Authors
- Helena Mayerhoffer, University of Applied Health Sciences in Zagreb, Mlinarska cesta 38, 10000 Zagreb, Croatia
- Adriano Friganovic, University of Applied Health Sciences in Zagreb, Mlinarska cesta 38, 10000 Zagreb, Croatia; Faculty of Health Studies, University of Rijeka, Viktora Cara Emina 5, 51000 Rijeka, Croatia
DOI
https://doi.org/10.65241/wh.8.1.3
Article type:
Original Scientific Paper
Abstract:
BACKGROUND:
The quality of the work environment plays a crucial role in nurses’ job satisfaction and performance. Supportive leadership, healthy interpersonal relationships, and professional development opportunities are key factors contributing to motivation and satisfaction. Neglecting these aspects may lead to burnout, decreased job engagement, and staff turnover. This research aims to examine how working conditions, interpersonal relationships, and support affect nurses’ satisfaction and how that satisfaction influences their intention to stay or leave the workplace. The study is based on two hypotheses. The first hypothesis suggests that there is a significant correlation between work environment quality and job satisfaction. The second hypothesis suggests that lower job satisfaction is associated with a higher intention to leave the workplace. The findings aim to support improvements in work conditions and the overall quality of healthcare services.
METHODS:
A cross-sectional quantitative study was conducted with 223 nurses from various healthcare institutions across Croatia. The study took place from January to March 2025. Data were collected using a structured online questionnaire comprising four parts: demographic data, the Practice Environment Scale of the Nursing Work Index (PES-NWI), a general job satisfaction scale, and a binary question on intention to leave the job within a year. The study received ethical approval from the Ethics Committee of the University of Applied Health Sciences in Zagreb. Data were analysed using SPSS software. Descriptive statistics were used, normality was tested with the Shapiro-Wilk test, and the Mann-Whitney U test was applied to compare groups. Reliability was assessed with Cronbach’s alpha, and correlations were calculated using Spearman’s rank correlation.
RESULTS:
The study found a statistically significant moderate positive correlation between the quality of the work environment and job satisfaction among nurses (Spearman’s rho = 0.62, p < 0.001). This indicates that better work environments are associated with higher levels of job satisfaction. Participants who expressed an intention to leave their current workplace within the next year reported significantly lower job satisfaction compared to those who planned to remain (p < 0.001). These findings suggest that dissatisfaction with the work environment strongly influences turnover intentions. Improving work conditions and support may therefore be critical in retaining healthcare staff.
CONCLUSIONS:
Work environment quality directly impacts nurse satisfaction and retention. Improving support, workload, and career opportunities, along with mental health programs, is essential to reduce turnover and improve healthcare.
Keywords:
Nursing, job satisfaction, quality of care, healthy work environment, retention.