Frontline Nurses’ Job Satisfaction and Missed Nursing Care in a COVID-19 Dedicated Hospital in China: A Cross-Sectional Study

Abstract

This study examined the current situation and relationship between missed nursing care (MNC) and job satisfaction among frontline nurses in a hospital dedicated to treating COVID-19 patients in China. Many dedicated hospitals were constructed or refurbished to centrally manage patients with COVID-19. Most nurses and doctors in these hospitals were redeployed from other departments or hospitals. This may have compromised nursing quality and job satisfaction. The omission of nursing care is a critical factor in assessing nursing quality; therefore, focusing on both MNC and job satisfaction is essential. This cross-sectional study used convenience and snowball sampling techniques to recruit frontline nurses working in a hospital for treating COVID-19 patients from November to December 2022. The questionnaires used in this study included sociodemographic information, job satisfaction, and the MISSCARE survey. Differences in job satisfaction and MISSCARE scores among participants’ demographic deviations were explored using the Mann–Whitney Z test (two groups) and the Kruskal–Wallis H test (three or more groups). The correlation between participants’ job satisfaction and missed nursing actions was analysed using Spearman’s correlation analysis. The analysis included 306 frontline nurses. Frontline nurses’ job satisfaction was high, and their MNC was low. The highest MNC was “offer rehabilitation care and guidance to patients in need every day.” The most reported reasons for the MNC were “urgent patient situations.” In addition, the job satisfaction scale, MNC scores, and reasons for MNC scores showed statistically significant differences among participants’ demographic variables. Moreover, this study identified a negative correlation between frontline nurses’ job satisfaction and MNC. Frontline nurses’ job satisfaction was high, and their MNC was low. Frontline nurses’ demographics were shown to affect their job satisfaction, MNC, and reported reasons. Furthermore, participants’ job satisfaction can influence the MNC. Tailored interventions aimed at maintaining low levels of MNC should consider frontline nurses’ demographic characteristics and job satisfaction.