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Job Satisfaction of Nursing Staff and Its Contributing Factors: An Integrative

  Literature Review

Authors

1 lubna mohammad Almuhtadi. RN, MSN; Majesty Queen Rania Al 
Abdullah Governmental Hospital, Jordan (almuhtadilubna@yahoo.com)

2 Rania Wa’el Mohammad Alabed Hasan. RN, MSN; Al-Bashir 
Governmental Hospital, Jordan ( raniaalabedhasan@hotmail.com),

(ranialabedhasan@hotmail.com), ( raniaalabedhasan@gmail.com),

(raniaalhasan2@gmail.com)

3 Firas Mohammed Al_Khawaldeh. RN, MSN; Royal medical services 
Jordan, (firasrtrn@gmail.com)

4 Nidal fareed Eshah. Prof of Critical Nursing, Faculty of Nursing, Zarqa 
University, Jordan (nidal2000jo@yahoo.com)

Abstract

Job satisfaction is a feeling of well-being that arises from the combination of numerous 

occupational factors, and it can have an impact on a nurse's connection with his or her 

employer, clients, and family. As a result, it becomes important for the quality of nursing 

care to reflect on this topic in depth. This study aimed to explore contributing factors that 

influence job satisfaction andeffects of job satisfaction on nursing work .An integrative 

review was conducted. Electronic databases including: CINAHL, MEDLINE, Scopus and 

Web of Science, and reference lists of journal publications were searched for peer- 

reviewed literature published between 2015 and 2020 related to registered nurse job 

satisfaction and career intentions. Study quality was appraised, before thematic analysis 

was undertaken to synthesis the findings.



   
  
  

Introduction 

      Job satisfaction is in essential component for any organization to achieve its strategic 

goals (Inegbedionet al. 2020).Simply job satisfaction defied as the perception of the 

individuals towards their jobs (Morsheda et al. 2016). 

       The concept of Job satisfaction is a complex and subjective phenomenon, whose 

definition varies depend to the adopted theoretical framework (Morsheda et al. 2016).  

Rahman et al. (2017) defined job satisfaction as the availability of physiological aspect, 

circumstances and environmental changes that make a person honestly say that I am 

satisfied with my job.Although job satisfaction is influenced by many factors, it is still 

something internal that has to do with the way an employee feels (Lu et al. 2016). Job 

satisfaction is not only an individual feeling about his /her job; but also resulting from 

multiple aspects related to the work (liuet al. 2019).  

Hee et al. (2018), reported that organizations with higher employee's satisfaction 

achieved 87 % higher customer ratings, 77 % more success in lowering turnover, 

revealed 45 % higher profitability and 76 % safety records. A recent Interactive survey 

uncovered the following statistics on American job satisfaction, 45% of workers say they 

are either satisfied or extremely satisfied with their jobs. Only 20% feel very passionate 

about their jobs, 33% believe they have reached a dead end in their career, and 21% are 

eager to change their career. 

       Previous studies reported several contributing factors that could influences Job 

satisfaction such as: personal factors (age, gender, payments and benefits, perceived 

fairness of the promotion system within a company and employee jobrelationship), job 

factors (job adaptation, stressors, burnout, job absenteeism, turnover, organizational 

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citizenship and anger) (Akirmak et al., 2019). Other factors also highlighted, such as: 

health and wellbeing, resignation, autonomy, freedom, satisfaction with life and client 

satisfaction (Kapur, 2018).  

     Therefore, workers’ job satisfaction has become a source of organizational concerns, 

as it contributes to the individual's well-being and strongly related to the quality 

ofworker’s performance (Morshedaet al. 2016).Job satisfaction has major implications 

because it is relevant to all professions, jobs and contexts (Al Maqbali, 2015). Job 

satisfaction influences productivity in the workplace and it can be a factor in the 

subjective evaluation of the characteristics of work conditions (Dianatet al. 2016).  

In nursing, job satisfaction is related to high performance and retention (Lee et al., 2017), 

On other side,dissatisfaction leads to physical and mental fatigue, change in self-esteem 

and loss of interest in clients’ comfort, irritability and related to high staff turnover 

(Morsheda , et al,. 2016;Warmelinket al. 2015). 

     Understanding nurses job satisfaction can contribute to realizing problems in health 

care sector, plan for solutions and consequently improve the work environment and 

enhance the quality of care (Meloet al. 2016). 

Assessing job satisfaction in general can help highlight factors that increase it, which in 

turn can improve productivity and organizational work environment, and consequently 

motivate the employees to work harder (Raziq&Maulabakhsh, 2015). As it has often been 

said that “a happy employee is a productive employee.” A happy employee is, generally, 

that employee who is satisfied with his/her job (Ariani, 2015). 

This integrated literature review aimed to analyze available scientific research on job 

satisfaction during the last 5 years. The underlying research questions are:  a). Whatare 

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the main contributing factors that influence employee's job satisfaction? b). What are the 

effects of job satisfaction on nursing work related outcomes? 

Methodology 

This review included articles published between 2015 and 2020, and the following 

electronic databases, were searched: The National Institute of Health Library, Medline, 

CINAHL, Blackwell Synergy and EBSCO. The search for related literature was 

conducted through keywords, that available in the articles’ title, or abstract. These 

keywords include: nurses, job Satisfaction, contributing factor, dissatisfaction at work. 

  Articles were included in the review if they satisfy the following inclusion criteria: 

available as full text, written in English, published in peer reviewed journals, available 

on-line and published between 2015 and 2020. Initially, 45 articles were identified and 

after screening titles and abstracts of articles, checking the eligibility criteria, and 

eliminating duplicate articles; 24 articles were retained. After deep screening 18 articles 

met the inclusion criteria, and included in the current integrative review. 

Result 

Eighteen studies were reviewed to determine the main factors that influence employees’ 

satisfaction, how the job satisfaction helping managers to attract, motivate and retain their 

employees at long term, and what is the effect of job satisfaction on nurses and 

profession. 

The sample sizes of included studies varied from 34 to 7049 participants. Participants 

were community nurses, nursing faculty members, nursing alumni, nurses in private 

organization, women nurses and midwives (six studies).In some studies, the data from 

various employees setting such as bank employee (one study), teacher (two studies), IT 

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worker (one study), Portuguese worker and general practice (eight studies). Six studies 

(33%) focused on nursing job satisfaction, three studies (16%) reported data on job 

satisfaction in general employee, two studies (11%) investigate the relationship between 

psychosocial characteristics of work environment and job satisfaction and seven studies 

(38%) It is related to the effect the contributing factors on job satisfaction in specific 

setting (please see Table 1). 

      The variation in measurement of job satisfaction across studies and the differences in 

respondent characteristics makes comparison difficult. Concerning the research design; 8 

studies (44.4%) descriptive, 4 studies (22.2%) correlational, 4 studies qualitative (22.2%), 

2 studies (5.55%) study post-test group. As for the instruments used to measure job 

satisfaction, 9 studies used instruments that developed by authors themselves, including 

open and closed questions, 5 studies used the Index of Job Satisfaction (IJS) 

questionnaire, 3studies used the Team Satisfaction Assessment Scale in Mental Health 

Services (SATISBR) and 1 study used the Job Satisfaction Measurement Questionnaire 

(JSMQ). 

Factors influencing job satisfaction 

  The contributing factors on job satisfaction are varied in these paper, seven studies 

(39%) of job factor (Thriving at work by Identity and autonomy, workload balance, 

primary care midwives,recruitment and retention, accreditation,Job characteristic and 

acoustic environment, spillover of workplace IT satisfaction), four studies (22%) of 

personal factors (worker and occupational personality, marital quality, gender inequality 

and person competencies). seven studies (39%) psychosocial characteristics' of work 

environment (motivating factor, trait anger, time perspective related to burnout, 

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emotional factors, role stressors by moderating role of social media, structural 

empowerment, and psychometric properties). 

Job Factor – Certain factors are required to be taken into consideration and affect 

employees of job satisfaction. According to Jiang et al. (2020)whose building on two 

studies to explore a thriving at work by the task of identity and autonomy,it will make the 

job satisfaction its outcome and focus on the moderating role of mentoring,to determine 

one found positively predicted between identity and autonomy on job satisfaction, the 

effect of task identity on thriving its indirect effect on job satisfaction in two study.These 

results also give practical regarding how to use motivating job characteristics and found 

resources to give positive individuals with enhanced wellbeing at work.  

Inegbedionet al.(2020) used other concepts of workload balance to determine a potential 

relationship between employee perception of workload balance and job satisfaction via 

764 employees from eight organizations and two private universities in Nigeria. The 

results showed that the perception of workload balance significantly influenced the job 

satisfaction. While there are several studies on job satisfaction in nursing; little is known 

about the working conditions of nursing and midwives. 

Warmelinket al. (2015) study was designed to obtain an understanding of how primary 

care midwives in the Netherlands feel about their work and to identify factors associated 

with primary care job satisfaction through (99) participating practices midwives. The 

Findings showed the participating primary care midwives in the Netherlands were 

satisfied with their job and factors as direct contact with clients, the teamwork with 

immediate colleagues and supportive cooperation, the organization of and innovation 

within their practice group and the independence, autonomy, freedom, variety, and 

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opportunities positively associated with their job satisfaction. In the study College 

nursing faculty job satisfaction and retention,  

Lee et al.(2017) meet the program requirements and certification standards which proved 

to be difficult and expensive for maintaining quality, decreasing costs, and providing 

health care to the public on job satisfaction. The Concepts of job satisfaction and intent to 

stay become vital to the recruitment and retention of the nursing staff. Recruitment and 

retention of the nursing staff was subject to Indicators of job dissatisfaction, Job 

dissatisfaction has been cited as a heavy workload, multiple role expectations, 

insufficient time, shortage of Counseling and lack of group supportthrough 1350 nurse 

educators were included in the survey in the united states to analyze the variables of 

relationships with nurses' faculty Job satisfaction and intended data collected. 

Cooperative in Academic careers in higher education (COACHE)was employed for the 

purpose of this study.  The results did not indicate a significant relationship between age 

and job satisfaction. Age shows a statistically negative relationship with intent to stay, the 

strongest relationship is institutional leadership. The effects can inform the academic 

directors who are seeking to retain the College of nursing. 

Pedersenand Waldorff(2020)examined if the accreditation affects the job satisfaction 

among general practitioners. The finding shows there were negative associations between 

job satisfaction and perceiving accreditation as a tool for external control. Similarly, 

Parket al. (2020)studied the association of acoustic physical factors and characteristics of 

the work and job satisfaction. The results showed that the active noise level has negative 

correlation with job satisfaction and, furthermore job satisfaction showed a negative 

correlation with speech Privacy, and relationship between job satisfaction and noise 

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disturbance was not significant so observed relationship between task identity and job 

satisfaction was moderated by the active noise level and speech privacy.  

In the study spillover of workplace IT satisfaction onto job satisfaction, Wang et al. 

(2020) Employee satisfaction with information technology in the workplace that becomes 

an integral part of the work and greatly influences work-related results. Building on the 

theory of satisfaction prevalence, an empirical model was developed and tested to 

examine the relationship between individual satisfaction with IT in the workplace and job 

satisfaction. Two elements that are appropriate for user-important technology - functional 

fit and occupational fitness to study the shift in employee satisfaction from the 

technological field to general job satisfaction. The effect of job satisfaction in the 

workplace on job satisfaction has been reduced through the presence of job and job fit. 

The effect of job fitness on job satisfaction was significant, while the impact of job fit on 

job satisfaction was not significant. The results indicate that functional relevance was a 

partial mediator, and the mediation effect of professional proportionality was not 

supported. The results indicate that practitioners should emphasize IT in the workplace as 

a critical component in the business context and improve employee experiences with IT. 

 

Personal Factors- (marital quality, gender inequality and person 

competencies),According to Ghetta et al.(2020)examine the relationship between 

Persons-environment fit (P-E fit), and job satisfaction. By analyzing the congruence 

between the big five personality traits of a worker and of all job incumbents in the same 

occupation, this congruence relates to job satisfaction over time, by taking 7049 

participants from the German Socio-Economic to assess changes in congruence and job 

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satisfaction over eight years, and created 3D response surface plots based on polynomial 

regression to investigate nonlinear relations between each big five trait and job 

satisfaction. The result showed the change between P–E fit and change in job satisfaction 

are not related and did not predict change that follows job satisfaction. the worker's and 

an occupation's personality are primary independently relevant for the level of job 

satisfaction and those effects differ accordingly to personality trait. Marital quality is 

another personal factor that used in reference to marital adjustment and job satisfaction.  

       Marital quality is another personal factor that used in reference to marital adjustment 

and job satisfaction. A study conducted by Ouyang et al. (2019)investigated the 

relationship between job satisfaction and marital quality to identify the association of 

demographics with job satisfaction and marital quality among 2296 Married nurses. The 

result showed that marital quality and job satisfaction were positively correlated. Age, 

marital status and average daily hours had positive impact on job satisfaction. 

Another study, Perugini and Vladisavl (2019)conducted a study to obtain analyze job 

satisfaction gaps between 32 European cities and how to link differences in gender 

inequality, the result show Provides clear and strong evidence on determining exposure to 

equal gender environments in the early stages of life and exposes gender differences in 

terms of job satisfaction, Thus, women who grew up in equal working conditions have 

higher expectations than their male counterparts, Working in typical male jobs achieves 

this compatibility, and proportion, but higher education levels do not play a similar effect. 

Personal competenciesincluded (communication and expression abilities, lifelong 

learning ability, innovative abilities and creativity, cooperative ability, problem solving, 

positive attitudes, interpersonal skills and critical thinking ability) are associated with 

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successful job performance, are directly related to decrease nursing turnover, and is a 

critical indicator of their performance and quality of patient care. Liu et al.(2019) 

conducted a study to explore the relationship between personal competencies, social 

adaptation, and job adaptation on job satisfaction amongnurse’s alumni. Result revealed 

that alumni with extracurricular activities involvement had higher level of personal 

competencies and god job satisfaction. However, these results showed the positively and 

significantly correlated between personal competencies, social adaptation, job adaptation 

and job satisfaction.   

Psychosocial characteristics of work environment (burnout through time perspective, 

emotional factors, anger, structural empowerment through role stressor and Psychometric 

properties).A study of Viotti et al. (2020) examined the crosslaggedof Italian associations 

in a sample of kindergarten teachers between job satisfaction and two types of 

psychosocial characteristics of the work environment for motivating factors such as (job 

demands, work meaning, and role clarity) and Psychosocial factors, such as (work family 

conflict, rewards, peer support, and superior support). The result indicated a positive 

relationship between job satisfaction and work meaning. Motivating factors are more 

stringent than the Psychosocial factors associated with job satisfaction. 

Another study was conducted by La and Yun (2019). Examine the effects of each nurse's 

anger on job satisfaction and burnout in preceptor- newly graduated nurse (NGN) 

relationship. As for the trait anger among 121 preceptors newly graduate nurse dyads in 

the two hospitals in South Korea. Anger was the level of the link between the preceptors’ 

Anger, job satisfaction and burnout. The preceptors’ anger has a powerful effect on their 

burnout, but there is no effective effect on their job satisfaction. The anger of the NGNs’ 

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trait has had a partner’s effect on the preceptors’ burnout, but there is no partner influence 

on preceptors’ job Satisfaction.  

Another studied wasconducted by AkirmakandAyla (2019),examined a time perspective 

is the basis of cognitive processing that related to burnout and job satisfaction, which in 

turn affects behavior decisions and attitudes, Zimbardo Time Perspective Inventory 

(ZTPI)has five dimension Past Positive (PP), Past Negative (PN), Present Hedonistic 

(PH), Present Fatalistic (PF) and Future (F). In a positive balance of time leads to the 

particular well-being. Lead to a state of positive mood this leads to less stress and 

increased need for self-satisfaction. the unique contributions of CSE and balanced TP to 

job satisfaction through job burnout in a path model. According to the COR theory, there 

may be multiple resources and pathways to achieve goals, this model evaluated the 

relative importance of balanced TP and CSE in predicting job satisfaction. In a same 

context, Atmaca et al. (2020) find out the interrelationships between teachers during 

emotional service, burnout, and job satisfaction in Turkey. The Teacher emotion 

inventory (TEI), job satisfaction survey, and Maslach burnout inventory were 

administered among 564 teachers in service in a wide range of disciplines. The TEI 

model consisting of five factors (joy, anger, sadness, love, and fear) is confirmed. The 

dimensions of joy and love showed positive associations with job satisfaction. The love 

and fear dimensions highly predict job satisfaction with a modest effect. The dimensions 

of love, sadness, and fear greatly predicted teacher fatigue with a moderate effect. 

Wang et al. (2020) studied in impact of the role of stressors on employee creativity 

through mediation and contextual factors that have an impact on relationships through the 

theory of transactional theory of stress. Result of this study that included 56 

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organizational teams suggest that two social media usage patterns differentially moderate 

the relationships between role stressors and job satisfaction and the indirect relationships 

between role stressors and employee creativity through job satisfaction. 

Orgambídez and Almeida (2020) analyzed the relationships between structural 

empowerment, role stress (ambiguity and conflict), and job satisfaction, through the 

mediating role such as role stress on the relationship between structural empowerment 

and job satisfaction. The result showed the structural empowerment, role ambiguity, and 

role conflicts were significant predictors of job satisfaction. Both ambiguity and role 

conflict partially mediated the effect of structural empowerment on job satisfaction. 

Additionally the effect mediated by ambiguity was more than the effect mediated by role 

conflict in both registered nurses and certified nursing assistants. 

On the other hand, Rodríguezet al.(2020).examined the psychometric properties of the 

satisfaction with Job Life Scale (SWJLS) in Portuguese workers by combining the 

procedures of the Classical Test Theory (CTT) and the Item Response Theory (IRT) such 

as internal structure of the scale was studied through 404 workers. The result indicated  

SWJLS measures the same construct (satisfaction with work life) in both female and 

male work. 

Discussion 

Job satisfaction refers to workers’ subjective assessment of the extent to which job 

aspects can be negative or positive to their wellbeing. This assessment is dynamic, that is, 

the state of satisfaction can change according to the general work conditions offered. 

Our review demonstrated agreement between studies in terms of the positive impact of a 

(professional role, identity, autonomy, workload balance, workplace relationships, 

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autonomy, information technology, burnout, role of stressors and psychometric 

properties) upon job satisfaction. Many studies result support that the job satisfaction 

have advantages to both employee and organization (la et al. 2019; lee et al. 2017). Even 

though not all study had the same job satisfaction contributing factor.  

In the studies under analysis, different factors have a negative correlation with job 

satisfaction, such as negative associations between job satisfaction and perceiving 

accreditation as a tool for external control, (Pederson & Waldorff, 2020) and the 

relationship between job satisfaction and noise disturbance was not significant. Soob 

served relationship between task identity and job satisfaction moderated by the active 

noise level and speech privacy (Park et al., 2020). 

Only six studies were conducting for nurses, two studies focused on work stressor and 

anger related to, specially the effect of workload as a major and common problem in 

nursing career and how affect job satisfaction negatively (La, et al. 2019;Orgambidez et 

al. 2020), and the correlation between job satisfaction and marital quality for women 

nurses and how the marital quality was positively correlated with job satisfaction 

(Ouyang et at. 2019).  

Woman had more job satisfaction than men and stronger relation between personal factor 

and gender equal settings (Perugini et al. 2019)because women have lower positions in 

the labor market that were this view in the past, the changes in standards and expectations 

accompany changes in gender rights and roles associated with a decrease in women's 

well-being, woman gender associated with the highest values of work such as flexibility, 

social communication despite low wages and poor work conditions. 

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         Another result of study conducted on female nurses support that marital status 

relationship with job satisfaction is a positive even if they is relatively low in sum study. 

This data support the notion that personal related factor is important and affect the job 

satisfaction level significantly like job related factor, and both factor have a significant 

effect on burnout and turnover which affect Productivity (Warmelink et al. 2015 ;Atmaca 

et al. 2020). 

The resultof previous study support the relationship between psychological factor like 

emotion, anger and job satisfaction as important factor (Atmaca et al. 2020) for example 

treated anger have positive relationship with job satisfaction but untreated anger have 

negative relationship with job satisfaction (La et al. 2019). Job satisfaction affected by 

the organization leadership style because using social media within teams as a moderator 

influencing employee stress appraisal through the distinction between task-oriented and 

relationship-oriented social media use, two patterns of social media use modulate the 

relationships between role stress and job satisfaction, and the indirect relationships 

between role stress and employee creativity through job satisfaction, role ambiguity and 

role conflict affect job satisfaction and creativity negatively (Wang et al. 2020). Not only 

personal competences which have positive relationship with job satisfaction are 

investigated also leadership style and employee role are investigated (Liu et al. 2019). 

The result support the positive effect of empowerment on job satisfaction and support 

that the structural empowerment is partially mediated by role stressor and role conflict, 

and support that the mediation effect of role ambiguity was much stronger than the 

mediating effect of role conflict, because the role conflict can be a result of role 

ambiguity (Orgambidez et al. 2020& Wang et al. 2020).Surprisingly even the physical 

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work environment is investigated, a result support the relationship between acoustic 

environment and job satisfaction, but unfortunately many cofounding factor can affect the 

generalizability like light heat and personal deference's of the sample (Park et al. 2020). 

Limitations 

         The variation in measurement instruments that used to determine level of job 

satisfaction and sample sizes made comparison difficult, convenience samples were used 

in many studies reviewed and small sample sizes at some studies also reduce the 

generalizability of their result. Also, as many journal articles are not available as full text 

articles. The participants who chose themselves might have it higher commitment to job 

satisfaction, it may improve their physical and psychological abilities a situation that 

affects their satisfaction. Even the six studies that were conducted by nurses did not 

focusing of the effect of low job satisfaction on career bath and quality of nursing care in 

detail, and don’t investigate the effect of motivation (intrinsic and extrinsic) relationship 

and effect on job satisfaction cultural deference's between the employee are 

generalizability of the result.  

  

 

Implications and recommendations 

Job satisfaction needs to be developed to meet their changing needs. Participants are 

taking an increasing role in self–satisfaction, traditionally been recognized as the 

contributing factor enrolment and participation while providing follow-up support to self-

satisfaction. Participants can focus on contributing factor modification, which provides 

excellent results with job satisfaction. Self-satisfactions are useful as a technique to 

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improve nurses’ physiological and psychological status and decrease consequences of 

contributing factor crises to achieve the maximum benefits of self-satisfaction. 

Participants in developing countries need to develop and participate in multidisciplinary 

self-satisfaction. Use SWJLS that’s offers a quick and optimal way to measure a person's 

overall satisfaction regarding his/her work-life, the SWJLS would identify those workers 

with lower levels of job satisfaction in order to develop practical interventions that seek 

to improve their attitudes at work. The contexts which facilitate access to opportunities, 

information, support, and resources increase perceptions of job satisfaction, a key 

element for the performance of nursing professionals. On the other hand, high levels of 

structural empowerment reduce the levels of role stress by eliminating uncertainty about 

contradictory tasks and demands, preventing job dissatisfaction, and improving the 

quality of working life of nursing staff. Using longitudinally study rather than cross-

section designed that have a better idea of the nature of the relationships between these 

variables. Future studies can extend current results by investigating theoretical 

mechanisms, mediators and supervisors of these associations. Nurses need to perform 

studies that stress on job satisfaction to determine whether international recommendations 

are effective for their self. 

 

Conclusion 

 This literature review has helped identify factors that can affect the job satisfaction 

among employees and nurses in different countries. Findings indicated a relationship 

between personal factors, job factors and psychological factor on job satisfaction. Job 

satisfaction found to be increased in factors as time perspective, emotion, congruence 

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between worker and occupational personality, workload balance, thriving at work by a 

mentoring-moderated process linking task identity and autonomy, recruitment and 

retention, personal competences, social adaptation, structural empowerment, marital 

quality, gender, information technology IT and primary care midwives. Employees who 

have a higher levels of job satisfaction are less likely to be absent and leave from work, 

are more productive, resourceful and diligent, more likely to display organizational 

commitment and they are more likely to be satisfied with their lives. 

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Table (1) 

Author 
(s) n 

Gender Target 
population 

Design Objective   Result 

 
Factor on 
Job 
satisfaction 

(Year) Male Female  

Akirmak et 
al (2019) 

 

135 

23% 77% 
bank 
employees. 

A 
conservation 
of resources 
perspective 

Measures of time 
perspective, core 
self-evaluations, 
burnout and job 
satisfaction 

the importance of 
time perspective in 
job attitudes and 
provide insights 
into enhancing 
humanstrengths 
from a positive 
psychology 
perspective, 
connection 
between the COR 
and time 
perspectivethrough 
theories based on 
motivation and 
goal attainment 
processes.  

Time 
perspective 
burnout 

Atmaca C et 
al.(2020) 

455 49.3% 50.7% Teachers 
Descriptive 
correlation 
study 

Find out the 
correlation between 
in-service teacher 
emotional, burnout 
and job satisfaction 

Positive emotion 
correlation with 
job satisfaction 
and negative 
emotion 
correlation with 
burnout 

Emotion, 
burnout 

Ghetta et al 
(2020) 

7049 53.3% 46.7% 

German 
Socio-
Economic 
Panel 

longitudinal 
panel survey 
with 
repeated 
interviews of 
the same 
participants 
every year 

Analyzing the 
congruence between 
the Big 
Fivepersonality 
traits of a worker 
and of all job 
incumbents in the 
same 
occupationHowever, 
thiscongruence 
relates to job 

Change in P–E fit 
was not related to 
a simultaneous 
change in job 
satisfaction and 
did not predict 
Change that 
follows job 
satisfaction the 
worker's and an 
occupation's 

Worker, 
person 
environment 
fit 
and 
occupational 
personality 
 
 
 

IJO - International Journal of Health Sciences and Nursing   ( ISSN: 2814-2098 )

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satisfaction over 
time 

personality are 
primary 
independently 
relevant for the 
level of job 
satisfaction  And 
those effects differ 
accordingly to 
personality trait 

Inegbedion 
et al. (2020) 

764 57% 43% 
 
Employees 
 

Structure 
equation 
modeling 

investigated 
perception of 
workload balance 
and employee job 
satisfaction in work 
organizations 
 

show that 
comparison of 
workload with 
those of colleagues 
and employees' 
role alliance with 
their competencies 
significantly 
influence their 
perception of 
workload balance 
and job 
satisfaction 

 
Perception of 
workload 
balance 

Jiang et al. 
(2020) 

140 44.3% 55.7% 
Undergraduate 
student 

Explored 
study 

explored thriving at 
work by considering 
task identity and 
autonomy as its 
antecedents and job 
satisfaction 
 

effect of 
task identity on 
thriving as well as 
its indirect effect 
on job satisfaction 
via thriving 
became 
weaker when the 
quality of 
mentoring 
increased 

Identity and 
autonomy 

La et al. 
(2019) 

121 1.7% 98.3% Nurses 
Cross-
sectional 
design 

To investigate trait 
anger and anger 
expression on  job 
satisfaction and 
burnout  

The  trait anger 
and anger were 
associated with 
job satisfaction 
and burnout 

Trait anger, 
anger 
expression, 
burnout 

Lee et al 
(2017) 

1350 44.5% 55.5% 
nursing 
faculty 

retrospective 
study. 

for increased 
numbers of 
nurses, recruitment 
and retention of 
qualified nurse 
educators has 
become a priority 

findings support a 
variety of 
modifiable 
variables that are 
viewed as 
important by 
nursing faculty. 
The strongest 
relationship was 
found to be 
institutional 
leadership 

Recruitment 
and retention 

Liu et al  
(2019) 
 

280 1.8% 98.2% 
nursing 
alumni 

Secondary 
data analysis 
 

to explore the 
relationship between 
personal 
competencies, social 
adaptation, and job 

job adaptation, 
personal 
competencies, and 
having had a 
leadership 

Personal 
competencies, 
social 
adaptation 
,job adaptation 

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adaptation on job 
satisfaction for 
nurses. 

role in 
extracurricular 
activities are 
important concepts 
to improving 
nurses' job 
satisfaction 
 

Job 
satisfaction 

Orgambídez 
et al (2020) 

Two groups 
of 
participants 
The first 
group 
(sample 1) 
was 
composed 
of 124% 
registered 
nurses,  
 
The second 
group 
(sample 2) 
consisted of 
130% 
certified 
nursing 
assistants 

First 
group   
33.9% 
males 
 
 
 
 
 
The 
second 
group  
29.2% 
males 

 
First 
group 
66.1% 
male  
 
 
 
 
 
The 
second 
group 
70.8% 
females 
 

A registered 
nurse and 
assistant nurse 
in  
 Private health 
care 
organizations 
in southern 
Portugal 
 
 
 
 
 
 
 
 
 
 
 

Descriptive,   
 A cross-
sectional 
questionnaire 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

analyze the 
relationships 
between structural 
empowerment, role 
stress (ambiguity 
and conflict), and 
job satisfaction, 
through the 
mediating role such 
as role stress on the 
relationship between 
structural 
empowerment and 
job satisfaction 
 
 
 
 
 
 

showed in both 
samples, structural 
empowerment, 
role ambiguity, 
and role conflict 
were significant 
predictors of job 
satisfaction. Both 
ambiguity and role 
conflict partially 
mediated the effect 
of structural 
empowerment on 
job satisfaction. 
And the effect 
mediated by 
ambiguity was 
more than the 
effect mediated by 
role conflict in 
both registered 
nurses and 
certified nursing 
assistants 
 
 
 
 
 
 
 
 
 

Role stress 
and 
 Structural 
empowerment 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

Ouyang et 
al.(2019) 
 

2269 - 100% 
Women 
nurses 
 

Descriptive 
correlation 
study. 
 

investigate the 
correlation between 
job satisfaction 
and marital quality 

Both marital 
quality and job 
satisfaction were 
relatively low. 
Additionally, 
marital quality was 
positively 
correlated with job 
satisfaction. 

Marital 
quality 
 

IJO - International Journal of Health Sciences and Nursing   ( ISSN: 2814-2098 )

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 Park et 
al.(2020) 

324 
Five 
respondents 
not answer. 

67.3% 31.2% employee 
Descriptive 
correlation 
study 

Investigation the 
relationship between 
job satisfaction  and 
job characteristics' 
and acoustics 
environment   

Several acoustics 
parameter showed 
Significant 
correlation with 
job satisfaction 

Job 
characteristics' 
and acoustics 
environment   

Pedersen et 
al.(2020) 
 
 
 
 
 
 
 
 
 
 
 

846 

 
 
 
 
 
 
 
 
 

50.4% 
 
 
 
 
 
 
 
 
 
 
 

49.7% 
 
 
 
 
 
 
 
 
 
 
 

 
general 
practice in 
Denmark 
 
 
 
 
 
 
 
 
 
 

A combined 
panel data 
survey and 
cluster 
randomised 
field 
experiment 
 
 
 
 
 
 

Examine if the  
accreditation affect 
the job satisfaction 
of general 
practitioners 
 
 
 
 
 
 
 

Many GP have 
negative attitudes 
toward 
accreditation, 
because it is not 
there are negative 
associations 
between job 
satisfaction and 
perceiving 
accreditation as a 
tool for external 
controlA 
relationship 
between the effect 
of accreditation on 
job satisfaction. 
Even so, there are 
negative 
associations 
between job 
satisfaction and 
perceiving 
accreditation as a 
tool of  external 
control. 
 

Accreditation 
 
 
 
 
 
 
 
 

 
 
Perugini et 
al (2019) 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

32 
European 
countries 
(28 EU 
members 
plus 
Norway, 
Switzerland, 
Iceland and 
Serbia). 

 
 
 
 
 
 
 

34.0% 
 
 
 
 
 
 
 
 
 
 
 
 
 

35.4% 
 
 
 
 
 
 
 
 
 
 
 
 
 

European 
countries 
 
 
 
 
 
 
 
 
 
 
 
 

 
 
Descriptive 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

 
 
Examine the 
relationship between  
 Gender inequality 
and the gender-job 
satisfaction paradox 
in Europe 
 
 
 
 
 
 
 
 
 
 

show Provides 
clear and strong 
evidence on 
determining 
exposure to 
equal gender 
environments in 
the early stages 
of life and 
exposes gender 
differences in 
terms of job 
satisfaction, 
Thus, women 
who grew up in 
equal working 
conditions have 
higher 
expectations 

Gender 
inequality 

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than their male 
counterparts, 
Working in 
typical male 
jobs achieves 
this 
compatibility, 
and proportion, 
but higher 
education 
levels do not 
play a similar 
effect.  
 

 
Rodríguez 
et al.(2020) 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

404 

 
 
 
 
 
 
 
 
 
 
 

39% 
 
 
 
 
 
 
 
 
 
 
 
 
 

61% 
 
 
 
 
 
 
 
 
 
 
 
 
 

Portuguese 
workers 
 
 
 
 
 
 
 
 
 
 
 
 

A systematic 
study 
 
 
 
 
 
 
 
 
 
 
 
 

examine the 
psychometric 
properties of the 
Satisfaction 
with Job Life Scale 
(SWJLS) in 
Portuguese workers 
by combining the 
procedures of the 
Classical Test 
Theory (CTT) and 
the Item Response 
Theory (IRT) 
 
 
 

indicated the 
structure of the 
SWJLS measures 
the same construct 
(satisfaction with 
work-life) in both 
female and male 
workers. In 
addition to IRT 
analysis indicates 
that higher levels 
of work-life 
satisfaction are 
needed to choose 
the higher 
response options, 
while a very low 
level of work-life 
satisfaction is 
required to 
increase the 
possibility of 
choosing the fewer 
response options. 
So the SWJLS is 
good, useful,  and 
reliable for 
identifying people 
with low levels of 
job satisfaction 
and for measuring 
job satisfaction 

Psychometric 
properties 

IJO - International Journal of Health Sciences and Nursing   ( ISSN: 2814-2098 )

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Viotti et 
al.(2020) 
 
 
 
 
 
 
 
 
 

 
349 
 
 
 
 
 
 
 
 

- 
 
 
 
 
 
 
 

 
 
100% 
 
 
 
 
 
 
 
 
 

 
 
Teachers 
 
 
 
 
 
 
 
 
 

Cross- 
lagged study 
 
 
 
 
 
 

Investigate the 
relationship between 
psychosocial 
characteristics' of 
work environment 
and job satisfaction 
 
 

Significant 
associated 
between job 
satisfaction and 
psychosocial  
characteristics' of 
work environment 
 
 
 
 
 
 

Psychosocial  
characteristics' 
of work 
environment 
 
 
 
 
 
 
 
 

Wang W et 
al.(2020) 
 
 
 
 
 
 
 

207 

 
 
 
 
 
 
 
 

 
40.58% 
 
 
 
 
 
 
 
 
 
 
 
 

59.42% 
 
 
 
 
 
 
 
 
 
\ 

IT worker 
 
 
 
 
 
 
 
 
 

Descriptive 
Cross 
sectional 
 
 
 
 
 
 
 
 
 

Investigate spillover 
theory the role of 
job fit and 
professional fit on 
job satisfaction 
 
 
 
 
 

Positive 
correlation 
between job 
satisfaction 
spillover and IT 
satisfaction 
 
 
 
 
 
 
 

Workplaces 
Spillover, job 
fit, 
professional 
fit 
 
 
 
 
 
 
 

 
 
Wang Y et 
al.(2020) 
 
 
 
 
 
 

334 

 
 
 

44.6% 
 
 
 
 

55.4% 
 
 
 
 

Employee  
 
 
 
 

Descriptive 
correlation 
study 
 
 

To light how role 
stressors influence 
employee creativity 
by jointly exploring 
the mediating 
mechanism job 
satisfaction as 
mediator  

Job satisfaction 
partially mediates 
the negative 
relationship 
between RA (role 
ambiguity) and  
RC ( role conflict ) 
and employee 
creativity  

Role 
ambiguity, 
role conflict  

 
Warmelink 
et al. (2015) 

99 1% 99% midwives 
explorative 
study 

an understanding of 
how primary care 
midwives in the 
Netherlands feel 
about their work and 
to identify factors 
associated with 
primary care 
midwives' job 
satisfaction 

The factors 
positively 
associated with 
their job 
satisfaction 

Supportive 
cooperation 
teamwork 
organization 
independence 
autonomy, 
freedom 

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