Article 1: Determinants of satisfaction and turnover among nursing assistants.

The results of a
statewide survey (Sharon Parsons & William Paul Simmons, 2003)

The title of the study clearly shows the scope of the research but leaves the designated
population to be studied. The abstract, however, gives a picture of where the study was
conducted and who the target population was, with a brief summary of the research results.
The introduction provides a broader background of the American nursing industry on how it
was hit by a significant turnover and dissatisfaction and the results of the same. The study
objectives, which are determining job satisfaction, work issues, and analyzing employee
characteristics affecting job turnover and satisfaction, are later clearly highlighted towards the
end of the introductory part.

The authors reviewed several pieces of research in the study. Its hypothesis states that older
employees tend to stay in their jobs, whether educated, well paid, married, and satisfied or not.
The authors used self-administered questionnaires, which had a total of 67 questions, in
conducting the research, random facilities were chosen and where 550 assistant nurses were
recruited.

The majority of the research population were women with a toll of up to 95.6% but were not
biased or had a conflict of interest.

It was found out that 80% of those taking care of older patients found it rewarding. However,
29.1% were unsatisfied and were planning to quit, and 33.8% were looking for jobs elsewhere.
Overall, 60% were either satisfied or very satisfied, but the 40% lot was either neutral or
unsatisfied with their work.

The researchers have well analyzed their findings in a table with variables and mean concerning
job satisfaction and turnover rate. The researcher concluded that there are specific factors that
led to job satisfaction and turnover. These are, for instance, relationships with co-workers,
supervision, personal opportunity, and even poor communication. They recommend to put into
place trust and organization justice; that is fairness in the facility (employee recognition).

The researchers used a precise analysis method, which gave them precise results making the
study viable. The response from the nurses was low. Only a third of the target population were
willing to respond to the study questionnaire, posing questions on its reliability and whether
similar outcomes could be achieved in another similar population.

Article 2: Factors Influencing Job Satisfaction and Anticipated Turnover among Nurses in
Sidama Zone Public Health Facilities, South Ethiopia (Agezegn Asegid, Tefera Belachew &
Ebrahim Yimam Reta, 2014)

The title of the article clearly shows the scope of the study, variables to be studied, the target
population, and the location the study will be carried on. The abstract gives a summary of the
study design used, objectives, time the research was done, place, the target population, data
collection methods employed, results, conclusion, and recommendations. The introduction
gives some factors affecting job satisfaction and turnover.

The researcher used a total of fifty-seven studies that were done in different parts of the world.
The author had both general and specific objectives; to assess factors influencing job
satisfaction and intention to turnover and determine; the level of job satisfaction. Factors
influencing job satisfaction and intention to turnover, and identify elements of job turnover
that bring about turnover among nurses in Sidama Zone Public Health Facilities.

The authors used a cross-sectional study design where both qualitative and quantitative
methods were put into place. They randomly sampled 278 nurses from 34 health facilities and
three government hospitals in 2010. The authors got quantitative data by the use of
questionnaires, and a voluntary sample population explained the rationality of the study for
qualitative data. For easy inference, the researchers used tables and charts to show the study
results.

It was found out that most employees were not satisfied with salaries, leadership, and
promotion procedures, which was a major. However, 54.5% were satisfied with work
environments. 50.4% were willing to look for alternative jobs. The researchers recommended
that they should check on salaries, employee involvement, and uphold educational
opportunities for nurses.

The significant strength here is on the study design, where he obtained more data regarding the
topic. The study, however, majored in private hospitals than public/government facilities. That
makes the research more on private than the public hospital setting, veering off from the topic.

Article 3: The nurse work environment, job

satisfaction, and turnover rates in rural and
urban nursing units (Marianne Baernholdt &
Barbara A. Mark, 2013)
The title has a general view on what the study will focus majorly on but lacked a specific place
and target population and time. The researcher had a vibrant abstract, which included the aim,
methods, results, conclusion, and the implication for nursing management. The introduction
gives the objectives of the study, which is to determine how or whether the nurse work
environment is associated with job satisfaction and turnover rates in different rural and urban
hospitals.

The researcher employed the conceptual model in the study. They used secondary data that
had previously examined differences between rural and urban health facilities, which had been
collected in 2003 and ended in 2004.
The researchers randomly sampled 286 medical and surgical units in 146 US hospitals. One
hundred ninety-four of the units were nursing. Study coordinators conducted the study in the
selected hospitals, and nurses who participated were RNs who had worked for over 20 hours a
week and for more than three months, who filled out surveys at three different times and got
incentives and individual unit prices to stay in the study. The researchers analyzed the findings
on tables.

All the selected study coordinators showed up, but the response from the nurses at the three
times was 62%. The study showed that job satisfaction and turnover were not related to either
rural or urban location, but the commitment to care, autonomy, and support services positively
influenced job satisfaction. The researchers concluded that it is wise to examine work
environments and improve support services to improve work satisfaction and retain nurses.

The purpose of the research was very relevant. It was based on other research reports and
evidence, thus answered the critical questions and found out what can be done to enhance job
satisfaction and reduce turnovers. However, the study had some limitations that limited its
reliability. It never had major studies in rural areas as compared to urban health facilities.