PhD

dissertationThe purposes of this study were to describe factors that influence job satisfaction among first-line nurse administrators and to determine the effect of these factors on anticipated turnover. In a descriptive, correlational design, data generated from the Minnesota Satisfaction Questionnaire (MSQ), the Anticipated Turnover Scale (ATS), and a Demographic/Background Questionnaire were examined. A random sample of 150 first-line nurse administrators, who represented 103 National League for Nursing (N.L.N.) accredited institutions with baccalaureate and graduate programs, participated in the study. A semistructured telephone interview was conducted with 32 subjects. As measured by the MSQ, 51 (34%) subjects reported high satisfaction, while 95 (63%) had average satisfaction. Intrinsic factors contributed to job satisfaction, while extrinsic factors contributed primarily to average satisfaction. Content analysis of interview data revealed themes that enhanced job satisfaction including influence on organizational climate for development and change, control, facilitation of faculty growth and development, and lack of faculty conflict. Themes that promoted the least job satisfaction were conflict, university constraints, lack of/need for control, organizational structure, and paperwork. Only the background variables of salary, age, and staff relations were associated with overall job satisfaction. The MSQ variables of responsibility, advancement, supervision-technical, variety, social status, working conditions, and moral values accounted for 63% of the variance in overall job satisfaction. Anticipated turnover, age, method of assignment, importance of administrator responsibility for faculty and governance, and years in nursing education predicted level of job satisfaction 69% of the time. While intent to remain in a first-line position was reported by 72% of the interview subjects, the total group indicated a slight to moderate tendency to leave the position. There was a significant negative association between job satisfaction and anticipated turnover. Findings from this study support the recommendation that first-line administrators have doctoral education preparation that includes the study of social systems, organizational theory, management, and human behavior in organizations. The establishment of a mentor system with administrative peers could enhance job satisfaction and minimize turnover. Job redesign could serve as an effective means to minimize the tasks that are least satisfying to first-line administrators