Special Issue on Quality of Work Life and Satisfaction Among Nurses

Submission Deadline: Apr. 1, 2020

Please click the link to know more about Manuscript Preparation: http://www.nursingscience.net/submission

This special issue currently is open for paper submission and guest editor application.

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Special Issue Flyer (PDF)
  • Lead Guest Editor
    • Hanaa Sabra
      Faculty of Nursing, South Valley University, Qena, Egypt
  • Guest Editor
    Guest Editors play a significant role in a special issue. They maintain the quality of published research and enhance the special issue’s impact. If you would like to be a Guest Editor or recommend a colleague as a Guest Editor of this special issue, please Click here to complete the Guest Editor application.
    • Atyat Hassan
      Faculty of Nursing, Assiut University, Assiut, Egypt
    • Heba Mohammed
      Faculty of Nursing, Assiut University, Assiut, Egypt
    • Hoida Abdel Al
      Assiut University Hospital, Assiut, Egypt
    • Karema Mahmoud
      Faculty of Medicine, Assiut University, Assiut, Egypt
    • Sahar Morsy
      Faculty of Nursing, Assiut University, Assiut, Egypt
    • Sbah Mohamed
      Faculty of Nursing, Assiut University, Assiut, Egypt
    • Dr.Fatma Elsobkey
      Faculty of Nursing, Benha University, Cairo, Egypt
  • Introduction

    In health care organizations quality of work life (QWL) has been described as referring to the strengths and weakness in the total work environment, Organizational features such as policies and procedures, leadership style, operations and general contextual factors of setting, all have a profound effect on how staff views the quality of work life (Lau & May, 2008 & O’Brien et. Al., 2014).
    QWL is defined as the favorable conditions and environments of a workplace that support and promote employee satisfaction by providing them with rewards, job security, and growth opportunities. However, some researchers point out that Quality of Work Life (QWL) is not only related to personnel’s well-being and their attitudes and feelings towards their job (Beaudoin & Edgar, 2003) but also goes beyond job satisfaction (Cheung & Tang, 2009).
    From a nursing perspective, Brooks, et al. , (2011) defined the QWL as “the degree to which registered nurses are able to satisfy important personal needs through their experiences in their work organization while achieving the organization’s goals”. Therefore, the concept of employee satisfaction is about more than simply providing people with a job and a salary. It is about providing people with a place where they feel accepted, wanted and appreciated.
    Regular assessment of QWL can potentially provide organizations with important information about the welfare of their employees, such as job satisfaction, general well-being, work-related stress and the home-work interface. Focusing on improving QWL to increase the happiness and satisfaction of employees can result in many advantages for the employee, organization and consumers. These include strengthening organizational commitment, improving quality of care and increasing the productivity of both the individual and the organization (Carlson, 2009).
    According to Sirgy et al, (2001), a happy employee is productive, dedicated and committed. On the other hand, failure to manage these factors can have a major impact on employee behavioral responses.
    Nurses' job satisfaction is an important issue for health care organizations. It has long been recognized as a crucial indicator of nurses' performance, cost savings, and quality of patient care (Zaghloul, et al, 2008). Nurses' job satisfaction and dissatisfaction had an impact on their practice that directly or indirectly can affect the patients' satisfaction (Spoken, 2007). It is assumed that satisfied nurses were tended to be more productive, creative and committed towards the profession and the organization (Al-Hassami, 2008). Conversely, dissatisfaction with work can cause poor job performance, lower productivity, and staff turnover (Zaghloul et al., 2008).
    Price (2011) defined job satisfaction as an attitude an employee has toward his or her work. Low job satisfaction resulting from work-related stress and declining physical functioning have played a significant role in attrition from nursing.
    Aims and Scope:
    1. Quality
    2. Work life
    3. Nurse
    4. Organizational features
    5. Job satisfaction
    6. Hospital

  • Guidelines for Submission

    Manuscripts can be submitted until the expiry of the deadline. Submissions must be previously unpublished and may not be under consideration elsewhere.

    Papers should be formatted according to the guidelines for authors (see: http://www.nursingscience.net/submission). By submitting your manuscripts to the special issue, you are acknowledging that you accept the rules established for publication of manuscripts, including agreement to pay the Article Processing Charges for the manuscripts. Manuscripts should be submitted electronically through the online manuscript submission system at http://www.sciencepublishinggroup.com/login. All papers will be peer-reviewed. Accepted papers will be published continuously in the journal and will be listed together on the special issue website.

  • Published Papers

    The special issue currently is open for paper submission. Potential authors are humbly requested to submit an electronic copy of their complete manuscript by clicking here.