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Job Satisfaction, Professional (Career) Commitment and Intent to Turnover:The Impact of a Tri-Hospital Merger On Registered Nurses.

Jones J; Academy for Health Services Research and Health Policy. Meeting.

Abstr Acad Health Serv Res Health Policy Meet. 2002; 19: 11.

University at Buffalo, 910 Kimball Tower, Buffalo, NY 14214; Tel: (716) 829-2304; Fax: (716) 829-2021; E-mail:

RESEARCH OBJECTIVE: Job satisfaction, professional commitment to career ideals, and intent to turnover are important variables during hospital mergers, acquisitions and restructuring. This study is among the first to investigate differing organizational levels of these constructs in relation to professional nursing during a merger process. STUDY DESIGN: All registered nurses employed on general nursing units at three hospitals involved in a merger process completed the Organizational Job Satisfaction Scale, a Professional Commitment Scale, and an Intent to Turnover Scale adapted from the Michigan Organizational Assessment Questionnaire. Interviews were also conducted. The sample included 98 registered nurses, primarily female, with six months to twenty-six years of tenure. POPULATION STUDIED: All full time and part time registered nurses who provide direct patient care from three hospitals (Hospitals A, B and C) involved in the merger process. Hospital A is the acquired hospital while Hospitals B and C are considered the acquiring hospitals of the newly formed Healthcare System. PRINCIPAL FINDINGS: Overall job satisfaction was found to be consistently moderate at all three hospitals. Greater satisfaction with pay was found for the nurses at the unionized hospital (Hospital A) than the non-unionized hospitals (Hospitals B & C), which prompted nurses at those hospitals to seek unionization. Time constraints in performing nursing duties and staffing ratios were voiced as major areas of discontent at Hospitals A and C. Nurses at Hospitals B and C voiced concern primarily over professional practice issues. Professional commitment was moderate at each hospital with a significant number of nurses expressing disillusionment with the nursing profession by scoring low on questionnaire items related to enthusiasm for nursing and dissatisfaction with the profession. Qualitative data indicated a poor professional image of nursing to the general public. Nurses at all three hospitals had no strong feelings about either staying or leaving their present position although the interviews demonstrated that nurses with greater tenure wanted to stay within the newly formed umbrella Healthcare System organization because of benefits and seniority concerns. Significant positive relationships were found for job satisfaction and professional commitment while a significant inverse relationship was demonstrated between these same variables and intent to turnover. CONCLUSIONS: Differences in job satisfaction were more notable within the subscales of the instrument showing that nurses are satisfied with selected aspects of their job. However, the dissatisfiers tended to evoke a more emotional response, which was also reflected in the level of professional commitment to the nursing profession. IMPLICATIONS FOR POLICY, DELIVERY OR PRACTICE: Job satisfaction, professional commitment, and intent to turnover are important to being supportive of the values, beliefs, and goals of the newly formed Healthcare System. Low levels of job satisfaction and professional commitment have been shown to precipitate nursing turnover. PRIMARY FUNDING SOURCE: Sigma Theta Tau International, National Nursing Honor Society

Publication Types:
  • Meeting Abstracts
  • Drive
  • Employment
  • Female
  • Health Facility Merger
  • Hospitals
  • Humans
  • Job Satisfaction
  • Michigan
  • Motivation
  • Nurses
  • Personnel Turnover
  • Questionnaires
  • hsrmtgs
Other ID:
  • GWHSR0002237
UI: 102273913

From Meeting Abstracts

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