Neel Halder1. 1. Consultant Psychiatrist, John Denmark Unit, Greater Manchester Mental Health NHS Foundation Trust; Senior Honorary Lecturer, University of Manchester, UK.
Abstract
BACKGROUND: Human capital (employees) is the most important asset for healthcare. However, nurses experience some of the highest rates of burnout and dissatisfaction. In 2017, the Nursing and Midwifery Council reported that, for the first time since 2008, more nurses and midwives are leaving the profession in the UK than joining it. AIMS: The aim of this paper is to explore the literature regarding the importance of human capital within healthcare sectors in the UK, with a particular focus on nurses and job satisfaction. METHODS: A literature review was conducted with the focus on the aim, as stated above. Findings and conclusions have been summarised. Potential causes, consequences and solutions to job dissatisfaction are explored. RESULTS: Factors related to job satisfaction include pay, respect, security, workload, recognition, responsibility, environment, autonomy, personal growth, administrative bureaucracy and caseload. Investing and promoting 'organisational compassion' could be a key part of the solution. CONCLUSIONS: More research using the same validated tools for measuring job satisfaction will help with consistency and comparability across hospitals. It is hoped this could provide information aiding recruitment and retention, which is a problem within both the NHS and independent sectors.
BACKGROUND: Human capital (employees) is the most important asset for healthcare. However, nurses experience some of the highest rates of burnout and dissatisfaction. In 2017, the Nursing and Midwifery Council reported that, for the first time since 2008, more nurses and midwives are leaving the profession in the UK than joining it. AIMS: The aim of this paper is to explore the literature regarding the importance of human capital within healthcare sectors in the UK, with a particular focus on nurses and job satisfaction. METHODS: A literature review was conducted with the focus on the aim, as stated above. Findings and conclusions have been summarised. Potential causes, consequences and solutions to job dissatisfaction are explored. RESULTS: Factors related to job satisfaction include pay, respect, security, workload, recognition, responsibility, environment, autonomy, personal growth, administrative bureaucracy and caseload. Investing and promoting 'organisational compassion' could be a key part of the solution. CONCLUSIONS: More research using the same validated tools for measuring job satisfaction will help with consistency and comparability across hospitals. It is hoped this could provide information aiding recruitment and retention, which is a problem within both the NHS and independent sectors.
Authors: Linda H Aiken; Walter Sermeus; Koen Van den Heede; Douglas M Sloane; Reinhard Busse; Martin McKee; Luk Bruyneel; Anne Marie Rafferty; Peter Griffiths; Maria Teresa Moreno-Casbas; Carol Tishelman; Anne Scott; Tomasz Brzostek; Juha Kinnunen; Rene Schwendimann; Maud Heinen; Dimitris Zikos; Ingeborg Strømseng Sjetne; Herbert L Smith; Ann Kutney-Lee Journal: BMJ Date: 2012-03-20