title: Satisfaction with nursing education, job satisfaction, and work intentions of new graduate nurses.
abstract: OBJECTIVE
  In the context of predictions of future shortages of nurses, retaining new graduate nurses in the nursing workforce is essential to ensure sufficient nurses in the future. This paper investigates the links between satisfaction with nursing education and job satisfaction, and job dissatisfaction and intentions to leave a nursing job.
  
  
  METHODS
  It uses survey data from a cohort study of nursing students recruited through two Australian universities and followed after graduation and workforce entry.
  
  
  METHODS
  Structural equation modeling (SEM) was used to simultaneously estimate the impact of educational satisfaction (work preparation component) on job satisfaction and the impact of job satisfaction on the expectation of leaving the current job.
  
  
  RESULTS
  Two job satisfaction sub-scales were identified: 1) work environment satisfaction and 2) work hours and wages satisfaction. Work preparation satisfaction was significantly and positively associated with both job satisfaction scales but only work environment satisfaction was significantly associated with the expectation to stay in the job; a one standard deviation increase in work environment satisfaction was associated with a 13.5 percentage point reduction in the probability of expecting to leave. The estimated effect of satisfaction with education on expecting to leave, occurring indirectly through job satisfaction, was small (reducing the probability by less than 3 percentage points for a 1 point increase in work preparation satisfaction). Participating in a graduate transition program had the largest effect, reducing the probability of expecting to leave by 26 percentage points, on average.
  
  
  CONCLUSIONS
  The study results suggest policies which focus on improving satisfaction with the work environment would be more effective at retaining nurses early in their career than improvements to conditions such as work hours and wages. Investment in new graduate transition programs would potentially have the largest impact on retention.
authors.affiliation: Centre for Health Economics Research and Evaluation (CHERE), UTS Business School, University of Technology Sydney, PO Box 123, Broadway, Sydney, NSW 2007, Australia. Electronic address: patsy.kenny@chere.uts.edu.au.
authors.forename: Patricia
authors.initials: P
authors.lastname: Kenny
authors.affiliation: Centre for Social Impact, University of New South Wales, Suite 16.01 Level 16, 6 O'Connell St, Sydney, NSW 2000, Australia. Electronic address: r.reeve@unsw.edu.au.
authors.forename: Rebecca
authors.initials: R
authors.lastname: Reeve
authors.affiliation: Centre for Health Economics Research and Evaluation (CHERE), UTS Business School, University of Technology Sydney, PO Box 123, Broadway, Sydney, NSW 2007, Australia. Electronic address: jane.hall@chere.uts.edu.au.
authors.forename: Jane
authors.initials: J
authors.lastname: Hall
mesh_terms: D000328:Adult; D004506:Education, Nursing / Q000592:standards*; D005260:Female; D006801:Humans; D007588:Job Satisfaction; D008297:Male; D008960:Models, Psychological; D009726:Nurses / Q000523:psychology*; D055815:Young Adult
keywords: Job satisfaction; New graduate nurses; Nursing education; Nursing shortage