Work‐related factors, job satisfaction and intent to leave the current job among United States nurses

Kihye Han, Alison M Trinkoff and Ayse P Gurses

Journal of Clinical Nursing, 2015, vol. 24, issue 21-22, 3224-3232

Abstract: Aims and objectives To examine the relationships of work‐related factors (e.g. autonomy, work schedule, supervisory and peer support) to nurses' job satisfaction and intent to leave their current position. Background Low job satisfaction and high turnover of nurses are major problems for health care. To improve nurse retention, work‐related factors associated with job satisfaction and intent to leave should be investigated. Design A cross‐sectional secondary data analysis. Methods Data were obtained in 2004 from Wave 3 of the Nurses' Worklife and Health Study. A random sample of 5000 actively licenced nurses in Illinois and North Carolina (two US states) were sent the survey in wave 1, of which 1641 actively working bedside nurses participated in wave 3. We examined associations of various work‐related factors with job satisfaction and intent to leave the current position. Results Nurses who were dissatisfied with their job reported significantly higher psychological demands and lower autonomy than nurses who were satisfied. Nurses were significantly less satisfied with their jobs when they worked longer hours with inadequate breaks or sick days. Lack of support from peers and supervisors was also related to significantly lower odds of job satisfaction. For intention to leave, nurses who said they planned to leave their current job reported significantly lower autonomy and less support from their peers than nurses who intended to stay. Conclusion A variety of modifiable work‐related factors were significantly related to job satisfaction and intention to leave the current job among nurses. Future research should focus on developing interventions that could mitigate these factors (e.g. by improving work schedules, increasing autonomy and/or nurse support). The impact of such interventions on job satisfaction and intention to leave the current position could then be evaluated. Relevance to clinical practice To increase nurse retention, improved schedules, autonomy and supportive work environments should be promoted.

Date: 2015
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https://doi.org/10.1111/jocn.12987

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