Date of Award

Summer 2024

Project Type

Thesis

College or School

CHHS

Department

Nursing

Departments (Collect)

Department of Nursing

Program or Major

Direct Entry Masters in Nursing

Degree Name

Master of Science

First Advisor

Dr. Deborah Simonton

Second Advisor

Dr. Pamela Kellmerten

Third Advisor

Dr. Elizabeth Evans

Abstract

Abstract

Background: Nurse job satisfaction is important since the quality of patient care directly depends on the staff and their willingness to continue working. Traditional approaches used in yearly surveys may cover only some aspects that upset nurses, such as workload and training. This project was designed to overcome these limitations by presenting a more extensive and often-used procedure to assess and solve issues regarding the satisfaction level of registered nurses.

Method: In the quality improvement project, data on job satisfaction using the Acute Care Nurses Job Satisfaction Scale (ACNJSS) was collected on job interest, colleague support, recognition, workload, and training. Primary findings suggested that annual surveys were limited in covering the emerging details regarding nurse dissatisfaction. As a result, quarterly surveys were conducted to maintain an actual and frequent identification of nurses' satisfaction levels. Preventing these issues also involved the use of educational posters and professional development sessions.

Intervention: During the project, several interventions were made to encourage supervisors to recognize their subordinates more, expand on policy matters, and reallocate workload more fairly. Planning involved in survey development was to use QR codes to distribute the survey, but it was an upshot to deliver in person since only a few people took part in the study out of the total number of patients. This adjustment was made to increase response rates and data accuracy. Pamphlets were produced to enlighten the public on the issues of concern and encourage people to promote a work-friendly environment.

Results: These findings, therefore, establish that the intervention yielded better results in staff engagement and problem-solving. The survey results showed that job satisfaction rose with more significant supervisor support and recognition of and resolution of Original Sin issues concerning workload fairness. The barriers were conquered, including low survey response rates due to survey fatigue and fluctuating participation rates. The project improved employee satisfaction by educating them about their jobs and frequently incorporating feedback.

Conclusion: The remediation project showed that increased and targeted survey and education efforts enhance specific areas of nurse job satisfaction. Limitations related to other survey procedures and emphasizing critical areas of unhappiness helped the project promote a culture of improvement. These implications can be helpful in different healthcare environments to improve satisfaction among the profession's nursing personnel and patient outcomes. Subsequent studies can enhance the survey methodology and focus on generalizing.

Download

Share

COinS