The Relationship Between Nurses’ Work Environment And Job Satisfaction Of Intensive Care Unit

ObjectivesTo investigate the status of ICU nurses’work environment and job satisfaction in tertiary hospitals in Jinan. To explore the influence of demographic variables on nurses’work environment and job satisfaction and their relationships. To provide strategic guidance and theoretical basis for improving nurses’ work environment and their job satisfaction.MethodsA quantitative research method was applied. By convenient sampling,300nurses of ICU were recruited from four tertiary hospitals in Jinan. The general questionnaire, Practice Environment Scale(PES) and Nurses’Job Satisfaction Scale were used. The status of ICU nurses’ work environment, nurses’job satisfaction and related demographic variables were analyzed. The influence of nurses’ work environment on nurses’ job satisfaction was discussed and possible strategies was raised. Inclusion criteria include that the subjects must be registered nurses and signed informed consent forms. Exclusion criteria include that nurses who are from other hospitals and nurses unavailable during the investigation. Reliability and validity analysis, descriptive analysis, Peason correlation, exploratory factor analysis and multiple stepwise regression analysis were performed by SPSS17.0. Results1. In300nurses of ICU, nursing work environment score was (93.25±12.27), the average is divided into (3.01±0.40) points, mean scores of each dimension were nurse participation in hospital affairs (2.83±0.47), High quality nursing service (3.13±0.41),nursing management ability and leadership style (3.10±0.41), adequate human and material resources (2.91±0.54), medical cooperation (3.11±0.52). The job satisfaction of nurses, a total of (119.83±16.99), the average is divided into (3.15±0.45) points, each dimension scoring average turn management (3.41±0.69), work load (3.01±0.47), and colleagues (3.91±0.60), work itself (2.85±0.61),salary and welfare(2.21±0.91), personal growth and development (2.91±0.69), work recognized (3.45±0.62), home/work balance (3.43±0.81).2. In280nurses of general wards, nursing work environment averaged (3.10±0.33) points, mean scores of each dimension were nurse participation in hospital affairs (2.95±0.38), high quality nursing service (3.19±0.33), nursing management ability and Leadership (3.29±0.39), adequate human and material resources (2.88±0.55), medical cooperation (3.08±0.38), The nurse job satisfaction averaged(3.57±0.39) points, each dimension scoring average turn management (3.83±0.63), work load (3.72±0.52), and colleagues (3.61±0.52), work itself(3.54±0.56), wages and welfare (2.92±0.80), personal growth and development (3.36±0.61), work recognized (3.69±0.60), home/work balance (3.58±0.79).3. The independent sample t test results show that in the nursing work environment score (t=-2.47, P=0.014) and dimension of nurse participation in hospital affairs (t=-3.06, P=0.002) and dimension of ability and leadership of nursing managers (t=-4.73, P<0.001), the difference was statistically significance between nurses in ICU and general wards, While the dimension of the high quality nursing service (t=-1.54, P=0.125), manpower and material resources dimension(t=0.50, P=0.619), medical cooperation dimension (t=0.554, P=0.580) had no significant difference. The score difference in the job satisfaction (t=-10.208, P<0.001) and management dimension (t=-6.408, P<0.001), the work load dimension (t=-14.676, P<0.001), dimension of colleagues (t=5.780, P<0.001), the work itself (t=-11.808, P<0.001) dimension, wages and welfare dimension (t=-8.691, P<0.001), personal growth and development dimension(t=-6.982, P<0.001), work recognized dimensions (t=-4.007, P<0.001) has statistics significance, the dimension of familly/work balance (t=-1.905, P=0.057) had no significant difference.4. Different forms of labor (F=-3.22, P=0.001), whether to participate in the training (F=4.56, P=0.034) had significant difference in the job satisfaction of nurses, the remaining variables such as age (F=1.506, P=0.223), gender (F=0.755, P=0.386), education (F=1.313, P=0.271), working years (F=1.629, P=0.198marriage (F=2.385, P=0.124), level (F=0.412, P=0.746), nurse bed ratio (F=2.168, P=0.092) there was no significant difference in the job satisfaction.5. Pearman correlation analysis showed that there was a significant positive correlation between nursing job satisfaction scores in all dimensions and total score and the work environment of each dimension scores and total scores in nurses(r=0.253-0.667, P<0.01).6. Regression analysis showed, nurse participation in hospital transaction dimension, high quality nursing service based dimension, adequate human and material resources dimension is the predictor variables of nursing job satisfaction.ConclusionPractice Environment Scale (PES) and Nurses’ Job Satisfaction Scale are eligible in reliability and validity and can be used to investigate nurses’ work environment and nurses’ job satisfaction. The work environment of ICU nurses in tertiary hospitals in Jinan are in the middle level. The nursing managers can improve nursing work environment through engaging nurses in hospital decision-making and optimize the foundation of Quality Nursing Care. The job satisfaction of ICU nurses in tertiary hospitals in Jinan are in the middle level.The form of employment and Whether or not have participated in the specialized training were the main influencing factors.Nurses’ work environment is closely related to nurses’job satisfaction and has a significant influence on nurses’ job satisfaction. The difference is statistically significant among the influence of three dimensions of nurses’work environment, which are engagement in hospital business, foundation of high-quality nursing care and adequate workforce and material, on nurses’ job satisfaction. The intervention to job satisfaction can begin with improving nurses’ work environment and take measures as follows:make improvement in management strategies and empowerment to increase the independence and autonomy of nurses, optimize configuration of human resources and provide adequate workforce and material. The ultimate purpose is to improve the quality of nursing service and nurses’job satisfaction.