Determinants of nurse job dissatisfaction - findings from a cross-sectional survey analysis in the UK
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RESEARCH ARTICLE
Open Access
Determinants of nurse job dissatisfaction findings from a cross-sectional survey analysis in the UK Michaela Senek* , Steven Robertson, Tony Ryan, Rachel King, Emily Wood, Bethany Taylor and Angela Tod
Abstract Background: A lower recruitment and high turnover rate of registered nurses have resulted in a global shortage of nurses. In the UK, prior to the COVID-19 epidemic, nurses’ intention to leave rates were between 30 and 50% suggesting a high level of job dissatisfaction. Methods: In this study, we analysed data from a cross-sectional mixed-methods survey developed by the Royal College of Nursing and administered to the nursing workforce across all four UK nations, to explore the levels of dissatisfaction and demoralisation- one of the predictors of nurses’ intention to leave. We carried out logistic regression analysis on available data in order to determine what impacts job dissatisfaction. Results: In total, 1742 nurses responded to questions about working conditions on their last shift. We found that nearly two-thirds of respondents were demoralised. Nurses were five times more likely (OR 5.08, 95% CI: 3.82–6.60) to feel demoralised if they reported missed care. A perceived lack of support had nearly the same impact on the level of demoralisation (OR 4.8, 95% CI: 3.67–6.38). These findings were reflected in the qualitative findings where RNs reported how staffing issues and failures in leadership, left them feeling disempowered and demoralised. Conclusion: A large proportion of nurses reported feeling dissatisfied and demoralised. In order to reduce the negative impact of dissatisfaction and improve retention, more research needs to investigate the relationship dynamics within healthcare teams and how the burden experienced by RNs when unsupported by managers impacts on their ability to provide safe, good-quality care. These findings predate the current Covid-19 pandemic outbreak which may have had a further detrimental effect on job satisfaction in the UK and other nation’s nursing workforce. Keywords: Nurse job satisfaction, Intention to leave, Staffing issues, Missed care, Leadership, UK
Background The shortage of registered nurses (RNs) is a pressing issue across all four countries within the UK, with a similar trend and concern being observed across Europe and globally [1, 2]. In the UK, a drop in recruitment and retention of qualified nursing staff, as well as a rise in patient acuity, have been identified as main reasons for * Correspondence: [email protected] Division of Nursing & Midwifery, Department of Health Sciences, University of Sheffield, Sheffield, UK
this workforce crisis [3]. The Rising Pressure report by the Health Foundation in 2017 showed that there was a 0.2% drop in the number of registered nurses, with a median leaver rate of around 15% in National Health Service (NHS) organisations [4]. Similarly, the Royal College of Nursing, UK, reported that from September 2017 to September 2018 there were 2532 more RN leavers than joiners in the nursing w
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