Extrinsic and intrinsic work values: their impact on job satisfaction in nursing

Authors

  • DESLEY HEGNEY BA, PhD, RN, FRCNA,

    1. Director, Centre for Rural and Remote Area Health, Faculty of Sciences, University of Southern Queensland and Faculty of Health Sciences, University of Queensland, Toowoomba
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  • ASHLEY PLANK MSc, PhD, Dip T,

    1. Statistics Coordinator, SimStat, Department of Mathematics and Computing, Faculty of Sciences
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  • VICTORIA PARKER BHSc, RN, MN, MRCNA

    1. Lecturer, Department of Nursing, University of Southern Queensland, Toowoomba, QLD, Australia
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Desley Hegney
Centre for Rural and Remote Area Health
University of Southern Queensland
PO Darling Heights
QLD
Australia 4350
E-mail: hegney@usq.edu.au

Abstract

Aims  The aim of this study was to identify the intrinsic and extrinsic work values that were perceived by the members of the Queensland Nurses Union (QNU) in Queensland, Australia, to influence job satisfaction.

Background  The current shortage of nurses in Australia has been the focus of many recent studies and national inquiries. This shortage is experienced internationally in both developed and developing nations. Few studies, however, have examined the results of surveys from the model of intrinsic and extrinsic work values and their impact on job satisfaction.

Methods  Following a pilot study, a questionnaire was posted to 2800 assistants-in-nursing, enrolled and Registered Nurses in October 2001, who were members of the QNU. The sampling of nurses was undertaken from three sectors – public, private and aged care and therefore the results are reported separately for these three sectors. A total of 1477 nurses responded to the survey, equating to a total overall response rate of 53%. It should be noted that the study was limited to members of the QNU, and therefore does not represent nurses who are not members of the Union.

Results  The results show that intrinsic and extrinsic work values do impact upon job satisfaction and therefore intention to leave employment. The results also indicate that work stress was high and morale was low and decreasing.

Conclusions  The findings of this study give some indication of what should be included in a nursing workforce planning strategy, the need for which in Australia is ‘fundamental and urgent’ (Senate Community Affairs References Committee 2002, p. xiii). The findings of this study also suggest that a ‘one size fits all’ solution across sectors will not work.

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