Job satisfaction among nursing personnel in Hong Kong: a questionnaire survey
Article first published online: 17 NOV 2012
© 2012 John Wiley & Sons Ltd
Journal of Nursing Management
Special Issue: This issue: Retention, fatigue, burnout and job satisfaction: new aspects and challenges Issue editor: Kristiina Hyrkas
Volume 22, Issue 5, pages 664–675, July 2014
How to Cite
2014) Journal of Nursing Management 22, 664–675. Job satisfaction among nursing personnel in Hong Kong: a questionnaire survey, & (
- Issue published online: 14 JUL 2014
- Article first published online: 17 NOV 2012
- Manuscript Accepted: 27 JUN 2012
- The Hong Kong Polytechnic University
- healthcare worker;
- job satisfaction;
- nursing personnel;
- occupational health;
- quantitative approaches;
- job components
To investigate the perceived importance and actual level of job satisfaction among enrolled nurses (ENs), registered nurses (RNs), specialty nurses (SNs) and nurse managers (NMs) in Hong Kong.
In the past, few studies have been conducted to investigate job satisfaction among different groups of nursing personnel.
This was a cross-sectional study. Stamps and Piedmonte's Index of Work Satisfaction (IWS) Scale was used to measure the level of job satisfaction.
Six hundred and seventy-two nursing personnel from two large hospitals participated in this study. Discrepancies were found between the perceived importance and the actual satisfaction of job components among nursing personnel. The level of job satisfaction varied by position (F3,668 = 28.83, P < 0.001). Tukey's post-hoc tests further indicated that RNs had the lowest job satisfaction. The IWS scores for ENs, RNs, SNs and NMs were 12.3, 11.2, 12.5 and 13, respectively. Each group shared and had its own unique factors associated with its job satisfaction.
The perceived importance and actual satisfaction with the six job components among nursing personnel varied by position.
Implications for nursing management
Administrators should be aware that strategies to improve job satisfaction should be specific to job titles. No single strategy is appropriate for all nursing personnel.