ABSTRACT
OBJECTIVES: This study was undertaken to test the applicability of using a standardized questionnaire for measuring public health nurse (PHN) job satisfaction and to determine whether or not scores changed over 30 months. The importance of establishing a method for ongoing measurement of PHN job satisfaction was underscored by changing directions in practice and an emphasis on building public health capacity. METHOD: A 30-month interval, repeated measures descriptive survey design was used. SAMPLE: A randomly selected sample of 87 PHNs employed within 1 Canadian regional health authority participated. MEASUREMENT: The survey questionnaire, the Index of Worklife Satisfaction, was designed to measure the importance of and satisfaction with 6 components of job satisfaction. RESULTS: Pay and autonomy were the most important components; the order of the 4 remaining components changed from first to second surveys. Professional status, autonomy, and interaction were the most satisfying components; PHN satisfaction with professional status and interaction improved significantly over 30 months. A majority of subjects reported that direct client care/client response/making a difference were worklife aspects providing them with most satisfaction. CONCLUSIONS: A valid, reliable questionnaire suitable for ongoing measurement was tested with PHNs, and baseline levels of their job satisfaction were established.
Subject(s)
Attitude of Health Personnel , Job Satisfaction , Nursing Staff/psychology , Public Health Nursing/organization & administration , Surveys and Questionnaires/standards , Workplace/psychology , Canada , Career Mobility , Factor Analysis, Statistical , Humans , Interprofessional Relations , Job Description , Nurse's Role/psychology , Nursing Administration Research , Nursing Methodology Research , Nursing Staff/education , Nursing Staff/organization & administration , Occupational Health , Professional Autonomy , Public Health Nursing/education , Quality of Life , Salaries and Fringe Benefits , Time Factors , Urban Population , Workload , Workplace/organization & administrationABSTRACT
Russworm and Larrabee's (1999) six-step model for evidence-based practice (EBP) was used by 10 nursing teams to seek answers to clinical questions. These teams, primarily composed of staff nurses, participated in a health region-wide EBP program over 1 year. Overall, the model served as a useful mechanism for examining practice-derived questions. However, additional strategies needed to be incorporated by the project teams. These included making decisions about change/no change at an earlier stage than was suggested by the model; seeking additional evidence including survey data to benchmark "best" practices; and ensuring colleagues' and managers' input, support, and involvement. Four project teams (three of which addressed nursing procedural questions) found insufficient empirical evidence on which to base change; the outlook for directing evidence-based practice was promising for the remaining six projects. The EBP program was judged to be highly satisfactory to participants and their managers.
Subject(s)
Community Health Services/organization & administration , Education, Nursing, Continuing , Evidence-Based Medicine/education , Canada , Evidence-Based Medicine/organization & administration , Humans , Models, Organizational , Organizational Innovation , Program EvaluationABSTRACT
Russworm and Larrabee's (1999) six-step model for evidence-based practice (EBP) was used by 10 nursing teams to seek answers to clinical questions. These teams, primarily composed of staff nurses, participated in a health region-wide EBP program over 1 year. Overall, the model served as a useful mechanism for examining practice-derived questions. However, additional strategies needed to be incorporated by the project teams. These included making decisions about change/no change at an earlier stage than was suggested by the model; seeking additional evidence including survey data to benchmark "best" practices; and ensuring colleagues' and managers' input, support, and involvement. Four project teams (three of which addressed nursing procedural questions) found insufficient empirical evidence on which to base change; the outlook for directing evidence-based practice was promising for the remaining six projects. The EBP program was judged to be highly satisfactory to participants and their managers.
Subject(s)
Benchmarking/organization & administration , Community Health Nursing/organization & administration , Evidence-Based Medicine/organization & administration , Models, Nursing , Nursing Research/organization & administration , Nursing Staff/organization & administration , Alberta , Attitude of Health Personnel , Blood Specimen Collection/nursing , Blood Specimen Collection/standards , Cooperative Behavior , Data Collection , Decision Making, Organizational , Diabetic Foot/nursing , Diffusion of Innovation , Evidence-Based Medicine/education , Humans , Mentors/psychology , Needs Assessment , Nursing Assessment/standards , Nursing Evaluation Research , Nursing Research/education , Nursing Staff/education , Nursing Staff/psychology , Organizational Innovation , Program Evaluation , Renal Dialysis/nursing , Research DesignABSTRACT
Using the Index of Work Satisfaction and nurses' comments, a successful method has been established to provide nurse-sensitive quality indicator data and clarification of work life concerns after restructuring. Findings are being used to direct change for acute care nurses in one large regional health authority. The authors describe the job satisfaction components and their relationship to patient acuity and staff mix.
