Job Satisfaction among Registered Nurses Working in UAE Ministry of Health Hospitals: Demographic Correlates

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dc.Location2012 LB 2806 S25
dc.SupervisorDr Clifton Chadwick
dc.contributor.authorEl-Salibi, Bilal Abbas
dc.contributor.authorTD 0334 ELS
dc.date.accessioned2013-05-23T11:03:26Z
dc.date.available2013-05-23T11:03:26Z
dc.date.issued2012-03
dc.descriptionDISSERTATION WITH DISTINCTION
dc.description.abstractObjective: This study investigates the level of satisfaction of nurses working in Ministry of health hospitals (MOH) and the influence of their personal demographics on their job satisfaction. Background: Given the current difficulties experienced by Emirati hospitals in recruiting and retaining a sufficient number of nurses, the need to determine the reasons of nurses’ dissatisfaction are urgent. Retention has been directly related both to job satisfaction and particular demographics. Satisfaction at work is essentially a personal experience that is also affected by cultural factors. This study examines the links between personal demographics and nurses’ dissatisfaction. Methods: The study included 726 registered nurses (RN) from six MOH hospitals using Muller/McCloskey (1990) satisfaction scale, and demographic instrument developed for this reason (2011).Descriptive correlational design was used to assess the influence of these demographics on their level of job satisfaction. Results: Four factors were derived from the factor analysis: “Approval”, “Scheduling”, “Professional” and “Maintenance” needs accounting for 85.2% of the total variance. Nurses were found to be dissatisfied with two factors: the Maintenance (M=2.05) and professional ones (M=2.70). MOH nurses were neither satisfied nor dissatisfied with their job (M=3), but hovering toward dissatisfaction with the Approval (M=3.36) and Scheduling dimensions (M=3.18). Demographics such as gender, place of work, tenure as RN, Length of experience in the present hospital, work Unit, Shift, traveling distance, financing family, place of growth and employment change significantly contributed to job satisfaction. However, age, education level, degree besides nursing, marital status, number of children, nursing position, working hours, residency, and Emirate Nursing Association membership did not influence nurses’ satisfaction. Conclusion/implications: This study adds to the existing body of knowledge of the factors impacting nurses’ satisfaction. Nurse administrators may use the findings of this study as a baseline to improve job satisfaction. Enhancement of extrinsic elements, professional nursing practice, professional growth, career advancement, recognition and encouragement are all recommended to enhance nurses’ satisfaction and retention.en_US
dc.identifier.other90129
dc.identifier.urihttp://bspace.buid.ac.ae/handle/1234/193
dc.language.isoenen_US
dc.publisherThe British University in Dubai (BUiD)en_US
dc.subjectregistered nursesen_US
dc.subjectjob satisfactionen_US
dc.subjectnurse shortageen_US
dc.subjectnurse retentionen_US
dc.subjectnurse turnoveren_US
dc.subjectintention to quiten_US
dc.subjectdemographicsen_US
dc.subjectMuller/McCloskey satisfaction scaleen_US
dc.subjecthealthcare organizationen_US
dc.subjectprofessional environmenten_US
dc.titleJob Satisfaction among Registered Nurses Working in UAE Ministry of Health Hospitals: Demographic Correlatesen_US
dc.typeDissertationen_US
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