Table 3.
High job satisfaction (OR (95% CI) and p-values) |
Excellent nurse-perceived quality of care (OR (95% CI) and p-values) |
Intention to leave within a year (OR (95% CI) and p-values) |
Burnout (OR (95% CI) and p-values) |
|||||
---|---|---|---|---|---|---|---|---|
UNI | MULTI | UNI | MULTI | UNI | MULTI | UNI | MULTI | |
Nurse-physician relationship/collegial nurse-physician relations |
2.60 (1.40–4.82) p<0.01 |
2.53 (1.29–4.93) p<0.01 |
4.38 (2.07–9.36) p<0.001 |
4.02 (1.85–8.70) p<0.001 |
1.54 (0.45–5.32) p = 0.494 |
1.74 (0.50–6.08) p = 0.383 |
0.58 (0.33–1.00) p=0.052 |
0.56 (0.30–1.03) p=0.062 |
Staffing and resource adequacy |
2.87 (1.48–5.58) p<0.01 |
2.81(1.38–5.72) p<0.01 |
1.10(0.57–2.13) p=0.783 |
1.04(0.50–2.16) p=0.911 |
0.70(0.19–2.51) p = 0.582 |
0.75(0.18–3.06) p = 0.685 |
0.23(0.12–0.46) p<0.001 |
0.23(0.12–0.47) p<0.001 |
Nurse manager ability, leadership, and support of nurses |
4.01 (1.65–9.76) p<0.01 |
2.62 (0.98–6.96) p=0.054 |
2.54 (1.01–6.35) p<0.05 |
1.73 (0.63–4.78) p=0.287 |
0.50 0.09–2.94 p = 0.444 |
0.47 0.07–3.11 p = 0.434 |
0.46 (0.20–1.02) p=0.056 |
0.77 (0.31–1.86) p=0.554 |
Note. UNI=univariate logistic regression modeling analysis; MULTI=multivariate logistic regression modeling analysis. Adjusted for highest degree obtained (undergraduate, bachelor’s in nursing/registered nurse, master’s in nursing); employment (part-time, full-time); and years worked in direct patient care. Burnout based on the emotional exhaustion subscale of the Maslach Burnout Inventory.
Missing data in the Nursing Work Index and Maslach Burnout Inventory imputed with the Expectation Maximization Algorithm.