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Job satisfaction in nursing: A concept analysis study

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Job satisfaction in nursing: a concept analysis study

Y. Liu1,2 RN, PhD candidate, Y. Aungsuroch3 RN, PhD & J. Yunibhand3 RN, PhD, APN

1 Doctoral Student, 3 Associate Professor, Faculty of Nursing, Chulalongkorn University, Bangkok, Thailand, 2 Assistant Professor, School of Nursing, Dalian Medical University, Dalian, China

LIU Y., AUNGSUROCH Y., & YUNIBHAND J. (2016) Job satisfaction in nursing: a concept analysis study. International Nursing Review

Aim: This study aims to undertake a concept analysis of job satisfaction in the nursing profession.

Background: Around current global shortage of nurses, it is important to stabilize the nursing workforce.

Nurses’ job satisfaction has been found to be related to intention to leave.

Introduction: In the nursing profession, there is a lack of evidence to support the attributes of nurses’ job

satisfaction.

Methods: Walker and Avant’s approach of concept analysis was used.

Results: The main attributes of job satisfaction from this study are (1) fulfillment of desired needs within the

work settings, (2) happiness or gratifying emotional responses towards working conditions, and (3) job value

or equity. These attributes are influenced by antecedent conditions like demographic, emotional, work

characteristics and environmental variables. Additionally, the consequences of nurses’ job satisfaction have a

significant impact on both nurses and patients.

Discussion: This study integrated both the content and process of motivational theories to generate the

attributes of job satisfaction in nursing that overcome the limitation of the previous studies, which looked only

at the definitions of nurses’ job satisfaction based on content motivational theories.

Conclusion and Implications for Nursing and Health Policy: The findings of this study can facilitate both

nursing researchers to develop a cultural adaption instrument and policy makers to improve clinical nursing

practice. This analysis provides nurse managers with a new perspective to deal with nurses’ job satisfaction by

taking into account all the attributes that influence it in the nursing field.

Keywords: Concept Analysis, Job Satisfaction, Nursing

Background The global nursing shortage has influenced the overall world healthcare system. For example, by 2020, the USA may have one million openings for nurses according to the US Bureau of Labor Statistics (Sonenshine 2014). In addition, Europe may be

facing a shortage of 600 000 workers in nursing by 2020 (Hofgastein 2010). Moreover, China may be facing a shortage of 1 590 000 nurses in the next 5 years, which is accounted from 2015 to 2020 (Ministry of Health of China 2011). A shortage of nurses has influenced Thailand, Japan, Australia, Africa and many other countries as well. Therefore, stabilizing the nursing workforce is more important than ever before.

Introduction The impact of job satisfaction has been widely studied across several disciplines, including psychology, sociology,

Correspondence address: Yupin Aungsuroch, Borommaratchachonnani Srisataphat Building, Rama1 Road, Pathumwan, Bangkok 10330, Thailand; Tel: (662)-218-1131; Fax: (662)-218-1130; E-mail: [email protected].

Conflict of interest: No conflict of interest has been declared by the authors.

Literature Review

84© 2015 International Council of Nurses

63, 84–91

management and the nursing profession. Low levels of job satis- faction are related to not only employee withdrawal (Siu 2002), and intention to leave (Chi 2006) but also employee mental health (Nadinloyi et al. 2013) and burnout (Nadinloyi et al. 2013). Employees who are highly satisfied with their jobs have been shown to be more productive, creative and remain within the working organization for longer periods of time (Tang et al. 2000). In addition to previously outlined factors, job satisfac- tion in nursing has been found to have a significant impact on patients’ satisfaction (Tang et al. 2000). Despite the importance of nurses’ job satisfaction related to nurses’ and patients’ psychological health, limited attention has been given to natural attributes of this complex concept in nursing.

Nursing researchers have described a diversity of definitions about nurses’ job satisfaction that relate to the nursing profes- sion. They were included but not limited to be defined as ‘a function of situation and personality’ (Wang 2006) or ‘a feeling or affective response of nurses to the situation about their jobs and work environment’ (Hu 2007). However, no clear consensus exists on the definition of nurses’ job satisfaction. Thus, choos- ing the most appropriate conceptual definition of nurses’ job satisfaction may challenge nursing researchers when they are conducting related topics on this concept. Therefore, the purpose of this concept analysis study is to describe and clarify the multifaceted nature of job satisfaction and to provide a con- ceptualized definition of job satisfaction in nursing.

The benefit of this concept analysis is that it will allow other researchers to develop an operational definition which is based on the results of this study. In addition, the description of antecedences and consequences can give a clear explanation of phenomena with concomitant occurrence of nurses’ job satisfaction.

Methods This paper defines the attributes of job satisfaction in nursing using the eight-step Walker and Avant’s (2011) process of concept analysis method as shown in Table 1. The main objec- tives of the concept analysis process are to identify the attributes and provide researchers with a precise definition of the concept. Therefore, this analysis can provide a conceptualized definition of job satisfaction. The search method focused on three distinct steps. Step 1: searching dictionaries, books, theses/dissertations related to job satisfaction. Step 2: performing a literature search in CINAHL, Medline, Blackwell, PsychInfo and Google Scholar databases using the keywords job satisfaction, work satisfaction, and nurse as key word and title. Step 3: Reviewing additional lit- erature from cited references to find out relevant articles. The inclusion criteria of selection were: (1) definitions and attrib- utes of job satisfaction, (2) antecedents, consequences and

empirical evidence of nurses’ job satisfaction, and (3) published materials conducted from 1954 to 2015 in English or Chinese. The exclusion criteria of selection were non-peer-reviewed arti- cles or letters to the editors and commentaries. Finally, three dictionaries, 13 books, 13 theses/dissertations and 97 research articles were used for data analysis.

Results

Dictionary definitions of job satisfaction

‘Job satisfaction’ does not appear in any dictionaries as one term. However, ‘job’ and ‘satisfaction’ have been clearly defined separately.

‘Job’ is defined by the Collins English Dictionary & Thesau- rus as ‘(1) an individual piece of work or task; (2) an occupa- tion; (3) an objective worked on or a result produced from working; and (4) a duty or responsibility’ (Summers & Holmes 2006, p. 645). The Cambridge dictionary of American English defines job as ‘(1) the regular work that a person does to earn money; (2) a particular piece of work; and (3) a responsibility or duty’ (Landau 2000, p. 470). The New Oxford American Dic- tionary also defines ‘job’ as ‘(1) a paid position of regular employment; (2) a task or piece of work, esp. one that is paid’ (Jewell & Abate 2001, p. 509). Thus, ‘job’ can be defined as a task or responsibility that is undertaken by a person.

The word ‘satisfaction’ has several definitions. In the Collins English Dictionary & Thesaurus: ‘(1) the act of satisfying or state of being satisfied, (2) the fulfillment of a desire, (3) the pleasure obtained from such fulfillment, (4) a source of fulfill- ment, (5) compensation for a wrong done or received’ (Summers & Holmes 2006, p. 1070). According to Cambridge dictionary of American English’s definition, ‘satisfaction’ is ‘the pleasant feeling you get when you receive something you wanted, or when you have done or are doing something you

Table 1 Eight-step approach of Walker and Avant’s concept analysis

Concept analysis steps Presentation

positions

1. Select a concept Introduction part

2. Determine the purpose of the analysis Methods part

3. Identify all uses of the concept Results part

4. Determine the defining attributes Results part

5. Construct a model case Results part

6. Construct an additional case Results part

7. Identify antecedents and consequences Results part

8. Define empirical referents Results part

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Job satisfaction in nursing 85

wanted to do’ (Landau 2000, p. 756). The New Oxford Ameri- can Dictionary also notes that ‘satisfaction’ is ‘fulfillment of one’s wishes, expectations, or needs, or the pleasure derived from this’ (Jewell & Abate 2001, p. 1515). In a word, satisfaction can be defined as a feeling of pleasantness when desires or needs have been fulfilled.

Literature definitions of job satisfaction

Definitions of job satisfaction based on Maslow’s hierarchy of

needs theory

The term ‘job satisfaction’ appears in psychology, sociology and nursing literature associated with organizational behaviour. Job satisfaction is a multifaceted and complex concept, with various people having different perspectives. Since the 1900s, studies about job satisfaction have shifted from the idea that humans are machines, to acknowledge the worker as an individual with human needs (Stamps & Piedmonte 1986). Job satisfaction is closely related to basic human needs, which is supported by the humanistic psychologist, Abraham Harold Maslow (Maslow 1954).

Based on Maslow’s hierarchy of needs theory, job satisfaction is the individual matching of a person’s needs to the perceived potential of the occupation for satisfying those needs (Kuhlen 1963). Similarly, Worf defines job satisfaction as the fulfillment of needs. That is, within the work environment, the employee’s physical and psychological needs are either fulfilled or not ful- filled by his or her job (Worf 1970). Therefore, based on Maslow’s theory, the description of ‘the fulfillment of an employee’s desired needs’ can be used to appropriately define job satisfaction.

Definitions of job satisfaction based on Herzberg’s two-factor theory

With the emergence of Herzberg’s two-factor theory, job satis- faction studies began to focus on motivation of employees. In Herzberg’s theory, the employee’s positive feeling about their work is considered as the importance of job satisfaction. Con- sistent with Herzberg’s job satisfaction definition, Gruneberg states that job satisfaction is all of the feeling employees have about their jobs (Gruneberg 1976). Similarly, job satisfaction is defined as the feeling or affective response an employee has to all different areas of his or her work (Smith et al. 1969). More- over, Butler and Banik refer to job satisfaction as gratification and self-fulfillment received from the work environment (Butler & Banik 1991). Therefore, based on the above professional opinions, it can be concluded that similar to Herzberg’s theory, job satisfaction is an employee’s positive feelings towards his or her work. This includes the happiness or enjoyment that the employee feels when doing his or her work.

Definitions of job satisfaction based on the cognitive process of

motivation theory

Maslow’s Hierarchy of Needs Theory or Herzberg’s Two-Factor Theory is classified into content motivation theories (Hall 2003). These theories offer ways to analyse how individuals identify their needs and motives. In addition, Hall mentions that the definition of job satisfaction could also be defined based on the cognitive process of motivation theories, such as the Expectancy Theory (Vroom 1964). The purpose of content motivation theories is to investigate individual needs (Schermerhorn et al. 1991). The aim of the process approach of motivational theory is to understand the cognitive processes of human expectation that influence human behaviour (Schermerhorn 1999). Based on the process approach of moti- vational theory, job satisfaction is interpreted as the amount of personal expectation an employee experiences in his or her current job (Vroom 1964). Locke first defined job satisfaction as ‘the pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job values’ (Locke 1969). Locke later defined job satisfaction as the positive or pleasurable feeling that an employee feels due to the appraisal of his or her job or job experience (Locke 1976). In 1986, Locke and Henne wrote that achievements accomplished during work resulted in the pleasurable and emotional state known as job satisfaction (Locke & Henne 1986). Therefore, from the process approach of the motivation theory, job satis- faction can be summarized as the positive emotional response that an employee has about his or her achievement of job value or equity.

Definitions of job satisfaction in the nursing discipline

In the nursing discipline, the definition of nurses’ job satisfac- tion has been defined by several authors. Most of the nurses’ job satisfaction definitions are based on Maslow’s Hierarchy of Needs Theory and Herzberg’s Two-Factor Theory. For instance, Atwood and Hinshaw define nurses’ job satisfaction as a nurse’s perception of subjective feelings about his or her job and work condition (Atwood & Hinshaw 1977). Spector defines nurses’ job satisfaction as a feeling or affective response of nurses to the situation about their job and work environment (Spector 1985). Additionally, Mueller and McCloskey define nurses’ job satisfac- tion as ‘the degree of positive affective orientation toward employment’ (Mueller & McCloskey 1990). In China, Cao defines nurses’ job satisfaction as ‘a staff nurse’s pleasurable emotion that results from a nurse’s job experience among Chinese nurses’ (Cao 1998). However, in these definitions, they do not integrate a nurse’s job value or equity. Therefore, it is necessary to update the conceptual definition of nurses’ job

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86 Y. Liu et al.

satisfaction to include their own perception of their job value or equity.

Determine the defining attributes of nurses’ job satisfaction

Walker and Avant (2011) defined attributes as characteristics that appear in a concept repeatedly and help researchers differ- entiate the occurrence of a specific phenomenon from a similar one. Results from 22 relevant resources helped to identify three attributes associated with job satisfaction as shown in Table 2. ‘Happiness or gratifying emotional responses towards working conditions’ receive most literature support followed by the ‘Ful- fillment of desired needs within the work settings’ and ‘Job value or equity’.

In conclusion, the conceptualized definition of nurses’ job satisfaction is the nurses’ positive feeling response to the work conditions that meet his or her desired needs as the result of their evaluation of the value or equity in their work experience.

Construct a model case and analysis of nurses’ job satisfaction

In this concept analysis paper, the author illustrated a model case to demonstrate all defining attributes of the concept (Walker & Avant 2011). The model case based on the researc- her’s experience visiting hospitals is presented as follows.

Model case

A group of nurses who worked at a hospital implemented the American Nurses Credentialing Center National Magnet pro- gramme. In this hospital, leadership skill training was provided by the human resources department. The human resources department tracked the staff’s job performance. During the staff meeting, the human resources department reiterated the hospi- tal policy about pay, reward, obligation and employee’s rights. When nurses worked in various departments, they felt they could effectively communicate with their team members and other staff members. Their contributions to the department could be recognized by the head nurse and by other colleagues. The responsibility of each shift was written in the department’s introduction book. For the night shift nurses, dinner and break- fast were provided by their work unit. In addition, the head nurse designed a flexible work schedule based on the number of patients in the department and on the nurses’ personal situa- tions. This allowed nurses to be able to balance their work and family life. They enjoyed their work and provided exceptional nursing care to the patients. The nurses understood their responsibilities and worked diligently to complete their tasks. They received praises from the patients and the head nurse, which subsequently made them feel that their work was appreciated.

In this case, the nurses desired needs could be fulfilled in their occupational setting. The nurses were happy when they provided care for the patients and were active in the work setting. They could achieve their job expectations. They also felt appreciated by their patients and received recognition by the head nurse. Therefore, all the attributes of nurses’ job satisfac- tion were met in this case.

Construct an additional case and analysis of

nurses’ job satisfaction

When researchers defined attributes of related concept overlap with the analysed concepts, it was difficult to identify the most representative defining attributes. Therefore, identifying a case that is contrary to a model case can help researchers determine the most representative attributes of studying a concept. According to Walker & Avant (2011), the contrary case demon- strated a ‘clear example of not the concept’. An example based on the researcher’s working experience is provided below.

Contrary case

Hospital A has a serious shortage of nurses. The managers in this hospital have been paying more attention to patient safety and less consideration for the nurses’ career development or individual needs. The first-line nurses were busy with their daily tasks. They did not have enough time to participate in short

Table 2 Literature support the attributes of job satisfaction

Attributes Sources

1. Happiness or gratifying

emotional responses towards

working conditions

(Atwood & Hinshaw 1977); (Butler

& Banik 1991); (Cao 1998);

(Cumbey & Alexander 1998);

(Gruneberg 1976); (Locke 1969);

(Locke 1976); (Locke & Henne

1986); (Luthans 1998); (Mueller &

McCloskey 1990); (Price 2001);

(Smith et al. 1969); (Spector

1985); (Wang 2006); (Weiss &

Cropanzano 1996).

2. Fulfillment of desired needs

within the work settings

(Camp 1994); (Butler & Banik

1991); (Camp 1994); (Conrad

et al. 1985); (Cumbey &

Alexander 1998); (Kuhlen 1963);

(Lofquist & Dawis 1969);

(Luthans 1998); (Robbins 1998);

(Worf 1970).

3. Job value or equity (Butler & Banik 1991); (Locke 1969);

(Locke 1976); (Locke & Henne

1986); (Vroom 1964).

© 2015 International Council of Nurses

Job satisfaction in nursing 87

training courses or learn new skills. Nurses also felt very tired after their daily work. They were not satisfied with their current jobs. In addition, patients complained that the living environ- ment was crowded. Since there were not enough beds, addi- tional beds were added in the patients’ rooms or even in the corridors. Sometimes, they were also angry at the nurses for delaying their treatments, therefore causing nurses to be frus- trated about their work.

In this case, the nurses’ desired needs were not fulfilled in the hospital. They could not meet their basic career expectations. The nurses did not feel happy in their current work setting. In addition, nurses did not feel that it was worth working there. Therefore, all the attributes of a nurses’ job satisfaction were absent in the contrary case.

Identify antecedents and consequences of nurses’ job satisfaction

Based on Walker and Avant’s explanation, ‘antecedents are those events or incidents that must occur prior to the occurrence of the concept’ (Walker & Avant 2011). Articles that studied pre- dictors of nurses’ job satisfaction were reviewed. These predic- tors were considered as the antecedents of nurses’ job satisfaction and grouped into four categories by the authors, including demographic variables, emotional variables, work character variables and environment variables. The first implied antecedents are demographic variables, such as education (Ingersoll et al. 2002), marital status (Karagozoglu & Bingöl 2008), work experience (Lu et al. 2007), job position (Ma et al. 2003) and location (Ingersoll et al. 2002). They are related to personal situations. The second group of implied antecedents are emotional variables, which include work values (Verplanken 2004), job involvement (Chu et al. 2003), organizational or pro- fessional commitment (Lu et al. 2007), behavioural disengage- ment (Li & Lambert 2008), positive or negative affectivity (Chu et al. 2003), psychological distress (Siu 2002) and job motiva- tion (Bégat et al. 2005). These factors explained personal atten- tion or feeling when they were provided with work tasks. The third category is work character variables, such as nurse staffing (Aiken et al. 2012), routine (Chu et al. 2003), autonomy (Duffield et al. 2009), ethic stress (Bégat et al. 2005), work demands (Bégat et al. 2005), work load (Li & Lambert 2008) and organization structure (Gulick et al. 2007). These factors represent the characteristic of nursing work. The fourth ante- cedents of nurses’ job satisfaction are implied as environment variables, which represent the nurses working in a supportive practice setting. These variables include but are not limited to nurses’ working environment (Aiken et al. 2008), collaboration and good communication (Bégat et al. 2005; Verplanken 2004), professional development (Bégat et al. 2005; Kwak et al. 2010), social or organization support (Kwak et al. 2010), supervisory

or peer support (Chu et al. 2003), structural empowerment (Casey et al. 2010), psychological empowerment (Casey et al. 2010), social empowerment (Casey et al. 2010) and transforma- tional leadership (Andrews et al. 2012).

Additionally, according to Walker and Avant, the conse- quences are ‘those events or incidents that occur as a result of the occurrence of the concept’ (Walker & Avant 2011). After extensive review, the consequences of low job satisfaction can have an impact on both nurses and patients. On the one hand, studies show that nurses’ job satisfaction has an impact on nurse retention (Cowin et al. 2008), nurses’ intention to stay (Larrabee et al. 2010), nurses’ intention to leave (Chi 2006), absenteeism (Siu 2002), turnover (Shader et al. 2001), quality of life (Cimete et al. 2003), burnout (Nadinloyi et al. 2013), mental health (Nadinloyi et al. 2013), work stress (Lu et al. 2007) and job performance (Kounenou et al. 2011). On the other hand, job satisfaction in nursing can also have an impact on patient outcomes, which include quality of care (Kwak et al. 2010) and patient satisfaction (Szecsenyi et al. 2011).

Define empirical referents of nurses’ job satisfaction

Defining empirical referents is the last step of concept analysis. Walker and Avant state that ‘empirical referents are classes or categories of actual phenomena that by their existence or pres- ence demonstrate the occurrence of the concept itself ’ (Walker & Avant 2011). The defining attributes of nurses’ job satisfac- tion concept are abstract, so empirical referents are needed to make the concept measurable. Empirical referents for nurses’ job satisfaction are described according to the following attributes.

Fulfillment of desired needs within the work settings

This attribute can be measured by statements such as, ‘I agree with the hospital policies for professional development’ or ‘the provisions for in-service training adequately meet my needs’ (Ng 1993) or ‘My present salary is satisfactory’ (Stamps & Piedmonte 1986).

Happiness or gratifying emotional responses towards working conditions

This attribute can be measured by statements such as, ‘Even if I could make more money in another hospital nursing situation, I have more pleasure here because of the working conditions’ or ‘I enjoy my current work situation’.

Job value or equity

This attribute can be assessed by using sentences like ‘It makes me proud to talk to other people about what I do on my job’ (Stamps & Piedmonte 1986) or ‘I feel that I provide the valuable work’.

© 2015 International Council of Nurses

88 Y. Liu et al.

However, nurses’ job satisfaction may have other empirical referents in a diversity of cultures, situations and contexts. Therefore, researchers can develop other empirical references based on the attributes of this analysis by interviewing clinical experts in their contexts.

Discussion This concept analysis provides a deeper understanding of the meaning about nurses’ job satisfaction. Although job satisfac- tion does not appear as a dictionary definition, the comprehen- sive analysis results reveal more clarity in the meaning of job satisfaction. It was defined as the feeling of pleasantness when occupational desires or needs have been fulfilled. In addition, based on Maslow’s hierarchy of needs theory or Herzberg’s two- factor theory, job satisfaction in nursing was initially described as the feeling of pleasantness when occupational desires or needs have been fulfilled. However, critical literature review on this topic, dictionary definitions and Maslow’s and Herzberg’s theoretical-based definitions lack the attribute of job value or equity to truly reveal the concept of nurses’ job satisfaction.

Based on the cognitive process of motivation theory, such as Vroom’s expectancy theory, nurses’ perspectives of their job value or equity should include the attributes of job satisfaction to describe why nurses choose to provide good service. There- fore, the attributes of nurses’ job satisfaction were concluded as the fulfillment of desired needs within the work settings, happi- ness or gratifying emotional responses towards working condi- tions, and job value or equity.

In addition, the result of identified attributes can be used to develop the nurses’ job satisfaction instrument according to the culture of various countries.

Conclusion and implications for nursing and health policy

Based on Walker and Avant’s eight-step process of concept analysis, this concept analysis study clearly identified the attrib- utes, modal case, additional case, antecedents, consequences and empirical references of nurses’ job satisfaction through compre- hensive reviewing literature. The findings of this study can promote the development of nursing practice and nursing knowledge.

Moreover, the antecedents of nurses’ job satisfaction, which provided overall evidence of the internal (demographic and emotional variables) and external (work character and environ- mental variables) factors that significantly impact nurses’ job satisfaction as showed in Fig. 1. Thus, it encourages health policy makers to carefully consider modifiable factors, especially external factors in order to see improvements in nurses’ job satisfaction.

Regarding the consequences of nurses’ job satisfaction, this analysis confirms previous findings that when nurses are satis- fied with their work, their performance, quality of life and/or the condition of their health are increased. Also, when nurses are satisfied with their working conditions, burnout, work stress, absenteeism and intention to leave are often reduced. Additionally, this analysis revealed that nurses’ job satisfaction impacts quality of care and patient satisfaction as showed in Fig. 1. Therefore, if health policy makers implement pro- grammes to enhance nurses’ job satisfaction, it would not only be beneficial to clinical nurses’ health, but also to patients’ health who receive nursing care.

Limitation

In this study, the researchers analysed the documents published in English and Chinese languages after 1954. Not included in

Fig. 1 Conceptual model of job satisfaction in the field of nursing.

© 2015 International Council of Nurses

Job satisfaction in nursing 89

this analysis are the documents written in other languages and before 1954.

Acknowledgement This research is supported by the 90th Anniversary of Chulalongkorn University, Rachadapisek Sompote Fund. The authors would like to thank Associate Professor Dr Waraporn Chaiyawat from the Faculty of Nursing, Chulalongkorn Univer- sity and Professor Dr Mary L. Fisher from Indiana University for their helpful comments on this paper.

Author contributions Study design: YL, YA. Data collection: YL. Data analysis: YL. Manuscript preparation: YL, YA, JY. Study supervision: YA, JY.

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