|
| Factor | First author | Details |
|
| Individual factors |
|
| Education | | |
| Pursuing education | Snow [74] | CNAs reported they would have greater job satisfaction with more education/expanded skills |
| Pursuing nursing career | Snow [74] | (i) CNAs pursuing a nursing career reported the highest level of job satisfaction, followed by CNAs with no plans for further education
(ii) CNAs pursuing education outside of health care reported the lowest levels of job satisfaction |
| Other | | |
| Feeling needed/useful | Bye [82] | 93% stated feeling needed/useful was the most satisfying aspect of their work |
|
| Organizational factors |
|
| Facility: resources | | |
| Equipment and supplies | Quinn [85] | Mainly positive responses, more resources linking to higher job satisfaction |
| Facility: other | | |
| Workplace flexibility | Moyle [84] | Related to job satisfaction |
| Working on skilled units | Bye [82] | Some enjoyed challenge of working on skilled units |
| Facility | Bye [82] | Some were happy in their current facility and would not like to go to another facility |
| Pay satisfaction | Quinn [85] | Typical responses positive in relation to job satisfaction |
| Benefits satisfaction | Quinn [85] | Many variant responses positive/negative re job satisfaction |
| Facility’s response to needs and concerns | Quinn [85] | Many variant responses positive/negative re job satisfaction |
| People in management | Quinn [85] | Many variant responses positive/negative re job satisfaction |
| Admin support | Karner [83] | Contributing to increased job satisfaction—appropriate and kind administrative support; respectful of aides’ knowledge |
| Work environment | | |
| Working with unskilled or inappropriately trained staff | Moyle [84] | Related to job dissatisfaction |
| Working conditions | Holtz [62] | 68% of aides said that they were extremely or very important to their job satisfaction |
| Organizational structure | Karner [83] | Contributing to increased job satisfaction—fair and consistent organizational structures; hands-on training and adequate staff |
| Recognition/respect | Holtz [62] | 77% of aides said that it was extremely or very important |
| Quinn [85] | Many variant responses—some say recognition for work is important to job satisfaction and others lead to job dissatisfaction |
| Quinn [85] | Typical response negative for quantity of recognition leading to job satisfaction |
| Walborn [79] | Nurse aides would like more respect, for example, from family members |
| Residents | Bye [82] | Most identified their interaction with residents as the most satisfying aspect of their job |
| Quinn [85] | Many variant responses, typical response positive in relation to job satisfaction |
| Moyle [84] | (i) Related to job satisfaction
(ii) Contact with residents promotes enjoyment and job satisfaction
(iii) Job satisfaction comes from resident: interactions and appreciation |
| Walborn [79] | Interacting with residents was a satisfying aspect of the job |
| Karner [83] | Relation with residents was a satisfying aspect of the job |
| Family member participation in resident care | Karner [83] | Contributing to increased job satisfaction |
| Interpersonal relationships | Quinn [85] | Typical response positive in relation to job satisfaction |
| Holtz [62] | 100% of aides said that interpersonal relationships were important or extremely important |
| Bye [82] | 53% said these were 2nd and 3rd greatest satisfiers |
| Support from coworkers | Moyle [84] | (i) Good teamwork increases job satisfaction
(ii) Job dissatisfaction occurs when staff members are intolerant/upset |
| Karner [83] | Contributing to increased job satisfaction |
| Quinn [85] | Typical response positive in relation to job satisfaction |
| Tensions within role expectations | Moyle [84] | Related to job dissatisfaction |
| Absenteeism | Quinn [85] | Typical responses negative in relation to job satisfaction |
| Environment (homelike) | Karner [83] | Contributing to increased job satisfaction |
| Building design | Quinn [85] | Many variant responses positive in relation to job satisfaction |
| Positive feedback | Tyler [78] | Positive feedback often comes from residents and this type of feedback is more important than feedback received from supervisors |
| Communication—valued input | Quinn [85] | Many variant responses negative in relation to job satisfaction |
| Respect | Walborn [79] | Nurse aides would like more respect, for example, from family members |
| Supervision | | |
| Supervision | Holtz [62] | 90% of aides said that it was extremely or very important |
| Walborn [79] | Nursing assistants would like to be listened to by charge nurses/managers |
| Staffing | | |
| Number of staff and workloads | Quinn [85] | Mainly positive responses with respect to more staff linking to higher job satisfaction |
| Staffing levels | Moyle [84] | (i) Job satisfaction decreases when tasks and time constraints prevent the opportunity to relate to residents and increases likelihood of error
(ii) Dissatisfied with anything that took them away from resident care |
| Increasing need to be available for overtime | Moyle [84] | (i) Related to job dissatisfaction
(ii) Overtime created both job satisfaction and dissatisfaction |
| Other: opportunity for learning and advancement | | |
| Learning and growing on the job | Bye [82] | 17% said this was 2nd and 3rd greatest satisfiers |
| Expansion of scope of practice | Snow [74] | Overall 92% of the certified nursing assistants believed that expansion of their scope of practice would increase their job satisfaction |
| Advancement | Holtz [62] | 48% of aides said that it was extremely or very important |
| Other: nature of the job | | |
| Work itself | Holtz [62] | 84% of aides said that it was extremely or very important |
| Quinn [85] | Many variant responses in relation to job satisfaction |
| Moyle [84] | (i) Laborious tasks (such as documentation) related to job dissatisfaction
(ii) Job dissatisfaction occurs when tensions are not recognized in the workplace: managerial staff not listening to concerns |
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