Job satisfaction in mainland China: comparing critical care nurses and general ward nurses
Article first published online: 17 OCT 2012
© 2012 Blackwell Publishing Ltd
Journal of Advanced Nursing
Volume 69, Issue 8, pages 1725–1736, August 2013
How to Cite
2012) Job satisfaction in mainland China: comparing critical care nurses and general ward nursesJournal of Advanced Nursing 69(8), 1725–1736. doi: 10.1111/jan.12033, , & (
- Issue published online: 11 JUL 2013
- Article first published online: 17 OCT 2012
- Manuscript Accepted: 15 SEP 2012
- Shanghai Pujiang Program, Shanghai Government, China.. Grant Number: 2005105
- critical care nurse;
- job satisfaction;
- job turnover;
- Mainland China;
- nurse shortage;
- working environment
To explore the level of nurses' job satisfaction and compare the differences between critical care nurses and general ward nurses in Mainland China.
Hospitals continue to experience high nurse turnover. Job satisfaction is a key factor to retain skilled nurses. The differences in job satisfaction among critical care nurses and general ward nurses are unknown.
A cross-sectional design was selected for this descriptive correlation study.
Cross-sectional study of critical care nurses (n = 446) and general ward nurses (n = 1118) in 9 general hospitals by means of questionnaires that included the Chinese Nurses Job Satisfaction Scale and demographic scale. The data were collected from June 2010–November 2010.
Chinese nurses had moderate levels of job satisfaction, were satisfied with co-workers and family/work balance; and dissatisfied with pay and professional promotion. Critical care nurses were younger; less educated and had less job tenure when compared with nurses working on general wards. Critical care nurses were significantly less satisfied than general ward nurses with many aspects of their job.
Levels of nurses' job satisfaction can be improved. The lower job satisfaction of critical care nurses compared with general ward nurses should warn the healthcare administrators and managers of potentially increasing the critical care nurses turn over. Innovative and adaptable managerial interventions need to be taken to improve critical care nurse' job satisfaction and retain skilled nurse.