BACKGROUND

Nursing, as a profession, is a facet where job satisfaction and performance matter. In the changing landscape of nursing practice in the Philippines and the aftermath of the COVID-19 pandemic, it is imperative to revisit and to perform an empirical investigation of the current state of nurses' job satisfaction and performance in the hospital setting. This study aimed to describe the job satisfaction and performance among staff nurses in private and government hospitals in Baguio City.

Using a quantitative descriptive cross-sectional survey design, a sample of 313 randomly selected staff nurses working in two private and two government hospitals in Baguio City were surveyed from March to April 2023, using a questionnaire. This study's protocol was approved by two ethics committees, namely the Saint Louis University Research Ethics Committee and the BGHMC REC. Nominal data was analyzed using the SPSS trial version employing frequencies, percentages, and the Chi-square test.

There are more staff nurses in both private and government hospitals who reported satisfactory job satisfaction levels (276 nurses, 87.9%) and had good job performance (303 nurses, 96.5%) in all domains. However, results show that there are more nurses (209 nurses, 90.7% ) in government hospitals who are satisfied with their jobs than in private hospital nurses (67 nurses, 80.1%) in the domains Intra practice Partnership/Collegiality (p=0.010); Challenge/Autonomy (p=0.001); Professional, Social and Community Interaction (p=0.010); Professional Growth (p=0.036); Time (p=0.009); and Benefits (p=0.045). In terms of job performance, more government nurses at 97.3% (224 nurses) rated a higher self-appraisal of job performance. In comparison, only 94.8% (79 nurses) of private staff nurses appraised themselves as having good performance. No significant differences were found in the domains of job performance, namely leadership, teaching, planning, communications, and professional development, except in critical care. In "Critical care," which showed significance, the results suggest that more nurses in government hospitals perceive higher job performance, revealing a significant difference (p=0.011) in the "critical care" domain, indicating that a higher proportion of nurses in government hospitals demonstrate superior performance in this area.

Through this study, it was learned that nurses in both private and government hospitals generally experience high job satisfaction and performance, reflecting a fulfilled workforce and indicating commendable competency among the staff nurses. However, more nurses in government hospitals report high satisfaction and perceived performance in critical care compared to those in private hospitals. Thus, the findings of this study can contribute to and serve as a rationale for policy making regarding creating a positive work environment, proper management and leadership, creation of training and skill development for critical care, providing opportunities for professional growth, and conducting regular evaluation and feedback----- all geared towards a satisfied and productive workforce.

PURPOSE: This study is a descriptive study to explore the effects of work performance, perceived organization support, and personal coping resources on job satisfaction of infusion nurses in Korea. METHODS: The participants of this study were 155 infusion nurses in 19 general hospitals and advanced general hospitals in Korea. Data were collected from January to March 2018 using a structured questionnaire and analyzed with the SPSS software version 23. RESULTS: The participants' job satisfaction score was 3.01, their work performance score was 3.60, their perceived organization support score was 2.83, and their personal coping resources score was 3.53. The regression model for job satisfaction was significant (F=56.10, p < .001), and the total explanatory power was 52%. The variables affecting job satisfaction were personal coping resources (β=.44, p < .001), perceived organization support (β=.42, p < .001), and working locations (β=.13, p=.028). CONCLUSION: To increase job satisfaction of infusion nurses, boosting strategies for personal coping resources, perceived organization support, and examination of work performance characteristics of each local area should be considered. In addition, development of customized programs is needed, focusing on infusion nurse personnel and job characteristics.
Hospitals, General ; Humans ; Job Satisfaction ; Korea ; Work Performance

OBJECTIVES: This study examined the relationship between the personality traits and job performance of Centers for Children's Foodservice Management (CCFSM) staff on emotional exhaustion and job satisfaction. In addition, the characteristics of the center organization were examined to provide practical guidelines for the operation of the center. The aim was to determine management implications with an important meaning in human resource management to enhance the efficiency of the operation of Centers for Children's Foodservice Management (CCFSM). METHODS: Out of 207 centers, there were 1,057 employees at 173 centers who agreed to participate in the study, the questionnaire was mailed on February 17, 2017 and collected by mail on March 31, 2017. Finally, 81 centers (46.82%) participated in the survey and 493 questionnaires were used. RESULTS: Neuroticism among the five personality factors had a positive (+) influence on ‘cynicism’ and ‘exhaustion’ among the three subordinate factors of emotional exhaustion, negative (−) effects on the ‘job’ among the six subscales of job satisfaction. In addition, openness showed a negative (−) effect on ‘loss of professional confidence’ of emotional exhaustion and positive (+) relationship with the ‘job’ of job satisfaction. Agreeableness appeared to have a negative (−) effect on all factors of emotional exhaustion and a positive (+) influence on all factors of job satisfaction. As a result of analyzing the effects of job performance on emotional exhaustion and job satisfaction, the planning and operations management team showed a positive (+) influence on all factors of emotional exhaustion and negative (−) influence on all factors of job satisfaction. On the other hand, the nutrition management team showed a negative (−) influence on all emotional exhaustion factors and a positive (+) influence on the factors of job satisfaction. The hygiene management team showed a positive (+) relationship with ‘Emotional exhaustion’ among the subordinate factors of emotional exhaustion and a negative (−) influence on the ‘Educational opportunity’ of job satisfaction. CONCLUSIONS: The personality type and job performance of Centers for Children's foodservice management (ccfsm) staff significantly affected the emotional exhaustion and job satisfaction.
Hand ; Humans ; Hygiene ; Job Satisfaction ; Postal Service ; Work Performance

OBJECTIVES: This study examined the relationship between the personality traits and job performance of Centers for Children's Foodservice Management (CCFSM) staff on emotional exhaustion and job satisfaction. In addition, the characteristics of the center organization were examined to provide practical guidelines for the operation of the center. The aim was to determine management implications with an important meaning in human resource management to enhance the efficiency of the operation of Centers for Children's Foodservice Management (CCFSM). METHODS: Out of 207 centers, there were 1,057 employees at 173 centers who agreed to participate in the study, the questionnaire was mailed on February 17, 2017 and collected by mail on March 31, 2017. Finally, 81 centers (46.82%) participated in the survey and 493 questionnaires were used. RESULTS: Neuroticism among the five personality factors had a positive (+) influence on ‘cynicism’ and ‘exhaustion’ among the three subordinate factors of emotional exhaustion, negative (−) effects on the ‘job’ among the six subscales of job satisfaction. In addition, openness showed a negative (−) effect on ‘loss of professional confidence’ of emotional exhaustion and positive (+) relationship with the ‘job’ of job satisfaction. Agreeableness appeared to have a negative (−) effect on all factors of emotional exhaustion and a positive (+) influence on all factors of job satisfaction. As a result of analyzing the effects of job performance on emotional exhaustion and job satisfaction, the planning and operations management team showed a positive (+) influence on all factors of emotional exhaustion and negative (−) influence on all factors of job satisfaction. On the other hand, the nutrition management team showed a negative (−) influence on all emotional exhaustion factors and a positive (+) influence on the factors of job satisfaction. The hygiene management team showed a positive (+) relationship with ‘Emotional exhaustion’ among the subordinate factors of emotional exhaustion and a negative (−) influence on the ‘Educational opportunity’ of job satisfaction. CONCLUSIONS: The personality type and job performance of Centers for Children's foodservice management (ccfsm) staff significantly affected the emotional exhaustion and job satisfaction.
Hand ; Humans ; Hygiene ; Job Satisfaction ; Postal Service ; Work Performance

PURPOSE: The purpose of this study was to identify the attributes, antecedents, and consequences of nurse's work interruptions. METHODS: Walker and Avant's concept analysis method was used to analyze this concept. Relevant articles published before August 2018 were searched through MEDLINE, CINAHL, EMBASE, KISS, and RISS databases using “interruption,” “work or task,” and “nurse” as keywords. RESULTS: The attributes of work interruption by nurses were as follows: 1) new tasks to do; 2) cognitive transition of work priorities; 3) loss of work continuity; 4) tasks to be resumed. The antecedents of work interruption were intrusion of unplanned events, internal and external factors that result in nurses forgetting their original intentions, an unpredictable work environment, and cultural climate where interruptions are considered as a part of the work process. The consequences of work interruption were decline in job satisfaction, trigger of work errors, lengthening of work completion time, decline in work productivity, increase in work stress, and delay of transferring needed information in a timely manner. CONCLUSION: The results of this study provide basic data to reduce the negative consequences of nurses' work interruptions, and contribute to expanding the knowledge necessary for improving patients' safety and nurses' performance.
Climate ; Efficiency ; Intention ; Job Satisfaction ; Methods ; Walkers ; Work Performance

PURPOSE: The purpose of this study was to construct and test a structural equation model on nursing work outcomes based on Youssef and Luthans' positive psychological capital and integrated conceptual framework of work performance.METHODS: This study used a structured questionnaire administered to 340 nurses. Data were analyzed using structural equation modeling.RESULTS: Positive psychological capital showed indirect and direct effects on job satisfaction, retention intention, organizational citizenship behavior, and nursing performance. While, the nursing work environment had direct and indirect effects on job satisfaction and nursing performance, it only had indirect effects on intention to work and organizational citizenship behavior. Additionally, a mediating effect on retention intention and organizational citizenship behavior was found between job satisfaction and nursing performance variables.CONCLUSION: The nursing organization needs to build a supportive work environment and reinforce positive psychological capital to improve nursing performance. Additionally, it needs to actively manage the necessary parameters involved in the stages of job satisfaction, retention intention, nursing performance, and organizational citizenship behavior of nurses. The findings propose the continuous management of nursing personnel based on nurses' attitude outcome, behavioral intention, behavioral outcome, and stage of role performance.
Attitude of Health Personnel ; Intention ; Job Satisfaction ; Negotiating ; Nursing ; Psychology, Industrial ; Task Performance and Analysis ; Work Performance

PURPOSE: The purpose of this study was to investigate humanistic knowledge, emotional intelligence, and communication skills among nurses and to identify factors influencing the communication skills of nurses in five hospitals. METHODS: Data were collected from 248 nurses in hospitals from August 25 to September 9, 2015. Data were analyzed with descriptive statistics, t-test, ANOVA, Pearson's correlations and enter method regression analysis using the SPSS/Win 22.0 program. RESULTS: There were significant differences in humanistic knowledge according to religion, education, work department, number of night duty, pay level satisfaction, job satisfaction, and job performance. There were significant differences in emotional intelligence according to all general characteristics. There were significant differences in communication skills according to education, position, number of night duty, and job performance. Communication skills showed positive correlations with humanistic knowledge and emotional intelligence. Emotional intelligence correlated positively with humanistic knowledge. Emotional intelligence was a significant predictor and accounted for 32% of variance in the communication skills. CONCLUSION: To strengthen communication skills, programs need to be complemented in order to promote humanistic knowledge and emotional intelligence for nurses.
Complement System Proteins ; Education ; Emotional Intelligence* ; Humanities ; Job Satisfaction ; Methods ; Work Performance

PURPOSE: This study was performed to develop the Job Satisfaction Scale for Clinical Nurses (JSS-CN) and verify its validity and reliability. METHODS: A preliminary 42-item version of the JSS-CN was developed through literature reviews and in-depth interviews. The draft scale was developed using thirty-seven items selected following content validity evaluation. Finally, thirty-three items with response options on a 5-point Likert scale were selected based on internal consistency reliability and construct validity. Subsequently, the test-retest reliability and convergent validity of the JSS-CN were verified. RESULTS: Six factors, namely, recognition from the organization and professional achievement, personal maturation through the nursing profession, interpersonal interaction with respect and recognition, accomplishment of accountability as a nurse, display of professional competency, and stability and job worth, were identified, which explained 59.7% of the total variance. The JSS-CN's Cronbach's α for the total scale was .95, and the intra-class correlation coefficient was .90. The correlation coefficient between the scores of the JSS-CN and Slavitt's scale was .75, and that between the JSS-CN and job performance was .53. CONCLUSION: Results showed that the JSS-CN has good reliability and validity. Therefore, it is concluded that the JSS-CN could be a useful tool for the measurement of the job satisfaction of clinical nurses in Korea.
Humans ; Job Satisfaction ; Korea ; Nursing ; Reproducibility of Results ; Social Responsibility ; Work Performance

PURPOSE: To systematically review research articles that examined factors affecting Korean clinical nurses' intention to stay in their jobs. METHODS: Articles related to Korean clinical nurses and published both in Korean and English languages were retrieved from computerized databases using a manual search. Data extraction, quality assessment, and analysis including meta-analysis were completed. RESULTS: The review included 15 studies. There was strong evidence for the effects of 19 factors on Korean clinical nurses' intention to stay. Factors were categorized into three major categories; demographic, extrinsic, and intrinsic factors. In the meta-analysis of 10 articles, career experience of more than 6 years was the main factor that led to high intention to stay (OR=−0.5, p < .001). Job performance related factors (28.1%) and nursing work environment or organizational climate for caring (21.9%) were studied as the main extrinsic factors. Job related attitude (28.1%) including job satisfaction and organizational commitment and nursing value (15.6%) were studied as the main intrinsic factors. CONCLUSION: Expert nurses are more likely to retain their current positions as well as quality workplace environments or psychological capitals. Healthcare organizations must be responsible for improving professional and psychological capital of beginner nurses and affecting change for a warm organizational environment.
Climate ; Delivery of Health Care ; Intention ; Intrinsic Factor ; Job Satisfaction ; Nursing ; Work Performance

PURPOSE: The purpose of this study was to explore the effects of head nurses' authentic leadership and empowerment on job satisfaction, and nursing performance of nurses and to identify the mediating effect of empowerment in the relationships of head nurses' authentic leadership, with nurses' job satisfaction, and nursing performance. METHODS: The sample for this study was 149 nurses from 2 general hospitals located in Busan. Data were collected using self-administered questionnaires and the SPSS/WIN 23.0 program was used for analysis. Mediation analysis was performed according to the Baron and Kenny method and Sobel test. RESULTS: Head nurses' authentic leadership showed positive correlations with empowerment, job satisfaction, and nursing performance. Empowerment showed partial mediating effects in the relationship between head nurses' authentic leadership and nurses job satisfaction, and a perfect mediating effect in the relationship between head nurses' authentic leadership and the performance of nursing. CONCLUSION: The results indicate that it is necessary to develop strategies and applications to enhance nurses' empowerment for improved job satisfaction and nursing performance.
Busan ; Head ; Hospitals, General ; Job Satisfaction ; Leadership ; Methods ; Negotiating ; Nursing ; Power (Psychology) ; Work Performance