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Family, Body, Sexuality and Health is Volume III of the Encyclopedia of Women & Islamic Cultures. In almost 200 well written entries it covers the broad field of family, body, sexuality and health and Islamic cultures.
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Nursing job turnover has been examined from the perspectives of several models of job satisfaction. Implementation of the results of these studies has not reduced turnover significantly. The purpose of this study was to more adequately describe the phenomenon of nursing job satisfaction. The theoretical foundation of this study was a modified version of the job satisfaction model constructed by Hackman and Oldham. Their basic theory states that workers who are desirous of higher order need satisfaction respond favorably to five core job characteristics which satisfy higher order needs: skill variety, task identity, task significance, autonomy, feedback from the job itself. The consequence is job satisfaction, personal growth, and heightened self-esteem. Those workers who do not desire higher order need satisfaction will not respond positively to the five job characteristics. This theory was examined to determine whether it included both breadth and depth necessary to be applicable to nursing work and to determine if it was founded on any questionable theoretical assumptions. Several modifications were proposed. Seven relationships were hypothesized: (1) All nurses desire personal growth (higher order need satisfaction), but they differ on whether they pursue it through work or non-work activities (job involvement); (2) Locus of control influences a nurse's experienced responsibility for work outcomes; (3) Stress and task aversiveness decrease experienced meaningfulness of nursing work; (A) Interpersonal relationships are a source of feedback about the outcome of work efforts; (5) Nursing job satisfaction is influenced by satisfaction of lower order needs by the job; (6) A broader additive model predicts job satisfaction in nurses better than Hackman and Oldham's narrow multiplicative model; (7) Variables which predict job satisfaction also predict propensity to leave the job. Thirty-six white, female, direct care nurses working in a mediumsized general hospital comprised the sample. The subjects ages ranged from 18 to 65 and all ages were equally represented. Seventy-five percent were married. All work shifts and work units were adequately represented. The nurses were stable vocationally but 47% had changed jobs at least once during the previous five years. The subjects were administered the Job Diagnostic Survey, the Rotter I-E Scale, the Job Involvement Scale, and the Janis-Field Feelings of Inadequacy Scale. Also measured were life satisfaction, work stress, and aversiveness in the work. Results of this study indicate that all nurses desire satisfaction of higher order needs; they differ on whether these needs are satisfied through work or non-work activities (job involvement). Interpersonal relationships at the work place are a source of personal growth, especially for less job involved nurses. Interpersonal relationships at work also provide nurses with feedback about the outcomes of their work efforts. This is particularly true of the supervisory relationship. Nurses describe the end products of their work as being ambiguous so feedback is vital to job satisfaction. Neither stress nor aversiveness affects nurses' experienced meaningfulness of their work. Aversiveness correlated significantly with job satisfaction (r = -.32, p