Employers in other parts of the country and in particular employment environments found difficulty in attracting and retaining RNs, mainly because of an aging workforce and a lack of younger RNs to fill positions. RNs may experience greater competition for the positions in physicians’ offices and outpatient care facilities because they usually offer regular working hours and more comfortable working environments. Registered nurses’ median annual earnings were $57,280 in May 2006. Fifty percent of RNs earned between $47,710 and $69,850.
The lowest 10 percent of RNs earned less than $40, 250, and the highest 10 percent earned more than $83,440. Industries employing the largest numbers of RNs with the largest median annual earnings in May 2006 include employment services with $64,260, general medical and surgical hospitals with $58,550, home health care services with $54,190, offices in physicians with $53,800, and nursing care facilities with $52,490 (“Registered Nurses”). In conclusion, the job satisfaction of LPNs and RNs, most of whom are working in hospitals, are linked to several issues.
First, job satisfaction is associated with turnover because it triggers instability in the organization and increases cost associated with employee orientation. Second, job satisfaction can be a predictor of effective job performance because the level of job satisfaction is related to satisfaction of patient with the delivery of nursing care. Thirdly, executives, nurse administrators and staff nurses may perceive job satisfaction as vital in its own right. There is also positive correlation between the style of hospital management and job satisfaction of nurses.
Some sources of job satisfaction may include responsibility, potential for career advancement, autonomy, excellent work environment. These may be related to management style. Sources of job dissatisfaction of LPNs and RNs related to management style may include poor administration, poor planning, and lack of skills in explaining the management’s decisions affecting the nursing unit. The key determinants of nurse job satisfaction may include the significance of task, the nature of supervision, and involvement of nurses’ task. Length of work hours is associated with increased job satisfaction (Parson). References
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Retrieved April 30, 2009, from http://findarticles. com/p/articles/mi_qa4090/is_200606/ai_n17181461/ Parsons, Lynn C. Delegation skills and nurse job satisfaction. Nursing Economics. Retrieved May 1, 2009, from http://findarticles. com/p/articles/mi_m0FSW/is_3_23/ai_n17209500/. Seago, Jean Ann, Spetz, Joanne, Chapman, Susan, Dyer, Wendy & Grumbach, Kevin. Supply, Demand, and Use of Licensed Practical Nurses. Retrieved April 30, 2009, from http://bhpr. hrsa. gov/healthworkforce/reports/nursing/lpn/default. htm. Registered Nurses. Occupational Outlook Handbook, 2008-2009 edition, Retrieved May 1, 2009, from http://www. bls. gov/oco/ocos083. htm.