The Impact Of Psychological Reward Satisfaction On Clinical Nurses’ Job Attitudes

Objective:To understand the current situation of clinical nurses’psychological reward satisfaction (PReSS), analyze the differences of nurses’PReSS among different demographical groups, as well as explore the impact of the PReSS and pay level satisfaction on their job attitudes (job satisfaction, affective commitment and turnover intention). Evidence was presented for hospital managers to stimulate nurses effectively, stabilize nursing team and improve nursing quality.Methods:Clinical nurses from5different comprehensive hospitals in Jinan City were recruited randomly.413valid questionnaires were returned. We used questionnaire packages including demography, PReSS, pay level satisfaction, job satisfaction, affective commitment and turnover intention. Data were processed by SPSS13.0for descriptive analysis, independed samples t-est, one-way ANOVA, Pearson inter-correlation and multiple linear regression analysis.Results:1. The mean score of413clinical nurses’PreSS were2.13±0.83, of which from head nurses were3.69±0.64, of which from physicians were3.44±0.69. The PReSS from head nurses was higher than that from physicians.2. Clinical nurses’PReSS was influenced by characteristics of social demography. Age, work experience, title and marriage status had a significant influence on nurses’ PReSS. The score of casual nurses’PReSS from head nurses was higher than those permanent nurses, whereas nurses’ PReSS from physicians had no significant differences.3. The mean scores of clinical nurses overall job satisfaction, affective commitment, turnover intention and pay level satisfaction were4.31±1.37,3.61±0.70,2.34±0.66,2.13±0.83, respectively. Nurses’ pay level satisfaction was positively correlated with overall job satisfaction and affective commitment, whereas negatively correlated with turnover intention; nurses’ PReSS from both head nurses and physicians were positively correlated with overall job satisfaction and affective commitment, whereas negatively correlated with turnover intention.4. The multiple linear regression analysis results showed that both pay level satisfaction and PReSS from head nurses had a significant impact on nurses’job attitudes (job satisfaction, affective commitment and turnover intention), however, the PReSS of nurses from physicians had no significant influence on nurses’attitudes.Conclusions:1. Clinical nurses satisfaction with psychological rewards from head nurses was higher than that from physicians, which indicated that hospital managers should promote by strengthening communications between nurses and physicians, satisfying nurses’psychological needs and building a better interpersonal relationships climate.2. Clinical nurses PReSS was influenced by the characteristics of social demography, which included age, work experiences, title and marriage status and so on. Thus, hospital managers should understand nurses’ satisfaction level with rewards and satisfy their different needs in order to enhance nurses’ job satisfaction and affective commitment and reduce their turnover intentions.3. Both pay level satisfaction and PReSS from head nurses had a significant impact on their job attitudes, which showed that nurses value psychological reward satisfaction beside the financial rewards. Therefore, when stimulating nurses through reward strategy, hospital mangers should pay more attention to the long term effects of psychological rewards to improve nursing quality and reduce nursing turnover rate.