Table 2 |
|
Factors affecting job satisfaction |
| Workloada |
| Clinical load (patient case-mix, complexity, etc.) |
| Contribution of health care assistants [3] |
| Skill mix of intensive care unit team members |
| Staffing levels |
| Other duties (clinical, administrative, academic) |
| Staff supportb |
| Leadership (nursing, medical) |
| Team culture |
| Intensive care unit image |
| Working relationships |
| Flexibility of scheduling |
| Supervision (e.g. shift leader, etc.) |
| Definition of roles and skill requirements |
| Autonomy of decision-making for frontline staff |
| Intensive care unit policies, clinical guidelines, protocols |
| Stress management |
| Intensive care unit environment (equipment, facilities, physical layout) |
| Continuing professional development (education, training, appraisal) |
| Salary |
| Social and other benefits |
|
|
|
aDirect and other-than-direct patient care, nonpatient responsibilities. bSee text ("Core problem"). |
|
Laporta et al. Critical Care 2005 9:454 doi:10.1186/cc3543 |