Summary of Recent Research

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of Recent Research

of Recent Research

Bonenberger,M., Aikins, M., Akweongo, P., &amp Wyss, K. (2014). The effects ofhealth worker motivation and job satisfaction on turnover intentionin Ghana: a cross-sectional study. Human Resources forHealth, 12, 43.http://doi.org/10.1186/1478-4491-12-43

Job satisfaction and motivation are critical components in dictatingturnover intention among healthcare workers. Health organizationsthat have a culture of motivating staff benefit from a low rate ofturnover intention. Detrimental effects associated with low turnoverrates negate the need for hospitals to come up with incentives thatmotivate healthcare staff into discharging their duties whileeliminating thoughts of leaving their jobs.

Null Hypothesis

Motivation and job satisfaction have no effect on turnover intentionamong healthcare workers in Ghana.

AlternateHypothesis

Motivation and job satisfaction affect the turnover intention amonghealthcare workers in Ghana.

RegressionStatistic Analysis Shared

Out of the 256 health care workers interviewed, 69% acknowledged tohaving turnover intentions (Bonenberger, Aikins, Akweongo, &ampWyss, 2014). The impact of job satisfaction and motivation weredetermined through a logistic regression analysis. The results wereJob satisfaction (OR = 0.74, 95% CI: 0.57 to 0.96) and Motivation(OR = 0.74, 95% CI: 0.60 to 0.92). Results are a confirmation ofthe fact that job satisfaction and motivation have a vital role indetermining the intention of a particular healthcare worker to quittheir duties (Munyewende, Rispel, &amp Chirwa, 2014).

Typeof Data

The researchers needed to collect data from healthcare workersregarding their perception of job satisfaction and motivation.However, under job satisfaction and motivation, other parameterswould have to be taken into consideration including careerdevelopment, workload, management, organizational commitment, andburnout. Data regarding the identified factors would be crucial inhelping understand the concept under study. The alternativehypothesis was confirmed.

Significanceof Statistical Results

Findings are significant. It is a confirmation of the fact thathealthcare workers satisfied with their jobs do not have theintention to quit duty. Similarly, motivation plays a crucial role inencouraging healthcare workers to remain committed to their duties(Lee, Kim, Kang, Yoon, &amp Kim, 2014).

References

Bonenberger, M., Aikins, M., Akweongo, P., &amp Wyss, K. (2014). Theeffects of health worker motivation and job satisfaction on turnoverintention in Ghana: a cross-sectional study. Human Resources forHealth, 12, 43. http://doi.org/10.1186/1478-4491-12-43

Munyewende, P. O., Rispel, L. C., &amp Chirwa, T. (2014). Positivepractice environments influence job satisfaction of primary healthcare clinic nursing managers in two South African provinces. HumanResources for Health, 12, 27.http://doi.org/10.1186/1478-4491-12-27

Lee, S.-Y., Kim, C.-W., Kang, J.-H., Yoon, T.-H., &amp Kim, C. S.(2014). Influence of the Nursing Practice Environment on JobSatisfaction and Turnover Intention. Journal of PreventiveMedicine and Public Health, 47(5), 258–265.http://doi.org/10.3961/jpmph.14.002

Summary of Recent Research

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of Recent Research

of Recent Research

of the Research

Turnover rates among nurses continue to be a problem across theglobe. The physical environment from which nurses operate from hasbeen linked to having a significant impact on the turnover rate amongnurses (Rogers, 2016). The researchers investigate the effect of thenursing environment on job satisfaction and turnover rates amongnurses. In their study, they focused on assessing effects of a goodnurse relationship, standardized nursing process, and adequatestaffing on job satisfaction and turnover (Lee, Kim, Kang, Yoon, &ampKim, 2014). The researchers concluded that an efficient nursepracticing environment plays a crucial role in influencing jobsatisfaction among nurses.

NullHypothesis

A nursing practice environment does not have an impact on jobsatisfaction and turnover rates among nurses.

AlternativeHypothesis

A nursing practice environment has an impact on job satisfaction andturnover rates among nurses.

CorrelationAnalysis

In the studies, the researchers were able to ascertain that indeedthere was a significant relationship between the practice environmentand job satisfaction that could determine turnover rates amongnurses. A statistical analysis conducted to yield the ratio of

4.21 p&lt0.001(standardized nursing process)

4.21 p&lt0.01(adequate nurse staffing)

4.15 p&lt0.01(good doctor-nurse relationship)

The nurse practice environment was broken down into three sections(standardized nursing process, standardized nursing process and gooddoctor-nurse relationship)

The results are greater than the p-value meaning that we reject thenull hypothesis. Because of the same, one can conclude that thepractice environment has an impact on job satisfaction and nurseturnover rates.

DependentVariable and Level of Measurement

Job Satisfactionand Turnover rates among nurses. It was measured on an ordinal scalesince nurses were assessed to determine their satisfaction levels.

IndependentVariable and Level of Measurement

The independent variable was the nurse practice environment, alsomeasured on an ordinal scale.

Comparisonof Data

Researchers subjected 11, 731 nurses to a survey where only 5654responded. Multilevel logistic regression modeling analysis wasconducted using data from 3096 nurses.

Abilityto meet Assumptions

The assumptions of the test were met considering the large datasetresearchers were working on.

StatisticalSignificance of Study

The study is significant based on the diversity of the participantsof the research. Nurses from different hospitals took part in thesurvey, meaning that the researchers had a large sample set able toyield statistically significant results. Results based on p-valuefurther confirm statistical significance. It means that the practiceenvironment of nurses has a crucial impact on job satisfaction andturnover (Hayward, Bungay, Wolff, &amp MacDonald, 2016).

References

Hayward, D., Bungay, V., Wolff, A. C., &amp MacDonald, V. (2016). Aqualitative study of experienced nurses` voluntary turnover: learningfrom their perspectives. Journal of clinical nursing,25(9-10), 1336-1345.

Lee, S.-Y., Kim, C.-W., Kang, J.-H., Yoon, T.-H., &amp Kim, C. S.(2014). Influence of the Nursing Practice Environment on JobSatisfaction and Turnover Intention. Journal of PreventiveMedicine and Public Health, 47(5), 258–265.http://doi.org/10.3961/jpmph.14.002

Rogers, R. (2016). JOB SATISFACTION AND INTENT TO STAY AMONG NEWRNS: DIFFERENCES BY UNIT TYPE (Doctoral dissertation, Universityof Kansas).

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