Influence of Awareness and Perceived Ease in Using Parental Leave on Job Satisfaction of Nurses in a Public Hospital

Kyung-Suk Jang; Yeo-Jin Yi

doi:10.11111/jkana.2018.24.3.211

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Jang and Yi: Influence of Awareness and Perceived Ease in Using Parental Leave on Job Satisfaction of Nurses in a Public Hospital

Original Article

J Korean Acad Nurs Adm 2018;24(3):211-220.

Published online: 17 January 2018

DOI: https://doi.org/10.11111/jkana.2018.24.3.211

Influence of Awareness and Perceived Ease in Using Parental Leave on Job Satisfaction of Nurses in a Public Hospital

Kyung-Suk Jang¹, Yeo-Jin Yi^2,

¹National Cancer Center

²School of Nursing, Hanyang University

Corresponding author: Yi, Yeo-Jin, School of Nursing, Hanyang University, 222, Wangsimni-ro, Seongdong-gu, Seoul 04763, Korea. Tel: +82-2-2220-0703, Fax: +82-2-2220-0700, E-mail: yeojinee@hanyang.ac.kr

Received 10 July 2017 Revised 30 October 2017 Accepted 9 April 2018

This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

Abstract

Purpose:

The aim of this study was to identify whether awareness and perceived ease in using parental leave influence job satisfaction of nurses in a public hospital.

Methods:

The participants were 425 nurses working in a public hospital. A questionnaire was used to collect data from October 12 to October 25, 2016. The influence of the factors on job satisfaction of nurses was analyzed by multiple hierarchical regression.

Results:

Nurses taking leave accounted for 46.8% (75 nurses) of 160 married nurses. They worried about adaptation after return to work (30.7%) and complained about disadvantages related to using parental leave (45.3%). The percentage of nurses on leave replaced by new full time nurses was 70.7%. Nurses' awareness (β=.16) of perceived ease of using parental leave (β=.32) influenced the nurses' job satisfaction (R²=.21).

Conclusion:

To improve job satisfaction for nurses, it is necessary to increase awareness and perceived ease of using parental leave. Public hospitals should replace nurses on leave with temporary nurses and help returning nurses adapt to their jobs as they return to work. Nursing managers should create a healthy climate in which it is easy for nurses to take parental leave.

Keywords: Nurses, Parental leave, Job satisfaction

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Table 1.

Awareness, Perceived Ease of Use of Parental Leave, and Job Satisfaction according to General Characteristics (N=425)

Characteristics	Categories	n (%)	Awareness		Perceived ease of use		Job satisfaction
Characteristics	Categories	n (%)	M±SD	t or F (p)	M±SD	t or F (p)	M±SD	t or F (p)
Age (year)	≤25	103 (24.2)	4.08±0.40^a	3.66	3.38±0.67^b	5.76	3.04±0.69^a	3.73
(31.31±7.11)	26~30	136 (32.0)	4.06±0.41^a	(.006)^b	3.35±0.73^ab	(＜.001)	3.17±0.76	(.005)
	31~35	77 (18.1)	4.11±0.44^a		3.11±0.73^a		3.07±0.67^a
	35~40	62 (14.6)	4.17±0.36^a		3.38±0.72^b		3.37±0.67^bc
	＞40	47 (11.1)	4.31±0.47^b		3.76±0.84^c		3.59±0.83^c
Marital status	Single	265 (62.4)	4.10±0.42	1.68	3.39±0.74	2.03	3.13±0.75^a	3.70
	Married (leave taker)	75 (17.6)	4.19±0.42	(.187)	3.21±0.69	(.133)	3.33±0.60^b	(.026)
	Married (non leave taker)	85 (20.0)	4.14±0.45		3.43±0.79		3.32±0.80^b
Education	College	75 (17.6)	4.23±0.34^a	3.98	3.40±0.72	0.56	3.18±0.74^a	8.11
	University	256 (60.2)	4.12±0.41^b	(.019)	3.33±0.73	(.569)	3.10±0.73^a	(＜.001)
	Graduate school	94 (22.1)	4.20±0.47^ab		3.42±0.78		3.46±0.70^b
Clinical career (year) (8.52±7.04)	1~3	115 (27.1)	4.06±0.40^a	4.59	3.32±0.67	2.11	3.02±0.69^a	5.85
	＞3~5	68 (16.0)	4.04±0.44^a	(.004)	4.46±0.75	(.098)	3.12±0.81^a	(.001)
	＞5~10	110 (25.9)	4.09±0.39^a		3.24±0.75		3.18±0.69^a
	＞10	132 (31.1)	4.23±0.43^b		3.45±0.78		3.40±0.74^b
Position	Nurse	367 (86.4)	4.09±0.41^a	6.78	3.31±0.73^a	12.67	3.12±0.72^a	15.18
	Charge nurses	27 (6.4)	4.15±0.43^a	(.001)	3.33±0.65^a	(＜.001)	3.57±0.55^b	(＜.001)
	Head nurses	31 (7.3)	4.38±0.46^b		4.00±0.69^b		3.76±0.80^b
Department	Ward	197 (46.4)	4.12±0.44	1.13	3.32±0.69^ab	4.90	3.06±0.73^a	8.23
	OPD	66 (15.5)	4.05±0.45	(.323)	3.17±0.73^a	(.008)	3.19±0.74^ab	(＜.001)
	Special unit/other	162 (38.1)	4.15±0.37		3.49±0.79^b		3.37±0.71^b
Rotation	Yes	188 (44.2)	4.15±0.42	1.44	3.32±0.78	-1.14	3.30±0.76	2.60
	No	237 (55.8)	4.09±0.41	(.150)	3.40±0.71	(.253)	3.11±0.71	(.010)

a,b,c: Duncan's multiple comparisons; OPD=Outpatient department.

Table 2.

Period, Order of the Child, Clinical Career according to the Number of Parental Leave (N=75)

Parental leave
Order	n (%)	Period (months)		Child (person)		Clinical career (year)
Order	n (%)	M±SD	Range	M±SD	Range	M±SD
First	75 (100.0)	6.68±4.66	1~24	1.13±0.38	1~3	8.32±3.62
Second	35 (46.7)	8.11±4.75	^1~24	1.97±0.39	^1~3	9.89±3.05
Third	4 (0.1)	5.00±1.41	3~6	2.50±0.58	2~3	9.33±3.43
Fourth	1 (0.1)	10		3		12.4

Table 3.

Present Condition 2

Items	Contents	n (%)
Concerns about parental	Adaptation after return to work	23 (30.7)
leave (n=75)	Return to original workplace after parental leave	18 (24.0)
	Disadvantage of promotion and personnel management after return to work	16 (21.3)
	Insufficient understanding of other nurses	11 (14.7)
	Family economic problems	7 (9.3)
Disadvantages related to	None	41 (54.7)
using parental leave (n=75)	Yes	34 (45.3)
	Incentives	17 (50.0)
	Promotion	8 (23.5)
	Rotation to another workplace	7 (20.6)
	Personnel management	2 (5.9)
Temporary replacement	Nurse on leave was replaced by new full-time nurse	53 (70.7)
worker (n=75)	Nurse on leave taker was not replaced by any other nurse	13 (17.3)
	Nurse on leave taker was replaced by rotation of other department nurses	9 (12.0)
Adaptation periods after	Less than 3 months	51 (68.0)
return to work of leave	Less than 6 months	16 (21.4)
takers (n=75)	Less than 1 year	6 (8.0)
	More than 1 year	1 (1.3)
	No response	1 (1.3)
Predictive adaptation period	Less than 3 months	156 (44.5)
after return to work of	Less than 6 months	117 (33.4)
nurses not taking leave	Less than 1 year	47 (13.4)
(n=350)	More than 1 year	23 (6.5)
	No response	7 (0.2)

Table 4.

Degree and Correlation among Study Variables (N=425)

Variables	M±SD	Range	Perceived ease of use	Job satisfaction
Variables	M±SD	Range	r (p)	r (p)
Awareness	4.12±0.42	1~5	.21 (＜.001)	.25 (＜.001)
Perceived ease of use	3.36±0.75	1~5	-	.36 (＜.001)
Job Satisfaction	3.20±0.74	1~5	-	-

Table 5.

Influence of Awareness and Perceived Ease of Use of Parental Leave on Job Satisfaction (N=425)

Independent variables	B	SE	β	t (p)
(Constant)	0.87	0.34		2.57 (.011)
Marital status (married)*	0.12	0.07	.08	1.68 (.094)
Rotation (yes)*	-0.15	0.07	-.10	-2.14 (.033)
Department (OPD)*	0.09	0.10	.04	0.84 (.402)
Department (special unit or others)**	0.22	0.07	.14	2.99 (.003)
Awareness	0.29	0.08	.16	3.65 (＜.001)
Perceived ease of use	0.32	0.05	.32	7.20 (＜.001)
Model F (p)		18.26 (＜.001)
R²			.21
Adj. R²			.20

*Dummy: marital status (unmarried=0), rotation (no=0), department (ward=0, special unit or other=0). **dummy: department (ward=0, OPD=0). OPD=Outpatient Department.

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