Job Satisfaction in Degree Seeking Registered Nurses

Gardner-Webb University Digital Commons @ Gardner-Webb University Nursing Theses, Dissertations and Projects Hunt School of Nursing 0 Job Satisfaction in Degree Seeking Registered Nurses Khadijah Demery Gardner-Webb University Follow this and additional works at: http://digitalcommons.gardner-webb.edu/nursing_etd Part of the Occupational and Environmental Health Nursing Commons Recommended Citation Demery, Khadijah, "Job Satisfaction in Degree Seeking Registered Nurses" (0). Nursing Theses, Dissertations and Projects. Paper. This Thesis is brought to you for free and open access by the Hunt School of Nursing at Digital Commons @ Gardner-Webb University. It has been accepted for inclusion in Nursing Theses, Dissertations and Projects by an authorized administrator of Digital Commons @ Gardner-Webb University. For more information, please contact digitalcommons@gardner-webb.edu.

Job Satisfaction in Degree Seeking Registered Nurses by Khadijah Demery A thesis submitted to the faculty of Gardner-Webb University School of Nursing in partial fulfillment of the requirements for the Master of Science in Nursing Degree Boiling Springs, North Carolina 0 Submitted by: Khadijah Demery Date Approved by: Dr. Janie Carlton Date

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Abstract The purpose of this study was to examine the current level of job satisfaction in degree seeking registered nurses and to determine if any relationships among job satisfaction and specific nurse characteristics (age, degree program, years of nursing experience, and time employed in current position) exist. A descriptive correlational design was used to investigate job satisfaction with Herzberg s Motivation-Hygiene Theory providing the theoretical framework. A convenience sample of degree seeking registered nurses at a university in the southern United States was used for the study. Data collection took place over the course of one week in March 0 using the McCloskey/Mueller Satisfaction Scale and a researcher developed demographic questionnaire. Data analysis was completed using descriptive and Pearson s correlation statistics. Results showed that degree seeking registered nurses were more satisfied than dissatisfied with their current positions. Results suggested that job satisfaction can be improved if nurse leaders implemented strategies to reward and praise nurses and encourage participation in research activities. ii

Acknowledgements This is dedicated to my family who provided continuous support and encouragement. iii

TABLE OF CONTENTS CHAPTER I: INTRODUCTION Problem Statement... Significance... Purpose... Theoretical/Conceptual Framework... Research Question... Definition of Terms... Summary... CHAPTER II: RESEARCH BASED EVIDENCE Job Satisfaction...6 Review of Literature Related to Herzberg s Theory... CHAPTER III: METHODOGOLY Implementation... Setting... Sample... Design... Protection of Human Subjects... Instruments... Data Collection...7 Data Analysis...7 CHAPTER IV: RESULTS Sample...8 Summary...8 iv

CHAPTER V: DISCUSSION Implications of Findings...9 Application to Theoretical Framework...0 Limitations...0 Implications for Nursing... Recommendations... Conclusion... REFERENCES... APPENDICIES A: Demographic Questionnaire...6 B: Mueller and McCloskey Satisfaction Scale Frequency Distribution for Each Question...8 v

List of Tables Table : Herzberg s Hygiene and Motivation Factors... Table : Demographic Descriptive Statistics...9 Table : Mueller/McCloskey Descriptive Statistics... Table : Correlation Table...8 vi

List of Figures Figure : Mueller/McCloskey Subscale Based on Herzberg s Theory...6 Figure : Age Frequency Distribution...9 Figure : Number of Years as a RN Frequency Distribution...0 Figure : Number of Years in Current Position Frequency Distribution... Figure : Degree Program Enrollment Frequency Distribution... Figure 6: Degree Program Enrollment Pie Graph... vii

CHAPTER I Introduction American Association of Colleges of Nursing (AACN) Nursing Fact Sheet: The impact of education on nursing practice reports that as the baby boomers continue to age and the health care delivery system continues to transform, the nursing shortage will intensify at a steady rate. Research has shown in the past that nursing shortages lead to insufficient staffing which impacts not only job satisfaction but patient outcomes as well (AACN, 0). With a move towards value based purchasing by the Centers for Medicaid, recruiting and retaining a qualified nursing workforce has become a top priority for many organizations. While many organizations have employed efforts to retain nursing staff, they continue to have a high turnover rate. Johnson & Buelow (as cited in O Brien-Pallas, Murphy, Shamian, Li, & Hayes, 00) recognized that turnover is a costly process that is associated with both direct and indirect costs. Direct costs include; advertising, recruiting, and hiring and indirect costs include decrease in staff morale and decreased productivity (O Brien-Pallas et al., 00). Jones (008) estimated that turnover costs can range from $8,000-$88,000 due to the loss of one registered nurse. The negative impact that turnover has on patient outcomes and the costs associated with the loss of critical nursing staff prompts the need to understand the concept of job satisfaction especially in registered nurses seeking a degree. Problem statement Job satisfaction among nurses is crucial to the recruitment and retention of qualified professional nurses. Job satisfaction plays a significant role in the delivery of quality patient care. The American Academy of College of Nursing fact sheet on The

Impact of Education on Nursing Practice (0) has reported that Bachelor of Science in Nursing prepared nurses have been found to have higher levels of job satisfaction, which is key in nurse retention. A number of studies have been conducted on inpatient hospital units, but data is limited in registered nurses currently seeking an advanced degree. Significance A nursing shortage is projected in the future due to an aging population and an increased demand to meet health care needs. This projected shortage coupled with the significantly high turnover rate that some organizations experience makes job satisfaction a top priority for nurse leaders. Jones (008) estimated that turnover of one nurse costs a hospital $8,000-$88,000. As job satisfaction declines, there is an increased chance of nurses seeking employment elsewhere. Employee loss can lead to staffing shortages, the need for overtime, agency staff, as well as recruitment and orientation costs (Hayes, Bonner, & Pryor, 00). All of these identified consequences lead to further dissatisfaction and increase the shortage of nurses. McGlynn, Griffin, Donahue, and Fitzpatrick (0) found that registered nurse satisfaction continues to be a growing concern as demand continues to exceed current supply. One explanation for the lack of supply to meet demands is that nurses continue to leave their current positions or the profession altogether (Kalisch, Lee, & Rochman, 00). Adding to the problem is failure of nursing schools inability to expand capacity to meet the rising demand for nurses (AACN, 0). Tourangeau, Cummings, Cranley, Ferron, and Harvey (00) identified that nurses attitudes about work have an effect on their decisions to remain employed and their decision to either remain employed or to terminate employment.

Purpose The primary aim of this study was to examine degree seeking registered nurses current level of job satisfaction and determine if any relationships among job satisfaction and specific nurse characteristics. Results obtained from this study identified factors that contribute to a high level of job satisfaction. Theoretical/Conceptual Framework This study was based on Herzberg s two factor theory. Herzberg proposed that job satisfaction and dissatisfaction are affected by two different sets of factors, hygiene factors and motivation factors (Lephalala, Ehlers, & Oosthuizen, 008). Hygiene factors place an emphasis on the doing of the job. Satisfaction of hygiene factors can prevent job dissatisfaction and poor job performance. Hygiene factors include supervision, interpersonal relations, physical working conditions, salary, company policy and administration, benefits, and job security. Motivation factors include achievement, recognition, the work itself, responsibility, and advancement. Table identifies hygiene and motivation factors. Table Summary of Herzberg s Hygiene and Motivation Factors Hygiene Factors Motivation Factors Supervision Interpersonal relations Physical working conditions Salary Company policy and administration Benefits Job security Achievement Recognition The work itself Responsibility Advancement

Research Questions This study aimed to answer the following questions: () What is the current level of job satisfaction in currently enrolled students who are registered nurses and seeking a higher degree? () What are the relationships between specific RN characteristics, ages, educational level, years of experience, time employed in current position and level of job satisfaction? Definition of Terms Job satisfaction all of the feelings that an individual has about his/ her job and the expectations that individuals have of what their jobs should provide (Lu, Barriball, Zhang, & While, 0, p. 08) Shortage A lack of sufficient help to meet needs, enough help can be lack of sufficient skills, lack of orientation, or lack of experience (Lu et al., 008) Motivating (intrinsic) factors motivators related to a person s job that promote a higher level of satisfaction (Lephalala et al., 008) Hygiene (extrinsic) factors factors that don t enhance level of satisfaction (Lephalala, et al., 008) Degree seeking registered nurse - licensed registered nurse currently enrolled in a degree program at a four year university. Turnover rate rate at which nurses leave the place of employment altogether Summary The nursing shortage persists on an international level despite increased enrollment in nursing programs. Research suggested that job satisfaction is a crucial

factor in retaining qualified nurses. Nurse leaders can improve nurse retention and decrease turnover rates if they can identify factors that nurses deem vital to their job satisfaction. Costs associated with nursing turnover can range from $8,000-$88,000 per nurse lost. In order to assist leaders in developing retention strategies, there is a need to determine what degree seeking nurses identify as important for job satisfaction (AACN, 0).

6 CHAPTER II Research Based Evidence A literature review was conducted to explore what previous research results identified as factors that contribute to job satisfaction. This review of literature also explored research relating Herzberg s two factor theory to nurses job satisfaction. This literature review also identified efforts to improve job satisfaction and turnover as well as identify further research needs. Job Satisfaction McGlynn et al. (0) completed a descriptive cross sectional design that was aimed at exploring job satisfaction of registered nurses working on units where a professional practice model had been implemented. The sample consisted of 0 nurses in a 900 bed academic medical center. Results showed that nurses were pleased with the professional practice model but overall job satisfaction was low. This study utilized the Index of Work Satisfaction (IWS-B) Scale-Part B that consists of six components of satisfaction: () professional status; () doctor nurse relationship; () administration; () autonomy; () task requirements; and (6) interaction. The IWS-B is a Likert-type attitudes scale that measures respondents current level of job satisfaction. This study implied that management should recognize that job satisfaction is multidimensional and no one dimension should primary focus. McGlynn et al. (0) cited limited generalizability of findings due to being completed in one hospital, and only % of eligible participants participating in the study. Kalisch et al. (00) conducted a cross sectional study of,67 nurses from five hospitals representing 80 patient care units. The researchers hypothesized that individual

7 characteristics (gender, experience, unit characteristics, and teamwork) influence the level of job satisfaction. This study utilized the Nursing Teamwork Survey (NTS), a - item Likert-type survey that was designed to focus on inpatient nurses. Independent variables for this study were nurses and their specific unit characteristics. Dependent variables were staff satisfaction with current job position and occupation. The study results showed that a higher level of teamwork and perceptions of higher levels of staffing adequacy leads to greater satisfaction. Implications for management suggest that team work and adequate staffing have a positive influence on employee satisfaction with the job. Tourangeau et al. (00) conducted a descriptive study using focus groups that included 78 nurses. The study was based on the theory of reasoned action proposed by Fishbein and Ajzen (97) (as cited by Tourangeau et al., 00), which suggests attitudes affect decisions and ultimately behavior. Results showed that nurses satisfaction within eight thematic categories had an influence in intentions to remain employed. The eight thematic categories were; () relationships with co-workers; () condition of work environment; () relationship with and support from manager; () work rewards; () organizational support; (6) physical/psychological responses to work; (7) patient relationships and job content; and (8) external factors. Implication for nurse managers suggests that an increased understanding of determinants of intention to remain employed could lead to development of nurse retention strategies. Lu et al. (0) completed a systematic review of 00 research articles related to job satisfaction among hospital nurses. The review showed that job satisfaction is closely related to working conditions, work environment, role conflict, and professional

8 commitment. This literature review was limited to general acute hospital settings. It was identified that a lack of causal model of job satisfaction that is comprehensive in nursing is a major deficiency and without a model, effective strategies cannot be developed and implemented by management. Factors That Influence Job Satisfaction Morgan and Lynn (009) conducted a qualitative study to explore what nurses found satisfying about their work. Kalleberg s conceptual framework six dimensions of job satisfaction guided this study. The six dimensions of job satisfaction fall into one of two categories; () intrinsic or () extrinsic. The dimensions are: () values and rewards associated with certain tasks; () financial; () adequacy of resources; () perception of career; () convenience for nurses; and (6) support from co-workers and supervisors. Data was collected using qualitative interviews of a convenience sample of 0 nurses, and identified that traditional factors such as pay and benefits are not principle factors for today s nurses. These findings suggested that organizations should develop an understanding of current factors of job satisfaction that nurses identify as satisfying if they wish to retain nurses and improve performance. Laschinger, Leiter, Day, and Gilin, (009) conducted a descriptive study using 6 Canadian staff nurses. The aim of this study was to explore the influence of work conditions that empower nurses and factors that are important to the retention of nurses. Empowerment was measured using the Conditions for Work Effectiveness questionnaire, which measures employee access to empowerment structures described in Kanter s theory (opportunity, information, support, and resources). Study results showed a strong relationship between empowerment, cynicism, incivility, job satisfaction, and turnover

9 intentions in the workplace. Study results implied that management should develop strategies to empower nurses that may be helpful in preventing burnout. Baernholdt and Mark (009) completed a secondary data analysis using a subsample from the Outcomes Research in Nursing II Project. The sub-sample consisted of 9 of the projects 86 general medical/surgical units. The purpose of this study was to explore if there were differences among rural and urban hospital nursing units. Using the Structural Contingency Theory (SCT) as a guide, it was found that there are a number of statistically significant differences between rural and urban hospital nurses. Results indicated that nursing unit characteristics and work environment has a significant impact on nurse job satisfaction and turnover rates. Implications suggested management can improve turnover and job satisfaction by creating better support services and fostering autonomous nursing practice. Pin-pin Choi, Cheung, and Pang (0) conducted a study utilizing a cross sectional survey that included,7 registered nurses from units in 0 hospitals in Hong Kong. The aim of this study was to explore degree seeking registered nurses perception of work environment and how it relates to and predicts nurse outcomes of job satisfaction and intention to leave. To measure the five dimensions, an instrument was developed that consisted of 77, five-point Likert type scale. Results identified five dimensions; professionalism, co-worker relationship, management, ward practice, and staffing and resources of the work environment that play a significant role in predicting job satisfaction. Implications suggest management efforts should focus on improving nurse s work conditions through resource planning, effective management, and removal of constraints that affect nursing practice.

0 Duffield, Roche, Blay, and Stasa (00) completed a secondary analysis of data collected on 9 wards in hospitals in Australia that included,88 nurses. This secondary analysis included previous studies whose framework included concepts of nurse staffing, the working environment, and patient outcomes. This study utilized the 9-item Nursing Work Index Revised (NWI-R) which identifies attributes that have been associated with positive outcomes. Results showed that managers that were visible, consulted with staff, provided praise and recognition, and had flexible work schedules were instrumental in increasing job satisfaction and satisfaction with nursing. The study results implied that adequate support to nurse leaders would help them develop critical leadership skills needed to effectively manage nursing staff. This study suggested that having leaders played a vital role in retention of qualified nurses. Utrianen and Kyngas (009) completed a systematic review of scientific research articles using the keywords, nurse and job satisfaction with the intent of creating a concept of nurses job satisfaction. Results showed two significant themes, interpersonal relationships between nurses and patient care. Research suggested that nurse managers should pay attention to strengthening interpersonal relationships and facilitate nurses ability to deliver quality patient care. Hayes et al. (00) completed a literature review of 7 articles whose aim was to explore recent literature and common factors that contribute to nurse job satisfaction in acute hospitals. Results identified factors in three clusters (intra-personal, interpersonal, and extra-personal) that can impact job satisfaction. Educational preparation was found to have an influence on autonomy and job satisfaction. Study results identified that the three clusters could assist management in understanding what factors are

associated with dissatisfaction and implement strategies to improve satisfaction. Limitations of this study included difficulty in identifying the work context in many articles. Also many of the articles used in the review used the Index of Work Satisfaction (IWS) which restricts the number of factors that contribute to job satisfaction. Review of Literature Related to Herzberg s Theory Pietersen (00) constructed a study with the purpose of exploring and describing job satisfaction of nursing staff working at the hospital. Herzberg s theory provided the framework for this study because it distinguished between general types of work motivations. The design of this study was a cross sectional survey set in a government hospital in South Africa. The sample was a random sample that consisted of 00 subjects. The survey instrument that was used in this study was the Job Satisfaction Questionnaire (JSQ), which was compiled using items from a study previously reported by Koustelios and Bagiatis, (997) (as cited in Pietersen, 00). Results of this study provided support for Herzberg s theory of distinguishing between intrinsic and extrinsic sources of job satisfaction. Lephalala et al. (008) study purpose was to identify factors in the United Kingdom that influence job satisfaction among nurses and to reduce turnover rates. Using Herzberg s theory of motivation, which postulates that job satisfaction or no job satisfaction; is a function of two systems, hygiene and motivators. This study found that without intrinsic factors or motivators, employees become neutral in regards to job satisfaction. The researchers developed a questionnaire based on Herzberg s two factor theory that included 6 items. The sample included 8 nurses working at one of five hospitals in a private group of hospitals.

Current literature focuses on job satisfaction and factors that influence job satisfaction among inpatient nursing units. Few studies focused on nurses seeking an advanced degree, their level of job satisfaction, and the factors influencing their job satisfaction. Since research has suggested nurses with degrees report higher levels of job satisfaction, identifying their current level of satisfaction would help identify which aspects of their job provide satisfaction, thereby allowing leaders to pinpoint where their focus should be when developing retention strategies. This gap in literature suggested that further research is needed to explore how degree seeking registered nurses rate their current level of job satisfaction.

CHAPTER III Methodology The primary focus of this study was to examine degree seeking registered nurses current level of job satisfaction. Analysis was performed by the researcher to assess current level of job satisfaction and to explore if relationships existed between job satisfaction and demographic characteristics. Implementation A descriptive correlational design was used to explore job satisfaction in degree seeking registered nurses. The study also sought to explore if any relationships existed among demographics (age, number of years in current position, number of years as RN, and degree program currently enrolled in). Potential participants were invited to participate in the research study through emailed requests that provided a link to the secure survey site. Participants were given one week to describe their current level of job satisfaction by completing the survey and researcher developed demographic questionnaire. Job satisfaction was measured using the McCloskey/Mueller Satisfaction Scale (MMSS). The MMSS is a -item, self-administered Likert type survey. Setting Study participants were currently enrolled students at a private Christian university in a southeastern state in the US. Students completed the online survey at a time and place convenient for them. Sample The sample for this study was recruited via email through a contact faculty member who sent an invitation to other faculty members at a university inviting their RN

students enrolled in a degree program to participate in the study. The two requirements to participate were: () enrolled at university school of nursing; and () be currently employed. A total of students responded but only surveys were complete and used in data analysis. Design A descriptive correlational design was used to investigate job satisfaction with Herzberg s motivation-hygiene theory providing the theoretical framework. This study explored relationships between demographic characteristics such as age, number of years employed in current position, numbers of years as a RN, and job satisfaction. An email was sent to each student inviting them to participate in the survey. Participants were given one week to complete the survey. Permission to email students was obtained from the Dean of the School of Nursing. The researcher provided a detailed description of the study s purpose, benefits, risks, and researcher contact information to thesis advisor to be forwarded to potential participants, along with a link to the secure survey. After allowing participants one week to complete the survey, the researcher printed each respondents completed survey. The completed survey data was coded and data was entered into Microsoft Excel spreadsheet. The mean for each of the eight subscales was calculated by summing the scores and dividing by the number of items. Data analysis was completed in April 0. Protection of Human Subjects Prior to conducting the survey, the researcher obtained permission from the Internal review Board (IRB). The email sent to potential participants outlined the risks and benefits of the study and provided contact information for the researcher for

questions or concerns. There was a minimal risk of being identified by demographic information provided. There were no benefits to the participant for participating in this study. Completion of the survey served as participant's consent to participate in the study. At any time during the study, the participant had the right to withdraw from the study without penalty. Instruments The Mueller and McCloskey Satisfaction Scale (MMSS), which is a -point Likert Scale survey that is self-administered was used for this research study. The MMSS has a reliability of 0.89 on a global scale and reliability for the eight subscales ranged from 0. to 0.8. The MMSS measures nurses job satisfaction in eight domains that include satisfaction with extrinsic rewards, scheduling, family/work balance, interaction, co-workers, professional opportunities, praise/recognition, and responsibility. While the MMSS is a reliable and valid measure, it is limited in its ability to assess how important the eight domains are to an individual nurse. A brief demographic questionnaire constructed by the researcher that included number of years licensed as a registered nurse, gender, age, degree currently being sought, and time employed in current position was also administered (Mueller & McCloskey, 990). Figure shows how the eight subscales of the MMSS can be grouped based on Herzberg s theory, which provides the framework for this study. Praise and recognition, controls and responsibility, and professional opportunities are identified as motivation factors. Interaction opportunities, extrinsic rewards, scheduling, balance of family and work, and satisfaction with coworkers can all be identified as hygiene factors.

6 Hygiene Factors Interaction Opportunities Extrinsic rewards Scheduling Motivation Factors Praise and Recognition Controls and responsibility Professional opportunities Balance of Family and work Satisfaction with coworkers Figure. Mueller/McCloskey Subscale Based on Herzberg s Theory.

7 Data Collection Data was collected over the course of a one week period by the researcher in April 0. The demographic questionnaire (Appendix A) and the MMS (Appendix B) were administered to participants via hyperlink to secure survey website. Each participant s completed survey was printed by the researcher. The survey responses were coded and entered into a Microsoft Excel spreadsheet. The mean for each subscale was calculated by summing the scores and dividing by the number of items. Data Analysis In April 0, once the one week period given to complete surveys had passed, the researcher printed out the completed survey for each participant. The researcher coded the data and entered it into Microsoft Excel 00. For each subscale, the mean was determined by adding the scores for each question then dividing by the total number of items. The researcher calculated subscale scores in order to determine which aspects of the participant s job they were satisfied with (Mueller & McCloskey, 990). Descriptive statistics were used to analyze satisfaction scores and demographic variables. Analysis also included Pearson s correlation to determine if relationships existed among demographic characteristics and job satisfaction.

8 CHAPTER IV Results The purpose of this study was to determine the current level of job satisfaction among degree seeking registered nurses and identify relationships between specific RN characteristics, age, number of years as an RN, degree program currently enrolled in, and number of years in current position. Sample A total of participants responded to the provided survey link. Three surveys were incomplete and not used in data analysis. Table outlines demographic descriptive statistics. Every participant that responded was female (n=, 00%) that ranged in age from - years old (M=6; SD=9.7) and can be found as frequency distribution in Figure. The years of experience as a registered nurse ranged from 0 to years (M=0.0; SD=6.6) and Figure shows frequency distribution chart. Figure depicts that years in current position ranged from 0 to 0 years (M=6.88; SD=.6). Figure and 6 shows degree program enrollment pie chart and frequency distribution. Half of the participants (n=; 0%) were enrolled in the RN-BSN program. Participants enrolled in the MSN-FNP program accounted for % (n=7) of survey respondents. Participants in the RN-MSN and MSN program each accounted for 9% (n=).

9 Table Demographic Descriptive Statistics Demographic Descriptive Statistics Variable M SD Age 6.00 9.7 Number of Years in Current Position 6.88.6 Number of years as RN 0.0 6.6 Age 0 9 8 Frequency 7 6 0 - - - Years Figure. Age Frequency Distribution

0 Number of years a RN 0 9 8 7 6 0 0-- --8 9-- --6 7--0 Figure. Number of Years as RN Frequency Distribution --

Number of years in current position 0 8 6 0 0- years 6-0 years - years 6-0 years Figure. Number of Years in Current Position Frequency Distribution

Degree Program Enrollment 0 8 6 0 Figure. Degree Program Enrollment Frequency Distribution

% Degree Program Enrollment Not currently enrolled 0% MSN-FNP % RN-BSN 0% RN-MSN 9% MSN 9% MSN/MBA 0% Figure 6. Degree Program Enrollment Pie Graph

Research Question : What is the current level of job satisfaction in currently enrolled students who are registered nurses and seeking a higher degree? Extrinsic Rewards The subscale satisfaction with extrinsic rewards included satisfaction with salary, vacation, and benefits package (insurance, retirement, etc.) questions,, and respectively (Appendix A). Participants were more satisfied than dissatisfied with extrinsic rewards (Mean=.; SD=.) (Table ). Salary was rated as moderately satisfied by % of respondents (n=0). Only one participant (.%) was very dissatisfied with their benefits package. Forty point nine percent (0.9%) were moderately satisfied with vacation, while.8% were moderately satisfied with benefits package. Only one respondent was neither satisfied nor dissatisfied with salary. Refer to Appendix B to see the frequency distribution for each item on the MMSS.

Table Mueller/McCloskey Descriptive Statistics Descriptive Statistics for McCloskey Mueller Satisfaction Subscales Subscale M Satisfaction with extrinsic rewards. SD. Satisfaction with scheduling.86.6 Satisfaction with the balance of family and work.7 0.9 Satisfaction with coworkers.07 0.8 Satisfaction with interaction opportunities.8 0.9 Satisfaction with professional opportunities.8 0.97 Satisfaction with praise and recognition.7.7 Satisfaction with control and responsibility..7

6 Scheduling The satisfaction with scheduling subscale involved questions,, 6, 8, 9, and 0 of the MMSS (Appendix B). Satisfaction with scheduling was scored as more satisfied than dissatisfied (M=.86; SD=.6). Half of the participants (n=; 0%) were moderately satisfied with the hours that they worked. Flexibility was rated as very satisfied by nine participants (0.9%). Only one participant was very dissatisfied with flexibility. Opportunity to work straight days was scored as very satisfied (n=7;.8%). Weekends off per month was scored as very satisfied (n=0; %) with only one participant neither satisfied nor dissatisfied. Flexibility in scheduling your weekends off was very satisfied (n=9; 0.9%) with two participants being neither satisfied nor dissatisfied. Nurses who found compensation for working weekends moderately satisfied were.8% (n=7) and 6.% were neutral being neither satisfied nor dissatisfied. Balance of Family and Work Satisfaction with the balance of family and work involved questions 7,, and of the MMSS (Appendix B), was neither dissatisfied nor satisfied (M=.7; SD=0.9). Over half of the participants (n=,.%) were neutral with opportunity for part time work (question 7). Participants were also neutral to maternity leave time (n=,.%) and child care facilities (n=, 68.%). Interaction Opportunities Satisfaction with interaction opportunities, questions 6, 7, 8, and 9 respectively was more satisfied than dissatisfied (M=.8, SD=0.9). Half of the participants (n=, 0%) were moderately satisfied with delivery of care method used on

7 unit, while one participant responded very dissatisfied. Only one participant was very dissatisfied with opportunities for social contact with their colleagues after work (question 8) and opportunities to interact professionally with other disciplines. Professional Opportunities Satisfaction with professional opportunities was more satisfied than dissatisfied (M=.8; SD=0.97). Ten participants were neutral, neither satisfied nor dissatisfied with opportunities to interact with faculty of the College of Nursing (%). Half of the participants were neutral (n=, 0%) with opportunities to write and publish. Praise and Recognition Satisfaction with praise and recognition was neither satisfied nor dissatisfied (M=.7, SD=.7). Half of the participants were moderately satisfied with recognition of their work by peers (n=, 0%). Satisfaction with immediate supervisor was scored as very satisfied by eight participants (6.%) and one participant was very dissatisfied with their immediate supervisor. Moderate satisfaction was score with satisfaction with amount of encouragement and feedback (n=7,.8%). Control and Responsibility Satisfaction with control and responsibility subscale was neutral, neither satisfied nor dissatisfied (M=., SD=.7). Amount of responsibility and participation in organization decision making were moderately satisfying for 0 participants (%). Only one participant was very dissatisfied with opportunities for career advancement. Research Question : What are the relationships between specific characteristics age, degree program, years of experience, time employed in current position and job satisfaction?

8 Pearson s correlation was completed to determine if any significant relationships existed among demographic characteristics. Correlation between age and job satisfaction was determined to not be statistically significant (r=0.8, p=0.899) (Table ). No statistical significant relationship was found among number of years as a RN and job satisfaction (r=0.06, p=.9). There was no statistically significant relationship among degree program and job satisfaction(r=0.9, p=0.8) and years in current position (r=0.9, p=.78). Table Correlation Table Age # of Years in Current Position # of Years as RN Degree Program Age # of Years in Current Position.00000 0.9 #of Years as RN 0.769 0.680 Degree Program -0.8-0.0608-0.09.00000 Overall Job Satisfaction 0.866 0.886 0.0609 0.9 Overall Job Satisfaction Summary This study examined degree seeking registered nurses current level of job satisfaction. Descriptive statistics were performed using Microsoft Excel 00. Data analysis showed that this sample was more satisfied than dissatisfied in their current position.

9 CHAPTER V Discussion Job satisfaction plays a key role in the retention of registered nurses. The purpose of this study was to examine degree seeking registered nurses current level of job satisfaction. The aim is for data to be utilized to assist leaders in identifying factors that influence job satisfaction. It is the intention that increased understanding of factors that influence job satisfaction will aid leaders in improving nurse retention and lowering staff turnover rates. Implications of Findings The results showed that degree seeking registered nurses current level of job satisfaction is moderately satisfied in their current position. This reflects the AACN finding that nurses with degrees report higher levels of job satisfaction (AACN, 0). The participants rated flexibility as very satisfied which corresponds to the Duffield et al. (0) finding that flexibility in work schedules is instrumental to increased job satisfaction. Participants were moderately satisfied with their co-workers. These results support the Kalisch et al. (00) finding that job satisfaction was higher with higher levels of team work. Results of this study showed satisfaction with delivery of care method and overall job satisfaction was moderately satisfied, which is not consistent with the McGlynn et al. (0) finding that showed nurses were pleased with practice model but job satisfaction was low. Participants were moderately satisfied with praise from their peers and neither satisfied nor dissatisfied with praise and recognition overall and very satisfied with their immediate supervisor which is consistent with Duffield et al. (0) results that showed

0 that managers that provided praise and recognition and were visible contributed to increased job satisfaction. Overall, job satisfaction scores and subscale results were congruent with Lu et al. (0) finding that job satisfaction is closely related to professional commitment and organization environment and the Hayes et al. (00) finding that factors intra-personal, inter-personal, and extra-personal factors all contribute to nurses job satisfaction. Application to Theoretical Framework This research study showed that nurses in this sample were more satisfied than dissatisfied with their overall job satisfaction. These findings are congruent with Herzberg s Theory that suggests job satisfaction is dependent on two systems, hygiene factors and motivation factors. The subscales satisfaction with balance of family and work, satisfaction with praise and recognition, and satisfaction with control and responsibility showed that nurses in this sample were neutral. This is congruent with Herzberg s proposal that there is no dissatisfaction rather there is no satisfaction. Lephalala et al. (008) explained that when hygiene factors are met the motivation factors promote job satisfaction. Job satisfaction does not improve with acceptable hygiene factors. Results of this study showed no satisfaction with motivation factors; controls and responsibility did not make nurses neutral towards their jobs as suggested by Herzberg s Theory. Limitations A small sample size limited randomization and generalization of results to the degree seeking registered nurse population. Global satisfaction scores were not calculated for this research study. Only subscale satisfaction scores were determined so researcher

could identify what aspects of the job participants were most satisfied with. There was also a lack of generalizability due to the study being limited to one university s School of Nursing. Time constraints of the researcher made having the survey distributed via electronic mail by professors at College of Nursing the most reasonable method to obtain the largest number of participants. This particular research study could have been stronger if the sample had included other universities in the region or state. The McCloskey Mueller Satisfaction Scale is another limitation since this instrument was designed to measure job satisfaction in hospital staff nurses, and this study did not investigate setting that participants worked in. Reliability and validity of the MMSS used to measure job satisfaction among nurses in other settings needs to be addressed. Implications for Nursing Many participants responded neutral on the praise and recognition subscale. Nursing leaders can use this information to develop or improve upon current formal employee recognition and rewards programs, There is a need for more research on job satisfaction in degree seeking registered nurses. Leaders should encourage committee involvement by enlisting staff members in current committees or suggesting new committee formation to address hospital problem areas. Leaders can encourage nurses participation in nursing research and offer incentives for participation. Work and family balance is a very important factor for participants as indicated results. Leaders can form partnerships with area child care facilities to offer discounts or consider constructing facility used exclusively for employees. Administrators could also offer job sharing where two individuals share responsibilities of one full time position, on a part time basis.

Recommendations The research recommends conducting this study using a larger sample size to obtain results that can be generalized to a larger population. A qualitative study to investigate additional factors that degree seeking registered nurse value, not included on the MMSS that contributes to job satisfaction, would be useful. Repeating the study and adding work setting as a variable would be useful in identifying if nurses that work in certain settings have differing levels of job satisfaction. Conclusion This research study examined the current level of job satisfaction in degree seeking registered nurses using Herzberg s Theory of Motivation. The results showed that degree seeking registered nurses had moderately satisfied levels of job satisfaction. Job satisfaction in degree seeking registered nurses requires further research as they have been a group of nurses that have reported higher levels of job satisfaction.

References American Association of Colleges of Nursing (AACN). (0). Fact sheet: The impact of education on nursing practice. Retrieved November 6, 0, from http://www.aacn.nche.edu/media-relations/edimpact.pdf American Association of Colleges of Nursing (AACN). (0). Nursing shortage fact sheet. Retrieved November 6, 0, from http://www.aacn.nche.edu/mediarelations/nrsgshortagefs.pdf Baernholdt, M., & Mark, B. A. (009). The nurse work environment, job satisfaction and turnover rates in rural and urban nursing units. Journal of Nursing Management, 7(8), 99-00. doi:0./j.6-8.009.007.x Duffield, C. M., Roche, M. A., Blay, N., & Stasa, H. (0). Nursing unit managers, staff retention and the work environment. Journal of Clinical Nursing, 0(), -. doi:0./j.6-70.00.078.x Hayes, B., Bonner, A., & Pryor, J. (00). Factors contributing to nurse job satisfaction in the acute hospital setting: A review of recent literature. Journal of Nursing Management, 8(7), 80-8. doi:0./j.6-8.00.0.x Jones, C. B. (008). Revisiting nurse turnover costs: Adjusting for inflation. Journal of Nursing Administration, 8(), -8. Retrieved from http://ezproxy.gardnerwebb.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=rzh &AN=0097899&site=ehost-live Kalisch, B. J., Lee, H., & Rochman, M. (00). Nursing staff teamwork and job satisfaction. Journal of Nursing Management, 8(8), 98-97. doi:0./j.6-8.00.0.x

Lephalala, R. P., Ehlers, V. J., & Oosthuizen, M. J. (008). Factors influencing nurses' job satisfaction in selected private hospitals in england. Curationis, http://ezproxy.gardnerwebb.edu/login?url=http://search.ebscohost.com.ezproxy.gardnerwebb.edu/login.aspx?direct=true&db=rzh&an=00909&site=ehost-live Laschinger, H., Leiter, M., Day, A., & Gilin, D. (009). Workplace empowerment, incivility, and burnout: Impact on staff nurse recruitment and retention outcomes. Journal of Nursing Management, 7(), 0-. doi:0./j.6-8.009.00999.x Lu, H., Barriball, K. L., Zhang, X., & While, A. E. (0). Job satisfaction among hospital nurses revisited: A systematic review. International Journal of Nursing Studies, 9(8), 07-08. doi:0.06/j.ijnurstu.0..009 McGlynn, K., Griffin, M., Donahue, M., & Fitzpatrick, J. J. (0). Registered nurse job satisfaction and satisfaction with the professional practice model. Journal of Nursing Management, 0(), 60-6. doi:0./j.6-8.0.0.x Morgan, J. C., & Lynn, M. R. (009). Satisfaction in nursing in the context of shortage. Journal of Nursing Management, 7(), 0-0. doi:0./j.6-8.007.008.x Mueller, C. W., & McCloskey, J. C. (990). Nurses' job satisfaction: A proposed measure. Nursing Research, 9(), -7. Retrieved from http://ezproxy.gardnerwebb.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=rzh &AN=99008&site=ehost-live

O'Brien-Pallas, L., Murphy, G. T., Shamian, J., Li, X., & Hayes L. J. (00). Impact and determinants of nurse turnover: A pan-canadian study. Journal of Nursing Management, 8(8), 07-086. doi:0./j.6-8.00.067.x Pietersen, C. (00). Job satisfaction of hospital nursing staff. Journal of Human Resource Management, (), 9. Pin-Pin Choi, S., Cheung, K., & Pang, S.M. (0). Attributes of nursing work environment as predictors of registered nurses' job satisfaction and intention to leave. Journal of Nursing Management, (), 9-9. doi:0./j.68.0.0.x Tourangeau, A. E., Cummings, G., Cranley, L. A., Ferron, E. M., & Harvey, S. (00). Determinants of hospital nurse intention to remain employed: Broadening our understanding. Journal of Advanced Nursing, 66(), -. doi:0./j.668.009.090.x Utrianen, K., & Kyngäs, H. (009). Hospital nurses' job satisfaction: A literature review. Journal of Nursing Management, 7(8), 00-00.

6 Appendix A Demographic Questionnaire

7 Demographic Questionnaire Answer the following: ) State your age in years. ) Are you male or female? Choose if male, if female ) What degree program are you currently enrolled in? Choose the one that best identifies you. ) RN-BSN ) MSN ) MSN/MBA ) RN-MSN ) MSN-FNP 6) Not currently enrolled in a degree program ) State the number of years that you have been employed in your current position: ) State the number of years that you have been a registered nurse.

8 Appendix B Mueller and McCloskey Satisfaction Scale Frequency Distribution for Each Question

9 Rating Salary Frequency(n=) 6 0 Percentage 9.% 7.%.%.%.6% Rating Frequency(n=) Percentage Opportunities for social contact with colleagues after work.% 9.% 8.% 0.%.7%.%.7% 9.% 0.9%.7% Opportunities to interact professionally with other disciplines.% 0 0.0% 6 7.% 0.%.7% Vacation 9.% 9.%.7%.8%.8% Opportunities to interact with faculty of the College of Nursing 0 0.0%.% 0.%.7% 6 7.%.%.6%.% 0.0% 7.% Opportunities to belong to department and institutional committees 0 0.0% 0 0.0% 6 7.%.% 8.% Benefits Package 7 7 Hours that you work 6 Flexibility in scheduling your hours.% 6 7.% 9.% 8.% 9 0.9% Opportunities to participate in nursing research 9.% 8.% 8 6.% 7.8%.% Opportunity to work straight days 0 0.0% 9.%.6% 7.8% Opportunities to write and publish Rating Rating Frequency(n=) Percentage Frequency(n=).% 8.%.% 8.% Percentage

0 Weekends off per month 8 0.% 9.%.% 6.%.% Your immediate supervisor 7 8.% 8.% 9.%.8% 6.% Flexibility in scheduling your weekends off.%.6% 9.% 7.8% 9 0.9% Recognition for your work from superiors 8.%.7% 9.%.7%.7% Compensation for working weekends.% 9.% 8 6.% 7.8% 8.% Recognition of your work from peers 0 0.0%.6% 8.% 0.0% 8.% Opportunity for part time work 0.0% 0.0%.%.7%.7% Amount of encouragement and positive feedback 9.%.7% 8.% 7.8% 8.% 9.%.%.% 8.%.6% Control over what goes on in the work setting 9.% 7.8%.6% 6 7.% 8.% 9.%.6% 68.% 0.0% Opportunities for career advancement.%.7% 6 7.% 7.8% 0 0 Maternity leave time Child care facilities 0

Your nursing peers 0 9 8.% 0.0% 8.% 0.9% 6.% Your amount of responsibility 0 The physicians you work with 0 0 0.0% 0.0%.6% 6.6%.7% Your control over work conditions.6% 7.8%.% 8 6.%.6% The delivery of care method used on unit 0.% 0.0%.7% 0.0%.7% Opportunities for social contact at work 0 0.0%.%.7% 0.0% 6 7.%.6%.6% 9.%.% 8.% Your participation in organizational decision making 8.%.7% 9.% 0.%.%