Nakládalová M., Vévoda J., Ivanová K., Marečková J.: Work satisfaction of general nurses at hospital inpatient departments
Authors:
M. Nakládalová 1; J. Vévoda 2; Kateřina Ivanová 3; J. Marečková 4
Authors‘ workplace:
Klinika pracovního lékařství Lékařské fakulty Univerzity Palackého v Olomouci a Fakultní nemocnice Olomouc, přednostka doc. MUDr. Marie Nakládalová, Ph. D.
1; Ústav zdravotnického managementu Fakulty zdravotnických věd Univerzity Palackého v Olomouci, přednosta JUDr. PhDr. Lukáš Prudil, Ph. D.
2; Ústav sociálního lékařství a zdravotní politiky Lékařské fakulty Univerzity Palackého v Olomouci, přednostka doc. PhDr. Kateřina Ivanová, Ph. D.
3; Ústav ošetřovatelství Fakulty zdravotnických věd Univerzity Palackého v Olomouci, přednostka Mgr. Zdeňka Mikšová, Ph. D.
4
Published in:
Pracov. Lék., 63, 2011, No. 1, s. 18-23.
Category:
Original Papers
Overview
Learning about working priorities of general nurses and their consequent saturation may prevent their excesive fluctuation and increasing shortage in hospitals.
The aim of the study was to find out priorities of nurses working at hospital inpatient departments in relation to different factors of working environment, their perception of their saturation by the employer and the biggest differences between the wish and reality.
The general intention was to develop an instrument for evaluation of work satisfaction of employees in the health care system.
The questionnaire based on principles of the Hezberg 2-factor motivational theory and findings from negotiations with hospital managers and covering 16 factors of working environment was developed. It was tested in a pilot research in general nurses in 25 hospitals in the Czech Republic.
The analysis of data from 1902 questionnaires showed that the most important factors for nurses are the salary, work with patients and stability of their working position; work safety and health protection was at the 10th position. The most significant difference between the priority and its saturation was found in the salary, stability of the working position and recognition of personal results. Relationships with direct authorities, provided social benefits and collaboration with other professionals were perceived as harmonious.
The elaborated evaluation instrument can be used not only for monitoring work satisfaction of employees in the health care system, but also in comparison surveys among hospitals. It also enables the evaluation of effectiveness of motivational interventions when used repeatedly.
Key words:
motivation, work satisfaction, fluctuation, hospital, general nurse, Herzberg theory
Sources
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Hygiene and epidemiology Hyperbaric medicine Occupational medicineArticle was published in
Occupational Medicine
2011 Issue 1
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