Abstract

Background: In the United States, as Primary Care physician shortage is predicted to worsen over the next decade, nurse practitioner providers (NPs) play an increasingly important role in providing access to high quality primary care. Little is known, however, about NP satisfaction and how it affects organizational processes and retention.

Aim: This paper is a report of a study done to gain understanding of NP practice environment and NP satisfaction in Primary Care in Southern California.

Methodology/Approach: Data were collected through anonymous survey that was distributed via email to practicing NPs from 5 primary care clinics at one Sothern California healthcare institution. Several methods were used such as Likert scale and semantic evaluation scale in evaluating and measuring respondents’ opinions on important satisfaction features, as well as open-ended questions to identify and assess underlying constructs that specifically define nurse practitioner satisfaction.

Results: The following key concepts underlying nurse practitioner practice were elucidated: 1.Salary, 2. Growth, 3. Advancement, 4. Time, 5. Flexibility of making own work schedule. Salary, work schedules and flexibility were perceived as the 3 most important factors regarding a need for a change to improve NP retention and attrition. The APCs took pride in their work performance and were overall content with their job and bonus, reimbursement and benefits, but not with their overall compensation package. There was also a trend of discontent with salaries, as these were perceived not only as not competitive, but generally low.

Conclusions and significance: The strongest indicators for nurse practitioner job satisfaction and retention were pay, schedule and time.