Across the sample, high levels of burnout were found with 52.5 % of nurses reporting high levels of emotional exhaustion even though high levels of job satisfaction and satisfaction with the work environment were present.
A personal questionnaire was used to measure, through Likert scales of 7 points, the application of human resource practices of high commitment (HR), the quality of service provided to the patient (QUALITY), the satisfaction with the capacity of the service (CAPACITY), the personal satisfaction with the work done (SATISFACTION) and the affective commitment with the organization (COMMITMENT).
This study used a sequential explanatory mixed methods design to explain haemodialysis nurses experience of satisfaction with the work environment, job satisfaction, job stress and burnout.
Using Kanters (1997) Structural Empowerment Theory as a guiding framework, the aim of this study was to explore the factors contributing to satisfaction with the work environment, job satisfaction, job stress and burnout in haemodialysis nurses.
Through the use of a sequential explanatory mixed methods design, a two phased approach to explore haemodialysis nurses current levels and experience of satisfaction with the work environment, job satisfaction, stress and burnout was undertaken.
What is the level of satisfaction with the work environment, overall job satisfaction, stress and burnout for nurses working in the hemodialysis setting?
This study sought to answer the following research questions: What is the level of satisfaction with the work environment, overall job satisfaction, stress and burnout for nurses working in the hemodialysis setting?
An enhanced level of staff satisfaction with the work environment will likely spill over onto clients and increase satisfaction with service quality.
Many say they still get immense satisfaction from the work.
Both volunteers said they got personal satisfaction from the work.
