Components Of Job Satisfaction Research Articles

Factors Predicting Organizational Commitment among Nurses in State Hospitals, Malaysia

Introduction: With an increase in national nursing shortage, organizational commitment is extremely important for retention of nurses. This predictive study determines the level of organizational commitment and the predictive ability of perceived organizational support, components of job satisfaction, including pay, task requirement, organizational policies, autonomy, interaction and professional status as well as years of experience on organizational commitment. Method: Data were collected from 416 nurses in four state hospitals in Malaysia, using self-administered questionnaires. The hospitals were selected from each region in Peninsular Malaysia and samples were selected by a random sampling method. Questionnaires, including demographic data, Organizational Commitment Questionnaires, Survey of Perceived Organizational Support, and Index Work Satisfaction were distributed by researcher and research assistants. Stepwise multiple regression technique was used to analyze the data. Results: The results discovered that (1) nearly half of the subjects (48.07%) reported high level of organizational commitment. (2) Professional status, autonomy, interaction, task requirement and years of experience could predict the organizational commitment (ß = 0.52, 0.17, p < 0.01); ß= 0.13, 0.11, 0.09, p < 0.05 respectively). Overall, all predictors explained 33% of variability in the organizational commitment among nurses in state hospitals. Conclusions: This study found that nurses in state hospitals were highly committed to their organizations. Results of this study provide information for nurse administrators to consider and maintain these factors in nursing practice to foster a high level of organizational commitment among Malaysian nurses.

The Key Components of Job Satisfaction in Malaysian Water Utility Industry

Problem statement: This study aimed to examine the impacts of employee's rewards and employee's motivation on employee's job satisfactio n between public and private water utility organization in Malaysia. Approach: A total of 689 employees from both sectors partici pated. While hierarchical regression analysis was conducted to t est the relationship between employee's rewards, employee's motivation and employee's job satisfacti on, gap analysis was utilized to determine the significant differences on the levels of employee's rewards, employee's motivation and employee's job satisfaction between both sectors. Results: The result revealed that (1) employee's reward was positively related to motivation; and (2) both empl oyee's rewards and employee's motivation were found to had positive significant influences on emp loyees' job satisfaction. The t-test result reveale d that employees in public water utility organization scored significantly higher on the levels of employee's rewards, motivation and job satisfaction . Conclusion: The interesting findings showed that there are other factors than rewards and motivation involved in job satisfaction. However, motivation seems to give more impact to job satisfaction as co mpared to rewards for both organizations.

Job satisfaction and relative income in economic transition: Status or signal?

Abstract We use two datasets for urban China to examine whether an increase in reference group income lowers or increases job satisfaction. The former is consistent with a status effect — an increase in the income of others lowers my satisfaction because I feel jealous. The latter is consistent with a signal effect — an increase in the income of others might make me jealous, but it also provides an information signal about my future prospects. When we use a single item indicator of job satisfaction we find no support for a status or signal effect; however, when we use a psychometrically valid instrument to measure job satisfaction, we find some support for the existence of a status effect. We consider the components of job satisfaction through which the status effect operates. We find that the status effect operates through satisfaction with co-workers, operating procedures, pay and supervision.

Identifying the Component Structure of Satisfaction Scales by Nonlinear Principal Components Analysis

The component structure of 14 Likert-type items measuring different aspects of job satisfaction was investigated using nonlinear Principal Components Analysis (NLPCA). NLPCA allows for analyzing these items at an ordinal or interval level. The participants were 2066 workers from five types of social service organizations. Our results suggest that taking into account the ordinal nature of the items was most appropriate. On the basis of a stability study, a two-component structure was found, from which we extracted two subscales (“Motivation” and “Hygiene”) with reliabilities of .81 and .77. A Multiple Group analysis confirmed this structure. We also investigated whether workers in the five types of organizations differed with respect to the component structure, employing a feature of the program CATPCA. We found that the organizations did not differ much with respect to the job satisfaction components.

Job quality, job satisfaction and services in Spain

Usually, labour market has been evaluated from a quantitative point of view. But nowadays, a new interest stress on quality of job and job satisfaction. Related with this last perspective, a frequent hypothesis that is used to explain the aggregate evolution of job quality establish that the growth of service employment is connected with the increase in the number of low skilled or badly paid jobs. Nevertheless, defining and understanding service jobs are tasks that are not free of difficulties. Recent developments in the economic analysis of service activities overcome these shortcomings, and the nature of these activities has been re-invented. In this context, the paper aims a double objective. First, to check if job quality levels on services are lower than the ones observed in the rest of the economy. Second, to know if relevant differences among services activities exist in term of job quality. Our analysis uses a double perspective to measure the job quality: one based on the characteristics of job and the other on workers perception of job. Results point out that services have not the lower quality job levels. On the contrary, workers in services activities report higher job satisfaction levels. We conclude that into services there is an important heterogeneity by branches in terms of job quality. Services and no services share job satisfaction components. So, the observed differences in job satisfaction are sustained rather on differences into the characteristics and conditions of jobs more than into worker perceptions.JEL codes: J28, J24, J81

Three Components of Organizational Commitment and Job Satisfaction of Hospital Nurses in Iran

To measure the relationship between job satisfaction and the 3 components of organizational commitment. Most of the research conducted in the West has shown a positive relationship between organizational commitment and job satisfaction of nurses; however, the relationship between the components of organizational commitment and job satisfaction is not well established in Iranian samples. This study aimed to investigate the level of organizational commitment and job satisfaction of the hospital nurses in Iran and the interrelationship between the 3 components of commitment and job satisfaction among them. Using the organizational commitment questionnaire developed by Meyer et al (J Appl Psychol. 1993;78:538-551), the 3 components of commitment were measured through a descriptive correlational design. Seven hundred eighty-six licensed nurses working in 12 hospitals participated in the study. One hundred ninety-eight of 220 returned questionnaires were identified as appropriate for the analysis. Affective commitment was positively related to job satisfaction, normative commitment, and experience in nursing, but it was negatively related to continuance commitment. Continuance commitment was negatively related to job satisfaction and affective commitment. Normative commitment was positively related to job satisfaction and affective commitment. The 3 components of commitment are variously related to job satisfaction. Nursing managers should pay attention to different components of commitment variously to promote the appropriate type of commitment needed for specific situation in which they work.

The Relationships Between Manager and Peer Caring to Registered Nurses’ Job Satisfaction and Intent to Stay

The purpose of this study was to examine the relationships between manager caring and peer caring on registered nurses’ (RNs) job satisfaction and intent to stay in a position and the profession. Though many components of job satisfaction have been identified, one factor that has been neglected is that of the interpersonal relationships that exist among colleagues. Caring is one way in which these relationships can be examined. In this study positive correlations were found between manager caring and peer caring and their relationship with RNs’ job satisfaction and intent to stay both in a position and the profession.

Job satisfaction of nurse teachers: A literature review. Part I: Measurement, levels and components

Job satisfaction among nurses is of concern throughout the world but the satisfaction of nurse teachers has received less attention and no review of global research on the topic has been published. A comprehensive literature review (1976-2007) was undertaken from an international perspective (n=26 papers and 4 doctoral abstracts) to examine the state of knowledge about nurse teachers' job satisfaction over time. Coverage over the last 30 years was selected to examine if the level and contributing factors to nurse teachers' job satisfaction have changed during a time which has seen considerable developments and reorganization of nurse education as well as the role of nurse teachers. The purpose of this Part I paper is to: (i) review the different measurements of job satisfaction, (ii) report the job satisfaction levels of nurse teachers and, (iii) identify the components of job satisfaction of nurse teachers. This paper provides the foundation for the Part II paper which reviews the literature regarding the effects and related factors of nurse teachers' job satisfaction.

Internal marketing strategy: Focusing on staff orientation in health care in South Africa

Purpose: The purpose of the paper is to determine the levels of satisfaction in respect of pre identified internal marketing-related variables in a large provincial hospital in South Africa. Problem investigated: Low job satisfaction is often cited as a major cause of high turnover among health care providers worldwide. Likewise the Public Health Care Industry in South Africa is facing complex employee retention issues. In determining the reasons for high turnover an interest in evaluating employee satisfaction among health care providers has increased. Measuring components of job satisfaction will assist not only the health care organisations' management to understand hospital culture, but also to compile an effective internal marketing plan and strategy. Design/Methodology/Approach: A staff satisfaction survey was conducted amongst staff members at a provincial hospital in the Tshwane region, South Africa. Attitudes of staff on pre-identified staff satisfaction variables were assessed. These variables were employed to implement an internal marketing strategy. A list of variables was formulated after an extensive literature study had been conducted. A total of 416 staff members voluntarily completed a self-administered questionnaire. A five-point Likert type scale was used to measure the levels of satisfaction on staff-related issues, with a view to addressing issues in the internal marketing strategy. Findings : It was evident that the management principles currently employed by the management team were a cause for concern among staff members. Based on the analysis that identified the satisfaction variables best it was clear that management should take immediate steps to address the following issues : Clarification of hospital goals \ objectives; Understanding the goals of the respective departments; The functioning of the Human resource department; Functioning of the overall hospital management; andImplications: This paper aims to present a comprehensive framework for Provincial Hospital Management to prioritise important staff related issues in order to satisfy their needs. The recommendations of this study need to be applied if acceptable health care is to be provided.Originality/Value: This study challenges existing internal marketing studies on health care services. Its significance lies in an attempt to establish the needs of diversified health care staff in a health care setting. It offers uniquely South African internal marketing framework that focuses on similarities and differences between medical and nursing staff in a Gauteng public hospital.

Job satisfaction trends during nurses' early career.

BackgroundJob satisfaction is an important component of nurses' lives that can impact on patient safety, productivity and performance, quality of care, retention and turnover, commitment to the organisation and the profession. Little is known about job satisfaction in early career and how it varies for different groups of nurses. This paper investigates how the components of job satisfaction vary during early career in newly qualified UK nurses.MethodsNurses were sampled using a combined census and multi-stage approach (n = 3962). Data were collected by questionnaire at 6 months, 18 months and 3 years after qualification between 1998 and 2001. Scores were calculated for seven job satisfaction components and a single item that measured satisfaction with pay. Scores were compared longitudinally and between nursing speciality (general, children's, mental health) using a mixed model approach.ResultsNo single pattern across time emerged. Trends varied by branch and job satisfaction component. Rank order of job satisfaction components, from high to low scores, was very similar for adult and child branch nurses and different for mental health. Nurses were least satisfied with pay and most satisfied with relationships at 6 and 18 months and with resources (adult and child) and relationships (mental health) at 3 years. Trends were typically upwards for adult branch nurses, varied for children's nurses and downwards for mental health nurses.ConclusionThe impact of time on job satisfaction in early career is highly dependent on specialism. Different contexts, settings and organisational settings lead to varying experiences. Future research should focus on understanding the relationships between job characteristics and the components of job satisfaction rather than job satisfaction as a unitary construct. Research that further investigates the benefits of a formal one year preceptorship or probationary period is needed.

Predictors of Work Engagement Among Medical-Surgical Registered Nurses

This descriptive, cross-sectional study examines the relationship of job satisfaction, turnover cognitions, job search behavior, and nurse demographics to work engagement among a sample of 167 registered nurses employed on medical and/or surgical units within six hospitals. Professional status, interaction, and thinking of quitting together explain 46%, F(3,160) = 47.546, p < .001, of the variance in work engagement. Additionally, the job satisfaction components of professional status and interaction are shown to significantly moderate the relationship between thinking of quitting and work engagement (t = 1.96, p < .05). Results suggest improvements in work environment processes that are consistent with professional status and interaction at work, such as integration of a professional nursing practice model and development and positioning of transformational leaders at every level of the organization, are needed.

Nurses' job satisfaction in their early career: is it the same for all branches of nursing?

To develop an early career job satisfaction instrument that is valid and reliable across the four UK nursing branches. Contemporary instruments are required to measure nurse job satisfaction and to explore potential links with quality of care and retention. Factor analysis was used to explore and test the stability of job satisfaction components across branches and over time. Seven components (client care, staffing, development, relationships, education, work-life interface, resources) of job satisfaction were identified common to the adult, child and mental health branches that explained over 70% of the variance. The factor structure remained reasonably stable across time within each branch. Some differences between branches emerged at 6 and 18 months. The instrument has similarities and differences with existing generic and nursing facet job satisfaction scales. Findings support a generic instrument that can be used to measure the job satisfaction of adult, child and mental health nurses in their early career. The instrument could be used for appraisal, annual staff surveys, for understanding retention locally and nationally, as an early warning system to identify organizational problems and to measure the impact of policies over time.

Further psychometric testing of the home healthcare nurse job satisfaction scale

The purpose of this study was to refine the psychometric properties of the Home Healthcare Nurses' Job Satisfaction Scale (HHNJS). A theoretical model of job satisfaction had been used to develop the 30-item HHNJS, representing nine components of job satisfaction. Psychometric properties suggested the need for further refinement. Revised items and construct definitions were subjected to psychometric testing with 2,274 home healthcare nurses. Eight independent subscales consistent with the theoretical model were validated by factor analysis. Estimated internal consistency reliability of six of the eight subscales was improved. Results suggest that the refined HHNJS has potential for improving retention through accurate measurement of job satisfaction of home health care nurses.

Faculty attrition in obstetrics and gynecology

The purpose of this study was to explore why obstetrician/gynecologists leave academic practice. From a sample of 5000 ACOG fellows, we identified obstetrician/gynecologists in faculty positions and those who had left academic practice. These groups were sent a survey to explore aspects of job satisfaction. Relationships between variables were tested using chi2 analyses. Means were computed for each subscale and differences between current and past faculty were tested with a multivariate analysis of variance model. There was a 65% response rate to the job satisfaction survey for a total of 280 current faculty and 146 previous faculty. There was no difference between the groups in job satisfaction. Faculty rated opportunities for teaching and administration more important as components of job satisfaction. Practitioners who left academics were more likely to be previous junior faculty and generalists. Junior faculty and generalists are more likely to leave academic practice than senior faculty and subspecialists.

Person—environment congruence, self‐efficacy, and environmental identity in relation to job satisfaction: a career decision theory perspective

This study explored the relationship between person—environment congruence, self‐efficacy, and environmental identity and job satisfaction. Participants were 198 employees of a multinational telecommunications corporation. The predictor domain included the Iachan Index (R. Iachan, 1984), the Mahalanobis Distance Index (L. J. Cronbach &amp; G. C. Gleser, 1953), the Self‐Efficacy Scale (M. Sherer et al., 1982, 2000), and the Environmental Identity Scale (G. D. Gottfredson &amp; J. L. Holland, 1996; J. L. Holland, 1997). The criterion domain included 6 components of job satisfaction. A canonical correlation analysis identified 2 significant roots labeled organizational mission satisfaction and work task satisfaction. Implications for career decision making are discussed.

Una propuesta destinada a complementar el cuestionario Font-Roja de satisfacción laboral

Introduction Several studies have shown the need to include the physical work environment among the dimensions included in job satisfaction evaluation. However, this dimension was not included in the Font-Roja questionnaire. The present study introduces two items exploring this dimension and adheres to the hypothesis that physical work environment has a significant impact on job satisfaction evaluation. Method A total of 227 geriatric workers participated in this study. The participants completed the Font-Roja job satisfaction questionnaire with 2 additional items exploring the physical work environment. Factor analysis and principal components analysis with rotation varimax were used to determine the diverse components of job satisfaction. To determine the coherence of the scales and the consistency of the added items, Cronbach's α was used. These methods were applied to both questionnaires, the classical 24-item questionnaire and the extended 26-item questionnaire. Results The classical Font-Roja questionnaire was composed of 8 factors, explaining 60.02% of the variance. The extended questionnaire was structured into 9 factors, explaining 61.81% of the variance. The new factor was composed of both added items. The internal consistency of the Font-Roja classical scale was α = 0.773 and that of the extended scale was α = 0.791. Discussion The extended scale is superior to the classical scale. The results obtained seem to support the hypothesis that, for analysis of job satisfaction, the instruments used should contain items on the physical work environment.

Measuring nurse job satisfaction.

Using the Index of Work Satisfaction and nurses' comments, a successful method has been established to provide nurse-sensitive quality indicator data and clarification of work life concerns after restructuring. Findings are being used to direct change for acute care nurses in one large regional health authority. The authors describe the job satisfaction components and their relationship to patient acuity and staff mix.

Testing a Model of Administrative Job Satisfaction.

This study proposes a model of administrative job satisfaction and tests the model using a database of almost 1,200 managers at 120 public and private universities. The robust model explains 54% of the variance in overall administrative job satisfaction. The results indicate that few state, campus, and personal characteristics exert direct effects on one's overall job satisfaction. Rather, these exogenous organizational and personal variables exert small but statistically significant effects on the administrative work climates. These immediate work climates, in turn, have more powerful impacts on the various components of job satisfaction.

Salesperson performance and job attitudes revisited

Research about the (inter)relationships across salesperson performance, job satisfaction, and organizational commitment is characterized by equivocal (and sometimes conflicting) empirical results. The study develops and tests an extended model of the performance→satisfaction→commitment sequence that incorporates intrinsic and extrinsic components of salesperson job satisfaction and affective and continuance dimensions of organizational commitment. In addition, hypotheses pertaining to the effects of three potential moderators of the relationships of concern, specifically, degree of performance‐reward contingency, salesperson career stage, and salesperson performance level, are developed and subjected to empirical testing. The results offer valuable insights for sales managers attempting to develop and maintain highly committed salesforces, and researchers attempting to explain the reasons behind the mixed empirical findings in prior research.

Burnout and job satisfaction among student support services personnel

AbstractThis study measured burnout and job satisfaction among Student Support Services personnel (SSSP). In it, the researchers used the Maslach Burnout Inventory (MBI) to measure emotional exhaustion, depersonalization, and personal accomplishment. Job satisfaction was measured using the Job Satisfaction Scale (JSS), which examined intrinsic, organizational, and salary and promotion. The study correlated three components of burnout with the total mean on job satisfaction. Burnout levels were compared to national norms.Two‐hundred fifty individuals were randomly selected from 1,702 SSSP. This yielded 166 usable surveys, for a response rate of 66 percent. Results, using the Spearman rho and rank transformation regression analysis, were significant. Findings disclosed a significant negative relationship between emotional exhaustion and total job satisfaction, a significant positive relationship between personal accomplishment and total job satisfaction, and an overall significant relationship between the three components of burnout and total job satisfaction.