MS

thesisThe purpose of this Master's thesis research project was to determine if relationship exists between a periodic assignment change and job satisfaction of RNs and LPNs. Job satisfaction of nursing personnel is a major concern of hospital management today in view of the expectations of society for a higher quantity and quality of health care and the rising cost of achieving these expectations. Research studies have demonstrated low levels of job satisfaction results in a high turnover and absenteeism rate, especially among nursing personnel who have a seemingly unlimited job market. The cost of replacing an RN or LPN is extraordinarily high, from $800 to $1200 in 1978, and each resignation creates a temporary labor shortage in which patients and coworkers suffer. Also, job satisfaction affects the quality of nursing care the patient receives, which is the major product of the hospital industry. At the hospital where the researcher is employed, two patient units have a disturbingly high turnover rate. These units have a reputation of being "undesirable" and the staff feel at a "deed end" when assigned there. The staffs of these units suggested a periodic rotation to these units may perhaps decrease of eliminate their dissatisfaction with their jobs and dispel feelings of impasse. The researcher found that during her own reassignments, feelings of job satisfaction, competence, and confidence increased. The research hypotheses were that job satisfaction mean scores would not differ with an assignment change and job satisfaction mean scores would not differ without an assignment change. A local hospital random sample experimental group of RNs and LPNs from three patient units was reassigned for a two-month period. Their pre and post reassignment job satisfaction was determined and compared with a random sample control group of RNs and LPNs who were not reassigned. The measurement tool was a reliable, objective, and valid semantic differential questionnaire. Responses were completely anonymous. Data were statistically analyzed using a comparison means and the "Paired-T" computer program. The t-test indicated an extremely significant increase in job satisfaction mean scores after the two-month assignment change. There was also a corresponding increase in job satisfaction mean scores of the control group, although statistically insignificant. The highly significant outcomes of this research study have value to all levels of hospital personnel. Hospital management can benefit from reduced personnel turnover rates and orientation costs resulting from a potential increase in job satisfaction among RNs and LPNs. Nursing administration can benefit from an evaluation and possible revision of their personnel assignment systems to include a periodic rotation. The increased job satisfaction from assignment changes as indicated by the mean test scores can produced an overall improvement in the performance of RNs and LPNs. Finally, the patients can benefit from the potential increase in quality and quantity of nursing care and reduction in health care costs