Factors Affecting a nd Affected Nurse’s Job Satisfaction Before and During COVID-19: A Systematic Literature Review

Introduction: The global pandemic COVID-19 has affected health services including nursing. During the pandemic COVID-19, the high need on nursing services resulted imbalances between demands and supply of nurses


INTRODUCTION
Currently, technological developments and globalization in the industrial revolution 4.0 rise challenges for the growth of hospital industry. The high expectation of the community to get the best health service from hospital is challenge for hospital management. This causes hospital must maintain and improve the quality of health service in order that hospital can be accepted its existence (Sidin et al., 2021). Furthermore, pandemic of Coronavirus Disease 2019 (COVID-19) has become new challenge lately for hospital. Nurses as the front line have a direct impact on maintaining the quality of health services in this situation (Sharif Nia et al., 2021).
Nurses have a key role to contribute in maintaining the quality of hospital services. Nurses are the largest health workers in hospitals around 60% and as primary service providers in health services (Bell et al., 2020). The welfare of nurses is an important point that must be considered by organizations in achieving quality service quality. Welfare for health workers can be achieved if the health needs and satisfaction of all involved in the care process are met such as job satisfaction for nurses (De Simone et al., 2018). Therefore, nurses' job satisfaction is crucial point for hospital to maintain the quality of health service.
The shortage of nurses is still a problem globally. The global shortage of nurses was estimated at 6.6 million in 2016 and 5.9 million in 2018. Likewise, it is predicted to be 5.7 million in 2030 (WHO, 2020). The large number of labor shortages globally indicates that this problem is enormous for the health care workplace and called as worrying global phenomenon. The shortage of nurses is associated with turnover of nurses from their workplaces (De Simone et al., 2018). Job dissatisfaction is a strong reasons for nurse to leave their jobs (A. P. Putra et al., 2020). Job satisfaction is an emotional condition that is taken from the consequences of evaluating their work or work experience. Job satisfaction for nurses can determine success in treating patients. Higher job satisfaction of nurses will increase their ability to give quality care to patients. Patient satisfaction can be fulfilled if nurses can achieve job satisfaction. Job satisfaction affects nurses' personal quality of life (Bolandianbafghi et al., 2017). Moreover, nurses are a front-line health care provider in pandemic COVID-19. Nurses are faced with various situations while caring for COVID-19 patients such as high workloads, long work shifts with unknown diversity and high demands, fear of contracting from patients, and high mortality rates. It all causes stress on nurses in workplace and ultimately lead to job dissatisfaction (Said & El-Shafei, 2021). There is an impact of job dissatisfaction on nurses such as labor disputes that cost money, turnover, and risks to patients (Aloisio et al., 2021).
Theory of job satisfaction has been conveyed by many experts. The most popular is Herzberg dualfactor or motivation-hygiene theory. The motivation factor is known as the intrinsic factors. These factors such as achievement and recognition, work itself, responsibility and advancement. The hygiene factor is known as the extrinsic factor. These factors are salary, supervision, company policies and administrative practices, benefits, job security, interpersonal relations, and work environment (Herzberg et al., 1959). However there has been no systematic assessment about the factors that affecting and are affected by job satisfaction before and during pandemic COVID-19. Therefore, it is important to understand the factors that affecting and are affected by nurse's job satisfaction before and during pandemic COVID-19. The main objective of this study was to identify the assessment of the factors affecting and being affected by nurse job satisfaction before and during the COVID-19 pandemic through a systematic review. The study also aimed to the differences and similarities in the factors affecting and are affected by job satisfaction of nurse before and during COVID-19.

Research Design
This study is a systematic review and using the Joanna Briggs Institute's (JBI) critical appraisal checklists. A systematic review is one of type of literature review that are characterized by being methodical, comprehensive, transparent, and replicable. Furthermore, the systematic review used a systematic and explicit method to formulate questions. The aim is to identify, select, and critically relevant studies, and to analyze and collect data from each study to engage in the review (Siddaway et al., 2019). We used the Joanna Briggs Institute's (JBI) critical appraisal for a cross-sectional study and there were 8-items checklist. The standardized score out of 10 for the resulted proportion. The final score consist into three categories are weak (≤5.9), moderate (6-7.9), and strong (≥8). See Figure 1 for the outcomes of JBI critical appraisal for a crosssectional study.

Search Methods
We collect the sources comprehensively through four electronic databases. There are ScienceDirect, Scopus, SAGE, and PubMed. The sources only English language and between 2017-2022. We use a set of keywords are job satisfaction or work satisfaction, nursing, during COVID-19.

Inclusion and Exclusion Criteria
The independent variable of this study is the financial factor and access to health services, the dependent variable of this study is the quality of life.

Inclusion and Exclusion Criteria
We searched and selected the articles that published between in 2017-2022 and only use English language. The articles also have a topic about job satisfaction for nurse. Moreover, we selected the article used a crosssectional study and it's in qualification Quartile 1 (Q1) and Quartile 2 (Q2). The exclusion criteria in this study are the articles that carried out before 2017 and has qualification Quartile 3 (Q3) and Quartile 4 (Q4). We exclude for article who identify nurse's job satisfaction in pediatric and critical area. This is decided to avoid bias that will occur due to differences in the stress level of nurses in pediatric, emergency and critical areas.

Research Outcomes
The total articles included in this study were 26 articles. We got the total articles in the initial step is 1387 articles. Then duplicate exclusion reduces SPSS software and ineligible by automation tools. As a result, we collected 1189 articles. Then records were excluded based on article title, abstract only, and English. We collected 149 articles in this step. We excluded articles that did not use a cross-sectional study and we got 77 articles. In the next step, the exclusion of articles describing nurse job satisfaction in the pediatric, emergency and critical fields and articles having qualifications in Quartile 3 (Q3) and Quartile 4 (Q4). See Figure 2 for the PRISMA flow diagram.
2.6 Data Abstraction and Synthesis Chen et al.
This review uses the extracted data are as follows: author, year, design, sample, variables, instruments, analysis, influencing factors, affected factors, and factor categories. The data was extracted into a summative table using Excel. This strategy is used to make it easier for identify and analyze the factors that affecting and are affected by nurse's job satisfaction before and during the COVID-19 pandemic and to be able to differentiate the categories. Furthermore, this technique with extraction of information from each study and reduced the time and effort to identify similarities and differences between before and during COVID-19. See Figure 3 for the extracted data the factors that affecting and are affected by nurse's job satisfaction before and during the COVID-19 pandemic and their categories.

Study Characteristics
Twenty-six studies involving a grand total 30.811 participants with 29.219 nurses and 1592 physicians were selected for this review. A crosssectional design was used for all of these studies. The most widely used instrument in this study is the job satisfaction scale (N = 9). Most studies included in this study were of high (N = 5) or moderate (N = 18).
Only three studies were of weak methodological Reports excluded: -Specific in emergency nursing, critical area nursing, pediatric nursing, maternity nursing (n = 42) -Qualification Q3,Q4 (n = 9) Reports assessed for eligibility (n = 77) The report was not taken because it did not use a cross-sectional study (n = 72) Reports sought for retrieval (n = 149)

Identification of studies via databases and registers
"Job satisfaction" or "work satisfaction" and " nursing" and " during covid-19" Records identified from*: Science direct (n= 24), Scopus (n= 24), SAGE (n= 0), and PubMed ( Identification Screening Included quality. The reasons for poor methodological quality were failure to identify confounding factors, an absence of clear inclusion and exclusion criteria, and an absence of explanation about strategies to deal with confounding factors.

Factors Affecting Job Satisfaction of Nurse Before COVID-19
The most frequently linked with factors affecting job satisfaction of nurse before COVID-19 is workplace environments and workplace violence. In general, organizational support, good workplace environments, good nurse-nurse collaboration, good relational coordination, work security, work and professional commitment associated with high job satisfaction (

Factors Affected by Job Satisfaction of Nurse Before COVID-19
Turnover intention and burnout were the most factors affected by job satisfaction of nurse before COVID-19. High job satisfaction will increase of caring behavior, quality of care, intention to stay and job performance (

Factors Affected by Job Satisfaction of Nurse During COVID-19
The most factors affected by job satisfaction of nurse during COVID-19 was turnover intention. High job satisfaction associated with quality of care, intention to care and organizational commitment (Labrague et al., 2021;Lavoie-Tremblay et al., 2022;Sharif Nia et al., 2021). Whereas, job dissatisfaction associated with turnover intention (Labrague et al., 2021;Lavoie-Tremblay et al., 2022).

Comparison Between Before and During COVID-19
There were twenty-six articles used in this study which consisted of 22 articles explaining job satisfaction factors before COVID-19 and 4 articles explaining job satisfaction factors during COVID-19. The similarities between factors affecting job satisfaction of nurse before and during COVID-19 were workload and psychological distress (Ghawadra et al., 2019;Labrague & de Los Santos, 2021;Semachew et al., 2017;Sharif Nia et al., 2021). The differences between factor affecting job satisfaction of nurse before and during COVID-19 was fear COVID-19 (Labrague & de Los Santos, 2021). This factor was only found during COVID-19. Otherwise, the similarities between factors affected by job satisfaction of nurse before and during COVID-19 were quality of care and turnover intention (Ball et al., 2017;Falatah & Conway, 2019;Gebregziabher et al., 2020;Labrague & de Los Santos, 2021;Lavoie-Tremblay et al., 2022). The differences between factor affected by job satisfaction of nurse before and during COVID-19 cannot be explained as there are no underlying psychological and personal factors during COVID-19.

DISCUSSION
We have collected and assessed the focal factors of empirical evidence influencing and being influenced by nurse's job satisfaction in this review and using research published between 2017-2022. The findings of this review use a development framework based on Herzberg's two-factor theory of job satisfaction to classify into three factors. These factors were organizational, personal, and psychological factors. The most factor affecting job satisfaction of nurse before COVID-19 was organizational factors such as workplace violence, work environments, work load, organizational support, longer shift length, higher the average daily patient-nurse ratio, relation coordination, nurse manager's work activities, good nurse-nurse collaboration and work security. In previous study, it has been explained that there are no significant organizational factors on nurse's job satisfaction (Aloisio et al., 2021). It is necessary to conduct more in-depth research on the relationship between organizational factors and job satisfaction of nurses. The most factors affecting job satisfaction of nurse during COVID-19 were organizational and psychological factors. There was an increase in the stress level of nurses working for COVID-19 patients (Babore et al., 2020). It is important to maintain the coping strategies used by nurses in dealing with the extremely stressful situation caused by the COVID-19 pandemic. If the nurses have a good coping strategy, then job satisfaction will be felt by the nurse. Organizational factors describe the form of organizational support for nurses (Zhang et al., 2020). Organizational support can reduce anxiety level. This can be a mediation to achieve job satisfaction. The most factor affected by job satisfaction of nurse before and during COVID-19 was organizational factors. Turnover intention frequently occurs in organizational factors. Job dissatisfaction initiate poorly prepared and overwhelmed nurses faced COVID-19 situation showed higher turnover intention (Lavoie-Tremblay et al., 2022).

LIMITATION
All of the studies used cross-sectional designs which makes it hard to infer any causal relationships. This study bias was consistent with previous literature review. We had difficulty finding articles on the factors of nurse job satisfaction during COVID-19 due to limited resources.

CONCLUSION
There are three factors that affecting nurse's job satisfaction before COVID-19 and during COVID-19. They are personal factors, organizational factors, and psychological factors. job dissatisfaction can cause turnover and burnout on nurse. Therefore, it's important to increase job satisfaction by controlling these factors.
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