Aims: To identify current best evidence on the types of interventions that have been developed to improve job satisfaction among nurses and on the effectiveness of these interventions.
Design: The systematic review is a quantitative systematic review and meta-analysis following a profile-likelihood random-effects model.
Data sources: CINAHL, Medic, and Pubmed (Medline).
Review methods: PICOS eligibility criteria were used to select original studies published between 2003-2019. The articles were screened by title (N = 489), abstract (N = 61), and full-text (N = 47). A total of 20 articles remained after the full-text screening process and further assess on risk of bias. The screening process was conducted by two authors independently and finally agreed together. A meta-analysis was performed to determine how the identified interventions influence nurses' job satisfaction.
Results: The interventions were primarily educational and consisted of workshops, educational sessions, lessons, and training sessions. The postintervention differences between intervention and control groups in meta-analysis revealed that two interventions significantly improved nurses' job satisfaction. Notably, the spiritual intelligence training protocol and Professional Identity Development Program were found to be effective in improving job satisfaction.
Conclusion: Healthcare organizations and managers should consider implementing effective interventions to improve nurses' job satisfaction and reduce turnover. The results reported in this study highlight that nurse managers should focus on organizational strategies that will foster the intrinsic motivation of employees.
Impact: The current nursing shortage and increased turnover intentions are proving to be a global problem. For this reason, it is imperative that nurse managers plan strategies to improve nurses´ job satisfaction. The effective interventions detected in this study are a first step for developing human resource strategies for healthcare organizations. These findings propose that extrinsic factors (e.g., salary and rewards) will never be as effective in maintaining job satisfaction as intrinsic factors (e.g., spiritual intelligence, professional identity, and awareness).
目的: 识别提高护士工作满意度的介入治疗类型及其有效性的现有最佳证据。 设计: 系统综述指的是遵循子集似然随机效应模型的定量系统综述与荟萃分析。 数据来源: CINAHL护理学数据库、Medic国际医疗器械展览会和Pubmed文献服务检索系统(Medline联机医学文献分析和检索系统)。 审查方法: 采用PICOS合格标准用于甄选2003年至2019年期间发表的原创研究。按照标题(N=489)、摘要(N=61)和全文(N=47)对文章进行筛选。在完成全文筛选后,留下20篇文章,进一步评估偏倚风险。由两位作者独立进行筛选过程,并最终达成一致。并且还要进行荟萃分析,以探讨所确定的介入治疗对护士工作满意度的影响。 结果: 介入治疗以教育为主,包括讲习班、教育班、上课和培训班。通过荟萃分析,从干预后介入治疗组与对照组的差异可以看出,两种介入治疗显著提高了护士的工作满意度。值得注意的是,灵性智力训练方案和职业认同发展计划能够行之有效地提高工作满意度。 结论: 医疗机构和管理者应考虑实施有效的介入治疗,以提高护士的工作满意度,减少离职率。本研究报告的结果强调,护士部门的管理人员应当侧重能够培养护士内在动机的组织策略。 影响: 当下医护人员的短缺和离职意愿的攀升被证明是一个全球普遍化的问题。为此,护士部门的管理人员制定提高护士工作满意度的策略势在必行。本研究中发现的有效介入治疗是制定医疗机构人力资源战略的第一步。这些发现表明,在维持护士的工作满意度方面,外在因素(如工资和报酬)永远不及内在因素(如灵性智力、职业认同和认识)来得有效。.
Keywords: interventional study; job satisfaction; meta-analysis; nurses; systematic review.
© 2020 John Wiley & Sons Ltd.