Teamwork and Job Satisfaction among Nurses in Pediatric Intensive Care unit

Teamwork and Job Satisfaction among Nurses in Pediatric Intensive Care unit | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Article Teamwork and Job Satisfaction among Nurses in Pediatric Intensive Care unit Fahimeh Sabeti, Niusha Rostampur, Monireh Faghir Ganji, Mahbobeh Aliakbari This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6841726/v1 This work is licensed under a CC BY 4.0 License Status: Published Journal Publication published 21 Oct, 2025 Read the published version in Scientific Reports → Version 1 posted 10 You are reading this latest preprint version Abstract Teamwork in pediatric intensive care unit (PICU) is critically important due to the high-stakes environment, the need for rapid decision-making, simultaneous delivery of multiple care interventions, and real-time communication among healthcare team. Job satisfaction is a multifaceted construct influenced by various factors, and emerging evidence highlights a link between teamwork and job satisfaction. This study aimed to examine teamwork, job satisfaction, and their relationship among nurses working in PICU. A descriptive cross-sectional design was employed. The sample included 200 nurses from PICUs, selected via convenience sampling. Inclusion criteria comprised voluntary participation and a minimum of 6 months of PICU experience. Data were collected using a demographic - occupational characteristics questionnaire, the Nursing Teamwork Scale (NTS), and the Minnesota Job Satisfaction Questionnaire (MSQ-short form). Analyses were conducted in SPSS-26 using independent t-tests, ANOVA, Pearson’s correlation, and multiple linear regression. Results revealed a mean teamwork score of 107.13 (SD = 19.20) and a job satisfaction score of 61.10 (SD = 74.01). The highest teamwork score was observed for the "shared mental model", while the lowest was for "team orientation." A significant positive correlation was found between overall teamwork (and all its subscales) and job satisfaction (r = 0.402–0.485, p < 0.001). Teamwork correlated negatively with age (r = − 0.146, p = 0.039), education (r = − 0.256, p < 0.00 = 0.001), and PICU work interest (F = 3.541, p = 0.008). Job satisfaction showed negative correlations with age (r = − 0.227, p = 0.001), education (r = − 0.189, p = 0.007), total work experience (r = − 0.21, p = 0.003), and PICU experience (r = − 0.158, p = 0.025), and varied significantly by employment status. Linear regression identified shift type, education, and nursing profession interest as significant predictors of teamwork. After controlling for all independent variables, only teamwork emerged as a significant predictor of job satisfaction. This study underscores the pivotal role of teamwork in enhancing job satisfaction among PICU nurses. Interventions such as teamwork training, improved human resource management, and supportive work environments may boost productivity, job satisfaction, and quality of care in PICUs. Healthcare policymakers should prioritize teamwork development as a strategic tool to improve clinical and occupational outcomes. Health sciences/Medical research/Paediatric research Health sciences/Health care/Paediatrics/Paediatric research Teamwork Job satisfaction Pediatric intensive care unit (PICU) Nurse Introduction In recent decades, widespread transformations in healthcare systems, increased complexity of therapeutic processes, and the diversity of professional roles have underscored the growing importance of teamwork in healthcare delivery. Nurses, as pivotal members of the healthcare team, play a significant role in advancing organizational goals and improving patient health outcomes. In high-pressure clinical environments, particularly critical care units such as pediatric intensive care unit (PICU), synergy among healthcare team members is a determining factor in the quality, safety, and efficiency of care 1 , 2 Teamwork in nursing encompasses interactive processes among team members, mutual trust, effective communication, task coordination, distributive leadership, and group support. Studies indicate that nursing teams with high functional cohesion are more successful in minimizing clinical errors, enhancing patient satisfaction, and fostering positive work environments ( 2 , 3 Furthermore, effective teams have been shown to reduce occupational burnout and increase organizational productivity ( 4 .Teamwork plays a vital role in ensuring patient safety and is acknowledged as a cornerstone of a healthy nursing work environment 5 , 6 PICUs, which are designed to provide enhanced care for children with unstable and life-threatening conditions, represent the most critical departments in hospitals. In these settings, rapid decision-making, simultaneous implementation of interventions, and immediate information exchange among healthcare team members are of vital importance. Any deficiency in coordination or communication may lead to irreversible consequences for patients 1 Thus, in PICUs - where high stress, occupational burnout, heavy workload 7 ,complex patient conditions, and recurrent emotional pressures exist - nursing teams require mechanisms that provide both technical and psychological support. Recent studies emphasize that well-coordinated nursing teams in PICUs not only demonstrate superior professional performance but also yield better clinical outcomes, including reduced length of hospital stay, improved patient safety indicators, and decreased medical errors 8 . Job satisfaction reflects the degree to which individuals are content with their employment. It is commonly conceptualized as the alignment between employees' job expectations and actual workplace characteristics. 9 , 10 Nurse job satisfaction is a well-documented variable in healthcare workforce studies, extensively examined as both an outcome measure and predictor of organizational performance in nursing work environments. Job satisfaction differs across countries. For instance, Aiken et al. found that job dissatisfaction among nurses was highest in the United States (41%) and lowest in Germany (17%). In a cross-country study, nurses' job satisfaction was reported in descending order as follows: Germany, the United States, New Zealand, Canada, South Korea, the United Kingdom, China, and Japan 11 In Iran, Akbari et al. (2020) found that job satisfaction was at a moderate level among 58% of female nurses and 47% of male nurses 12 . Job satisfaction has emerged as a key indicator for retaining and sustaining human resources in healthcare systems. Nurses’ job satisfaction is directly linked to outcomes such as professional retention, reduced turnover rates, psychological health, quality of care, and even patient treatment results 13 Nurses who experience feelings of worthiness, team support, and opportunities for professional growth demonstrate greater retention in the profession and more active engagement in patient care processes 13 , 14 . In Iran’s healthcare system, nurse shortages, difficult working conditions, inadequate pay, irregular work shifts, long hours, and occupational stress are among the major human resource management challenges 15 , 16 , In this context, implementing strategies to enhance teamwork skills, improve interpersonal communication, and boost job satisfaction can play a pivotal role in addressing these challenges. This study was conducted to examine teamwork, job satisfaction, and their relationship among nurses working in PICU. Literature review Research on teamwork and job satisfaction in PICU is limited, but existing studies demonstrated a positive correlation between the quality of team interactions and nurses' job satisfaction. When nurses work in environments characterized by participation, trust, and effective collaboration, they report greater feelings of belonging, security, and job satisfaction 6 . The results of 5 study revealed that when accounting for unit type, role, work experience, and staffing levels, those who reported better teamwork had significantly higher job satisfaction. So, facilitating effective teamwork should be a priority for every nurse manager 5 . The study by Akyüz et al. (2022) revealed a significant positive correlation between nurses’ attitudes toward teamwork and their job satisfaction. 2 .The findings from a mixed-methods exploratory study by Goh et al.,2020 among nursing staff showed nurses who were dissatisfied with their jobs had significantly lower teamwork scores compared to satisfied nurses 17 . Trybou et al. (2015) examined the impact of nurse team on intention to leave and job satisfaction. Their results demonstrated that nursing staff experiencing higher-quality team-member exchange (TMX) reported greater job satisfaction, stronger affective organizational commitment, and lower intention to leave. The quality of relationships between nursing staff and their team members plays a pivotal role in nurse retention. 18 . The results of Kalisch et al. (2010) demonstrate that in acute care patient units nursing teams, higher levels of teamwork and perceived adequate staffing lead to greater job satisfaction with both current position and employment situation 19 . Organizational psychology research further suggests that positive team dynamics can mediate the relationship between occupational stress and job satisfaction. A significant inverse relationship was observed between occupational stress levels and job satisfaction, mediated by positive team climate. Specifically, reduced work-related stress coupled with improved team dynamics directly enhanced job satisfaction. These results confirm teamwork's dual mediating role in both stress reduction and satisfaction enhancement 20 . Ultimately, According to 21 , two key components—effective teamwork and nurses’ job satisfaction—have been identified as critical factors in workforce retention and patient safety 21 . Materials and methods Study design and participants This was a cross-sectional descriptive study. The ethics committee of Iran University of medical sciences approved the research and confirmed that all research was performed in accordance with relevant guidelines/regulations. The study population consisted of all nurses working in PICU at teaching hospitals in Tehran. The inclusion criteria were: 1) voluntary participation in the study, and 2) at least six months of work experience in PICU. A sample size of 200 was calculated to provide 95% confide nce with a 0.1-point margin of error (for the 1–5 scoring scale), assuming a standard deviation of 0.7 for teamwork scores 22 .Accordingly, 200 nurses working in PICU were enrolled in the study using convenience sampling. Measurements The data collection tools included a demographic-occupational questionnaire, Nursing Teamwork Survey (NTS), and the Minnesota Satisfaction Questionnaire-Short Form (MSQ-SF). The demographic-occupational questionnaire asked questions about age, gender, education, marital status, employment status, overall work experience, work experience in PICU units, shift type, patient number per shift, monthly work hours, nursing profession interest and PICU work interest. NTS was specifically developed in 2010 by Kalisch et al for nurses working in inpatient units. It consists of 33 items and five subscales: Mutual trust (7 items: 4, 23, 24, 25, 31, 32, 33), Team orientation (9 items: 5, 11, 13, 15, 16, 17, 18, 22, 26), Backup (6 items: 3, 9, 19, 20, 28, 30), Shared mental model (7 items: 1, 7, 10, 12, 14, 21, 29) and Team leadership (4 items: 2, 6, 8, 27). Items were scored on a 5-point Likert scale: 5(Always), 4(75% of the time), 3(50% of the time), 2(25% of the time), 1(rarely). The total score ranges from 33 to 165. A higher score indicates better teamwork. The NTS exhibited acceptable psychometric properties 19 . The reliability and validity of the NTS were assessed through psychometric testing by Najafi Ghezeljeh et al in Iran.The translation-back translation method of the tool was conducted using a standardized protocol. Content validity of questionnaire was approved by an expert panel of faculty members of School of Nursing and Midwifery at Iran University of Medical Sciences. The instrument demonstrated excellent reliability, with a Cronbach’s alpha coefficient of 0.95 22 . In the present study, the Cronbach’s alpha of the scale was calculated at 0.90. The MSQ developed by Weiss et al. in 1967. It consists of both long and short forms. In this study, the short form was employed, comprising 20 items rated on a 5-point Likert scale: 1(Very dissatisfied), 2(Dissatisfied), 3(Neutral) 4(Satisfied)), 5(Very satisfied). The total score ranges from 20 to 100, with higher scores indicating greater job satisfaction. The internal consistency reliability coefficient (Cronbach's alpha) of the MSQ-SF was reported by Weiss et al. (1967) in various studies to range between 0.84 and 0.91 23 . In Iran, the psychometric properties of the instrument were evaluated by Hajibabaee et al. Reliability was reported as good, with a Cronbach’s alpha coefficient of 0.82 24 . In the present study, the Cronbach’s alpha of the scale was calculated at 0.89. Procedure Following approval of the study by the university's ethics committee, the researcher visited all children's teaching hospitals (n = 6) in Tehran equipped with a PICU. After explaining the study objectives to the nurses, those who met the inclusion criteria, were invited to participate. Written informed consent was obtained from all participants. The researcher distributed questionnaires across different shifts, requesting nurses to complete them at their convenience and return them to the unit secretary. Completed questionnaires were subsequently collected by the researcher during follow-up visits across various shifts. The average time required to complete each questionnaire was 5–10 minutes. Data was collected from March 2023 to January 2024. Ethical considerations This study was approved by the ethics committee of Iran University of Medical Sciences (Ethical code: IR.IUMS.REC.1401.744). All participating nurses were assured of data confidentiality. Accordingly, all questionnaires were completed anonymously, and all participants joined the study voluntarily while retaining the right to withdraw at any time. Every participant signed an informed consent form. Data analysis The data analysis was performed using SPSS software (version 26). Descriptive statistics, including frequency, mean, and standard deviation, were applied. Additionally, inferential statistical methods such as independent t-tests, Pearson’s correlation coefficient, analysis of variance (ANOVA). Linear regression was also used to eliminate the effects of confounding variables. The significance level was set at 0.05. Results Participant Characteristics The majority of participants (86.5%) were female, most (49%) were under 30 years old, more than half (55%) were married, and 82% held a bachelor's degree in nursing. Most nurses (87%) worked rotating shifts. The majority of nurses (41%) had less than 5 years of total work experience, and similarly, 63.5% had fewer than 5 years of experience working in the PICU. Permanent employment was the most common (42%), and 52.5% reported caring for 3 patients per shift. Additionally, 54% worked fewer than 200 hours per month. Most nurses reported moderate interest in nursing (40%), as well as in working in the PICU (34.5%), (Table 1 ). Nursing Teamwork and Job Satisfaction and the correlation between These Two Variables Table 2 shows that the mean teamwork score was 107.13 (SD = 19.20). To compare the subscales of teamwork, scores were calculated based on 1 to 5. The results revealed that teamwork in the 'shared mental model' subscale had the highest mean score (3.49, SD = 0.63), while the 'team orientation' subscale had the lowest mean score (2.93, SD = 0.52). Table 3 shows that the mean job satisfaction score was 61.10 (SD = 74.01). Item analysis revealed that the highest satisfaction was reported for Item 9: " The chance to do things for other people” (M = 3.95, SD = 0.58).The lowest satisfaction was reported for Item 13:”My pay and the amount of work I do” (M = 1.57, SD = 0.86). Table 4 shows the statistically significant positive correlation between teamwork and job satisfaction. Specifically, as overall teamwork and each of its individual subscales improved, job satisfaction scores correspondingly increased (r = 0.402 to 0.485, p < 0.001). Correlation of Characteristics of Participants with Nursing Teamwork and Job Satisfaction Teamwork showed statistically significant negative correlations with age (r = -0.146, p = 0.039) and education (r=-0.256, p < 0.001) indicating that teamwork scores decreased with advancing age (younger nurses demonstrated better teamwork than old nurses), and higher educational attainment (BSN nurses demonstrated better teamwork than MSN nurses). Significant correlations were observed between teamwork and other work-related factors such as shift type, nursing profession interest and PICU work interest. Nurses working rotating shifts reported significantly higher teamwork scores than fixed-shift nurses (t = 3.057, p = 0.003). Teamwork showed statistically significant correlations with nursing profession interest (F = 5.426, 0.001). Tukey's post hoc comparisons revealed that nurses with "very high" nursing interest showed superior teamwork compared to those with "very low" interest (p ≤ .001) and those with "very high" interest in nursing (vs. "low" interest) reported better teamwork (p = 0.036. Teamwork showed statistically significant correlations with PICU work interest (F = 3.541, 0.008). Tukey's post hoc comparisons revealed that nurses with 'very high' PICU work interest showed significantly better teamwork than those with 'very low' interest (p = 0.073) and 'low' interest (p = 0.038). Job satisfaction showed a statistically significant negative correlation with age (r= -0.227, p = 0.001), education (r= -0.18, p = 0.007), total work experience (r= -0.21, p = 0.003) and PICU work experience (r = − .158, p = 0.025), indicating that as age and education increases, job satisfaction decreases, and that as work experience increased, job satisfaction decreased. Job satisfaction was also significantly associated with employment status (F = 6.179, p < 0.001). Tukey's post hoc comparisons revealed that job satisfaction was higher among mandatory nurses compared to those with contractual (p = 0.001), temporary (p = 0.048), and permanent positions (p = 0.001), (Table 1 ). Predictive Variables of Teamwork and Job Satisfaction As seen in Table 5, a multiple linear regression model was employed to identify predictors of teamwork, incorporating the following independent variables: age, education, shift type, nursing profession interest and PICU work interest. Results showed each unit increase in educational attainment (from BSN to MSN) predicted a significant 9.598-point decrease in teamwork scores (B =-9.598, .p = 0.004). Also, nurses working rotating shifts demonstrated 10.814-point higher teamwork scores than fixed-shift counterparts (B = 10.814, p = 0.004) and each unit increase in nursing profession interest corresponded to a 4.830-point increase in teamwork (B = 4.830, p = 0.007). To identify predictors of job satisfaction, a multiple linear regression model was designed that included the following independent variables: teamwork, PICU work interest, nursing profession interest, employment status, PICU work experience, total nursing experience, education and age. The dependent variable was job satisfaction. Result showed teamwork emerged as the only statistically significant predictor of job satisfaction (B = 0.190, p < .001). Every 1-unit increase in teamwork scores, job satisfaction increased by 0.190 points, holding other variables constant. Discussion In PICU, teamwork is critically important. Clinical healthcare teams provide services to highly vulnerable patients, where even minor errors in care delivery can lead to significant consequences 1 , 25 . This study aimed to assess teamwork and job satisfaction among nurses working in pediatric intensive care units. The results indicated that the overall teamwork score among PICU nurses was at a moderate-to-high level, though lower than comparable studies 5 , 17 , 19 . Cultural factors, teamwork training, and environmental influences may contribute to this discrepancy. Notably, Iran lacks structured programs for teamwork training and implementation. The mean subscales scores for teamwork, in descending order, were: Shared Mental Model (highest score), Team Leadership, Backup, Mutual Trust and Team Orientation (lowest score). These findings align with previous studies 3 , 17 , 26 , 27 , which similarly reported Shared Mental Model as the highest-scoring dimension and Team Orientation as the lowest. 5 also identified Shared Mental Model as the highest-scoring dimension, consistent with our results. This pattern suggests that while nurses share a common understanding of processes and responsibilities, team cohesion and synergistic collaboration require further development. Complementing this, Najafi Ghezeljeh et al. (2021) found that specific teamwork dimensions particularly Backup and Team Leadership need strengthening in Iranian nursing environments 28 . Regarding job satisfaction, our results mirror other Iranian studies 12 , 15 , 16 , indicating moderate overall satisfaction among nurses. The lowest satisfaction was observed in the “My pay and the amount of work I do”, highlighting a significant disparity between responsibilities and remuneration. This gap represents a critical threat to nurses’ psychological well-being and retention 13 , 29 . Conversely, the highest satisfaction was reported in “The chance to do things for other people”, underscoring the enduring role of intrinsic and humanitarian motivations in sustaining nursing practice 5 , 30 . Interventions such as spiritual intelligence training may further enhance intrinsic motivation, organizational commitment, and job satisfaction 30 . Correlation analysis revealed a statistically significant positive relationship between teamwork and job satisfaction. This association was observed across all teamwork subscales, with the strongest correlation found in the Mutual Trust subscale. As teamwork improved both overall and in each subscales, job satisfaction increased accordingly, underscoring the strong role of teamwork in enhancing job satisfaction. These findings align with previous research 5 , 19 and are theoretically supported by: The Job Characteristics Model (Hackman & Oldham, 1976), where social enrichment through teamwork fulfills psychological needs and Workplace Social Exchange Theory (Chiaburu & Harrison, 2008), wherein trust-based interactions enhance psychological safety and motivation 31 , 32 . Linear regression analysis revealed that teamwork was the only significant predictor of job satisfaction. This indicates that effective teamwork fosters job satisfaction by: creating a healthier work environment 3 , promoting mutual support among colleagues, building trust within the team, and establishing appropriate leadership 33 .Collectively, these factors enhance employees' sense of worth, purpose, and efficacy, ultimately leading to greater job satisfaction. From a management perspective, these results highlight teamwork development as a strategic intervention to: Improve job satisfaction, reduce nursing turnover 2 , 5 , 17 , and address global nursing shortages 21 , 34 . Recent studies conducted during the COVID-19 pandemic further underscore the critical importance of teamwork and its significant impact on job satisfaction 8 , 35 , 36 . Nursing leaders and administrators can leverage these findings to address one of healthcare's global challenges: nursing staff shortages and declining quality of patient care 5 , 21 , 34 . In this context, research confirms that positive team interactions constitute a fundamental prerequisite for job satisfaction in high-stress clinical environments. A cohesive team climate fosters emotional support, buffers against work-related stress, and cultivates a sense of belonging, consequently playing a pivotal role in enhancing job satisfaction and mitigating burnout 13 , 14 Also, in high-stress environments like PICUs, collaboration and coordination among team members can lead to reduced work-related stress and increased feelings of worth, which enhances job satisfaction 1 . Cohesive teams can better distribute workload, reduce psychological stress among colleagues, and prevent costly errors 3 , 5 Organizational support for teamwork emerges as a key retention strategy, with structured interventions reducing burnout 13 . The results of the multivariate linear regression analysis revealed that variables such as work shift type, education, and nursing profession interest were significant positive predictors of teamwork. Nurses working rotating shifts demonstrated better teamwork, likely due to increased opportunities for interaction with colleagues across different shifts. In rotating shifts, team dependency and information exchange are enhanced, leading to greater team cohesion. This finding aligns with 25 , who emphasized the importance of shift dynamics in strengthening nurses' interpersonal and teamwork skills. Nurses with a strong interest in their profession exhibited higher levels of teamwork and reported greater job satisfaction. This result is consistent with motivational theories such as Herzberg's Two-Factor Theory, where intrinsic motivation (e.g., passion for the job) directly influences job performance and satisfaction 30 .Conversely, nurses with higher education levels reported lower teamwork engagement. This may stem from increased expectations, reduced flexibility, or role divergence into managerial responsibilities among more highly educated nurses 8 . Similarly found that senior nurses sometimes feel less involved in teamwork due to dissatisfaction with organizational structures or misalignment between their education level and job authority. However, some studies contradict the present findings, indicating that nurses with higher education levels placed greater importance on teamwork and achieved higher teamwork scores 3 , 37 . The correlation analysis further revealed that nursing profession interest and PICU work interest were positively correlated with teamwork and job satisfaction. Given the critical nature of PICU, this environment demands high levels of commitment and passion. Consequently, nurses who make an informed and motivated choice to work in this setting demonstrate more active and positive team engagement and report higher job satisfaction. These findings align with previous studies 21 , 25 , 38 , which also observed greater job satisfaction among pediatric nurses who had willingly chosen their profession. The results indicated that teamwork and job satisfaction declined with age. Younger nurses tended to score higher in teamwork, likely due to their greater flexibility and willingness to collaborate. In contrast, older nurses exhibited lower team cohesion, possibly due to burnout, unmet expectations, or diminished motivation. Research by 2 , 3 suggests that generational diversity within teams can have both strengthening and weakening effects on performance. While different age groups bring diverse perspectives, knowledge, and skills potentially fostering creativity, innovation, and trust they may also differ in work values, communication styles, and attitudes, leading to misunderstandings, conflicts, and reduced team effectiveness 6 , 39 . Interestingly, job satisfaction was higher among nurses with less experience in the PICU and in the nursing profession overall. This may reflect the energy, optimism, and enthusiasm typical of early-career professionals, which often diminish over time due to accumulated workplace challenges 21 . Employment status also influenced job satisfaction. Managers, likely due to nursing staff shortages and retention concerns, may provide stronger support to these nurses, which could positively impact their job satisfaction. Limitations Every study has inherent limitations. This research was constrained by: a small sample size, conducting the study exclusively in teaching hospitals rather than private institutions, Failure to account for other variables that may influence teamwork and job satisfaction. Conclusion The findings highlight the critical role of effective teamwork in enhancing job satisfaction among PICU nurses. The results also underscore how certain demographic and occupational variables shape team dynamics and professional fulfillment. To optimize teamwork and job satisfaction, Targeted training programs for teamwork, emphasizing the use of transformational leadership style, supporting and encouraging experienced and highly educated nurses, paying attention to shift structure, and continuing support for young nurses in PICU are recommended. Healthcare systems should invest not only in nurses' clinical competencies but also in team development and collaborative dynamics. Declarations Author Contribution "S.F and R.N substantially contributed to conception or design .S.F. and A.M. wrote the main manuscript text. S.F and F.M contributed to acquisition, analysis, or interpretation of data. S.F and F.M prepared table 1-3. All authors reviewed the manuscript." Data Availability The datasets generated and/or analyzed during the current study are available from the corresponding author on reasonable request. References Dietz, A. S. et al. 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Public Health . 18 , 10371 (2021). Said, R. M. & El-Shafei, D. A. Occupational stress, job satisfaction, and intent to leave: nurses working on front lines during COVID-19 pandemic in Zagazig City, Egypt. Environ. Sci. Pollut. Res. 28 , 8791–8801 (2021). Kakemam, E. et al. Nurses' perception of teamwork and its relationship with the occurrence and reporting of adverse events: A questionnaire survey in teaching hospitals. J. Nurs. Adm. Manag. 29 , 1189–1198 (2021). Güdücü Tüfekçi, F., Kurudirek, F. & Baran, G. The levels of job satisfaction and description of pediatric nurses. Gümüşhane Üniversitesi Sağlık Bilimleri Dergisi . 4 , 70–76 (2015). Douglas, M., Howell, T., Nelson, E., Pilkington, L. & Salinas, I. Improve the function of multigenerational teams. Nurs. Manag. 46 , 11–13 (2015). Tables Table 1 Demographic - Occupational Characteristics of Participants (N = 200) and the correlation with Team Work and Job Satisfaction Variables N (%) Team Work Job Satisfaction Mean (SD) F, t, r P Mean(SD) F, t, r P Age < 30 98 (49%) 110.67(18.43) *r = -0.146 0.039 63.22(1167) *r = -0.227 0.001 30–39 76(38%) 104.27(19.1) 61.22(7.81) ≥ 40 26(13%) 102.15(20.54) 57.65(7.63) Gender Female 173(86.5) 107.06(19.92) **t = 0.143 0.887 61.64(93.9) **t = 0.351 0.726 Male 27(13.5) 107.62(14.02) 62.37 ( 65.10) Marital Status Single 110(55) 106.33(20.45) **t = 0.655 0.513 62.35(11.10) **t = 0.96 0.338 Married 90(45) 108.12(17.61) 60.98(87.9) Education Bachelor 164(82) 109.43(18.38) *r = − .256 < 0.001 62.62(10.28) *r = − .189 0.007 Master 36(18) 96.66(19.64) 57.72(7.48) Shift Type Fixed 26 96.61(16.39) **t = 3.057 0.003 61.03(7.63) **t = 0.382 0.703 Rotating 174 108.71(19.13) 61.84(10.32) Total Work Experience (years) < 5 82 110.05(18.98) *r=-0.078 0.272 64.57(10.97) *r = -0.21 0.003 5–9 51 107.17(19.7) 59.98(9.05) 10–14 42 99.81(17.66) 59.90(6.56) ≥ 15 35 109.8(19.2) 59.12(7.41) PICU Work experience (year) < 5 127 107.84(19.09) *r=-0.039 0.580 63.17(10.94) *r = -0.158 0.025 5–9 41 109.19(18.86) 59.51(8.11) 10–14 20 96.25(17.95) 58.60(7.39) ≥ 15 12 110.75(19.86) 59.41(7.93) Employment Status Permanent 84 106.63(19.82) ***F = 2.506 0.060 60.40(8.37) ***F = 6.179 < 0.001 Temporary 42 104.71(14.05) 61.26(9.84) Contractual 25 101.52(18.99) 57.60(8.65) Mandatory 49 112.94(21.06) 66.55(11.73) Patient Number per Shift 1 11 114.04(15.8) ***F = 0.973 0.380 66.18(11.36) ***F = 1.426 0.243 2 85 107.77(18.68) 62.08(10.23) 3 104 105.9(18.25) 61.00(9.64) Monthly Work Hours < 200 108 105.79(18.61) *r = 0.018 0.800 62.16(10.12) *r = 0.018 0.800 ≥ 200 92 108.71(19.86) 61.42(9.87) Nursing Profession Interest Very High 24 115.96(20.16) ***F = 5.426 < 0.001 66.94(9.82) ***F = 6.135 < 0.001 High 70 110.50(19.59) 63.15(9.87) Moderate 80 105.33(17.43) 59.14(8.97) Low 8 86.63(17.52) 59.52(8.88) Very Low 18 99.44(15.47) 59.00(16.03) PICU Work Interest Very High 32 117.66(18.38) ***F = 3.541 0.008 66.94(9.82) ***F = 4.386 0.002 High 65 107.10(19.52) 63.15(9.87) Moderate 69 104.64(18.82) 59.14(8.97) Low 27 103.70(18.86) 59.52(8.88) Very Low 7 97.29(6.26) 59.00(16.03) *Pearson’s correlation coefficient **Independent t-test ***One-way ANOVA Table 2 Mean and Standard Deviation of Teamwork (Total and subscales) among PICU Nurses Teamwork subscales Min Max Mean (SD) (1–5 Scale) Min Max Mean (SD) Mutual Trust (7–35) 9 35 22.28(4.85) 1.28 5 3.18(0.69) Team orientation (9–45) 13 45 26.38 (4.75) 1.44 5 2.93(0.52) Backup (6–30) 11 30 20.22(4.02) 1.8 5 3.37(0.67) Shared Mental Model (7–35) 11 35 24.44(4.44) 1.57 5 3.49(0.63) Team Leadership (4–20) 5 20 13.78(3.07) 1.25 5 3.44(0.76) Total (33–165) 49 165 107.13(19.20) 1.48 5 3.24(0.58) Table 3 Frequency Distribution, Mean and Standard Deviation of Job Satisfaction No. Items Very Dissatisfied (1) Dissatisfied (2) Neutral (3) Satisfied (4) Very Satisfied (5) Mean (SD) 1 Being able to keep busy all the time 4 (2%) 40 (20%) 69 (34.5%) 72 (36%) 15 (7.5%) 3.27 (0.93) 2 The chance to work alone on the job 0 (0%) 16 (8%) 47 (23.5%) 122 (61%) 15 (7.5%) 3.68 (0.72) 3 The chance to do different things from time to time 1 (0.5%) 21 (10.5%) 66 (33%) 100 (50%) 12 (6%) 3.51 (0.78) 4 The chance to be "somebody" in the community 6 (3%) 28 (14%) 83 (41.5%) 74 (37%) 9 (4.5%) 3.26 (0.86) 5 The way my boss handles his/her workers 28 (14%) 83 (41.5%) 46 (23%) 38 (19%) 5 (2.5%) 2.54 (1.03) 6 The competence of my supervisor in making decisions 38 (19%) 72 (36%) 44 (22%) 41 (20.5%) 5 (2.5%) 2.51 (1.09) 7 Being able to do things that don't go against my conscience 1 (0.5%) 14 (7%) 49 (24.5%) 124 (62%) 12 (6%) 3.66 (0.71) 8 The way my job provides for steady employment 4 (2%) 20 (10%) 56 (28%) 107 (53.5%) 13 (6.5%) 3.52 (0.83) 9 The chance to do things for other people 1 (0.5%) 1 (0.5%) 31 (15.5%) 142 (71%) 25 (12.5%) 3.95 (0.58) 10 The chance to tell people what to do 0 (0%) 2 (1%) 21 (10.5%) 158 (79%) 19 (9.5%) 3.97 (0.49) 11 The chance to do something that makes use of my abilities 1 (0.5%) 8 (4%) 46 (23%) 130 (65%) 15 (7.5%) 3.75 (0.67) 12 The way company policies are put into practice 5 (2.5%) 29 (14.5%) 79 (39.5%) 79 (39.5%) 8 (4%) 3.28 (0.85) 13 My pay and the amount of work I do 122 (61%) 54 (27%) 14 (7%) 8 (4%) 2 (1%) 1.57 (0.86) 14 The chances for advancement on this job 34 (17%) 81 (40.5%) 48 (24%) 34 (17%) 3 (1.5%) 2.46 (1.01) 15 The freedom to use my own judgment 10 (5%) 39 (19.5%) 86 (43%) 59 (29.5%) 6 (3%) 3.06 (0.90) 16 The chance to try my own methods of doing the job 12 (6%) 32 (16%) 79 (39.5%) 72 (36%) 5 (2.5%) 3.13 (0.92) 17 The working conditions 82 (41%) 74 (37%) 31 (15.5%) 11 (5.5%) 2 (1%) 1.89 (0.93) 18 The way my co-workers get along with each other 8 (4%) 42 (21%) 61 (30.5%) 84 (42%) 5 (2.5%) 3.18 (0.92) 19 The praise I get for doing a good job 39 (19.5%) 64 (32%) 60 (30%) 33 (16.5%) 4 (2%) 2.49 (1.04) 20 The feeling of accomplishment I get from the job 13 (6.5%) 44 (22%) 66 (33%) 72 (36%) 5 (2.5%) 3.06 (0.97) Overall Job Satisfaction Mean (SD) =61.10 (74.01) Scores range = 37–100 Table 4 Correlation between Teamwork and Job Satisfaction among PICU Nurses Teamwork and Its subscales Job Satisfaction Mutual Trust r = 0.485 p < 0.001 Team orientation r = 0.417 p < 0.001 Backup r = 0.402 p < 0.001 Shared mental model r = 0.426 p < 0.001 Team leadership r = 0.428 p < 0.001 Total r = 0.47 p < 0.001 Table 5 Linear Regression Analysis Predicting Teamwork and Job Satisfaction among PICU Teamwork Predictor B SE β t p Constant 85.825 12.547 - 6.840 < .001 Age -0.373 0.211 -0.121 -1.764 .079 Education -9.598 3.319 -0.192 -2.892 .004 Shift type 10.814 3.841 0.190 2.815 .005 Nursing profession Interest 4.830 1.770 0.240 2.729 .007 PICU Work Interest 2.178 1.623 0.116 1.341 .181 Job Satisfaction Predictor B SE β t p Constant 32.515 9.594 – 3.389 .001 Teamwork 0.190 0.035 0.365 5.465 < .001 PICU Work Interest 1.074 0.818 0.110 1.313 .191 Nursing profession Interest 1.722 0.901 0.164 1.911 .058 Employment status -0.700 0.602 -0.086 -1.162 .247 PICU Work experience 0.160 0.277 0.076 0.579 .564 Total nursing experience -0.623 0.410 -0.372 -1.520 .130 Education -1.296 1.666 -0.050 -0.778 .438 Age 0.207 0.330 0.129 0.630 .530 Additional Declarations No competing interests reported. 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Nurses, as pivotal members of the healthcare team, play a significant role in advancing organizational goals and improving patient health outcomes. In high-pressure clinical environments, particularly critical care units such as pediatric intensive care unit (PICU), synergy among healthcare team members is a determining factor in the quality, safety, and efficiency of care \u003csup\u003e\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e,\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e\u003c/sup\u003eTeamwork in nursing encompasses interactive processes among team members, mutual trust, effective communication, task coordination, distributive leadership, and group support. Studies indicate that nursing teams with high functional cohesion are more successful in minimizing clinical errors, enhancing patient satisfaction, and fostering positive work environments (\u003csup\u003e\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e,\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e\u003c/sup\u003e Furthermore, effective teams have been shown to reduce occupational burnout and increase organizational productivity (\u003csup\u003e\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e\u003c/sup\u003e.Teamwork plays a vital role in ensuring patient safety and is acknowledged as a cornerstone of a healthy nursing work environment \u003csup\u003e\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e,\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e\u003c/sup\u003e\u003c/p\u003e\u003cp\u003e PICUs, which are designed to provide enhanced care for children with unstable and life-threatening conditions, represent the most critical departments in hospitals. In these settings, rapid decision-making, simultaneous implementation of interventions, and immediate information exchange among healthcare team members are of vital importance. Any deficiency in coordination or communication may lead to irreversible consequences for patients \u003csup\u003e\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e\u003c/sup\u003e Thus, in PICUs - where high stress, occupational burnout, heavy workload \u003csup\u003e\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e\u003c/sup\u003e ,complex patient conditions, and recurrent emotional pressures exist - nursing teams require mechanisms that provide both technical and psychological support. Recent studies emphasize that well-coordinated nursing teams in PICUs not only demonstrate superior professional performance but also yield better clinical outcomes, including reduced length of hospital stay, improved patient safety indicators, and decreased medical errors \u003csup\u003e\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e\u003c/sup\u003e.\u003c/p\u003e\u003cp\u003eJob satisfaction reflects the degree to which individuals are content with their employment. It is commonly conceptualized as the alignment between employees' job expectations and actual workplace characteristics.\u003csup\u003e\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e,\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e\u003c/sup\u003e Nurse job satisfaction is a well-documented variable in healthcare workforce studies, extensively examined as both an outcome measure and predictor of organizational performance in nursing work environments. Job satisfaction differs across countries. For instance, Aiken et al. found that job dissatisfaction among nurses was highest in the United States (41%) and lowest in Germany (17%). In a cross-country study, nurses' job satisfaction was reported in descending order as follows: Germany, the United States, New Zealand, Canada, South Korea, the United Kingdom, China, and Japan \u003csup\u003e\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e\u003c/sup\u003e In Iran, Akbari et al. (2020) found that job satisfaction was at a moderate level among 58% of female nurses and 47% of male nurses\u003csup\u003e\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e\u003c/sup\u003e. Job satisfaction has emerged as a key indicator for retaining and sustaining human resources in healthcare systems. Nurses\u0026rsquo; job satisfaction is directly linked to outcomes such as professional retention, reduced turnover rates, psychological health, quality of care, and even patient treatment results \u003csup\u003e\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e\u003c/sup\u003e Nurses who experience feelings of worthiness, team support, and opportunities for professional growth demonstrate greater retention in the profession and more active engagement in patient care processes\u003csup\u003e\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e,\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e\u003c/sup\u003e.\u003c/p\u003e\u003cp\u003eIn Iran\u0026rsquo;s healthcare system, nurse shortages, difficult working conditions, inadequate pay, irregular work shifts, long hours, and occupational stress are among the major human resource management challenges \u003csup\u003e\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e,\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e\u003c/sup\u003e, In this context, implementing strategies to enhance teamwork skills, improve interpersonal communication, and boost job satisfaction can play a pivotal role in addressing these challenges. This study was conducted to examine teamwork, job satisfaction, and their relationship among nurses working in PICU.\u003c/p\u003e"},{"header":"Literature review","content":"\u003cp\u003eResearch on teamwork and job satisfaction in PICU is limited, but existing studies demonstrated a positive correlation between the quality of team interactions and nurses' job satisfaction. When nurses work in environments characterized by participation, trust, and effective collaboration, they report greater feelings of belonging, security, and job satisfaction \u003csup\u003e\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e\u003c/sup\u003e. The results of \u003csup\u003e\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e\u003c/sup\u003e study revealed that when accounting for unit type, role, work experience, and staffing levels, those who reported better teamwork had significantly higher job satisfaction. So, facilitating effective teamwork should be a priority for every nurse manager \u003csup\u003e\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e\u003c/sup\u003e. The study by Aky\u0026uuml;z et al. (2022) revealed a significant positive correlation between nurses\u0026rsquo; attitudes toward teamwork and their job satisfaction.\u003csup\u003e\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e\u003c/sup\u003e.The findings from a mixed-methods exploratory study by Goh et al.,2020 among nursing staff showed nurses who were dissatisfied with their jobs had significantly lower teamwork scores compared to satisfied nurses\u003csup\u003e\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e\u003c/sup\u003e. Trybou et al. (2015) examined the impact of nurse team on intention to leave and job satisfaction. Their results demonstrated that nursing staff experiencing higher-quality team-member exchange (TMX) reported greater job satisfaction, stronger affective organizational commitment, and lower intention to leave. The quality of relationships between nursing staff and their team members plays a pivotal role in nurse retention. \u003csup\u003e\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e\u003c/sup\u003e. The results of Kalisch et al. (2010) demonstrate that in acute care patient units nursing teams, higher levels of teamwork and perceived adequate staffing lead to greater job satisfaction with both current position and employment situation \u003csup\u003e\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e\u003c/sup\u003e. Organizational psychology research further suggests that positive team dynamics can mediate the relationship between occupational stress and job satisfaction. A significant inverse relationship was observed between occupational stress levels and job satisfaction, mediated by positive team climate. Specifically, reduced work-related stress coupled with improved team dynamics directly enhanced job satisfaction. These results confirm teamwork's dual mediating role in both stress reduction and satisfaction enhancement\u003csup\u003e\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e\u003c/sup\u003e. Ultimately, According to \u003csup\u003e\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e\u003c/sup\u003e, two key components\u0026mdash;effective teamwork and nurses\u0026rsquo; job satisfaction\u0026mdash;have been identified as critical factors in workforce retention and patient safety\u003csup\u003e\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e\u003c/sup\u003e.\u003c/p\u003e"},{"header":"Materials and methods","content":"\u003cdiv id=\"Sec4\" class=\"Section2\"\u003e\u003ch2\u003eStudy design and participants\u003c/h2\u003e\u003cp\u003eThis was a cross-sectional descriptive study. The ethics committee of Iran University of medical sciences approved the research and confirmed that all research was performed in accordance with relevant guidelines/regulations. The study population consisted of all nurses working in PICU at teaching hospitals in Tehran. The inclusion criteria were: 1) voluntary participation in the study, and 2) at least six months of work experience in PICU. A sample size of 200 was calculated to provide 95% confide\u003c/p\u003e\u003cp\u003ence with a 0.1-point margin of error (for the 1\u0026ndash;5 scoring scale), assuming a standard deviation of 0.7 for teamwork scores\u003csup\u003e\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e\u003c/sup\u003e.Accordingly, 200 nurses working in PICU were enrolled in the study using convenience sampling.\u003c/p\u003e\u003c/div\u003e\n\u003ch3\u003eMeasurements\u003c/h3\u003e\n\u003cp\u003eThe data collection tools included a demographic-occupational questionnaire, Nursing Teamwork Survey (NTS), and the Minnesota Satisfaction Questionnaire-Short Form (MSQ-SF). The demographic-occupational questionnaire asked questions about age, gender, education, marital status, employment status, overall work experience, work experience in PICU units, shift type, patient number per shift, monthly work hours, nursing profession interest and PICU work interest. NTS was specifically developed in 2010 by Kalisch et al for nurses working in inpatient units. It consists of 33 items and five subscales: Mutual trust (7 items: 4, 23, 24, 25, 31, 32, 33), Team orientation (9 items: 5, 11, 13, 15, 16, 17, 18, 22, 26), Backup (6 items: 3, 9, 19, 20, 28, 30), Shared mental model (7 items: 1, 7, 10, 12, 14, 21, 29) and Team leadership (4 items: 2, 6, 8, 27). Items were scored on a 5-point Likert scale: 5(Always), 4(75% of the time), 3(50% of the time), 2(25% of the time), 1(rarely). The total score ranges from 33 to 165. A higher score indicates better teamwork. The NTS exhibited acceptable psychometric properties \u003csup\u003e\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e\u003c/sup\u003e. The reliability and validity of the NTS were assessed through psychometric testing by Najafi Ghezeljeh et al in Iran.The translation-back translation method of the tool was conducted using a standardized protocol. Content validity of questionnaire was approved by an expert panel of faculty members of School of Nursing and Midwifery at Iran University of Medical Sciences. The instrument demonstrated excellent reliability, with a Cronbach\u0026rsquo;s alpha coefficient of 0.95\u003csup\u003e22\u003c/sup\u003e. In the present study, the Cronbach\u0026rsquo;s alpha of the scale was calculated at 0.90. The MSQ developed by Weiss et al. in 1967. It consists of both long and short forms. In this study, the short form was employed, comprising 20 items rated on a 5-point Likert scale: 1(Very dissatisfied), 2(Dissatisfied), 3(Neutral) 4(Satisfied)), 5(Very satisfied). The total score ranges from 20 to 100, with higher scores indicating greater job satisfaction. The internal consistency reliability coefficient (Cronbach's alpha) of the MSQ-SF was reported by Weiss et al. (1967) in various studies to range between 0.84 and 0.91\u003csup\u003e23\u003c/sup\u003e. In Iran, the psychometric properties of the instrument were evaluated by Hajibabaee et al. Reliability was reported as good, with a Cronbach\u0026rsquo;s alpha coefficient of 0.82 \u003csup\u003e24\u003c/sup\u003e. In the present study, the Cronbach\u0026rsquo;s alpha of the scale was calculated at 0.89.\u003c/p\u003e\n\u003ch3\u003eProcedure\u003c/h3\u003e\n\u003cp\u003e Following approval of the study by the university's ethics committee, the researcher visited all children's teaching hospitals (n\u0026thinsp;=\u0026thinsp;6) in Tehran equipped with a PICU. After explaining the study objectives to the nurses, those who met the inclusion criteria, were invited to participate. Written informed consent was obtained from all participants. The researcher distributed questionnaires across different shifts, requesting nurses to complete them at their convenience and return them to the unit secretary. Completed questionnaires were subsequently collected by the researcher during follow-up visits across various shifts. The average time required to complete each questionnaire was 5\u0026ndash;10 minutes. Data was collected from March 2023 to January 2024.\u003c/p\u003e\n\u003ch3\u003eEthical considerations\u003c/h3\u003e\n\u003cp\u003e This study was approved by the ethics committee of Iran University of Medical Sciences (Ethical code: IR.IUMS.REC.1401.744). All participating nurses were assured of data confidentiality. Accordingly, all questionnaires were completed anonymously, and all participants joined the study voluntarily while retaining the right to withdraw at any time. Every participant signed an informed consent form.\u003c/p\u003e\u003cdiv id=\"Sec8\" class=\"Section2\"\u003e\u003ch2\u003eData analysis\u003c/h2\u003e\u003cp\u003eThe data analysis was performed using SPSS software (version 26). Descriptive statistics, including frequency, mean, and standard deviation, were applied. Additionally, inferential statistical methods such as independent t-tests, Pearson\u0026rsquo;s correlation coefficient, analysis of variance (ANOVA). Linear regression was also used to eliminate the effects of confounding variables. The significance level was set at 0.05.\u003c/p\u003e\u003c/div\u003e"},{"header":"Results","content":"\u003cdiv id=\"Sec10\" class=\"Section2\"\u003e\u003ch2\u003eParticipant Characteristics\u003c/h2\u003e\u003cp\u003eThe majority of participants (86.5%) were female, most (49%) were under 30 years old, more than half (55%) were married, and 82% held a bachelor's degree in nursing. Most nurses (87%) worked rotating shifts. The majority of nurses (41%) had less than 5 years of total work experience, and similarly, 63.5% had fewer than 5 years of experience working in the PICU. Permanent employment was the most common (42%), and 52.5% reported caring for 3 patients per shift. Additionally, 54% worked fewer than 200 hours per month. Most nurses reported moderate interest in nursing (40%), as well as in working in the PICU (34.5%), (Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e).\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec11\" class=\"Section2\"\u003e\u003ch2\u003eNursing Teamwork and Job Satisfaction and the correlation between These Two Variables\u003c/h2\u003e\u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e shows that the mean teamwork score was 107.13 (SD\u0026thinsp;=\u0026thinsp;19.20). To compare the subscales of teamwork, scores were calculated based on 1 to 5. The results revealed that teamwork in the 'shared mental model' subscale had the highest mean score (3.49, SD\u0026thinsp;=\u0026thinsp;0.63), while the 'team orientation' subscale had the lowest mean score (2.93, SD\u0026thinsp;=\u0026thinsp;0.52). Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e shows that the mean job satisfaction score was 61.10 (SD\u0026thinsp;=\u0026thinsp;74.01). Item analysis revealed that the highest satisfaction was reported for Item 9: \" The chance to do things for other people\u0026rdquo; (M\u0026thinsp;=\u0026thinsp;3.95, SD\u0026thinsp;=\u0026thinsp;0.58).The lowest satisfaction was reported for Item 13:\u0026rdquo;My pay and the amount of work I do\u0026rdquo; (M\u0026thinsp;=\u0026thinsp;1.57, SD\u0026thinsp;=\u0026thinsp;0.86). Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e shows the statistically significant positive correlation between teamwork and job satisfaction. Specifically, as overall teamwork and each of its individual subscales improved, job satisfaction scores correspondingly increased (r\u0026thinsp;=\u0026thinsp;0.402 to 0.485, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001).\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec12\" class=\"Section2\"\u003e\u003ch2\u003eCorrelation of Characteristics of Participants with Nursing Teamwork and Job Satisfaction\u003c/h2\u003e\u003cp\u003eTeamwork showed statistically significant negative correlations with age (r = -0.146, p\u0026thinsp;=\u0026thinsp;0.039) and education (r=-0.256, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001) indicating that teamwork scores decreased with advancing age (younger nurses demonstrated better teamwork than old nurses), and higher educational attainment (BSN nurses demonstrated better teamwork than MSN nurses). Significant correlations were observed between teamwork and other work-related factors such as shift type, nursing profession interest and PICU work interest. Nurses working rotating shifts reported significantly higher teamwork scores than fixed-shift nurses (t\u0026thinsp;=\u0026thinsp;3.057, p\u0026thinsp;=\u0026thinsp;0.003). Teamwork showed statistically significant correlations with nursing profession interest (F\u0026thinsp;=\u0026thinsp;5.426, 0.001). Tukey's post hoc comparisons revealed that nurses with \"very high\" nursing interest showed superior teamwork compared to those with \"very low\" interest (p\u0026thinsp;\u0026le;\u0026thinsp;.001) and those with \"very high\" interest in nursing (vs. \"low\" interest) reported better teamwork (p\u0026thinsp;=\u0026thinsp;0.036. Teamwork showed statistically significant correlations with PICU work interest (F\u0026thinsp;=\u0026thinsp;3.541, 0.008). Tukey's post hoc comparisons revealed that nurses with 'very high' PICU work interest showed significantly better teamwork than those with 'very low' interest (p\u0026thinsp;=\u0026thinsp;0.073) and 'low' interest (p\u0026thinsp;=\u0026thinsp;0.038). Job satisfaction showed a statistically significant negative correlation with age (r= -0.227, p\u0026thinsp;=\u0026thinsp;0.001), education (r= -0.18, p\u0026thinsp;=\u0026thinsp;0.007), total work experience (r= -0.21, p\u0026thinsp;=\u0026thinsp;0.003) and PICU work experience (r\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;.158, p\u0026thinsp;=\u0026thinsp;0.025), indicating that as age and education increases, job satisfaction decreases, and that as work experience increased, job satisfaction decreased. Job satisfaction was also significantly associated with employment status (F\u0026thinsp;=\u0026thinsp;6.179, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Tukey's post hoc comparisons revealed that job satisfaction was higher among mandatory nurses compared to those with contractual (p\u0026thinsp;=\u0026thinsp;0.001), temporary (p\u0026thinsp;=\u0026thinsp;0.048), and permanent positions (p\u0026thinsp;=\u0026thinsp;0.001), (Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e).\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec13\" class=\"Section2\"\u003e\u003ch2\u003ePredictive Variables of Teamwork and Job Satisfaction\u003c/h2\u003e\u003cp\u003eAs seen in Table\u0026nbsp;5, a multiple linear regression model was employed to identify predictors of teamwork, incorporating the following independent variables: age, education, shift type, nursing profession interest and PICU work interest. Results showed each unit increase in educational attainment (from BSN to MSN) predicted a significant 9.598-point decrease in teamwork scores (B =-9.598, .p\u0026thinsp;=\u0026thinsp;0.004). Also, nurses working rotating shifts demonstrated 10.814-point higher teamwork scores than fixed-shift counterparts (B\u0026thinsp;=\u0026thinsp;10.814, p\u0026thinsp;=\u0026thinsp;0.004) and each unit increase in nursing profession interest corresponded to a 4.830-point increase in teamwork (B\u0026thinsp;=\u0026thinsp;4.830, p\u0026thinsp;=\u0026thinsp;0.007). To identify predictors of job satisfaction, a multiple linear regression model was designed that included the following independent variables: teamwork, PICU work interest, nursing profession interest, employment status, PICU work experience, total nursing experience, education and age. The dependent variable was job satisfaction. Result showed teamwork emerged as the only statistically significant predictor of job satisfaction (B\u0026thinsp;=\u0026thinsp;0.190, p\u0026thinsp;\u0026lt;\u0026thinsp;.001). Every 1-unit increase in teamwork scores, job satisfaction increased by 0.190 points, holding other variables constant.\u003c/p\u003e\u003c/div\u003e"},{"header":"Discussion","content":"\u003cp\u003eIn PICU, teamwork is critically important. Clinical healthcare teams provide services to highly vulnerable patients, where even minor errors in care delivery can lead to significant consequences \u003csup\u003e\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e,\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e\u003c/sup\u003e. This study aimed to assess teamwork and job satisfaction among nurses working in pediatric intensive care units. The results indicated that the overall teamwork score among PICU nurses was at a moderate-to-high level, though lower than comparable studies \u003csup\u003e\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e,\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e,\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e\u003c/sup\u003e. Cultural factors, teamwork training, and environmental influences may contribute to this discrepancy. Notably, Iran lacks structured programs for teamwork training and implementation. The mean subscales scores for teamwork, in descending order, were: Shared Mental Model (highest score), Team Leadership, Backup, Mutual Trust and Team Orientation (lowest score). These findings align with previous studies \u003csup\u003e\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e,\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e,\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e,\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e\u003c/sup\u003e, which similarly reported Shared Mental Model as the highest-scoring dimension and Team Orientation as the lowest.\u003csup\u003e\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e\u003c/sup\u003e also identified Shared Mental Model as the highest-scoring dimension, consistent with our results. This pattern suggests that while nurses share a common understanding of processes and responsibilities, team cohesion and synergistic collaboration require further development. Complementing this, Najafi Ghezeljeh et al. (2021) found that specific teamwork dimensions particularly Backup and Team Leadership need strengthening in Iranian nursing environments \u003csup\u003e\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e\u003c/sup\u003e. Regarding job satisfaction, our results mirror other Iranian studies\u003csup\u003e\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e,\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e,\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e\u003c/sup\u003e, indicating moderate overall satisfaction among nurses. The lowest satisfaction was observed in the \u0026ldquo;My pay and the amount of work I do\u0026rdquo;, highlighting a significant disparity between responsibilities and remuneration. This gap represents a critical threat to nurses\u0026rsquo; psychological well-being and retention\u003csup\u003e\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e,\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e\u003c/sup\u003e. Conversely, the highest satisfaction was reported in \u0026ldquo;The chance to do things for other people\u0026rdquo;, underscoring the enduring role of intrinsic and humanitarian motivations in sustaining nursing practice\u003csup\u003e\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e,\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e\u003c/sup\u003e. Interventions such as spiritual intelligence training may further enhance intrinsic motivation, organizational commitment, and job satisfaction\u003csup\u003e\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e\u003c/sup\u003e.\u003c/p\u003e\u003cp\u003eCorrelation analysis revealed a statistically significant positive relationship between teamwork and job satisfaction. This association was observed across all teamwork subscales, with the strongest correlation found in the Mutual Trust subscale. As teamwork improved both overall and in each subscales, job satisfaction increased accordingly, underscoring the strong role of teamwork in enhancing job satisfaction. These findings align with previous research \u003csup\u003e\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e,\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e\u003c/sup\u003e and are theoretically supported by: The Job Characteristics Model (Hackman \u0026amp; Oldham, 1976), where social enrichment through teamwork fulfills psychological needs and Workplace Social Exchange Theory (Chiaburu \u0026amp; Harrison, 2008), wherein trust-based interactions enhance psychological safety and motivation \u003csup\u003e\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e,\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e\u003c/sup\u003e. Linear regression analysis revealed that teamwork was the only significant predictor of job satisfaction. This indicates that effective teamwork fosters job satisfaction by: creating a healthier work environment\u003csup\u003e\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e\u003c/sup\u003e, promoting mutual support among colleagues, building trust within the team, and establishing appropriate leadership\u003csup\u003e\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e\u003c/sup\u003e.Collectively, these factors enhance employees' sense of worth, purpose, and efficacy, ultimately leading to greater job satisfaction. From a management perspective, these results highlight teamwork development as a strategic intervention to: Improve job satisfaction, reduce nursing turnover \u003csup\u003e\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e,\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e,\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e\u003c/sup\u003e, and address global nursing shortages \u003csup\u003e\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e,\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e\u003c/sup\u003e. Recent studies conducted during the COVID-19 pandemic further underscore the critical importance of teamwork and its significant impact on job satisfaction \u003csup\u003e\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e,\u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e,\u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e\u003c/sup\u003e. Nursing leaders and administrators can leverage these findings to address one of healthcare's global challenges: nursing staff shortages and declining quality of patient care \u003csup\u003e\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e,\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e,\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e\u003c/sup\u003e. In this context, research confirms that positive team interactions constitute a fundamental prerequisite for job satisfaction in high-stress clinical environments. A cohesive team climate fosters emotional support, buffers against work-related stress, and cultivates a sense of belonging, consequently playing a pivotal role in enhancing job satisfaction and mitigating burnout \u003csup\u003e\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e,\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e\u003c/sup\u003e Also, in high-stress environments like PICUs, collaboration and coordination among team members can lead to reduced work-related stress and increased feelings of worth, which enhances job satisfaction\u003csup\u003e\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e\u003c/sup\u003e. Cohesive teams can better distribute workload, reduce psychological stress among colleagues, and prevent costly errors\u003csup\u003e\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e,\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e\u003c/sup\u003e Organizational support for teamwork emerges as a key retention strategy, with structured interventions reducing burnout \u003csup\u003e\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e\u003c/sup\u003e.\u003c/p\u003e\u003cp\u003eThe results of the multivariate linear regression analysis revealed that variables such as work shift type, education, and nursing profession interest were significant positive predictors of teamwork. Nurses working rotating shifts demonstrated better teamwork, likely due to increased opportunities for interaction with colleagues across different shifts. In rotating shifts, team dependency and information exchange are enhanced, leading to greater team cohesion. This finding aligns with \u003csup\u003e\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e\u003c/sup\u003e, who emphasized the importance of shift dynamics in strengthening nurses' interpersonal and teamwork skills. Nurses with a strong interest in their profession exhibited higher levels of teamwork and reported greater job satisfaction. This result is consistent with motivational theories such as Herzberg's Two-Factor Theory, where intrinsic motivation (e.g., passion for the job) directly influences job performance and satisfaction \u003csup\u003e\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e\u003c/sup\u003e.Conversely, nurses with higher education levels reported lower teamwork engagement. This may stem from increased expectations, reduced flexibility, or role divergence into managerial responsibilities among more highly educated nurses\u003csup\u003e\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e\u003c/sup\u003e. Similarly found that senior nurses sometimes feel less involved in teamwork due to dissatisfaction with organizational structures or misalignment between their education level and job authority. However, some studies contradict the present findings, indicating that nurses with higher education levels placed greater importance on teamwork and achieved higher teamwork scores\u003csup\u003e\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e,\u003cspan citationid=\"CR37\" class=\"CitationRef\"\u003e37\u003c/span\u003e\u003c/sup\u003e.\u003c/p\u003e\u003cp\u003eThe correlation analysis further revealed that nursing profession interest and PICU work interest were positively correlated with teamwork and job satisfaction. Given the critical nature of PICU, this environment demands high levels of commitment and passion. Consequently, nurses who make an informed and motivated choice to work in this setting demonstrate more active and positive team engagement and report higher job satisfaction. These findings align with previous studies \u003csup\u003e\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e,\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e,\u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e38\u003c/span\u003e\u003c/sup\u003e, which also observed greater job satisfaction among pediatric nurses who had willingly chosen their profession. The results indicated that teamwork and job satisfaction declined with age. Younger nurses tended to score higher in teamwork, likely due to their greater flexibility and willingness to collaborate. In contrast, older nurses exhibited lower team cohesion, possibly due to burnout, unmet expectations, or diminished motivation. Research by \u003csup\u003e\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e,\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e\u003c/sup\u003e suggests that generational diversity within teams can have both strengthening and weakening effects on performance. While different age groups bring diverse perspectives, knowledge, and skills potentially fostering creativity, innovation, and trust they may also differ in work values, communication styles, and attitudes, leading to misunderstandings, conflicts, and reduced team effectiveness\u003csup\u003e\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e,\u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e39\u003c/span\u003e\u003c/sup\u003e. Interestingly, job satisfaction was higher among nurses with less experience in the PICU and in the nursing profession overall. This may reflect the energy, optimism, and enthusiasm typical of early-career professionals, which often diminish over time due to accumulated workplace challenges\u003csup\u003e\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e\u003c/sup\u003e. Employment status also influenced job satisfaction. Managers, likely due to nursing staff shortages and retention concerns, may provide stronger support to these nurses, which could positively impact their job satisfaction.\u003c/p\u003e\u003cdiv id=\"Sec15\" class=\"Section2\"\u003e\u003ch2\u003eLimitations\u003c/h2\u003e\u003cp\u003eEvery study has inherent limitations. This research was constrained by: a small sample size, conducting the study exclusively in teaching hospitals rather than private institutions, Failure to account for other variables that may influence teamwork and job satisfaction.\u003c/p\u003e\u003c/div\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThe findings highlight the critical role of effective teamwork in enhancing job satisfaction among PICU nurses. The results also underscore how certain demographic and occupational variables shape team dynamics and professional fulfillment. To optimize teamwork and job satisfaction, Targeted training programs for teamwork, emphasizing the use of transformational leadership style, supporting and encouraging experienced and highly educated nurses, paying attention to shift structure, and continuing support for young nurses in PICU are recommended. Healthcare systems should invest not only in nurses' clinical competencies but also in team development and collaborative dynamics.\u003c/p\u003e"},{"header":"Declarations","content":"\u003ch2\u003eAuthor Contribution\u003c/h2\u003e\u003cp\u003e\"S.F and R.N substantially contributed to conception or design .S.F. and A.M. wrote the main manuscript text. S.F and F.M contributed to acquisition, analysis, or interpretation of data. S.F and F.M prepared table 1-3. All authors reviewed the manuscript.\"\u003c/p\u003e\u003ch2\u003eData Availability\u003c/h2\u003e\u003cp\u003eThe datasets generated and/or analyzed during the current study are available from the corresponding author on reasonable request.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eDietz, A. S. et al. A systematic review of teamwork in the intensive care unit: what do we know about teamwork, team tasks, and improvement strategies? \u003cem\u003eJ. Crit. 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The levels of job satisfaction and description of pediatric nurses. \u003cem\u003eG\u0026uuml;m\u0026uuml;şhane \u0026Uuml;niversitesi Sağlık Bilimleri Dergisi\u003c/em\u003e. \u003cb\u003e4\u003c/b\u003e, 70\u0026ndash;76 (2015).\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eDouglas, M., Howell, T., Nelson, E., Pilkington, L. \u0026amp; Salinas, I. Improve the function of multigenerational teams. \u003cem\u003eNurs. Manag.\u003c/em\u003e \u003cb\u003e46\u003c/b\u003e, 11\u0026ndash;13 (2015).\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"},{"header":"Tables","content":"\u003ctable id=\"Tab1\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eDemographic - Occupational Characteristics of Participants (N\u0026thinsp;=\u0026thinsp;200) and the correlation with Team Work and Job Satisfaction\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eVariables\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eN (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth colspan=\"3\" align=\"left\"\u003e\n \u003cp\u003eTeam Work\u003c/p\u003e\n \u003c/th\u003e\n \u003cth colspan=\"3\" align=\"left\"\u003e\n \u003cp\u003eJob Satisfaction\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eMean (SD)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eF, t, r\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eP\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eMean(SD)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eF, t, r\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eP\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth colspan=\"8\" align=\"left\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e98 (49%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e110.67(18.43)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"left\"\u003e\n \u003cp\u003e*r = -0.146\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.039\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e63.22(1167)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"left\"\u003e\n \u003cp\u003e*r = -0.227\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.001\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e30\u0026ndash;39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e76(38%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e104.27(19.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e61.22(7.81)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026ge;\u0026thinsp;40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e26(13%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e102.15(20.54)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e57.65(7.63)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"7\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eGender\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e173(86.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e107.06(19.92)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e**t\u0026thinsp;=\u0026thinsp;0.143\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e0.887\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e61.64(93.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e**t\u0026thinsp;=\u0026thinsp;0.351\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e0.726\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e27(13.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e107.62(14.02)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e62.37\u003cstrong\u003e(\u003c/strong\u003e65.10)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eMarital Status\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e110(55)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e106.33(20.45)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e**t\u0026thinsp;=\u0026thinsp;0.655\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e0.513\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e62.35(11.10)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e**t = 0.96\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e0.338\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e90(45)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e108.12(17.61)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e60.98(87.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eEducation\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eBachelor\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e164(82)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e109.43(18.38)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e*r\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;.256\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026lt;\u0026thinsp;0.001\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e62.62(10.28)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e*r\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;.189\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.007\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMaster\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e36(18)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e96.66(19.64)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e57.72(7.48)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eShift Type\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eFixed\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e26\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e96.61(16.39)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e**t\u0026thinsp;=\u0026thinsp;3.057\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.003\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e61.03(7.63)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e**t\u0026thinsp;=\u0026thinsp;0.382\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e0.703\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eRotating\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e174\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e108.71(19.13)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e61.84(10.32)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eTotal Work Experience (years)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e82\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e110.05(18.98)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" align=\"left\"\u003e\n \u003cp\u003e*r=-0.078\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" align=\"left\"\u003e\n \u003cp\u003e0.272\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e64.57(10.97)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" align=\"left\"\u003e\n \u003cp\u003e*r = -0.21\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.003\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5\u0026ndash;9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e51\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e107.17(19.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e59.98(9.05)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e10\u0026ndash;14\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e42\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e99.81(17.66)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e59.90(6.56)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026ge;\u0026thinsp;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e109.8(19.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e59.12(7.41)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003ePICU Work experience (year)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e127\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e107.84(19.09)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" align=\"left\"\u003e\n \u003cp\u003e*r=-0.039\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" align=\"left\"\u003e\n \u003cp\u003e0.580\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e63.17(10.94)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" align=\"left\"\u003e\n \u003cp\u003e*r = -0.158\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.025\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5\u0026ndash;9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e41\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e109.19(18.86)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e59.51(8.11)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e10\u0026ndash;14\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e96.25(17.95)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e58.60(7.39)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026ge;\u0026thinsp;15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e110.75(19.86)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e59.41(7.93)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eEmployment Status\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePermanent\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e84\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e106.63(19.82)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" align=\"left\"\u003e\n \u003cp\u003e***F\u0026thinsp;=\u0026thinsp;2.506\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" align=\"left\"\u003e\n \u003cp\u003e0.060\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e60.40(8.37)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" align=\"left\"\u003e\n \u003cp\u003e***F\u0026thinsp;=\u0026thinsp;6.179\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"4\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026lt;\u0026thinsp;0.001\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eTemporary\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e42\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e104.71(14.05)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e61.26(9.84)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eContractual\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e101.52(18.99)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e57.60(8.65)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMandatory\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e49\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e112.94(21.06)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e66.55(11.73)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"6\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003ePatient Number per Shift\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"2\" align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e114.04(15.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"left\"\u003e\n \u003cp\u003e***F\u0026thinsp;=\u0026thinsp;0.973\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"left\"\u003e\n \u003cp\u003e0.380\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e66.18(11.36)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"left\"\u003e\n \u003cp\u003e***F\u0026thinsp;=\u0026thinsp;1.426\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"left\"\u003e\n \u003cp\u003e0.243\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e85\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e107.77(18.68)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e62.08(10.23)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e104\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e105.9(18.25)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e61.00(9.64)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eMonthly Work Hours\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;200\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e108\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e105.79(18.61)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e*r\u0026thinsp;=\u0026thinsp;0.018\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e0.800\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e62.16(10.12)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e*r\u0026thinsp;=\u0026thinsp;0.018\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e0.800\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026ge;\u0026thinsp;200\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e92\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e108.71(19.86)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e61.42(9.87)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eNursing Profession Interest\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eVery High\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e24\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e115.96(20.16)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" align=\"left\"\u003e\n \u003cp\u003e***F\u0026thinsp;=\u0026thinsp;5.426\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026lt;\u0026thinsp;0.001\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e66.94(9.82)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" align=\"left\"\u003e\n \u003cp\u003e***F\u0026thinsp;=\u0026thinsp;6.135\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026lt;\u0026thinsp;0.001\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e70\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e110.50(19.59)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e63.15(9.87)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e80\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e105.33(17.43)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e59.14(8.97)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e86.63(17.52)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e59.52(8.88)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eVery Low\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e99.44(15.47)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e59.00(16.03)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003ePICU Work Interest\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eVery High\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e32\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e117.66(18.38)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" align=\"left\"\u003e\n \u003cp\u003e***F\u0026thinsp;=\u0026thinsp;3.541\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.008\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e66.94(9.82)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" align=\"left\"\u003e\n \u003cp\u003e***F\u0026thinsp;=\u0026thinsp;4.386\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"5\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.002\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e65\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e107.10(19.52)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e63.15(9.87)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eModerate\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e69\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e104.64(18.82)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e59.14(8.97)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e27\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e103.70(18.86)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e59.52(8.88)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eVery Low\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e97.29(6.26)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e59.00(16.03)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003ctfoot\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"8\"\u003e*Pearson\u0026rsquo;s correlation coefficient **Independent t-test ***One-way ANOVA\u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tfoot\u003e\n\u003c/table\u003e\n\u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab1\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable\u0026nbsp;2\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eMean and Standard Deviation of Teamwork (Total and subscales) among PICU Nurses\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eTeamwork subscales\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eMin\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eMax\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eMean (SD)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth colspan=\"3\" align=\"left\"\u003e\n \u003cp\u003e(1\u0026ndash;5 Scale)\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eMin\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eMax\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eMean (SD)\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMutual Trust\u003c/p\u003e\n \u003cp\u003e(7\u0026ndash;35)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e22.28(4.85)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e1.28\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.18(0.69)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eTeam orientation\u003c/p\u003e\n \u003cp\u003e(9\u0026ndash;45)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e45\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e26.38 (4.75)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e1.44\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e2.93(0.52)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eBackup\u003c/p\u003e\n \u003cp\u003e(6\u0026ndash;30)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e30\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e20.22(4.02)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e1.8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.37(0.67)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eShared Mental Model\u003c/p\u003e\n \u003cp\u003e(7\u0026ndash;35)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e24.44(4.44)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e1.57\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.49(0.63)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eTeam Leadership\u003c/p\u003e\n \u003cp\u003e(4\u0026ndash;20)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e13.78(3.07)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e1.25\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.44(0.76)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eTotal\u003c/p\u003e\n \u003cp\u003e(33\u0026ndash;165)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e49\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e165\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e107.13(19.20)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e1.48\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.24(0.58)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab2\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable\u0026nbsp;3\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003e\u003cstrong\u003eFrequency Distribution, Mean and Standard Deviation of Job Satisfaction\u003c/strong\u003e\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eNo.\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eItems\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eVery Dissatisfied\u0026nbsp;(1)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eDissatisfied\u0026nbsp;(2)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eNeutral\u0026nbsp;(3)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eSatisfied\u0026nbsp;(4)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eVery Satisfied\u0026nbsp;(5)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eMean (SD)\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eBeing able to keep busy all the time\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e4 (2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e40 (20%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e69 (34.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e72 (36%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e15 (7.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.27 (0.93)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe chance to work alone on the job\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0 (0%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e16 (8%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e47 (23.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e122 (61%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e15 (7.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.68 (0.72)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe chance to do different things from time to time\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1 (0.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e21 (10.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e66 (33%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e100 (50%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e12 (6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.51 (0.78)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe chance to be \u0026quot;somebody\u0026quot; in the community\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e6 (3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e28 (14%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e83 (41.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e74 (37%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e9 (4.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.26 (0.86)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe way my boss handles his/her workers\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e28 (14%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e83 (41.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e46 (23%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e38 (19%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5 (2.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2.54 (1.03)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe competence of my supervisor in making decisions\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e38 (19%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e72 (36%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e44 (22%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e41 (20.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5 (2.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2.51 (1.09)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eBeing able to do things that don\u0026apos;t go against my conscience\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1 (0.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e14 (7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e49 (24.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e124 (62%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e12 (6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.66 (0.71)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe way my job provides for steady employment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e4 (2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e20 (10%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e56 (28%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e107 (53.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e13 (6.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.52 (0.83)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e9\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe chance to do things for other people\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1 (0.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1 (0.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e31 (15.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e142 (71%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e25 (12.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.95 (0.58)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e10\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe chance to tell people what to do\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0 (0%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2 (1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e21 (10.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e158 (79%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e19 (9.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.97 (0.49)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e11\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe chance to do something that makes use of my abilities\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1 (0.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e8 (4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e46 (23%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e130 (65%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e15 (7.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.75 (0.67)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e12\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe way company policies are put into practice\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5 (2.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e29 (14.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e79 (39.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e79 (39.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e8 (4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.28 (0.85)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMy pay and the amount of work I do\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e122 (61%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e54 (27%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e14 (7%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e8 (4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2 (1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.57 (0.86)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e14\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe chances for advancement on this job\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e34 (17%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e81 (40.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e48 (24%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e34 (17%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3 (1.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2.46 (1.01)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e15\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe freedom to use my own judgment\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e10 (5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e39 (19.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e86 (43%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e59 (29.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e6 (3%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.06 (0.90)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe chance to try my own methods of doing the job\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e12 (6%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e32 (16%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e79 (39.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e72 (36%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5 (2.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.13 (0.92)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe working conditions\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e82 (41%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e74 (37%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e31 (15.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e11 (5.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2 (1%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.89 (0.93)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe way my co-workers get along with each other\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e8 (4%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e42 (21%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e61 (30.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e84 (42%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5 (2.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.18 (0.92)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e19\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe praise I get for doing a good job\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e39 (19.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e64 (32%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e60 (30%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e33 (16.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e4 (2%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2.49 (1.04)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e20\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThe feeling of accomplishment I get from the job\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e13 (6.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e44 (22%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e66 (33%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e72 (36%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5 (2.5%)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.06 (0.97)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"2\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eOverall Job Satisfaction\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd colspan=\"6\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eMean (SD)\u0026nbsp;=61.10 (74.01) Scores range\u0026nbsp;= 37\u0026ndash;100\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab3\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable\u0026nbsp;4\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eCorrelation between Teamwork and Job Satisfaction among PICU Nurses\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eTeamwork and Its subscales\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eJob Satisfaction\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMutual Trust\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003er\u0026nbsp;= 0.485\u003c/p\u003e\n \u003cp\u003ep\u0026nbsp;\u0026lt; 0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eTeam orientation\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003er\u0026nbsp;= 0.417\u003c/p\u003e\n \u003cp\u003ep\u0026nbsp;\u0026lt; 0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eBackup\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003er\u0026nbsp;= 0.402\u003c/p\u003e\n \u003cp\u003ep\u0026thinsp;\u0026lt;\u0026thinsp;0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eShared mental model\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003er\u0026thinsp;=\u0026thinsp;0.426\u003c/p\u003e\n \u003cp\u003ep\u0026nbsp;\u0026lt; 0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eTeam leadership\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003er\u0026nbsp;= 0.428\u003c/p\u003e\n \u003cp\u003ep\u0026nbsp;\u0026lt; 0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eTotal\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003er\u0026nbsp;= 0.47\u003c/p\u003e\n \u003cp\u003ep\u0026nbsp;\u0026lt; 0.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab4\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable\u0026nbsp;5\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eLinear Regression Analysis Predicting Teamwork and Job Satisfaction among PICU\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth colspan=\"6\" align=\"left\"\u003e\n \u003cp\u003eTeamwork\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003ePredictor\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eB\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eSE\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003e\u0026beta;\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003et\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003ep\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eConstant\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e85.825\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e12.547\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e6.840\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.373\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.211\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.121\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-1.764\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e.079\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eEducation\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-9.598\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.319\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.192\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-2.892\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e.004\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eShift type\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e10.814\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.841\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.190\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2.815\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e.005\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNursing profession Interest\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e4.830\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.770\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.240\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2.729\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e.007\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePICU Work Interest\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e2.178\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.623\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.116\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.341\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e.181\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"6\" align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eJob Satisfaction\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003ePredictor\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eB\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eSE\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026beta;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003et\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003ep\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eConstant\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e32.515\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e9.594\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026ndash;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e3.389\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e.001\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eTeamwork\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.190\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.035\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.365\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5.465\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u0026lt;\u0026thinsp;.001\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePICU Work Interest\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.074\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.818\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.110\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.313\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e.191\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNursing profession Interest\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.722\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.901\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.164\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.911\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e.058\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eEmployment status\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.700\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.602\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.086\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-1.162\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e.247\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePICU Work experience\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.160\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.277\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.076\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.579\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e.564\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eTotal nursing experience\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.623\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.410\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.372\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-1.520\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e.130\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eEducation\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-1.296\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.666\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.050\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e-0.778\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e.438\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eAge\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.207\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.330\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.129\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.630\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e.530\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cdiv id=\"Sec17\" class=\"Section2\"\u003e\u0026nbsp;\u003c/div\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":true,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"scientific-reports","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"scirep","sideBox":"Learn more about [Scientific Reports](http://www.nature.com/srep/)","snPcode":"","submissionUrl":"","title":"Scientific Reports","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Scientific Reports","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"Teamwork, Job satisfaction, Pediatric intensive care unit (PICU), Nurse","lastPublishedDoi":"10.21203/rs.3.rs-6841726/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6841726/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eTeamwork in pediatric intensive care unit (PICU) is critically important due to the high-stakes environment, the need for rapid decision-making, simultaneous delivery of multiple care interventions, and real-time communication among healthcare team. Job satisfaction is a multifaceted construct influenced by various factors, and emerging evidence highlights a link between teamwork and job satisfaction. This study aimed to examine teamwork, job satisfaction, and their relationship among nurses working in PICU. A descriptive cross-sectional design was employed. The sample included 200 nurses from PICUs, selected via convenience sampling. Inclusion criteria comprised voluntary participation and a minimum of 6 months of PICU experience. Data were collected using a demographic - occupational characteristics questionnaire, the Nursing Teamwork Scale (NTS), and the Minnesota Job Satisfaction Questionnaire (MSQ-short form). Analyses were conducted in SPSS-26 using independent t-tests, ANOVA, Pearson\u0026rsquo;s correlation, and multiple linear regression. Results revealed a mean teamwork score of 107.13 (SD\u0026thinsp;=\u0026thinsp;19.20) and a job satisfaction score of 61.10 (SD\u0026thinsp;=\u0026thinsp;74.01). The highest teamwork score was observed for the \"shared mental model\", while the lowest was for \"team orientation.\" A significant positive correlation was found between overall teamwork (and all its subscales) and job satisfaction (r\u0026thinsp;=\u0026thinsp;0.402\u0026ndash;0.485, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Teamwork correlated negatively with age (r\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;0.146, p\u0026thinsp;=\u0026thinsp;0.039), education (r\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;0.256, p\u0026thinsp;\u0026lt;\u0026thinsp;0.00\u0026thinsp;=\u0026thinsp;0.001), and PICU work interest (F\u0026thinsp;=\u0026thinsp;3.541, p\u0026thinsp;=\u0026thinsp;0.008). Job satisfaction showed negative correlations with age (r\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;0.227, p\u0026thinsp;=\u0026thinsp;0.001), education (r\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;0.189, p\u0026thinsp;=\u0026thinsp;0.007), total work experience (r\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;0.21, p\u0026thinsp;=\u0026thinsp;0.003), and PICU experience (r\u0026thinsp;=\u0026thinsp;\u0026minus;\u0026thinsp;0.158, p\u0026thinsp;=\u0026thinsp;0.025), and varied significantly by employment status. Linear regression identified shift type, education, and nursing profession interest as significant predictors of teamwork. After controlling for all independent variables, only teamwork emerged as a significant predictor of job satisfaction. This study underscores the pivotal role of teamwork in enhancing job satisfaction among PICU nurses. Interventions such as teamwork training, improved human resource management, and supportive work environments may boost productivity, job satisfaction, and quality of care in PICUs. Healthcare policymakers should prioritize teamwork development as a strategic tool to improve clinical and occupational outcomes.\u003c/p\u003e","manuscriptTitle":"Teamwork and Job Satisfaction among Nurses in Pediatric Intensive Care unit","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-07-25 18:11:15","doi":"10.21203/rs.3.rs-6841726/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2025-08-08T15:15:41+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-08-08T11:07:06+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-07-29T20:52:53+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"290915312693852058613592958194300557014","date":"2025-07-23T09:11:24+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"199616465271592442139618498172332987951","date":"2025-07-23T07:38:22+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-07-23T07:28:25+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-07-23T07:22:31+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2025-06-17T07:37:33+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-06-16T08:38:47+00:00","index":"","fulltext":""},{"type":"submitted","content":"Scientific Reports","date":"2025-06-07T08:47:41+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"scientific-reports","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"scirep","sideBox":"Learn more about [Scientific Reports](http://www.nature.com/srep/)","snPcode":"","submissionUrl":"","title":"Scientific Reports","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Scientific Reports","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"d8f2fde2-4ccb-4189-a23e-eb8804cebb64","owner":[],"postedDate":"July 25th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"published-in-journal","subjectAreas":[{"id":51987126,"name":"Health sciences/Medical research/Paediatric research"},{"id":51987127,"name":"Health sciences/Health care/Paediatrics/Paediatric research"}],"tags":[],"updatedAt":"2025-10-27T16:24:54+00:00","versionOfRecord":{"articleIdentity":"rs-6841726","link":"https://doi.org/10.1038/s41598-025-20424-9","journal":{"identity":"scientific-reports","isVorOnly":false,"title":"Scientific Reports"},"publishedOn":"2025-10-21 16:16:05","publishedOnDateReadable":"October 21st, 2025"},"versionCreatedAt":"2025-07-25 18:11:15","video":"","vorDoi":"10.1038/s41598-025-20424-9","vorDoiUrl":"https://doi.org/10.1038/s41598-025-20424-9","workflowStages":[]},"version":"v1","identity":"rs-6841726","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6841726","identity":"rs-6841726","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}