ArticleAssessing the Quality of Nursing Work LifeBrooks, Beth A. PhD, RN, FACHE; Storfjell, Judy PhD, RN; Omoike, Osei MS, MBA, RN; Ohlson, Susan MSA, RN; Stemler, Irene BSN, RN; Shaver, Joan PhD, RN, FAAN; Brown, Amy MS, RNAuthor Information University of Illinois at Chicago College of Nursing. Currently, Dr Brooks is Senior Partner for Health Care with JWT Employment Communicat- ions, Chicago, Ill. Corresponding author: Osei Omoike, MS, MBA, RN, Room 924, University of Illinois at Chicago College of Nursing, 845 S Damen Ave (M/C 802), Chicago, IL 60612 (e-mail: [email protected]). This research was supported by a grant from HRSA, D66HP01385, from 2003 to 2008. The authors acknowledge Irene Stemler, BSN, RN, and Amy Brown, MS, RN (Nurse Retention Project Site Coordinators at the time this work was completed) and express gratitude to the partnership hospitals' nursing leaders and nursing staff. Nursing Administration Quarterly: April 2007 - Volume 31 - Issue 2 - p 152-157 doi: 10.1097/01.NAQ.0000264864.94958.8e Buy Metrics Abstract Traditionally, nursing has measured job satisfaction by focusing on employees' likes and dislikes. However, job satisfaction is an unsatisfactory construct to assess either the jobs themselves or employees' feelings about work sinceas much as 30% of the variance explained in job satisfaction surveys is a function of personality, something employers can do little to change. Based on socio-technical systems theory, quality of nursing work life (QNWL) assessments focus on identifying opportunities for nurses to improve their work and work environment while achieving the organization's goals. Moreover, some evidence suggests that improvements in work life are needed to improve productivity. Therefore, assessing QNWL reveals areas for improvement where the needs of both the employees and the organization converge. The purpose of this article was to assess the QNWL of staff nurses using Brooks' Quality of Nursing Work Life Survey. © 2007 Lippincott Williams & Wilkins, Inc.