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Table 1 Measurement model

From: Is satisfaction a direct predictor of nursing turnover? Modelling the relationship between satisfaction, expressed intention and behaviour in a longitudinal cohort study

Factor Item
Client Care Proportion of time I spend/spent providing direct client care ('hands on' care)
  Opportunities to provide good quality care
  Proportion of time I spend/spent on paperwork
Staffing Ratio of qualified to unqualified staff on days
  Number of staff usually on days
Development Opportunity to reflect on my practice with someone of a higher grade/position
  Opportunity to reflect on practice with a group of colleagues
  Opportunity to reflect on my own practice on my own while at work
  Frequency of discussions about developing my career
  Constructive feedback on my work from staff of a higher grade/position
  Emotional support from my immediate line manager
Relationships Quality of working relationships with colleagues
  Emotional support from nurses of the same grade/position
Education Opportunitiy to go on courses other than study days/workshops
  Opportunity to go on study days/workshops
Work-Life Interface Notice of off duty
  Combining work hours with social life
  Frequency with which I leave work on time
Resources  
Adult and Child Availability of equipment(e.g. hoists)
  Availability of supplies (e.g. dressings)
Mental Health Availability of equipment (e.g. audiovisual, art materials, books)
  Availability of facilities (e.g. day room, quiet room, interview room)
Pay Pay in relation to level of responsibility