SEARCH

SEARCH BY CITATION

Keywords:

  • intent to stay;
  • job satisfaction;
  • nurses;
  • nursing shortage;
  • occupational commitment;
  • nursing staff;
  • retention;
  • survey

Wang L, Tao H, Ellenbecker CH & Liu X (2012) Job satisfaction, occupational commitment and intent to stay among Chinese nurses: a cross-sectional questionnaire survey. Journal of Advanced Nursing68(3), 539–549.

Abstract

Aim.  This study was designed to identify the level of nurses’ job satisfaction, occupational commitment and intent to stay among mainland Chinese nurses, to explore the relationship among them.

Background.  Little is known about the magnitude of Chinese nurses’ intent to stay. Understanding the association among demographic characteristics and job satisfaction, occupational commitment and intent to stay among Chinese nurses is most important in a time of nurse shortages.

Methods.  A descriptive correlation design was used to examine the relationship among variables related to intent to stay. Data were collected by a self-administered survey questionnaire from 560 nurses working in four large hospital facilities in Shanghai in 2009.

Results.  The mean scores for nurses’ job satisfaction, occupational commitment and intent to stay were 3·25(0·48), 3·11(0·40) and 3·56(0·65), respectively. Job satisfaction and occupational commitment were significantly related to intent to stay. A statistically significant positive correlation was found between occupational commitment and job satisfaction. Age and job position were significantly related to job satisfaction, occupational commitment and intent to stay.

Conclusion.  Levels of job satisfaction, occupational commitment and intent to stay reported by nurses in this study can be improved. Suggested strategies for improvement are: increasing salaries, decreasing workloads, modifying task structure, cultivating work passion and creating more professional opportunity for nurses’ personal growth development and promotion. Enhancing nurses’ job satisfaction and occupational commitment are vital to improve nurses’ intent to stay and for strategies to address the nursing shortage.