| Summary |
The purpose of this thesis was to examine levels of job satisfaction and intent to stay of certified nurse-midwives (CNMs) practicing in rural areas of North and South Carolina. The study was based on a conceptual framework consisting of Herzberg's Motivator - Hygiene theory and Kocher and Thomas' turnover model. The sample included CNMs working in rural areas of North Carolina and South Carolina. The questionnaire packet included Hoppock's Job Satisfaction Scale and Price's Intent to Stay Questions. Two tools developed by the researcher, Level Of Job Satisfaction. Intent to Leave Tool, and a demographic data form were also included. The questionnaire packet was sent to 50 certified nurse-midwives. Forty-two responses were received and 41 questionnaires were used in the analysis. Descriptive statistics including: frequency distribution, mean, standard deviation, range, and median were used to analyze responses to the tools in the questionnaire. Pearson Product Moment Correlation (r) was used to determine the relationship between job satisfaction and intent to stay among CNMs in rural areas and to correlate variables from the tools designed by the researcher with Hoppock's Job Satisfaction Scale and Price's Intent to Stay Questions. Analysis of Variance was used to analyze the demographic data with Hoppock's Job Satisfaction Scale and Price's Intent to Stay Questions. Variables were identified that had a strong positive effect on the CNMs' level of job satisfaction and included: satisfaction with work itself, physician support, and respect for themselves and their profession. Variables that were found to have an effect on the CNMs intent to leave included: employment options, dissatisfaction with work itself, and working conditions. The findings indicated that the majority of CNMs are satisfied with their jobs and intend to stay in rural areas. However, about 36.6% of the CNMs would consider leaving their jobs for a better job. Employing and retaining CNMs is critical to the delivery of obstetrical care in rural areas. Identifying these variables enables employers and CNMs to make informed, lasting employment decisions. |
