Aim: The aim of the study was to analyse the high level of absenteeism in nursing staff. Unlike previous studies, this study focused on work satisfaction and motivation. Specifically combining satisfaction with the absenteeism per person was a new approach. Methods: To assess work satisfaction, a standardised questionnaire with 73 items in four areas was drawn up and checked in a pretest (n = 150). The interview was carried out with 861 nurses and 159 students. The data for absenteeism given by the nursing staff were compared with the data from the personnel department. Results: In all areas it was found that particularly problems in organisation, personnel management and hospital culture were a burden to the employees. Labour organisation: all items were related directly to work satisfaction. The information policy of the hospital management and the active inclusion of the employees need improving. Leadership/co-operation: the behaviour of supervisors and identification with the hospital were related directly to work satisfaction and absenteeism. Workload/stress: concentration and time pressure put nurses under the most stress. The behaviour of supervisors (mobbing in the extreme case) causes serious effects on work satisfaction and absenteeism, and is in need of improvement. Fluctuation and turnover: two-thirds of the nurses could not imagine working up to the age of retirement and this had a corresponding influence on absenteeism. Nevertheless, two-thirds would choose their profession again, so it is unfavourable internal circumstances that lead to the discontent and not the profession itself. Conclusions: The results call for action to be taken to reduce motivation-related absenteeism.
