Methods. A descriptive, cross-sectional, correlative design was applied in this study.

Results. The research results revealed that the score of general job satisfaction was 148.78±15.4, which allows stating that the majority of the nurses were satisfied with their job. It was also determined that nurses’ job satisfaction was conditioned by the nature of work (18.64±3.1), supervision style (18.36±2.7) and relations with co-workers (17.42±3.7). The lowest nurses’ job satisfaction was caused by their remuneration (7.89±2.8). The respondents claimed that clan organisational culture (3.92±0.7) was prevalent in nursing and supportive treatment units followed by adhocracy type organisational culture (3.79±0.8); hierarchy (3.55±0.7) and market (3.64±0.7) were claimed to be the rarest types of organisational culture. Correlations were found between clan type organisational culture and job satisfaction items. In the case of predominant market type organisational culture, a statistically significant increase in job satisfaction items, except for satisfaction with operating conditions, was observed.

Conclusions. The majority of the nurses were satisfied with their job, especially with the nature of work and supervision style. The study did not reveal one predominant organisational culture type; however, statistically significantly more often the respondents claimed that clan culture was prevalent in comparison with hierarchy type culture. A correlation between clan organisational culture and satisfaction with relations with co-workers was determined.

Methods. An anonymous survey was performed during May 1−31, 2012. General practice and community care nurses from 4 primary health care centers of Kaunas city participated in the survey (N=230, response rate 82.1%). All the respondents were women. A 56-item Extended Nursing Stress Scale was used. The Committee on Bioethics at the Lithuanian University of Health Sciences provided permission to perform this survey.

Results. The most frequent stressful situations for nurses were related to patient’s death and dying, as well as to situations of patient care and communication with their relatives. Discrimination was the rarest stressful factor among the nurses. The nurses were enthusiastic at work and 83% of them had no intent to leave.

Conclusions. Death and dying are the most stressful factors for nurses at work in primary care centers. The other source of stress is irrelevant professional preparation of nurses, shortage of necessary knowledge and uncertainty in meeting patients’ needs. The nurses expressed satisfaction with their job and felt their work was pleasant for them. Intent to leave the job had a weak positive relationship with nurses’ stress at work and correlated with their job satisfaction.