse can be the subject

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24

Tsang, Alice Sau Mui. "The effect of organisational culture on leadership styles of nurse managers and job satisfaction of registered nurses." Thesis, Queensland University of Technology, 2002. https://eprints.qut.edu.au/36781/1/36781_Digitised%20Thesis.pdf.

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There is increasing interest to examine the leadership styles of ward managers following the introduction of hospital service reform in Hong Kong in 1991. The leadership effectiveness of ward managers reflects organisational characteristics and affects work satisfaction. This study explored the relationships among the organisational cultures of two Hospital Authority hospitals, the leadership behaviours of ward managers and the work satisfaction of qualified nurses. The data collection methods included a survey of ward managers (n=24) and qualified nurses (n=221), and in-depth interviews with

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25

Doleman, Gemma. "The impact of communication satisfaction on paediatric nurses’ job satisfaction and intention to stay." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2017. https://ro.ecu.edu.au/theses/2022.

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Effective communication is the most central process within an organisation and is essential to organisational values, norms and expectations. There is a documented connection between job satisfaction, work commitment and organisational communication. However, nurses’ and nursing middle managers’ satisfaction with organisational communication has not been extensively studied in recent years and not at all among paediatric nurses. Therefore, the purpose of this study was to develop and test a theoretical model that examined paediatric nurses’ and middle managers’ satisfaction with organisational

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26

Tai, Wing-chi. "Systematic review : the relationship of job satisfaction and turnover among nurses /." View the Table of Contents & Abstract, 2006. http://sunzi.lib.hku.hk/hkuto/record/B36397039.

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27

Saiter, Mark R. (Mark Roberts). "Job Satisfaction of Registered Nurses in a Patient Focused Care Team." Thesis, University of North Texas, 1993. https://digital.library.unt.edu/ark:/67531/metadc501078/.

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The purpose of this study was to determine whether the job satisfaction and motivating potential of nursing jobs would be higher for nurses using Patient Focused Care (PFC) compared with nurses not using PFC. Nurses from a large metropolitan hospital served as subjects. Data were collected using three instruments designed to measure job satisfaction and motivating potential. Those instruments were the Job Diagnostic Survey, the Job Descriptive Inventory, and the McCloskey/Mueller Satisfaction Scale. It was hypothesized that nurses working on PFC nursing units would demonstrate greater job sati

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28

Decker, Catherine H. "Job redesign in nursing : a descriptive comparative study." Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/879845.

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Job redesign could significantly impact the efficiency was obtained. This survey was comprised of nineteen scales with of the organization. The purpose of this descriptive, comparative study was to describe and compare job characteristics, general job satisfaction, and motivation potential of the job in order to diagnose the job profile of registered nurses, licensed practical nurses, and nursing assistants.The convenience sample consisted of all staff nurses, licensed practical nurses, and nursing assistants working at a 515 bed Department of Veterans Affairs Medical Center in the midwest who

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29

Norman, Jennifer A. "The relationship between job satisfaction, work values, and stress in nursing home aides." Virtual Press, 2004. http://liblink.bsu.edu/uhtbin/catkey/1293377.

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This study was designed to examine the relationship between job satisfaction, work stress, and work value orientation in a sample of nursing home aides. It was hypothesized that 1) organizational stress would impact job satisfaction in a curvilinear manner in such a way to form an inverted U-shape; 2) job risk, a second element of work stress, would also share the same curvilinear relationship with job satisfaction; 3) work value orientation would be significantly related to job satisfaction. Data were analyzed by conducting Curve Estimations and a bivariate regression. Results did not provide

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30

Haddad, Nina A. "Why nurses stay: the relationship of personality to job and career satisfaction." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54184.

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Most attempts to lessen the nursing shortage have focused on external factors, such as wages and benefits. In view of the continuing shortage, however, it appears that most of these attempts have not been effective. Research studies are inconclusive as to factors influencing the nursing shortage. The majority of studies examined why nurses leave nursing; this study investigated why they stay. The purpose of the study was to determine if selected demographic variables (age, basic nursing education, time in profession, type of hospital, clinical area of practice) and/or personality factors are r

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31

Tai, Wing-chi, and 戴詠芝. "Systematic review: the relationship of job satisfaction and turnover among nurses." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45011928.

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32

Williams, Brendan Edward. "Job Satisfaction, Organizational Culture, and British Nurses' Intention to Leave Employment." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1952.

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In spite of decades of research, concerning nurse's intention to leave their employer (ITL), in 2011, 31.2% of the British nurses surveyed indicated they had formed an ITL. Grounded in reasoned action theory as developed by Ajzen and Fishbein, the purpose of the correlational study was to provide hospital managers with information regarding the relationship among nurse's job satisfaction (JS), organizational culture (OC), and ITL. The archival data from the 2011 NHS Staff Survey included responses from nurses (n = 21,257) across the British National Health Service. The Spearman's rho correlate

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33

Saifuddin, Nate Hongkrailert. "Job satisfaction among nurses in Aceh Timur district Nanggroe Aceh Darussalam province, Indonesia /." Abstract, 2008. http://mulinet3.li.mahidol.ac.th/thesis/2551/cd414/5037996.pdf.

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34

Bare, LaShonda Leigh. "Factors that most influence job satisfaction among cardiac nurses in an acute care setting." Huntington, WV : [Marshall University Libraries], 2004. http://www.marshall.edu/etd/descript.asp?ref=450.

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35

Slocum, Kendra M. "Nurse job satisfaction and empowerment in magnet and non-magnet hospitals." Muncie, Ind. : Ball State University, 2008. http://cardinalscholar.bsu.edu/370.

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36

Vacharakiat, Marayart. "The relationships of empowerment, job satisfaction, and organizational commitment among Filipino and American registered nurses working in the U.S.A." Fairfax, VA : George Mason University, 2008. http://hdl.handle.net/1920/3363.

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Thesis (Ph. D.)--George Mason University, 2008.<br>Vita: p. 102. Thesis director: Elizabeth S. Chong. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Nursing. Title from PDF t.p. (viewed Jan. 11, 2009). Includes bibliographical references (p. 93-101). Also issued in print.

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37

Boyce, Dorothy. "The relationship between hardiness and coping effectiveness among nurse middle managers." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/917041.

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In balancing the divergent needs of staff, patients, families, support services and upper management, the nurse middle manager (NMM) in the acute care hospital faces daily stresses in dealing with the demands of the management role. The purpose of the study was to identify the relationship between hardiness, a stress resistance buffer, and coping effectiveness among NMMs. The conceptual framework used in the study was Lazarus' theory of stress and coping. The study was based on a descriptive correlational comparative design. The instruments used were: (a) the Health Related Hardiness Scale (HR

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Dilig-Ruiz, Alison. "Job Satisfaction Among Critical Care Nurses: A Systematic Review of Contributing Factors, Individual and Organizational." Thesis, Université d'Ottawa / University of Ottawa, 2017. http://hdl.handle.net/10393/36068.

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The purpose of this thesis was to conduct a systematic review of studies on critical care nurses’ job satisfaction. Specific research questions addressed were: 1) What are the conceptual definitions and theories of job satisfaction that are used in studies of critical care nurses?; 2) What instruments have been used to quantitatively measure and operationally define job satisfaction among critical care nurses?; 3) What is the level of job satisfaction among critical care nurses?; and 4) What factors are correlated to critical care nurses’ job satisfaction? Sixty-one studies were identified fro

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Hutton, Elisabeth B. "Professionalism and Job Satisfaction of Registered Nurses in the Commonwealth of Virginia." VCU Scholars Compass, 1990. http://scholarscompass.vcu.edu/etd/5105.

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The purpose of this study was to investigate current views of professionalism and job satisfaction of registered nurses practicing a variety of health care settings in the State of Virginia. Five research questions were investigated in this analytical-descriptive study. A two percent stratified random sample of 427 registered nurses, female and actively employed, represented all nurses from five regions in the state of Virginia. The demographic findings indicated that the majority of nurses were diploma graduates, staff nurses, employed in hospital settings, and working full-time. A descriptiv

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40

Pyne, Donna G. "Nurses' perceptions of the impact of health care reform and job satisfaction." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape11/PQDD_0007/MQ42430.pdf.

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41

Barbosa, Manuel. "Authentic Leadership Behaviors and Job Satisfaction and Stress among ICU Staff Nurses." Thesis, University of Phoenix, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13426920.

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<p> Stress in the Intensive Care Unit (ICU) and the leadership style of the nurse manager are predictors of job satisfaction, which is linked to intent-to-leave and increased turnover rates among ICU registered nurses. This quantitative correlational study determined that authentic leadership behaviors of transparency, self-awareness, balanced processing, and internalized moral perspective of the nurse manager significantly correlated with job satisfaction and predictor of stress among ICU RNs. A Pearson correlation was used to analyze the data from a stratified random sampling of ICU RNs from

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42

Rheingans, Jennifer I. "Relationship between nurses' management of pediatric oncology patients' symptoms and job satisfaction." [Tampa, Fla.] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0002199.

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43

Proctor, Stewart. "Strategies to Improve Job Satisfaction and Reduce Voluntary Employee Turnover of Nurses." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4166.

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Job satisfaction and employee turnover affect the health care industry in the form of overworked staff, inadequate health care, and loss of profits. In 2015, the United States health care industry had a shortage of over 923,000 registered nurses. Health care organizations lose an estimated $1.4 to $2.1 billion each year because of registered nurse (RN) turnover. These factors indicate that some managers lack the strategies to increase job satisfaction and reduce RN turnover. The purpose of this single case study was to use the Herzberg 2-factor theory to explore strategies 5 health care leader

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Salsamendi, Noreen. "Stress, job satisfaction, and related outcomes in intensive care unit nurses and labor and delivery unit nurses." Honors in the Major Thesis, University of Central Florida, 2009. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1332.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.<br>Bachelors<br>Sciences<br>Psychology

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Loong, Hong-nin Connie, and 龍康年. "Job satisfaction of university graduated registered nurses from the University of Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B31972974.

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46

Pinner, Relaine. "A replication study of neonatal intensive care unit nurses participation in ethical decision making." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/917042.

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The purpose of this study was to determine the extent to which Neonatal Intensive Care Unit (NICU) nurses participate in ethical decision making, and to describe the role NICU nurses have in the ethical decision making process.This study replicated a 1991 study conducted by Elizondo. According to Lowe, 1991, replication research is the repeating of a study for the purposes of validating the findings of the original investigation. The traditional theory of utilitarianism provides the theoretical framework for this study, a goal-based approach to ethical decison making that focuses on consequenc

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47

Turner, Barbara Elly. "Job satisfaction in critical care nurses." Thesis, 1992. http://hdl.handle.net/2429/1822.

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This descriptive study was designed to explore job satisfaction among critical care nurses using an established conceptual framework of job satisfaction entitled the Job Characteristics Model (Hackman & Oldham, 1980). The standardized measures of general job satisfaction and other job design variables were the Job Diagnostic Survey (Hackman& Oldham, 1980) and the Index of Job Satisfaction (Brayfield& Rothe, 1951). These were sent to a random sample of 300 employed critical care nurses in British Columbia. 127 usable questionnaires were returned and formed the basis for the results. The nurses

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48

Phuc, Bui Duong Quang, and 裴楊光福. "Job satisfaction among nurses in Vietnam." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/9ua772.

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碩士<br>美和科技大學<br>護理系健康照護碩士班<br>106<br>Background: Today, nursing has been recognized as a unique occupation, in line with other medical staff to provide health care services. In Vietnam and other countries around the world, nursing human resources are still unable to meet the health care needs of the society. This shortage of nurses may be due to a variety of causes, in which nursing job satisfaction is one of the important factors that need to be considered seriously in each organization. Objective: The aim of the study was to to investigate the job satisfaction and related factors among nurse

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Yang, Shih-yun, and 楊詩韻. "Dialysis Nurses Professional Commitment and Job Satisfaction." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/cd4597.

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碩士<br>國立中山大學<br>人力資源管理研究所<br>97<br>Purpose. To explore the relation shop between professional commitment and job satisfaction. Methods. A survey of 300 nurses from a medical center in Taiwan was conducted to collect data. The instrument surveyed demographics, working environment, professional commitment, and job satisfaction. Data were analyzed with SPSS 13.0 software. Results. The results showed a positive correlation between professional commitment and job satisfaction. Multiple linear regression revealed seven factors that were associated with nurses professional commitment: marital status,

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Chan, Hua-Pin, and 張華蘋. "The Association between Job Involvement and Job Satisfaction for Nurses." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/01813931797879151700.

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碩士<br>中臺科技大學<br>醫護管理研究所<br>94<br>This study aims to understand the job involvement and job satisfaction for hospital nurses, and explores the related factors and the relationship between job involvement and job satisfaction. The study population was recruited from one medical university affiliated hospital in Taichung city. A structured questionnaire was sent to 784 and the valid questionnaires were 540. The response rate was 68.9%. Descriptive statistics, t test, one-way ANOVA, Pearson’s Product-Moment the Correlation analysis were used in data analysis. The results indicated that the nurses

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