Job Satisfaction Scale Research Articles

The Importance of Job Satisfaction, Organizational Commitment and Problem-Solving Competence in Nurse Human Resource Management

Nurses' confidence that they can solve the problems they will encounter in their professional lives, their job satisfaction and organizational commitment are important in terms of creating a peaceful and productive working environment. These issues should be given importance in terms of increasing the quality of health services and ensuring patient and employee satisfaction. In this study, which is modeled as descriptive and relationship-seeking, it is aimed to measure nurses' perceptions of job satisfaction, organizational commitment, and problem-solving competencies and to reveal how these perceptions change according to nurses' demographic characteristics. The population of the study consists of nurses working in Kırşehir Private Musa Gül Hospital. The data of the research were collected with a face-to-face questionnaire. Job Satisfaction, Organizational Commitment and Interpersonal Problem-Solving Scales were used to collect the data of the research. As a result of the research, it has been determined that the Constructive Problem-Solving Factor differs significantly according to the age and marital status variables, the Persistent Approach to Problem Solving Factor according to the age variable, and the Physical Conditions Factor of the Job Satisfaction Scale differs significantly according to the Marital Status Variable. It was determined that there was no significant difference in any of the other factors and variables. In conclusion, in order to ensure a peaceful and productive working life, it is recommended that nurses be given regular in-service training on problem solving and psychological resilience.

Studies on the Relationship between Occupational Stress and Mental Health, Performance, and Job Satisfaction of Chinese Civil Aviation Pilots

This research work delves into the potential impact of occupational stress on the mental health, performance, and job satisfaction of civil aviation pilots. To explore this triadic relationship, a battery of six distinct scales was employed, including the Chinese Civil Aviation Pilot Occupational Stress Scale, the Symptom Check List-90 (SCL-90), the Flight Performance Scale, the Job Satisfaction Scale, the Minnesota Satisfaction Questionnaire (MSQ), and the Simplified Coping Style Questionnaire (SCSQ). A total of 131 valid questionnaires were collected for analysis, yielding a valid response rate of 65.5%. The findings demonstrate a negative correlation between occupational stress experienced by Chinese civil aviation pilots and their mental health, performance, and job satisfaction. Notably, a positive coping style was identified as a moderator in the relationship between occupational stress and flight performance, effectively mitigating the negative impact of stress on flight performance. Similarly, a negative coping style was found to moderate the relationship between occupational stress and job satisfaction, attenuating the adverse effects of occupational stress on job satisfaction. This study underscores the predictive utility of investigating the occupational stress experienced by pilots for understanding their mental health, performance, and job satisfaction. Furthermore, it highlights the potential for adjusting the negative impact of occupational stress on flight performance and job satisfaction through interventions that target pilots’ coping styles.

Determining the Relationship Between Compassion Fatigue and Job Satisfaction and Burnout Levels in Physiotherapists

Aim: The aim of the study is to examine the relationship between compassion fatigue, job satisfaction and burnout levels in physiotherapists.
 Material and Methods: A total of 147 physiotherapists were included in this cross-sectional study. Demographic information (age and gender), marital status, working year, field of study (neurological rehabilitation (pediatric rehabilitation, cardiopulmonary rehabilitation) and orthopedic rehabilitation (sports rehabilitation, prosthesis-orthotics rehabilitation)) and institution information (public, private) of the individuals were recorded. Compassion fatigue was evaluated with the Compassion Scale, job satisfaction was evaluated with the Job Satisfaction Scale, and the level of burnout was evaluated with the Maslach Burnout Inventory. Data were filled in by individuals online.
 Results: A total of 147 physiotherapists, 40 male and 107 female, were included in the study. A positive significant correlation was found between the compassion scale and the job satisfaction scale (r=0.261, p=0.001). On the Maslach burnout inventory, there was a negative correlation between the Compassion Scale with emotional exhaustion (r=-0.195, p=0.018) and personal achievement score (r=-0.270, p=0.001), and a positive correlation with depersonalization (r=0.413, p=0.000). In addition, a significant difference was found in the Compassion Scale in terms of gender (p=0.008) and field of study (p=0.044).
 Conclusion: In this study, in which compassion fatigue was evaluated for the first time in physiotherapists, it was determined that as compassion fatigue increased, job satisfaction decreased and exhaustion increased. At the same time, compassion fatigue is more common in male physiotherapists and physiotherapists working in neurology and pediatrics rehabilitation.

The Effect of Sport Center Employees’ Job and Leisure Satisfaction on Quality of Life

Numerous studies influencing quality of life have been published in the literature. However, no study has examined the impact of job and leisure satisfaction of sports centre employees on their quality of life. Therefore, this study aims to quantify the effect of job and leisure satisfaction of sports centre staff on their quality of life. To this end, data was gathered from 395 employees at sports centres in Istanbul. Demographic questionnaires, job satisfaction scales, leisure satisfaction scales, and quality of life scales were utilized to collect data. The data was analyzed with SPSS 27.0 using frequency, mean, standard deviation, skewness, kurtosis, correlation, and regression analyses. The results showed that job satisfaction positively impacted quality of life. It was also concluded that leisure satisfaction and its sub-dimensions also increased quality of life.

Examination of the job satisfaction and occupational burnout of physical education teachers based on certain variables according to the type of school they work in

The present study aims to scientifically reveal the effect of job satisfaction and professional burnout levels of physical education teachers working in private and public schools. A total of 120 physical education teachers, 61 male and 59 female, participated in the study. The job satisfaction scale, a demographic information form and the Maslach Burnout Inventory (MBI) were used to assess the demographic data of the physical education teachers. Frequency distributions were utilized in the evaluation of demographic data. Since the data were normally distributed, the data were presented in the form of mean and standard deviation. The difference between the groups and demographic variables was analyzed using independent t-test and one-way ANOVA. When there was a difference in more than two variables, the post-hoc Tukey HSD test was used to determine which of the variables contained the difference. Correlation analysis was performed to determine the correlations between the variables. It was determined that there was no significant difference between the demographic variables of the physical education teachers and their job satisfaction and professional burnout levels. While there is a low degree of correlation between occupational burnout and job satisfaction, there is a strong relationship between occupational burnout and its sub-dimensions. There was a weak and moderate relationship between occupational burnout and its sub-dimensions and job satisfaction. In conclusion, it can be stated that physical education teachers enjoy their jobs whether in private or public schools and their working environment can be improved by providing the necessary facilities and support.

Job adjustment predictive factors of healthcare midwives in health system reform in Iran

BackgroundPossessing sensitive and multiple responsibilities in the country's health system, particularly after the implementation of the health reform in Iran, midwives must be able to optimally perform their duties in their new job as healthcare providers. This study aimed to identify the factors that predict job adjustment for Iranian midwives working in healthcare.MethodsIn this cross-sectional study, 310 midwives were recruited from 209 health centers in the Iranian province of West Azerbaijan using the census method and asked to complete research questionnaires. Data were collected using job adjustment, job satisfaction, and organizational commitment scales. SPSS version 25 was used to perform ANOVA and calculate multiple linear regression coefficients for data analysis. In addition, the AMOS software was employed for path analysis and the identification of predictive variables.ResultsThe mean age of the participants was 37.67 ± 7.1 years. Most participants (35.5%) were interested in their occupation as a midwife, and 27.1% were very interest. They had a moderate to strong tendency (76.1%) to remain in their new profession. In addition, 58.1% of participants experienced moderate job adjustment. For healthcare midwives, "desire to remain in the midwifery profession" and "organizational commitment" were significant predictors of job adjustment. "Desire to remain in the midwifery profession" directly affected midwives' job adjustment, while "interest in the new profession" had an indirect effect. Furthermore, "adequacy of income to expenses," "job satisfaction," and "organizational commitment" through the mediating role of "desire to remain in the profession" can, directly and indirectly, influence their job adjustment.ConclusionTo better prepare midwives for their role as healthcare providers, organizational managers should focus their efforts and plan primarily on providing incentives to increase the longevity of staying in the profession of midwifery increase job adjustment, job satisfaction, and organizational commitment, thereby improving the quality-of-service delivery.

Hubungan Antara Iklim Organisasi dengan Kepuasan Kerja Karyawan Toko Retail Indomaret di Wilayah Sidoarjo

A company is expected to create a comfortable and conducive working atmosphere so that employee job satisfaction can increase and create a good organizational climate. This is the background of this research. This study aims to determine "The Relationship between Organizational Climate and Job Satisfaction of Indomaret Retail Store Employees in the Sidoarjo Region". The X variable is Organizational Climate and the Y variable is Job Satisfaction. The sample in this study were Indomaret retail store employees in Sidoarjo, which are located in 3 sub-districts, namely, Porong, Tanggulangin, and Candi with a total of 191 employees. The cluster sampling technique was used in this study with a scale-building model, namely the job satisfaction scale and the organizational climate scale. On the job satisfaction scale it was found that the validity value moved from 0.082 to 0.599 and the results of the job satisfaction scale reliability test obtained the Alpha Cronbach's reliability coefficient of 0.902 with a total of 34 valid items. While the organizational climate scale found validity values ​​that moved from 0.065 to 0.391 and the results of the organizational climate scale reliability test obtained Alpha Cronbach's reliability coefficient of 0.916 with a total of 34 valid items. The method used in this research is descrptive qualitative with the help of SPSS 17 for Windows. The results of data analysis on the organizational climate scale with the job satisfaction scale obtained rxy = 0.694 with a sig. 0.000 <0.050 which means the hypothesis can be interpreted that there is a significant relationship between organizational climate and job satisfaction.

Hubungan antara Kecemasan Karyawan Menghadapi Kemungkinan Pemutusan Hubungan Kerja dengan Kepuasan Kerja pada Karyawan Lepas

The purpose of this study was to determine the relationship between employee anxiety facing the possibility of termination of employment with employee job satisfaction. This research was conducted using a quantitative approach. This study used total sampling technique, 86 employees. The data collection technique was carried out by using a questionnaire. The measurement tools used are anxiety and job satisfaction scales with reliability values of 0,939 and 0,898. Data were analyzed using Spearman's Rho correlation analysis. The results show that the direction of the relationship between the two variables is inversely proportional or not unidirectional as the r value of -0,652. The effective contribution of employee anxiety about the possibility of layoffs to job satisfaction is 65.2%. Increased employee anxiety in facing layoffs will have an impact on decreasing job satisfaction, as well as a decrease in employee anxiety in facing layoffs will result in an increase in job satisfaction. Employee anxiety about the possibility of layoffs for freelancers at PT X Sidoarjo tends to be moderate, as well as job satisfaction for freelancers at PT X Sidoarjo is also moderate..

The Evaluation of Job Satisfaction in Healthcare Professionals Working in Obstetrics and Gynecology Services

Purpose: In this study, it was aimed to determine the job satisfaction of health professionals working in gynecology and obstetrics services.
 Materials and Methods: The population of the study consisted of all health professionals (29 doctors, 61 midwives and 22 nurses) working in the gynecology and obstetrics services of hospitals located in the city center. Data were collected from all health professionals participating in the study using the personal information form and the Minnesota Job Satisfaction Scale (MSQ).
 Results: In our study, it was found that health professionals had job satisfaction above the average, and that the general job satisfaction level was; It has been determined that it is higher in health professionals who are 45 years of age or older, have graduate education, are married, work in the institution for more than one year, and do not want to leave their profession and love it. It has been observed that as the level of internal satisfaction of the employees increases, their general job satisfaction also increases (p

The Influence of self efficacy and job satisfaction on the psychological wellbeing of the honorary teacher state highschool in Depok city

The teacher acts as an agent of change which means that the teacher is very influential in reform in the world of education. Indonesia lacks ASN (State Civil Apparatus) teachers, so the Education Office and State Senior High School Principals recruit honorary teachers. The problems often faced by honorary teachers are unclear status, low welfare, and quality. This study aims to empirically examine the effect of self-efficacy and job satisfaction on the psychological well-being of honorary teachers at SMA Negeri in Depok. This research is a quantitative research using multiple linear regression test. The number of samples in this study were 125 respondents who were obtained through random sampling technique. This study used a questionnaire containing a scale of psychological well-being, a scale of self-efficacy, and a scale of job satisfaction. Based on the results of the analysis that has been carried out, the F value is 27.405 with a significance level of 0.000 (p <0.05) and an R Square value of 0.31 (31%). These results indicate that self-efficacy and job satisfaction together affect psychological well-being by 31% while 69% is influenced by other factors outside the study. Based on the research findings, self-efficacy and psychological well-being of honorary teachers are in the high category while job satisfaction is in the medium category.
 Keywords: honorary teacher, self-efficacy, job satisfaction, psychological well-being

Exploring Teacher’s Professional Identity in Relationship to Leadership: A Latent Profile Analysis

As a result of the COVID-19 outbreak, which has affected the whole world, teacher leadership has gained more significance. Teacher leadership is a multidimensional concept. While some teachers exercise leadership only at the classroom level, others exercise leadership at a macro level. This level of leadership enactment is directly related to how teachers construct their professional identity in relation to leadership. This study aims to explore the leadership-related professional identities of teachers who came to the fore, especially during the COVID-19 pandemic period by using latent profile analysis. The data were collected from a sample of 710 teachers. Teachers completed the Teacher Leadership Behavior Scale, which measures teacher leadership behaviors at four levels: classroom, parental, micro-level, and macro-level. Participants also completed the Rosenberg self-esteem scale, the teacher self-efficacy scale, the openness to authority scale, and the job satisfaction scale. As a result of latent profile analysis, three distinct profiles of teacher leadership identity emerged: those who exercise leadership at a minimum level, an intermediate level, and a maximum level across all four levels of teacher leadership. These profiles were labeled as “restricted professionality”, “intermediate professionality”, and “extended professionality”, drawing upon Hoyle’s conceptualization of teacher professional identity. These findings suggest that teachers construct their identities differently regarding teacher leadership. It is essential for school leaders to first explore the different levels of professional identity and tailor their professional development activities accordingly.

Correlating Job Satisfaction with Job Stress and Work-Family Conflict among Higher Education Teachers

The higher education teachers are imposed with frequent stressful circumstances that create great levels of stress. These situations have an impact on the interpersonal relations and the work life stability as they affect the psychosomatic conditions and physical health of the teachers. The study intends to inspect the association between the three variables namely: Work stress, Work life conflict and Job Satisfaction with regards to higher education teachers. Xxx higher education teachers working with Savitribai Phule Pune University were considered for the study. The data was collated by using job stress scale (Parker and DeCotiis Organ Behav Hum Perform 32(2):160–177, 1983), the work-family conflict scale (Kopelman et al. Organ Behav Hum Perform 32:198–215, 1983), and the job satisfaction scale (Singh and Sharma 1986). The data was analysed using the Karl Pearson’s product-moment correlation coefficient. The study revealed that there is a positive correlation with high significance between job stress and work family conflict; negative correlation with high significance between job stress and job satisfaction of higher education teachers; and negative correlation but not significant between job satisfaction and work family conflict among the higher education teachers. The outcomes sustain the job strain model. These findings will help to trace the areas of concern among the higher education teachers, which can be of reference to the therapists and counsellors. The outcomes of the study will help in building a cohesive work environment thereby facilitating work life balance by proposing interventions that will minimize the work family conflict and job stress among the higher education teachers. These interventions will enhance the on-the- job performance thereby benefiting the students and institutes at large.

The relationship between unemployment anxiety, job satisfaction and migration attitude among the next generation of Turkish nurses: A cross-sectional study

BackgroundThe global nursing shortage is complex and multifaceted. Despite the policy of increasing the number of nurses, concerns about the sustainability of the nursing workforce in Turkey continue. AimTo evaluate the relationship between unemployment anxiety, job satisfaction, and migration attitudes among Turkish nursing candidates. MethodsA cross-sectional study was conducted with 1100 nursing candidates between April and June 2022. The data gathered from the “Personal Form, Job Satisfaction, and Brain Drain Attitudes Scale” were analyzed using logistic regression and decision tree analysis. ResultsOf the participants, 67.1% were female, and the mean age was 22.6 ± 1.7 years. Being male (OR = 1.317, 95% Cl 0.994–1.743) having a low income (OR = 1.754, 95% Cl 1.334–2.306), feeling insecure about the future (OR = 2.340, 95% Cl 1.312–4.175), expecting a lower wage than desired (OR = 2.015, 95% Cl 1.132–3.586), and employment precariousness (OR = 1.786, 95% Cl 1.355–2.353) increase the possibility of experiencing high unemployment anxiety. On the other hand, family support for living abroad (OR = 0.579, 95% CI 0.408–0.821) and job satisfaction (OR = 0.799, 95% CI 0.692–0.921) decrease unemployment anxiety (p < 0.05). According to the results of the decision tree analysis, the host country's pull factors are the best predictors of the nursing candidates' intention to work abroad as nurses (p < 0.05). ConclusionThe increasing prevalence of unemployment anxiety and migration tendencies among nursing candidates requires the evaluation of policies aimed at increasing the number of nursing graduates in Turkey.

The Factors Affecting the Level of Job Satisfaction of Family Physicians and their Relationship with Professional Self-Esteem

Objective: The study aimed to investigate the relationship between job satisfaction and professional self-esteem levels of family medicine practitioners working in Family Health Center. &#x0D; Materials and Methods: Between April 2021 and April 2022, 128 family physicians who volunteered from 155 family physicians working in family health centres in Giresun province were included in the study. The socio-demographic descriptive form, the Minnesota Job Satisfaction and Occupational Self-Esteem Scales were administered face-to-face and online (via WhatsApp groups and e-mail communities). &#x0D; Results: There was no significant relationship between job satisfaction and its sub-dimensions with age, gender, marital status, specialisation status, physical conditions of the Family Health Center, total years of practice and years of training in family medicine (p&gt;0.05). The mean level of occupational self-esteem was 112.48. It was found to be significantly positively correlated with age, total years of practice, years of family medicine practice and average number of patients seen (p=0.05, p=0.004, p=0.004, p=0.004, p=0.009, respectively). &#x0D; Conclusion: Professional self-esteem levels increase as professional age, total years of profession, and total years of working in family medicine increase.

The Relationship between Supportive School Culture and Teacher Job Satisfaction: Mediating Role of Professional Network Intentions

This study aims to examine the relationships between supportive school culture, teacher job satisfaction and teacher willingness to connect. A total of 312 teachers working in Ankara participated. The study data were gathered through the School Culture Scale, Social Network Tendency Scale and Job Satisfaction Scale. Structural equation modelling (SEM) technique was used to determine the mediating role of teacher willingness to connect in the relationship between supportive school culture and teacher job satisfaction. The results of the study indicated that there are positive and significant relationships between independent and dependent variables. Moreover, supportive school culture seems to predict teacher willingness to connect and job satisfaction positively and significantly. In addition, teacher willingness to connect is a positive and significant predictor of job satisfaction. Finally, it was determined that the mediating role of teacher willingness to connect in the relationship between support culture and teacher job satisfaction was statistically significant. The results of the study statistically supported the theoretical model.

Evaluation of the relationship between job satisfaction and professional behaviors in pediatric nurses

Introduction and aim. Pediatric nurses play an important role in ensuring quality healthcare through job satisfaction and professional behaviors. This study aims to examine the relationship between job satisfaction and professional behaviors in pediatric nurses. Material and methods. This was a descriptive and cross-sectional study.The sample of the study consisted of 244 pediatric nurses who worked in tertiary university hospitals in Turkey and agreed to participate in the study. Data were obtained through face-to-face interviews using a personal information form, the job satisfaction scale for nurses (JSSN), and the behavioral inventory form for professionalism in nursing (BIPN). Data were analyzed using the SPSS 22.0 software and evaluated using descriptive statistics, independent t-tests, one-way ANOVA, Pearson correlation, and simple linear regression analysis. Results. The nurses’ JSSN and BIPN means scores were 3.42±0.59 and 5.69±4.05, respectively. A statistically significant moderate positive relationship was found between the pediatric nurses’ professional behaviors and job satisfaction (R=0.342; p&lt;0.001). The regression analysis revealed that professional behaviors significantly and positively influenced job satisfaction in pediatric nurses (β=0.050; p&lt;0.001). Conclusion. This study found that pediatric nurses had a moderate level of job satisfaction and a low level of professional behaviors, and as their professional behavior increased, their job satisfaction also increased.

Job satisfaction of primary healthcare professionals (public sector): A cross-sectional study in Morocco

Healthcare professionals (HCPs) are indispensable for improving the availability and quality of healthcare services. Therefore, the present cross-sectional study aimed to measure the job satisfaction of HCPs working in primary care (PC) centers in Marrakech, according to the job satisfaction scale. Using census sampling, this study involved HCPs working in PC centers. Data were collected using an electronic questionnaire and analyzes were performed using Jamovi (version 1.6). The Warr-Cook-Wall scale was used to assess the satisfaction of these professionals. Student's t-test, Kruskal–Wallis test and Mann–Whitney non-parametric tests were used for group comparisons (p < 0.05). The lowest satisfaction scores were recorded for general practitioners (GPs) and nurses. These were work safety (1.54 ± 0.85 vs. 1.51 ± 0.82), salary (1.58 ± 0.79 vs. 1.72 ± 0.87), chance of promotion (1.68 ± 0.87 vs. 1.80 ± 0.93), possibility of using its capacities (1.90 ± 1.04 vs. 2.01 ± 1.08), and workload (1.88 ± 1.10 vs. 2.05 ± 1.06). A statistically significant difference was observed between different professional statuses regarding facility management (p = 0.049). The overall job satisfaction of HCPs was low, especially among GPs and nurses: the scores for intrinsic job satisfaction with respect to sociodemographic characteristics were low, whereas they were medium for extrinsic job satisfaction. Further research is warranted to clarify the intrinsic and extrinsic factors of job satisfaction in Morocco's healthcare sector.

Examining the relationship between creativity and resilience in predicting nurses' job satisfaction during the Covid-19 pandemic

Objective: Unemployment is recognized as a fundamental problem in the society, especially among the graduates of the country's educational system. The aim of this research is to identify the factors preventing graduates from creating employment. Thus, this research aimed to explain the relationship between creativity and resilience in predicting nurses' job satisfaction during the coronavirus epidemic. Method: The statistical population comprises nurses living in Tabriz city. The sample was selected according to available sampling and 228 people were counted using Cochran's formula. Ahvaz Hardiness Scale (1998), Torrance Tests of Creative Thinking (1966) and Brayfield and Roth Job Satisfaction Scale (1951) where used to collect data. The data were analyzed using univariate and multivariate regression model. Results: The t-value for the fluidity, flexibility, originality, elaboration, and resilience, score is significant, (p&lt;0.01) indicating the meaningful direct effect with Beta values of 0.322, 0.359, 0.511, 0.318, and -0.365, respectively. Conclusion: Creativity is associated with job satisfaction, and creativity development is a good predictor of job satisfaction, however, such a relationship is reversed for resilience, and resilience is a poor predictor of job satisfaction.

Acil Servis Hekimlerinin Malpraktis Korkusu ile İş Tatmini Arasındaki İlişkinin İncelenmesi

Background: The number of physicians sued for malpractice is increasing, and this situation causes a fear of malpractice in physicians. The aim of this study is to determine the malpractice fear and the level of job satisfaction among emergency physicians and to examine the relationship between these factors. Materials and methods: This cross-sectional study has been conducted with emergency physicians at four different training and research hospitals in Ankara, Türkiye. Malpractice fear and job satisfaction have been evaluated with Malpractice Fear Scale (MFS) and Job Satisfaction Scale (JSS). Questionnaire method was used in the study. Results: The research has been completed with 143 physicians [mean age: 33.10±7.0 years, age range: 24-51 years, male: 107 (74.8%)]. It was found that 19.5% of the participants were reported for malpractice, 11.8% were sued, and no one was penalized. It has been determined that the participants scored 3.6±0.9 points on the MFS and 2.4±0.7 points on the JSS in 1-5 point range. A negative, moderate, and statistically significant correlation has been found between the MFS and the JSS (r= -0.551; p&amp;lt;0.01). Conclusion: In our study, it has been found that emergency physicians have a high level of malpractice fear and a low level of job satisfaction. There is no statistically significant difference in the level of malpractice fear and job satisfaction according to the sociodemographic characteristics of the participants. Increased fear of malpractice decreases the job satisfaction.

Do “your angels” weep? Level up of job satisfaction among nurses

Background: Nurses play a pivotal role in our healthcare. It is therefore crucial to assess the job satisfaction levels of nurses for the proper functioning of the healthcare system. The present study was to assess the job satisfaction levels among nurses in Alappuzha district. Assessment of Job satisfaction levels will help to implement ergonomically beneficial policies in the healthcare system. Methods: A hospital based cross sectional study was conducted among the nurses during the months of October- November, 2022. Convenient sampling was done and persons who were willing to take part in the study were distributed with a pretested questionnaire. Job satisfaction was analysed using the Minnesota job satisfaction scale. Data was collected and entered in Microsoft Excel. It was analysed using SPSS version 26. Chi square test was used to find out the association between variables. Results: Totally 63 nurses responded to the questionnaire. Of the total study participants, 73% were satisfied with their job and 23% were having neutral level of job satisfaction. Level of job satisfaction was associated with sleep satisfaction, met financial needs, assault or abuse faced at work and perceived workload. The results also showed that there is no association between the level of job satisfaction and demographic factors. Conclusions: From this study, three-fourth of the participants were satisfied with their job. Only small portion of participants were satisfied with responsibility, advancement, moral values, working conditions, institutional policies and practices. They were dissatisfied with independence and compensation provided at job.