The inadequate number of skilled trained nurses is a universal phenomenon. The shortage of nurses has raised many healthcare delivery burdens worldwide. Known earlier studies reported that fewer qualified school leavers chose to be trained as nurses (Knox, Irving & Gharrity, 2001; Fonza & Tulker-Allen, 2007; Zysberg & Zisberg, 2008). In our local context, registered nurses form the bulk in the forefront workforce of our Singapore healthcare system, thus training ample number of registered nurses is a concern for the local healthcare structure. This continued trend of failing to attract an acceptable amount of trainees in the nursing profession indicates that an imbalance still appear between what retaining and deserting factors of the profession. Hence, it is also important for the hospitals to understand factors which impact nurses’ decision to leave the nursing profession (Ng & Tan, 2010). Retention of nurses working in acute hospital settings and specialized areas such as psychiatric wards is crucial and it can be accomplished by establishing that nurses find satisfaction with their work environment (Murrels et al. 2005). Despite the fact that a number of comprehensive research regarding nurse job satisfaction has been done, large numbers of nurses still experiencing high level of job dissatisfaction at their workplace (Manojlovich & Spence Laschinger 2002, Ma et.al. 2003).
Nurse job satisfaction, is a demanding test for healthcare institutions, as labour cost are increasingly high as we have to outsourced for foreign talents and as discussed above, shortage are common. Retention of nurses is much depends on how nurses are satisfied with their job. When higher levels of job satisfaction are experienced, there is an increased in morale and commitment which makes it more possible that a nurse will stay on in nursing (Newman et al. 2001). Steel (2002) also noted that nurses who report higher levels of job satisfaction also tend to have a greater chance of remaining employed in their current workplace. Nursing job satisfaction is important to both health care professionals and patients. Job satisfaction has been linked to positive patient outcomes (Adams & Bond 2000, Aiken et al.2002) and a greater perceived quality of care (Murrells et al. 2005). Adams and Bond (2000) further define job satisfaction as a ‘degree of positive affective orientation towards a job or it components’. There are several factors that contribute to nurses’ job satisfaction and retention, and these common factors are usually mentioned in nursing articles include autonomy, job stress and nurse-physician collaboration. (Ferrand et al. 2003; Schmalenberg et al., 2005; Wells, Roberts, & Medlin, 2002). In a separate study, Blegen (1993) identified 13 variables that are linked with job satisfaction in 48 previous studies. These variables were stress, commitment, communication with supervisor, autonomy,...