Date of Conferral
Doctor of Business Administration (D.B.A.)
As the health care sector in the United States undergoes transformation, job dissatisfaction has become a problem that is confounded by the challenge that nurse executives encounter in understanding the aspirations of an increasingly diverse workforce. A quantitative survey was conducted online using a representative sample of registered nurses (RNs) nationwide. Approximately 127,000 RNs from across the nation received an invitation, and 272 RNs participated. Factorial ANOVAs were performed to answer the research questions of whether aspects of job satisfaction differ across the demographic factors of a diverse RN workforce. No differences exist in personal satisfaction or satisfaction with workload as a function of generational cohort (Baby Boomers, Generation X, and Generation Y), gender (female and male), or origin of training (United States or international). With Herzberg's motivation-hygiene theory as the theoretical framework, multiple linear regression analyses were conducted to examine the relative importance of job factors. Satisfaction with workload was a stronger predictor of global job satisfaction than personal satisfaction; this contradicts the motivation-hygiene theory. Work environment is a crucial factor in understanding global job satisfaction. This research has implications for social change by raising the nurse executives' understanding of factors that affect the job satisfaction of nurses and by doing so, may support patient advocacy, promote human gratification, and endorse economic gain.