The aging population in the United States and greater access to healthcare due to recent legislative reforms will result in an increased demand for registered nurses. However, meeting this demand will challenge healthcare organizations due to an aging nursing workforce that will be retiring, a lack of new nurses entering the profession due to lack of employment opportunities related to the current macro-economic environment, and the lack of capacity to produce nursing graduates. Furthermore, reported turnover rates of newly graduated registered nurses range from 18 to 60% during the first year of employment. Healthcare organizations implementing structured nurse residency programs have reported success in stemming the tide of new graduate turnover. However, there is a lack of empirical evidence in the nurse residency literature regarding variables that have been shown to decrease turnover of registered nurses. The purpose of this study was to examine the outcome variables of job satisfaction, organizational commitment, and turnover among newly graduated nurse residents in Magnet, Magnet Aspiring, and Non-Magnet Hospital work environments across the US. A descriptive correlational retrospective secondary analysis was completed examining the outcome variables in a sample of 628 newly graduated nurses completing a structured nurse residency program between January 1, 2007 and December 31st, 2009 in general acute care hospitals. The findings from this study demonstrated the difference between job satisfaction at two months, six months, and 12 months among nurse residents in the different work environments. Furthermore, the influence of the residency program on organizational commitment in the context of differing work environments is reported. Moreover, turnover rates following the completion of the nurse residency were found to be lower than the national average for newly graduated nurses. Finally, the relationships between the outcome variables are explicated. The findings of this study will assist in informing healthcare executive’s decision making when considering interventions to decrease turnover of newly graduated nurses. / text

Aim of the study: to study hospital employees‘ job satisfaction and organizational commitment in Šilalė district hospital and Klaipėda county hospital. The methods of the study. The anonymous questionnaire, containing 23 questions, was developed for the survey. The respondents were asked to score responses on a 7-point Likert scale where 1 stood for „completely disagree/completely dissatisfied“ and 7 – „completely agree/completely satisfied“. The response rate of Šilalė hospital employees‘ was 91 % (N = 117) and of Klaipėda hospital – 60 % (N = 378). The collected survey data was analysed using SPSS statistical analysis package, version 11.0. Results. Employees‘ overall job satisfaction (5,5) and the level of organizational commitment (4,2) is not high. Šilalė hospital employees, comparing them with Klaipėda, are more satisfied with the job (accordingly 5,9 ir 5,3) and are more commited to the organization (accordingly 4,7 ir 4,0). Health professionals are mostly satisfied with such job dimensions as relationship with their colleagues (5,7), opportunity for professional growth (5,1) and possibility for using their skills at work (4,9). The main dissatisfiers are salary (2,8), opportunity for advancement (3,7), social security (3,9). The level of affective and continuance commitment is not high (accordingly 4,7 and 4,4), and normative commitment – low (3,6). The strongest correlation (Spearmen‘s ratio) was observed between overall job satisfaction and satisfaction with... [to full text]

Darbo tikslas – nustatyti pareigūnų, dirbančių priešgaisrinėje gelbėjimo tarnyboje, asmenybės savybių, įsipareigojimo organizacijai ir profesinio pervargimo sąsajas. Tyrimo metodai. Tyrimo metu naudotas apklausos (raštu) metodas. Naudota anketa, kurią sudarė bendra informacija (socialiniai – demografiniai kintamieji) apie tiriamąjį, Didžiojo penketo (NEO FFI) asmenybės, empatijos, įsipareigojimo organizacijai ir pervargimo darbe klausimynai. Statistinės analizės metodai: aprašomoji statistika, T kriterijus (Independent Samples T test), Pearson‘o ir Spearman‘o koreliacijos koeficientai, regresinė analizė. Tyrimo imtis. Tyrimas atliktas 2009 m. kovo-balandžio mėn. Tyrime dalyvavo 240 pareigūnų iš Šiaulių ir Telšių apskričių priešgaisrinės gelbėjimo valdyboms priklausančių priešgaisrinių gelbėjimo tarnybų. Visi (100%) tyrime dalyvavę pareigūnai yra vyrai. Tyrimo rezultatai parodė, jog pareigūnai, pasižymintys labiau išreikštu neurotizmu, yra labiau pervargę darbe nei pareigūnai, pasižymintys mažiau išreikštu neurotizmu. Pareigūnai, pasižymintys mažiau išreikštu sutarimu su kitais, sąžiningumu, ekstraversija bei empatija, pasižymi didesniu profesiniu pervargimu nei pareigūnai, turintys labiau išreikštą sutarimą su kitais, sąžiningumą, ekstraversiją bei empatiją. Labiau įsipareigoję organizacijai pareigūnai yra mažiau pervargę darbe. Pareigūnai, kuriems būdingas mažiau išreikštas neurotizmas, yra labiau įsipareigoję organizacijai nei pasižymintys labiau išreikštu neurotizmu... [toliau žr. visą tekstą] / The aim of this study – to ascertain the relations between fire fighters’ personal traits, organizational commitment and burnout at work. The methodology of the research. The study was based on four methods: Big Five (NEO FFI), Empathy Questionnaire (Omdahl, O'Donnell), the Organizational Commitment Questionnaire and Burnout Inventory. It was used the descriptive statistic, the average comparison (Independent Samples T test), Pearson, Spearman correlation rates, regression analysis. The sample of research. The research was carried out March-April 2009. 240 fire fighters were surveyed (100% men) from Šiauliai and Telšiai counties fire and rescue boards fire and rescue services. The results of research showed that fire fighters with lower emotional stability links to burnout at work much more than those who have higher emotional stability. The lower empathy, agreeableness, conscientiousness and extraversion impact fire fighters’ higher burnout at work. Fire fighters’ higher organizational commitment links to lower burnout. Fire fighters’ higher emotional stability links to higher organizational commitment. And the higher fire fighters’ empathy, agreeableness, conscientiousness and extraversion links to higher organizational commitment.

Thesis (Ph.D.)--Auburn University, 2007. / Abstract. Vita. Includes bibliographic references (ℓ. 55-72)

Thesis (M.S.)--University of North Texas, Dec., 2007. / Title from title page display. Includes bibliographical references.

Thesis (M.A.) - Carleton University, 2006. / Includes bibliographical references (p. 53-60). Also available in electronic format on the Internet.

Thesis (Ph. D.)--University of Washington, 2007. / Vita. Includes bibliographical references (leaves 106-122).

Thesis (PhD (Organizational Behaviour)) -- University of Pretoria, 2008. / Abstract in English. Includes bibliographical references. Available on the Internet via the World Wide Web.

Thesis (Ph. D.)--University of North Texas, May, 2008. / Title from title page display. Includes bibliographical references.

Thesis (D. Phil. (Organisational Behaviour))--University of Pretoria, 2004. / Includes bibliographical references (leaves 183-204).