27 28 The low level of job and work environment satisfaction evident in this study will negatively affect the general attitude towards human factors because poor satisfaction is itself a deleterious stressor.
In a univariate analysis, higher productivity was associated with: longer work experience, work environment satisfaction, working in the NGO sector, working in an urban unit, having a manager, community-based screening and outreach practices (Table 3).
When the correlation between turnover intention and job satisfaction was examined, it could be seen that there were comparatively higher correlation coefficients between turnover intention and organizational management satisfaction (r = -0.323) and work environment satisfaction (r = -0.306) than with other dimensions, the correlation coefficients of which were less than 0.30.
The Cronbach α coefficient of internal consistency was 0.829 for the job-itself satisfaction subscale, 0.885 for the work-environment satisfaction subscale, 0.916 for the job-rewards satisfaction subscale, 0.924 for the organizational management satisfaction subscale, 0.798 for the medical practicing environment satisfaction subscale, all of which demonstrated a high level of reliability.
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.
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.
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.
The aims of this study are to (1) examine the relationships between work environment, job satisfaction and intention to stay at work; and (2) explore the predicting factors of intention to stay at work among nurses in underserved areas.
What are the relationships among the work environment, job satisfaction, job stress and burnout?
The quantitative phase consisted of an online survey that included demographic and work characteristics questions, and measures of the work environment, job satisfaction, job stress and burnout.
ANOVA and t-tests were used to compare the components of the work environment, job satisfaction, job stress and burnout measures with nurse and work characteristics.
