Purpose: This research addresses organizational communication which has not been studied extensively in the health professions. Communication satisfaction is a measure of the individual’s satisfaction with information flow. Inadequate communication has been documented as a major contributing factor that can lead to union activity and increased staffing costs in healthcare institutions (Lappa, 1989), probably due to its contribution to both morale and productivity. Researchers have demonstrated that dissatisfied nurses intend to leave (Atencio et al., 2003). Framework: Previous research has supported the influence of organizational dimensions, including nurses' perceptions of their work environment, on the provision and outcome of nursing (Aiken et al., 2002; Gallagher & Rowell, 2003). Subjects: Nurses from a pool of 1400 at one acute care hospital. Methods: Communication Satisfaction was measured with a shortened version of Downs and Hazen’s (1977) Communication Satisfaction Tool (40 items, Cronbach alpha=0.97) administered annually 1992-2004. Results: From 1992 through 1995, the mean satisfaction score was consistently about 3.0 (satisfied), but increased over several years, reaching a peak in 1998 (not satisfied). ANOVA demonstrated significant differences over time; MANOVA identified the subscales that should be addressed; and regression, using demographics, helped target improvements. Conclusions: Longitudinal assessment of the nurses’ perceptions of the work environment is even more critical to inform the nurse administrators’ judgments and planning during turbulent times. The reported findings can help nurse administrators design a more positive work environment for their nurses. Targeted interventions by nursing administration to increase the volume and methods of communication to staff resulted in sustained communication effectiveness.
Session #1181 - Health Systems
The 29th Annual MNRS Research Conference (April 1-4, 2005)