Abstract

Background: In the recent decades, it has been noticed that, nursing officers working in tertiary care hospital are moving to other hospitals or abroad leading to lower job satisfaction. Hence, this study is undertaken with an aim to correlate nurse’s job satisfaction with retention index. Materials and methods: The study followed a descriptive co-relational study design. By using simple random technique, the study participants (179) were selected and data was collected using English version of tools. Both male and female nursing officers having not less than one year of service and giving direct patient care were included and those who were on leave and had changes of work place during the past 6 months were excluded from the study. Job Satisfaction was assessed by Minnesota tool for Job Satisfaction (Shorter Form-1977) and Nurses Retention Index was assessed by Nurses Retention Index Scale (NRI). Results: The results revealed that maximum of 158(88.3%) nursing officers were found to have average level of job satisfaction and majority of nursing officers 176(98.3%) were having high level of retention index. There is existence of positive co-relation between job satisfaction and retention index (r=0.945) with high statistical significance (p<0.001). Conclusion: The Nurses Retention index and Job satisfaction were interrelated with each other. It is noted among nursing officers that higher their Job satisfaction is, better their Retention index and this would be reflected in their professional career growth.

• 1.   Cowin LS, Jacobsson DK. Addressing Australia’s nursing shortage: is the gap widening between workforce recommendations and the workplace? Collegian. 2003;104:20-4. doi: 10.1016/S1322-7696(08)60072-4.
• 2.   Washeya FN. Factors influencing retention of professional nurses in a public health care facility in Windhoek, Namibia.Available from: https://scholar.sun.ac.za/ handle/10019.1/103478 Ph.D. thesis.
• 3.   Squires A, Jylhä V, Jun J, Ensio A, Kinnunen J. A scoping review of nursing workforce planning and forecasting research. J Nurs Manag. 2017;25(8):587-96. doi: 10.1111/jonm.12510, PMID 28891258.
• 4.   Cowin LS. The effects of nurses’ job satisfaction on retention: an Australian perspective. J Nurs Adm. 2002;32(5):283-91. doi: 10.1097/00005110-
• 5.   Losa-Iglesias ME, López López D, Rodriguez Vazquez R, Becerro de Bengoa-Vallejo R. Relationships between social skills and self 37 JHA / Volume 9 Number 1 / January - June 2025 esteem in nurses: A questionnaire study. Contemp Nurse. 2017;53(6):681-90. doi: 10.1080/10376178.2018.1441729, PMID 29451080..
• 6.   Woolcock M. The place of social capital in understanding social and economic outcomes.Paper Presented at the Contribution of Human and Social Capital to Sustained Economic Growth and Well-Being. Ottawa; 2001. Available from: http://www.oecd.org/ innovation/research/1824913.pdf.
• 7.   Muindi FK. The relationship between participation in decision making and job satisfaction among academic staff in the school of business, university of Nairobi. J Hum Resour Manag Res. 2011;2011:1-34. doi: 10.5171/2011.246460.
• 8.   Leiter MP, Harvie P, Frizzell C. The correspondence of patient satisfaction and nurse burnout. Soc Sci Med. 1998;47(10):1611- 7. doi: 10.1016/s0277-9536(98)00207-x, PMID 9823056.
• 9.   Cowin LS, Hengstberger-Sims C. New Ggraduate Nnurse Sself-Cconcept and Rretention Iissues. Int J Nurs Stud. 2006;43(1):59-70.23(3), 313--325.
• 10.   Weiss DJ, Dawis RV, England GW. Manual for the Minnesota satisfaction questionnaire. Minn Stud Vocat Rehabil. 1967;22:120.
• 11.   Goh YS, Lopez V. Job satisfaction, work environment and intention to leave among migrant nurses working in a publicly funded tertiary hospital. J Nurs Manag. 2016;24(7):893- 901. doi: 10.1111/jonm.12395, PMID 27169747.
• 12.   Gebregziabher D, Berhanie E, Berihu H, Belstie A, Teklay G. The relationship between job satisfaction and turnover intention among nurses in Axum comprehensive and specialized hospital Tigray, Ethiopia. BMC Nurs. 2020 Aug 18;19:79. doi: 10.1186/s12912-020-00468-0, PMID 32831645, PMCID PMC7437041.
• 13.   Bhattacharya I, Ramachandran A. A path analysis study of retention of healthcare professionals in urban India using health information technology. Hum Resour Health. 2015;13:65. doi: 10.1186/s12960-015-0055-x, PMID 26228778.
• 14.   Lakshman S. Nurse turnover in India: factors impacting nurses’ decisions to leave employment. S Asian J Hum Resour Manag. 2016;3(2):109-28. doi: 10.1177/2322093716657470.
• 15.   Lin CF, Huang CI, Yang CM, Lu MS. The relationship between work environment satisfaction and retention intention among nursing administrators in Taiwan. J Nurs Res. 2019 Oct;27(5):e43. doi: 10.1097/ jnr.0000000000000312, PMID 31524854, PMCID PMC6752697.
• 16.   Kim Y-J, Lee S-Y, Cho J-H. A study on the job retention intention of nurses based on social support in the COVID-19 situation. Sustainability. 2020;12(18):7276. doi: 10.3390/ su12187276..
• 17.   Coomber B, Barriball KL. Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: a review of the research literature. Int J Nurs Stud. 2007;44(2):297-314. doi: 10.1016/j. ijnurstu.2006.02.004, PMID 16631760..
• 18.   Wallin AO, Jakobsson U, Edberg AK. Job satisfaction and associated variables among nurse assistants working in residential care. Int Psychogeriatr. 2012;24(12):1904-18. doi: 10.1017/S1041610212001159, PMID 22824091.
• 19.   Deshmukh N, Raj P, Chide P, Borkar A, Velhal G, Chopade R. Job satisfaction among healthcare providers in a tertiary care Government Medical College and hospital in Chattisgarh. Cureus. 2023 Jun 28;15(6):e41111. doi: 10.7759/cureus.41111, PMID 37519570, PMCID PMC10382642

Data Sharing Statement

Funding