Table 2.

Method, sample and findings of identified articles.

Method	Sample	Findings
Qualitative (interviews, observations and field notes) [36]	8 nurses selected from a local nursing agency [36]	Thematic analysis revealed that nurses were most satisfied with compensation (patient outcomes, compliments, salary, incentives and lessons learned), team spirit (working together and sharing duties), strong support from physicians and advocacy (assisting and supporting new nurses) [36]
Quantitative (questionnaires were sent out with each nurses’ paycheck) [37]	249 nurses employed at a children’s hospital [37]	In general job stress was found to be significantly associated with job satisfaction (r = 0.64, p < 0.05). Pay (r = 0.40, p < 0.05, r = 0.43, p < 0.05), interaction/cohesion (r = 0.44, p < 0.05, r = .41, p < 0.05) and task requirements (r = 0.53, p < 0.05, r = 0.67, p < 0.05) were significantly associated with both job stress and job satisfaction respectively [37]
Quantitative (questionnaires were mailed to nurses) [38]	944 RN’s working in rural and remote hospital settings [38]	Workplace stressors explained 32% of the variance in job satisfaction. Having available, well maintained and up-to-date equipment and supplies was highly related to job satisfaction, accounting for 17% of the total variance. Greater scheduling and shift satisfaction (no overtime) as well as lower psychological job demands (fewer time constraints, less excessive workloads) were strong predictors of job satisfaction (accounting for 12% of the variance) [38]
Quantitative (survey packets with instructions were placed in staff mailboxes) [39]	116 medical-surgical nurses working in acute-care settings [39]	Only one environmental factor, noise, was significantly associated with perceived stress (r = −0.18, p = 0.05). Perceived stress was directly related to job satisfaction (r = 0.55, p = 0.00) [39]
Quantitative (survey distribution via the hospital’s internal mail) [40]	135 nurses employed in a 170 bed hospital [40]	Work content stressors including variety, autonomy, task identity and feedback are all strongly correlated with job satisfaction (r = 0.35–0.50, p < 0.001). Work environment stressors including collaboration with medical staff and cohesion among nurses are also strongly correlated with job satisfaction (r = 0.37–0.45, p < 0.001). Job satisfaction was mostly predicted by variety, feedback and collaboration with medical staff (r = 0.55, R² = 0.30) [40]
Quantitative (E-mails containing a $5 e-mail gift certificate and a web link to the survey instrument were sent. Reminder e-mails were sent to non responders) [41]	362 registerednurses in a large metropolitan hospital [41]	Job satisfaction was positively and significantly correlated with physical work environment (r = 0.26, p < 0.01). Significant positive predictors of job satisfaction from the baseline model were autonomy (β = 0.09, p < 0.05), supervisor support (β = 0.05, p < 0.05), workgroup cohesion (β = 0.09, p < 0.05), working in a unit other than the intensive care unit (β = 0.67, p < 0.05), working in a step-down unit or general medical surgical unit (β = 0.31, p < 0.05), and number of hours of voluntary overtime worked in a typical work week (β = 0.05, p < 0.05). A negative significant predictor was working a 12-hour shift (β = −0.83, p < 0.05) [41]
Quantitative (questionnaire distribution through the nurse manager of each unit) [42]	431 critical care nurses, all of whom were RN’s working at 16 different hospitals [42]	Professional autonomy had a moderate positive correlation with reported role conflict and role ambiguity (r = 0.33, p < 0.001). A positive moderate correlation between professional autonomy and job satisfaction was found (r = 0.33, p < 0.001) [42]
Quantitative (anonymous questionnaire distribution) [43]	117 Registered Nurses (77 Army RNs – 40 Civilian RNs) [43]	Work related stress was inversely correlated with job satisfaction for both civilian (r = −0.32, p < 0.05) and army (r = −0.23, p < 0.05) nurses. Army nurses were most stressed and least satisfied by their working relations with colleagues (r = −0.40, p < 0.01), while civilian nurses were most stressed and least satisfied with their physical working environments (r = 0.32, p < 0.05) [43]
Quantitative (participants were invited by e-mail to attend a one-day event where they completed surveys) [44]	271 public health nurses [44]	Control-over-practice (x² = 7.22, p = 0.01; OR = 1.01, 95% CI 1.00–1.02) and workload (x² = 15.04, p < 0.01; OR = 0.90, 95% CI 0.86–0.95) significantly predicted job satisfaction. The strongest association was found between workload and job satisfaction, whereby a one-unit increase on the work overload scale decreased the odds of job satisfaction by nearly 10%. The interaction between autonomy and workload was a significant predictor of job satisfaction (x² = 15.87, p < 0.01) [44]
Quantitative (voluntary completion of standardized questionnaires) [45]	129 qualified nurses [45]	Results showed that workload was the highest perceived stressor in the nurses’ working environment (M = 1.61, SD ± 0.88). Nursing stress was found to be negatively and significantly correlated with job satisfaction (r = −0.22, p < 0.05). Nurse stress predictor variables combined accounted for 17% of the variance in job satisfaction (R² = 0.17, F (3, 123) = 8.9, p < 0.001) [45]
Quantitative (distribution of questionnaire packets) [46]	140 registered nurses from medical-surgical, management and home health nursing specialties [46]	There was a significantly positive correlation between job satisfaction and perceived autonomy (r = 0.538, p < 0.05) [46]
Quantitative (surveys were made available in each unit and were also distributed to nurses during unit meetings with incentives) [47]	205 nurses employed at a at a large women andchildren’s hospital [47]	Nurses’ perceptions of physicians’ nurse centered communication was significantly related to job satisfaction (r = 0.23, p = 0.002). Physicians’ nurse centered communication behaviors examined as predictors of nurses’ reported job satisfaction revealed a significant model (F (5, 160) = 3.86, R² = 0.11, p = 0.003, with humor and clarity being the most significant predictors of job satisfaction). Work environment, meaningfulness of work, and stress also significantly predicted job satisfaction in another model (F (7, 188) = 27.40, R² = 0.51, p = 0.001) [47]
Quantitative (anonymous questionnaire distribution and collection) [48]	532 nurses with job rotation experience [48]	Structural equation modeling revealed a negative relationship between role stress and job satisfaction (γ = 0.52, p < 0.01) [48]
Quantitative (survey distribution by nurse managers. Follow up surveys were redistributed after 2 weeks to boost response rate) [49]	287 registered nurses employed in state prison health care facilities [49]	The nursing stress score was the strongest explanatory variable, accounting for 30.3% of the variance in job satisfaction. An inverse relationship between nursing stress and job satisfaction was confirmed (β = −0.55, p < 0.01) [49]
Quantitative (questionnaire distribution by graduate students and administrative staff to nurses’ onsite mailboxes) [50]	464 RNs employed in five acute care hospitals [50]	Work related stress (including personal stressors (r = −0.11, p < 0.05) as well as situational stressors (r = −0.30, p < 0.05)) were negatively correlated with job satisfaction. Regression analysis further confirmed that work related stress (personal stressors (R² = 0.29, p < 0.05) as well as situational stressors (R² = 0.29, p < 0.05)) is a significant predictor of job satisfaction [50]
Quantitative (questionnaire distribution by nurse administrators)	285 nurses from six hospitals	The strongest association was found between job related stress and job satisfaction, which were inversely related (rs = −0.331, p < 0.05). It was concluded that nurses who experience higher stress levels are less satisfied with their jobs.