ABSTRACT
ABSTRACT Objectives: to compare the perceived levels of job rotation, job satisfaction, and job conflict between two groups of nurses in Jordan, and to explore the differences between them. Moreover, several demographic factors were examined to investigate their association with job rotation approach in nurses who previously had job rotation experience. Method: a cross-sectional design with a total of 244 nurses: 122 nurses had experienced job rotation while 122 nurses never had experienced job rotation. The study was examined between January and February in the year of 2020. Job rotation scale, job satisfaction scale, and job conflict scale were used to assess the three variables. Independent t-test and one-way analysis of variance test were used to analyze significant differences between both selected groups. Results: statistical analysis indicated that nurses who underwent job rotation had significantly higher perceived levels of job rotation, job satisfaction, and lower level of job conflict compared to other nurses who did not experience job rotation. Moreover, gender, experience, and educational level were significantly associated with the perceived level of job rotation among nurses who had job rotation experience in Jordan. Job rotation was not found to be associated with marital status. Conclusions: job rotation approach is necessary to improve job satisfaction and reduce job conflict. Nursing directors should cooperate to apply nurses' rotation approach at hospitals in order to increase job satisfaction and decrease the level of job conflict.
RESUMO Objetivos: comparar a rotatividade no trabalho, o nível de satisfação e de conflito entre dois grupos de enfermeiros na Jordânia e explorar as diferenças entre eles. Vários fatores demográficos foram examinados para investigar a associação de conflito e satisfação com a rotatividade no trabalho. Método: delineamento transversal com um total de 244 enfermeiros: 122 enfermeiros experimentaram rodízio de funções e 122 enfermeiros nunca experimentaram rodízio de funções. O estudo foi examinado entre janeiro e fevereiro do ano de 2020. Escala de rotação de trabalho, escala de satisfação no trabalho e escala de conflito de trabalho foram utilizadas para avaliar as três variáveis. O teste t independente e o teste de análise de variância unilateral foram usados para analisar diferenças significativas entre os dois grupos selecionados. Resultados: a análise estatística indicou que os enfermeiros que realizaram rodízio de trabalho apresentaram níveis percebidos de rotação de trabalho, satisfação no trabalho e menor nível de conflito de trabalho significativamente maiores em comparação com outros enfermeiros que não passaram por rodízio de trabalho. Além disso, gênero, experiência e nível educacional foram significativamente associados ao nível percebido de rotação de empregos entre enfermeiros que tiveram experiência de rotação de empregos na Jordânia. A rotação de funções não foi associada ao estado civil Conclusões: a abordagem de rotação de trabalho é necessária para melhorar a satisfação no trabalho e reduzir os conflitos de trabalho. Os diretores de enfermagem devem cooperar para aplicar a abordagem de rotação dos enfermeiros nos hospitais, a fim de aumentar a satisfação no trabalho e diminuir o nível de conflito de trabalho.
RESUMEN Objetivos: comparar los niveles percibidos de rotación laboral, satisfacción laboral y conflicto laboral entre dos grupos de enfermeros en Jordania y explorar las diferencias entre ellos. Además, se examinaron varios factores demográficos para investigar su asociación con el enfoque de rotación laboral en enfermeros que anteriormente tenían experiencia en rotación laboral. Método: diseño transversal que contó con un total de 244 enfermeros: 122 enfermeros habían experimentado rotación laboral mientras que 122 enfermeros nunca habían experimentado rotación laboral. El estudio se examinó entre enero y febrero del año 2020. Se utilizaron la escala de rotación laboral, la escala de satisfacción laboral y la escala de conflicto laboral para evaluar las tres variables. Se utilizaron la prueba t independiente y la prueba de análisis de varianza unidireccional para analizar las diferencias significativas entre ambos grupos seleccionados. Resultados: el análisis estadístico indicó que las enfermeros que se sometieron a rotación laboral tenían niveles significativamente más altos de rotación laboral, satisfacción laboral y menor nivel de conflicto laboral en comparación con otras enfermeras que no experimentaron rotación laboral. Además, el género, la experiencia y el nivel educativo se asociaron significativamente con el nivel percibido de rotación laboral entre los enfermeros que tenían experiencia en rotación laboral en Jordania. No se encontró que la rotación de trabajos estuviera asociada con el estado civil. Conclusiones: el enfoque de rotación laboral es necesario para mejorar la satisfacción laboral y reducir los conflictos laborales. Los directores de enfermería deben cooperar para aplicar el enfoque de rotación de enfermeros en los hospitales a fin de aumentar la satisfacción laboral y disminuir el nivel de conflicto laboral.
ABSTRACT
BACKGROUND: The nursing profession still needs more attention from decision-makers to enhance satisfaction and commitment in the work environment. AIMS AND OBJECTIVES: This study aims to explore the perceived level of job rotation, job satisfaction, job commitment, job turnover and job conflict among nurses who previously had job rotation experience in Jordan. The study also investigates the correlation between studied variables and job rotation approach based on the type of hospitals. Furthermore, it also evaluates the contribution of job rotation, job commitment and many demographic factors in predicting job satisfaction among nurses who had job rotation experience in Jordan. DESIGN: The study adopted the cross-sectional survey design of the correlational type. METHODS: The study was performed on a stratified convenience sample of 786 nurses from five hospitals in Jordan. The scales used to explore the perceived level of studied variables were obtained from previously published studies, translated to Arabic language and then checked for validity and reliability before being used. RESULTS: Results show that job rotation, job satisfaction, job commitment, job turnover and job conflict are all found to be at high levels. Job rotation approach among nurses seems necessary since job satisfaction and job commitment are positively correlated with job rotation. Also, job commitment, job rotation and gender are identified as significant predictors of job satisfaction among nurses in Jordan. CONCLUSION: Nurses who experienced job rotation are found have high levels of job satisfaction and job commitment. However, job turnover is also found to be at high level which should be emphasised. Nurse leaders are advised to apply the job rotation approach by moving nurses between different departments in a planned manner to increase the level of job satisfaction and job commitment.
