Factors influencing the job satisfaction of nurses working in a long-term care facility in Malta

Abstract

Background: Job satisfaction is a crucial aspect among nurses since it has significant implications on the health care system. It can directly influence the quality delivery of patient care, improve the well-being of nurses and influence the employee retention. Nurses working in long-term care facilities remain understudied with regard job satisfaction. Studies have found that participation in facility affairs, supportive manager, and promotion opportunities influence job satisfaction. Other factors which influence job satisfaction were autonomy, psychological empowerment, adequate and access to resources.This study this a highlight on the current situation of job satisfaction among nurses working in long-term care facilities in Malta. Objectives: The objectives of this study are to identify the overall job satisfaction among nurses working in a long-term care facility in Malta, and to identify the intrinsic and extrinsic factors which influence job satisfaction. Design: A quantitative description cross-sectional design. Participants: Full-time and part-time Staff Nurses, Senior Nurses and Charge Nurses. Results: This study found that the average overall job satisfaction is moderately high, which suggest that participants are generally satisfied. Motivation (intrinsic) factors were reported as moderately high level in satisfaction while hygiene (extrinsic) factors were moderate level of satisfaction. The top satisfied motivation (intrinsic) factors among participants were ‘delivery of care methods’, ‘recognition from peers’, ‘amount of responsibility’, ‘career advancement’ and ‘encouragement and feedback’. While the low satisfiers were ‘opportunity to belong to department and institutional committees’, ‘opportunity to interact with staff at the Faculty of Health Sciences’, ‘participation in organizational decision making’, ‘opportunities to participate in nursing research’ and ‘opportunities to write and publish’. In hygiene (extrinsic) factors the top satisfiers were ‘nursing peers’, ‘physicians you work with’, ‘immediate supervisor’, ‘salary’ and ‘interdisciplinary interaction’. The lowest satisfiers were ‘opportunity for part-time work’, ‘flexibility in scheduling your weekend off’, ‘weekends of per month’ and ‘child care facilities.’ Conclusion and Implications: This study highlighted several implications for practice, education and research. Participants asked for more participation in the organisational decision making process which was linked to job satisfaction by improving control over their work environment. Flexible work arrangements, including self-scheduling, have been consistently associated with higher levels of job satisfaction among nurses primarily by alleviating workplace stress and reducing burnout. Furthermore, the implementation of robust recognition systems, particularly for charge nurses, is another critical factor contributing to enhanced job satisfaction. In addition to implication for education is to foster research and academic writing skills among nurses. This could lead to improve job satisfaction by engaging nurses to evidence based practice and provide support in personal and professional growth and ultimately in academic advancement. With regards to research, it is necessary to understand more new trends and the generalizability of findings. All implications have one aim to improve the job satisfaction among nurses and improve the patient care and health and social care systems.