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Title: Exploring the Moderating Effect of a Caring Work Environment on the Relationship Between Workplace Mistreatment and Nurses’ Ability to Provide Patient Care.
Creator: Moffa, Christine M., Liehr, Patricia, Florida Atlantic University, Christine E. Lynn College of Nursing
Abstract/Description: Workplace mistreatment (bullying, horizontal violence, and incivility) has been shown to impact nurses’ work satisfaction, job turnover, and physical and mental health. However, there are limited studies that examine its effect on patient outcomes. A correlational descriptive study of 79 acute care nurses was used to test a social justice model for examining the relationship between workplace mistreatment, quantified as threats to dimensions of nurses’ well-being (health, personal security,...
Show moreWorkplace mistreatment (bullying, horizontal violence, and incivility) has been shown to impact nurses’ work satisfaction, job turnover, and physical and mental health. However, there are limited studies that examine its effect on patient outcomes. A correlational descriptive study of 79 acute care nurses was used to test a social justice model for examining the relationship between workplace mistreatment, quantified as threats to dimensions of nurses’ well-being (health, personal security, reasoning, respect, attachment, and self-determination), and nurses’ ability to provide quality patient care. In addition, this study considered the moderating effect of caring work environment among co-workers on nurses’ ability to provide quality patient care in the face of workplace mistreatment. Stories of workplace mistreatment were collected anonymously and analyzed for alignment with threats to six dimensions of well-being. Ability to provide patient care was measured using the Healthcare Productivity Survey and a caring work environment was measured via the Culture of Companionate Love scale. The results demonstrated that threats to all six dimensions of well-being described by Powers and Faden (2006) were expressed in nurses’ stories of workplace mistreatment. Furthermore, 87% reported a decrease in ability to provide patient care after an incident of workplace mistreatment. Yet frequency of threatened dimensions did not have a significant relationship with ability to provide patient care. Moreover, there was a significant moderator effect of the caring work environment on the relationship between number of threatened dimensions of well-being and ability to provide quality patient care. Nurses in high caring environments loss less ability to provide care than nurses in low caring environments when one to three dimensions of well-being were threatened. However, this relationship reversed when four or more dimensions were threatened. Implications include further research on the relationship between workplace mistreatment and nurse well-being and changing practice to include fostering a caring work environment in healthcare facilities.
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Date Issued: 2017
PURL: http://purl.flvc.org/fau/fd/FA00004990
Subject Headings: Dissertations, Academic -- Florida Atlantic University, Work environment., Bullying in the workplace., Nurses--Job satisfaction., Patient Care.
Format: Document (PDF)

Title: A STUDY OF THE CORRELATION BETWEEN JOB SATISFACTION AND VALUES FOR PUBLIC AND NON-PUBLIC SCHOOL TEACHERS CURRENTLY TEACHING IN SOUTH FLORIDA SCHOOLS (PRIVATE, PAROCHIAL).
Creator: LOMBARD, CHERYL RUTH., Florida Atlantic University
Abstract/Description: This study investigated the relationship between job satisfaction, as measured by the Minnesota Satisfaction Questionnaire, and values, as measured by the Allport-Vernon-Lindzey Study of Values Scale. The sample included 126 teachers (grades kindergarten through twelve) currently teaching in public, private religious and private non-religious schools in South Florida. The results of this study did not support the theory that values were related to job satisfaction. There were also no...
Show moreThis study investigated the relationship between job satisfaction, as measured by the Minnesota Satisfaction Questionnaire, and values, as measured by the Allport-Vernon-Lindzey Study of Values Scale. The sample included 126 teachers (grades kindergarten through twelve) currently teaching in public, private religious and private non-religious schools in South Florida. The results of this study did not support the theory that values were related to job satisfaction. There were also no significant correlations between age, sex, and salary and job satisfaction at the .05 level of significance. It was found that among the teachers in this sample, private religious teachers had the highest level of job satisfaction as measured by the Minnesota Satisfaction Questionnaire. A further finding indicated that teachers ranked aesthetic values higher than the other five values measured by the Allport-Vernon-Lindzey Study of Values Scale. However, aesthetic value was not necessarily related to job satisfaction. It was found that teachers in private religious schools had the highest degree of job satisfaction as measured by the experimental instrument.
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Date Issued: 1985
PURL: http://purl.flvc.org/fcla/dt/11864
Subject Headings: Job satisfaction--Testing, Values--Measurement, Values--Testing, Allport-Vernon study of values test
Format: Document (PDF)

Title: An analysis of factors related to teacher attrition.
Creator: Linker, Lois J., Florida Atlantic University, Gray, Mary B.
Abstract/Description: This study examined factors related to attrition of public school teachers. Two hundred fifty-six Palm Beach County, Florida, public school teachers responded to a questionnaire that solicited information concerning demographics, satisfaction with aspects of teaching, attitudes toward teaching and suggestions for increasing retention. The respondents were divided into three groups: those planning to leave teaching in the Palm Beach County schools within 5 years (departers--16.4%), those...
Show moreThis study examined factors related to attrition of public school teachers. Two hundred fifty-six Palm Beach County, Florida, public school teachers responded to a questionnaire that solicited information concerning demographics, satisfaction with aspects of teaching, attitudes toward teaching and suggestions for increasing retention. The respondents were divided into three groups: those planning to leave teaching in the Palm Beach County schools within 5 years (departers--16.4%), those undecided about leaving (undecideds--37.0%), and those planning to remain (remainers--46.6%). Significance of differences among the three groups was tested using chi-squared and one-way analysis of variance (ANOVA). There were significant differences (p <.05) among the three groups with respect to having previously considered leaving teaching and being dissatisfied with teaching as a career. There were also significant differences (p <.05) among the three groups concerning the following: satisfaction with general working conditions, school learning environment, intellectual challenge of the job, support received from administration, opportunities for advancement, influence over school policies and practices, student motivation, parental support, student discipline/behavior, extent of department chairperson's help, determining the content of inservice programs, setting policy on grouping students by ability, establishing curriculum, and amount of administrative assistance provided to improve instructional effectiveness and/or classroom management. The departers were significantly different (p <.05) from the undecideds and/or remainers regarding the above factors, and expressed the most dissatisfaction with them. The undecideds differed significantly (p <.05) from the remainers only on topics of parental support, extent of department chairperson's help, and amount of influence they had in establishing curriculum. The remainers were more satisfied with all of the questionnaire items related to attrition than were the other groups. Increasing salaries and pay incentives, giving teachers more authority/support in the classroom, and improving general working conditions were suggested by respondents as the most effective steps for decreasing attrition. There were significant differences (p <.05) among the three groups of respondents regarding their first, second and third most important suggestions. Although a formal, predictive model for hiring does not exist, data from this study could be used as a beginning or such a model.
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Date Issued: 1992
PURL: http://purl.flvc.org/fcla/dt/12307
Subject Headings: Teachers--Job satisfaction, Public schools--Florida--Palm Beach County, Teacher turnover--Florida--Palm Beach County
Format: Document (PDF)

Title: A structural equations model of organizational commitment, job satisfaction as its covariate, and their antecedent variables.
Creator: McFarland, Michael Allen, Florida Atlantic University, Mendell, Jay S.
Abstract/Description: This academic exercise in organizational commitment research explores the causal relationships between organizational commitment, job satisfaction as its covariate latent exogenous variable and nine manifest endogenous variables: (a) organizational conflict, (b) personal values/role conflict, (c) cognitive/affective attitude, (d) intention to leave the organization, (e) job security, (f) role ambiguity, (g) job satisfaction, (h) organizational commitment and, (i) the deficiency in meeting...
Show moreThis academic exercise in organizational commitment research explores the causal relationships between organizational commitment, job satisfaction as its covariate latent exogenous variable and nine manifest endogenous variables: (a) organizational conflict, (b) personal values/role conflict, (c) cognitive/affective attitude, (d) intention to leave the organization, (e) job security, (f) role ambiguity, (g) job satisfaction, (h) organizational commitment and, (i) the deficiency in meeting basic Maslovian needs. This data sample of 400 (faculty members from four public community college districts in south-central Florida) represented urban and non-urban community colleges, large and small campuses, east- and west-coast community colleges, and both full- and part-time faculty. The covariance matrix based on complete data for the sample (n = 400), along with information of the estimated reliabilities, were analyzed using EzPATH, the SYSTAT implementation of structured equations modeling. GFI criteria accompanied diagnostic output and are provided. The path coefficients of the primary model and their respective standard errors complied with accepted statistical methods in most cases. Also, the root mean square residual of the primary model was .0180. The p-value for the primary model was 0.4506 which was supported by a chi-square (χ2) divided by DOF equating to 1.00513. The determined AGFI and GFI indices were .9755 and .9897 respectively. Only the psychological attitudes of conflict, either conflicting standards of the organization or personal values with the organization, and role ambiguity, showed any direct influence by satisfaction and non-significant influence by commitment. Only the psychological attitudes of cognitive/affective attitude, intention to leave the organization, and job security showed any direct influence by commitment and non-significant influence by satisfaction. In this study, job satisfaction and commitment show a mutual causal relationship with each other (represented by the high mutual causation coefficient of 0.94556 SE = 0.02163). The primary model was modified to address both the path of satisfaction being a precedent of commitment (SAT --> COM) and commitment being a precedent of satisfaction (COM --> SAT). Neither of these two models demonstrated goodness of fit criteria as strong as the primary model. This dissertation has shown that by using carefully collected data, it is possible to construct structural equation models consisting entirely of psychological-social variables in a model as large as nine manifest endogenous variables.
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Date Issued: 1994
PURL: http://purl.flvc.org/fcla/dt/12394
Subject Headings: Job satisfaction--Mathematical models, Organizational behavior--Mathematical models, Organizational change, Personnel management, Employee motivation, Commitment (Psychology)
Format: Document (PDF)

Title: A study of four public higher education institutions in Florida: The relationships between faculty and administrator goal congruence, faculty productivity and job satisfaction.
Creator: Provost, Maria W., Florida Atlantic University, Acker-Hocevar, Michele A.
Abstract/Description: This study focuses on goal congruence between faculty and administrators, and how that congruence, negative or positive, is related to faculty productivity and faculty job satisfaction. Specifically, this study (a) examines and assesses goal congruence among faculty and administrators, (b) examines and assesses relationships between goal congruence and faculty productivity, and (c) determines how goal congruence was related to faculty job satisfaction. Finally, this study examines and...
Show moreThis study focuses on goal congruence between faculty and administrators, and how that congruence, negative or positive, is related to faculty productivity and faculty job satisfaction. Specifically, this study (a) examines and assesses goal congruence among faculty and administrators, (b) examines and assesses relationships between goal congruence and faculty productivity, and (c) determines how goal congruence was related to faculty job satisfaction. Finally, this study examines and assesses relationships between faculty productivity and faculty job satisfaction. The population for this study was the faculty, and college and departmental administrators in four of the ten public universities in Florida (USF, FAU, UCF, and FIU). College deans, associate deans, chairpersons, program directors, and tenured or tenure track faculty members were identified in eight disciplines (business administration, computer engineering, computer science, electrical engineering, English, mathematics, physics and teacher education) from each of the universities that were selected. The researcher designed the instrument used for this study. The instrument was pilot-tested in departments and colleges not examined in the dissertation study. Research findings and conclusions were that there is goal congruence between personal importance and perceived university importance of institutional mission goals for both faculty and administrators. This research found goal congruence between faculty and administrators for five, highly important "quality" goals. Faculty reported relationships for four institutional mission goals, while administrators reported congruence in common with those of faculty, and an additional four university mission goals. There were significant differences between faculty and administrators' personal importance for only one goal, while differences between faculty and administrator perceived importance were significant for four institutional mission goals. There is a relationship between faculty productivity and faculty job satisfaction for three mission goals. Congruence between faculty's and administrators' personal importance and perceived university importance of institutional mission goals is related to faculty job satisfaction and faculty productivity.
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Date Issued: 2005
PURL: http://purl.flvc.org/fau/fd/FADT12127
Subject Headings: Universities and colleges--Florida--Administration, Teachers--Job satisfaction, Education, Higher--Aims and objectives--Florida, Organizational behavior
Format: Document (PDF)

Title: Differences in Nurses’ Perceptions of Safety Culture, Nurse-Physician Collaboration, and Level of Job Satisfaction Related to the Type of Obstetrical Physician Service Delivery Model Utilized.
Creator: Abiri, Olga, Sherman, Rose O., Florida Atlantic University, Christine E. Lynn College of Nursing
Abstract/Description: Creating a safety culture is the focus in the current healthcare environment. An inhouse, around-the-clock laborist service delivery model has been associated with positive outcomes, but little is known about the laborist structure’s contribution to the labor-anddelivery working environment. The purpose of this descriptive correlational study was to explore the effects of physician service delivery model on safety culture, nurse-physician collaboration, and nurses’ job satisfaction. An...
Show moreCreating a safety culture is the focus in the current healthcare environment. An inhouse, around-the-clock laborist service delivery model has been associated with positive outcomes, but little is known about the laborist structure’s contribution to the labor-anddelivery working environment. The purpose of this descriptive correlational study was to explore the effects of physician service delivery model on safety culture, nurse-physician collaboration, and nurses’ job satisfaction. An additional purpose was to examine associations between nurses’ perceptions of safety culture, nurse-physician collaboration, and job satisfaction. Ray’s (1981, 1989) Theory of Bureaucratic Caring and Homan’s (1974) Social Exchange Theory guided this study. A survey consisting of demographic questions, the Collaborative Practice Scale (Weiss & Davis, 1985), the Hospital Survey on Patient Safety Culture (Agency for Healthcare Research and Quality, 2015; HSOPSC), and the McCloskey and Mueller Satisfaction Scale (McCloskey & Mueller, 1990) was distributed to registered nurses (RNs) nationwide. The results indicated that nurses in facilities using the around-the-clock model had higher perceptions of nursephysician collaboration, but not of safety culture or job satisfaction in relation to the physician service-delivery model. Significant moderate-to-strong correlations between nurses’ perceptions of patient safety and job satisfaction, and a weak correlation between bedside nurses’ perceptions of nurse-physician collaboration and job satisfaction were demonstrated. Additional significant correlations were found between the instrument subscales. Control/responsibility in the MMSS scale was positively associated with both management support for patient safety, supervisors’ and managers’ expectations and actions promoting patient safety, and overall perceptions of safety in the HSOPSC scale. Praise and recognition in the MMSS scale were positively associated with supervisor/manager expectations and actions promoting patient safety in the HSOPSC scale. Further appraisal is needed to understand the mechanism by which the laborist model affects patient care and work environment. Recommendations for future research include replicating the study with a larger sample sizes in specific groups based on the role and scheduled shift, conducting the study in a single system or location to mitigate the effects of other variables; and exploring physicians’ perspectives on the variables being studied.
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Date Issued: 2017
PURL: http://purl.flvc.org/fau/fd/FA00004969, http://purl.flvc.org/fau/fd/FA00004959
Subject Headings: Dissertations, Academic -- Florida Atlantic University, Obstetrics--Practice., Medical care--Safety measures., Nurse-physician collaboration., Nurses--Job satisfaction., Labor and delivery.
Format: Document (PDF)

Title: What keeps nurses in nursing: a Heideggerian hermeneutic phenomenological study.
Creator: Dunn, Dorothy J., Christine E. Lynn College of Nursing
Abstract/Description: The purpose of this study was to explore what keeps nurses in nursing by examining the impact of the relational experiences between the nurse and her or his patient in the context of the nursing situation. Heideggerian hermeneutic phenomenology grounded the study and was the method used to interpret the registered nurse participants' meaning of their everydayness. The nurses' first hand perspectives elicited implications for nursing practice. This qualitative research study examined what...
Show moreThe purpose of this study was to explore what keeps nurses in nursing by examining the impact of the relational experiences between the nurse and her or his patient in the context of the nursing situation. Heideggerian hermeneutic phenomenology grounded the study and was the method used to interpret the registered nurse participants' meaning of their everydayness. The nurses' first hand perspectives elicited implications for nursing practice. This qualitative research study examined what keeps nurses in nursing. The eight registered nurse participants provided rich descriptive data from which four relational themes emerged: Practicing from Inner Core Beliefs, Understanding the Other from Within, Making a Difference, and Nursing as an Evolving Process. The hermeneutical interpretative process guided the researcher to synthesize the themes into a constitutive pattern of meaning which the researcher named Intentional Compassion Energy. In intentional caring consciousness, the nurse intentionally knows the nursed as whole. Compassion energy is the intersubjective gift of compassion that gives nurses the opportunity to be with the nursed. Compassion energy is composed of compassionate presence, patterned nurturance and intentionally knowing the nursed and self as whole. Thus, intentional compassion energy is defined as the regeneration of nurses' capacity to foster interconnectedness when the nurse activates the intent to nurse. Intentional compassion energy was discovered in the meaning of the nurse participants being in their everydayness of practice. The participants described the intention to care compassionately as the grounding of their practice, striving to understand the other, to make a difference while living their nursing as an evolving process. Hermeneutic phenomenology provided the opening to discover what keeps nurses in nursing.
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Date Issued: 2009
PURL: http://purl.flvc.org/FAU/2182084
Subject Headings: Nursing services, Administration, Medical personnel, Supply and demand, Nurses, Job satisfaction, Nursing services, Personnel management, Phenomenological psychology
Format: Document (PDF)

Job satisfaction (10)	+ -
Nurses--Job satisfaction (5)	+ -
Job satisfaction--Testing (3)	+ -
Personnel management (3)	+ -
Teachers--Job satisfaction (3)	+ -

Dissertations, Academic -- Florida Atlantic University (2)	+ -
Employee motivation (2)	+ -
Job stress (2)	+ -
Labor turnover (2)	+ -
Medical personnel (2)	+ -
Nurses--Job satisfaction. (2)	+ -
Nursing services (2)	+ -
Nursing services--Administration (2)	+ -
Teachers--Job stress (2)	+ -
Administration (1)	+ -
Allport-Vernon study of values test (1)	+ -
Broward County (Fla.) (1)	+ -
Bullying in the workplace. (1)	+ -
Burn out (Psychology)--Prevention (1)	+ -
Burnout (Psychology) (1)	+ -
Burnout, Professional (1)	+ -
Caring (1)	+ -
Child care workers--Job satisfaction (1)	+ -
College students -- Florida -- Housing (1)	+ -
Commitment (Psychology) (1)	+ -
Compassion satisfaction (1)	+ -
Conflict management (1)	+ -
Consumer behavior (1)	+ -
Counselors (1)	+ -
Customer services (1)	+ -

Florida Atlantic University (24)	+ -
College of Education (4)	+ -
Christine E. Lynn College of Nursing (3)	+ -
Department of Educational Leadership and Research Methodology (3)	+ -
College for Design and Social Inquiry (2)	+ -

Department of Counselor Education (2)	+ -
Liehr, Patricia (2)	+ -
School of Public Administration (2)	+ -
Abiri, Olga (1)	+ -
Acker-Hocevar, Michele A. (1)	+ -
Alzahrani, Mohammed. (1)	+ -
Amole, Carol. (1)	+ -
Basel, Patricia A. (1)	+ -
Bernardin, Harold John (1)	+ -
Bogotch, Ira (1)	+ -
Bruce, Nancie (1)	+ -
CALLARMAN, MARY HELEN (1)	+ -
Charles E. Schmidt College of Science (1)	+ -
Clare, Donald A. (1)	+ -
Cleva, Joyce. (1)	+ -
DaSilva, Martina A.A. (1)	+ -
Dorothy F. Schmidt College of Arts and Letters (1)	+ -
Dunn, Dorothy J. (1)	+ -
Floyd, Deborah L. (1)	+ -
Glass, Bridget Kathleen (1)	+ -
Gray, Mary B. (1)	+ -
Hagan, Christine M. (1)	+ -
LOMBARD, CHERYL RUTH. (1)	+ -
Linker, Lois J. (1)	+ -
Longo, Joy (1)	+ -

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