JOB SATISFACTION, AUTONOMY, AND SUPERVISOR SUPPORT IN PSYCHIATRIC NURSING.
Contributors: University of California, San Francisco.
Published: 1984
Number of pages: 313
Subjects: Health Sciences, Nursing.
Description: This descriptive study utilized a cross sectional survey design to examine the job satisfaction, autonomy, and supervisor support of 203 registered nurses working on adult, inpatient psychiatric units at nine hospitals. The following instruments were used: Job Satisfaction Scale (Stember, Ferguson, Conway, & Yingling, 1978), Perceived Autonomy Scale (Quinn & Shepard, 1974), Supervisor Scale (Weisman, Alexander, and Chase, 1980-81), and the Supervisor Support subscale of the Work Environment Scale (Moos, Insel, & Humphrey, 1974).

This study found strong positive relationships for both overall job satisfaction (r = .71) and supervisor support (r = .64) with perceived autonomy. Nurses with high levels of autonomy and supervisor support were the most satisfied with their jobs.

There was a significant difference (p < .01) among top managers, middle managers, clinical nurse specialists, and staff nurses on overall job satisfaction and perceived autonomy. There was not a significant difference among the four position categories on perceived supervisor support. Top managers were more satisfied than middle managers with the mechanics of their job. Top managers were more satisfied than staff nurses with their jobs in general, their level of influence, the recognition they receive, and the organizational policies that govern their agency. Middle managers were more satisfied than staff nurses with both their influence and the recognition they receive within the organization.

Nurses who worked days reported higher levels of autonomy and supervisor support than nurses who worked nights. Nurses with baccalaureate degrees reported the lowest level of autonomy, as compared to nurses with diploma, A.A., master's, or doctoral degrees.

Top managers employed in federal hospitals were more satisfied with their communication than those employed in private hospitals. Middle managers employed in public hospitals were more satisfied with their communication than those employed in federal hospitals. Clinical nurse specialists employed in federal hospitals were more satisfied with their job security than those employed in public hospitals.

Recommendations. Use of Quality-Control Circles to increase the autonomy of staff nurses by allowing them to have more access to information and more input into the decision making process. Supervisors getting feedback from those they supervise regarding the amount and type of recognition they give, and the extent to which they allow those they supervise to have input into decision making.
Notes: Source: Dissertation Abstracts International, Volume: 45-12, Section: B, page: 3769.

Thesis (D.N.S.)--UNIVERSITY OF CALIFORNIA, SAN FRANCISCO, 1984.

School code: 0034.