Terms Of Job Satisfaction Research Articles

Sequential mediation analysis of workplace bullying, work-life conflict, and young employees’ outcomes in Vietnam

There has been a growing focus on workplace bullying, especially in emerging countries. This study examines the impact of workplace bullying on young employees’ outcomes in Vietnamese firms. Based on the conservation of resources theory, a sequential mediation model of five constructs (workplace bullying [WPB], work-life conflict [WLC], job satisfaction [JS], work support, and negative well-being [NWB]) was studied. Data from 238 young employees of different sectors was used to test the hypothesised model. The research data were analysed using AMOS version 22 to examine the constructed hypotheses. The results confirm that bullying is, directly and indirectly, related to employees’ outcomes in terms of job satisfaction and NWB. Furthermore, the mediating effects of WLC on the relationships of bullying, job satisfaction, and NWB are confirmed. Contrary to previous research, work support did not mediate these relationships. In order to lessen the level of perceived NWB, it is essential to reduce negative acts at work as well as enhance the understanding of this phenomenon. This study contributes to the research literature on bullying in Vietnamese context, both theoretically and practically. From these findings, organisations might be beneficial from this study to reduce the level of workplace bullying. Further research could navigate which constructs could enhance young employees’ positive experience at work in the face of workplace bullying.

A Comparative Study on Workers Job Satisfaction towards Public and Private Limited Tea Garden in Golaghat District, Assam

The present study discusses the Job satisfaction level between public and private Ltd. tea garden workers in Golaghat district of Assam, India. Job satisfaction which refers to the positive or favourable attitudes towards their work. Satisfactory attitude encourages a worker to work efficiently while dissatisfaction leads to disappointment of instructive objective. A questionnaire on Job satisfaction developed by Dr. B. C. Muthayya (1984) was administered for data collection. A total number of 190 workers were selected for data collection. Out of 190 respondents 117 respondents were Public Ltd., and 73 respondents were from private tea garden. Out of 117 Public limited, 46 were male and 71 female. Similarly, out of 73 Private tea garden workers, 34 were male and 39 female. The main objective of this study is to find out the significant difference between public and private Ltd. tea garden workers. SPSS (Statistical Package for Social Sciences) were employed for data analysis. Data were analyzed based on descriptive statistics including ‘t’ test to see the significant differences between two public and private Ltd. tea garden workers, and Inferential statistics –ANOVA to see the significant differences between four groups of employees ( Public male &female and Private male and female). In terms of job satisfaction, the ‘t' results demonstrate that there is a considerable difference between public and private, public male and female, and private male and female tea garden workers. ANOVA result shows the significant difference among the four groups. Duncan’s multiple range tests also depicts the differences between all pairs of means except the group of public female and private male. The obtained results were compared to those of other similar studies.

Performance-Based Bonus: An Effective Motivator or Stress Inducer?

Motivation is the sense of encouragement and an attitude influenced by various job-related factors such as salary, rewards, supervision, and others. It is crucial for managers, supervisors, and administrators to determine the factors necessary for driving improved performance and understand its significance in terms of job satisfaction and productivity, both of which significantly impact overall job performance. The Performance-Based Bonus (PBB) represents a novel type of incentive granted to government employees based on their individual work performance. This differs from other existing government bonuses that are distributed universally to all employees, regardless of their performance, as introduced in Fiscal Year 2012, under Executive Order No. 801.Current research about the effect of the performance-based bonus is varied and little research exists which describes the experience that teachers have. The primary objective of undertaking this study was to find out whether the Performance-Based Bonus is an effective motivator or stress inducer to the teachers and staff of the selected DepEd Schools in Iligan City. This study was conducted in Villa Verde Elementary School, Tambo Central School, and Tomas Cabili National High School. There were seventy-one (71) respondents who participated in this research by answering a self-constructed questionnaire. It has been found in this study that a significant portion of the participants fall within the 30-39 age range, and the majority of respondents were female, married and were bachelor’s degree holders. It was discovered that majority of the respondents are married and have completed their undergraduate degrees. According to the tabulated gathered data, on Performance Based Bonus as an effective motivator, it revealed that the highest calculated mean derived from statement no. 6 is 4.17, indicates a strong agreement. This implies that majority of respondents agreed that the performance-based bonus (PBB) is an effective motivator on their work performance. On the other hand, on Performance Based Bonus as stress inducer, it is realized that the highest calculated mean from statement no. 2 is 3.03 and is marked as neither agree nor disagree. This implies that most respondents are neither agreeing nor disagreeing that the implementation of PBB is a stress inducer. In general, the respondents showed a strong agreement that the Performance Based Bonuses an effective motivator.

The Effect of Perceived Organizational Support on Employees' Job Satisfaction in Organizations: A Study on Firefighters

The study aims to reveal the perceived organizational support (POS) and job satisfaction (JS) levels of firefighters and to determine whether there is a relationship between them. A questionnaire was applied to 426 firefighters working in Turkey using convenience and snowball sampling methods. As a result of the study, POS was found to be at medium level and JS was found to be above average. It was found that there was both a positive relationship between POS and JS and that POS had a significant positive effect on JS. Significant differences were found in terms of marital status, salary adequacy, age, and education in terms of POS, while no difference was found in terms of years of experience variables. In terms of JS, a significant difference was found in terms of salary adequacy and educational status variables, while no difference was found in terms of marital status, age, and years of experience variables.

Clinical leaders crossing boundaries: A study on the role of clinical leadership in crossing boundaries between specialties.

Due to the growing number of complex (multimorbid) patients, integrating and coordinating care across medical specialties around patient needs is an urgent theme in current health care. Clinical leadership plays an important role in stimulating coordination both within and between specialty groups, which results in better outcomes in terms of job satisfaction and quality of care. In this light, this study aims to understand the relation between physicians' clinical leadership and outcomes, focusing on the sequential mediation of relationships and coordination with physicians within their own medical specialty group and from other specialties. A cross-sectional self-administered survey among physicians in a Dutch hospital (n = 107) was conducted to measure clinical leadership, relational coordination at two levels (medical specialty group and between different specialties), quality of care, and job satisfaction. Clinical leadership was related to better quality of care through more relational coordination within the medical specialty group. Clinical leadership was related to more job satisfaction through more relational coordination within the medical specialty group, through more relational coordination between specialties, and sequentially through both kinds of relational coordination. Physicians who act as clinical leaders are important for crossing specialist boundaries and increasing care outcomes. To improve multidisciplinary collaboration, managers should encourage clinical leadership and pay attention to the strong relationships between physicians from the same specialty.

Pengaruh Kepuasan Kerja Motivasi Kerja dan Komitmen Organisasi terhadap Kinerja Perawat di RS Awal Bros Bekasi

Hospital optimization requires employees who have job motivation and good job satisfaction in order to realize the performance of good employees. Decreased nurse performance can be caused by various aspects, researchers try to review in terms of job satisfaction, work motivation and organizational commitment. This study is a cross sectional study, using multiple linear regression test with 95% confidence degree. The results showed that job satisfaction, work motivation and organizational commitment had an effect on partial performance 2,457 (p = 0,015), 4,100 (0,00), 4,552 (0,00). While simultaneously has a value of F of 48.606 (0.00). The conclusion of this research is there is influence between job satisfaction, work motivation, and organizational commitment to nurse performance.
 

Logistics reform on alleviating acute stress disorder under management psychology in college

BackgroundIn higher education institutions, logistics workers often face high-pressure and multitasking work environments, which may lead to acute stress disorder. This study explores the effectiveness of reforming logistics management methods in universities in alleviating acute stress disorder among employees from the perspective of management psychology.Subjects and MethodsFour higher education institutions were selected, with 50 logistics staff randomly selected from each school, totaling 200. Using a randomized controlled trial method, the employees were evenly divided into experimental and control groups. The experimental group adopted a new logistics management method based on management psychology for one year. The control group maintained its original management mode. The psychological status of all employees was evaluated before and after the reform using the Acute Stress Disorder Self-Rating Scale (ASDS).ResultsAfter implementing the new management method, the ASDS score of the experimental group significantly decreased (P<0.01), and the difference was significant compared to the control group. In addition, the employees in the experimental group also scored higher in terms of job satisfaction, teamwork, and work efficiency.ConclusionsUnder the guidance of management psychology, the reform of logistics management methods in universities significantly alleviates the acute stress disorder of logistics workers. It is recommended that more higher education institutions adopt this new management approach to improve employees’ mental health and work efficiency.

Public Service Motivation on Job Satisfaction: Individual-Organisation Fit as a Mediation Variable

The majority of research on public service motivation (PSM), which shows a favorable link with work satisfaction, is done in advanced nations. PSM research in the public sector in developing countries, particularly Indonesia, is also needed to better understand human resource management in contexts that differ from those in developed countries. PSM has to be evaluated in other socio-cultural contexts, in addition to studies undertaken in the United States, Europe, Australia, South Korea, and China, to acquire an overview of PSM from different perspectives (Perry & Vandenabeele, 2015; Kim et al., 2013). According to the ASEAN Foundation's 2022 investigation, 48 out of 186 respondents, or 48% of Indonesian youth, want to be civil officials. The findings map the intended work interest preferences, with civil servants having the highest job interest. These different pieces of evidence suggest that civil officials are still seen as desirable employment in Indonesia. Multiple studies over the last few decades have found evidence that public sector employees motivated to serve the public have work attitudes that benefit the organization, particularly in terms of job satisfaction, when compared to employees who do not pursue public-serving-oriented motives (Harari et al., 2017; Homberg et al., 2015). Keywords: public service motivation, job satisfaction, person-organization fit, public sector

Job Satisfaction and Receiving Prosocial Workplace Behaviors Among Rehabilitation Counselors

Job satisfaction represents how an employee evaluates their job as favorable to unfavorable. Job satisfaction is widely studied because it can affect how an employee thinks, feels, and behaves in relation to their job. There is evidence that a supportive work environment tends to have outcomes that are more positive for the individual employees and the organization in general. While the rehabilitation counseling supervisor is a source of support (e.g., supervisor shows that they value counselor’s contributions; supervisor supports counselor decisions; supervisor trusts counselor to try new things), supervisors are often tasked with many duties in addition to their critical role of supervision and rehabilitation counselors may experience barriers to receiving support from supervisors. The purpose of this study was to explore the relationship between job satisfaction and support, in the form of prosocial behaviors from individuals in their organization (e.g., one member of an organization helping another complete a task; one member of the organization conveying actions of respect towards another; one member of the organization listening to anxiety and fears at work of another). Among the sample of rehabilitation counselors employed in the state vocational rehabilitation program studied, results indicate that rehabilitation counselors who received support from their supervisor and support from others in the organization reported the highest levels of job satisfaction. For counselors receiving low levels of support from their supervisor, receiving support from others in the organization seemed to make up for lack of support from the supervisor in terms of job satisfaction. In terms of job satisfaction, results indicate it is critical for rehabilitation counselors to receive support from individuals in the workplace in some capacity.

Differences in occupational values, communication types, job satisfaction, and organisational commitment among clinical nurses across generations.

This study examined occupational values, communication types, job satisfaction, and organisational commitment among clinical nurses across generations. Participants were 159 clinical nurses. Data were collected from 1 to 15 August, 2022, using a self-reported questionnaire. Statistically significant differences were observed across generations in terms of job satisfaction (F = 3.492, p = 0.03) and organisational commitment (F = 4.371, p = 0.01). However, there were no differences in occupational values (F = 0.765, p = 0.47) or communication types (F = 1.744, p = 0.18) among clinical nurses across generations. There was a moderate to strong positive correlation between job satisfaction and organisational commitment across all generations, and a moderate positive correlation between job satisfaction and occupational values among Generations Y and Z. To improve the quality of nursing care, various intervention programs based on the generational gap among clinical nurses need to be developed, to reduce conflicts, and ultimately establishing the necessary systems through mutual understanding of education.

Workplace Empowerment, Job Satisfaction, and Teaching Performance of Public Senior High School Teachers’ in City Schools Division in the Province of Laguna

Teachers’ empowerment is one of the most effective ways to enhance teachers’ commitment (Muhammad & Hussain, 2020). They have a very high level of workplace empowerment along impact which shows that teachers believe that they affect and influence school life positively. The goal of this study was to explore the level of teachers’ workplace empowerment, job satisfaction, and teaching performance, probe the relationship between the teachers’ level of workplace empowerment and level of job satisfaction, workplace empowerment and teaching performance, and level of job satisfaction and teaching performance, and examined the predictive ability of the level of workplace empowerment, and job satisfaction, taken singly or in combination, of level of teaching performance of senior high school teachers’ in the City Schools Division in the Province of Laguna. The findings revealed that the teachers’ level of workplace empowerment was “highly empowered”, while the teachers’ level of job satisfaction was “very satisfactory”. On the other hand, the teachers’ level of teaching performance was “outstanding”. In addition, the teachers’ level of teaching performance was significant to meaning, benefits, and professional growth with a p-value of 0.023, 0.028, and 0.002, respectively. It was concluded in the study that teacher’s workplace empowerment only meaning was correlated to teachers’ level of teaching performance. While in terms of job satisfaction, benefits and professional growth was correlated to teachers’ level of teaching performance. It implied that these predictors were highly contributors to the teachers of teaching performance. This study is believed to be a beneficial reference in developing a more empowered workplace, highly pleased teaching forces with the finest teaching performances.

Technology-supported teaching in times of COVID-19’s first period of emergency remote teaching: an exploratory analysis of influencing factors

In this exploratory study, we evaluated which factors are predictive of technology-supported teaching, conceptualised as Technological Pedagogical Content Knowledge (TPACK) competences and related professional development needs, and teachers’ mental health in terms of job satisfaction, work-life balance, and teacher stress during COVID-19’s first period of emergency remote teaching (ERT). In spring 2020, an online questionnaire was administered to gauge factors relevant to (1) shifting to ERT, (2) teachers’ well-being, and (3) teacher characteristics. Data from 309 Dutch teachers across educational sectors were analysed using Structural Equation Modelling in two models. We further explored the results of the model predicting technology-supporting teaching as this showed the most optimal fit. Our analyses show that factors from all three categories contributed to technology-supported teaching during the first educational lockdown, but that competence-related aspects were the strongest predictors. Our results offer directions to strengthen the teaching context to support teachers navigating challenging ERT-periods.

Knowledge transmission in the second part of careers: does formal training matter?

PurposeThis paper examines to what extent formal training targeted to workers aged 45 and over could enhance their knowledge transmission activities specifically in changing work environments. This is a key issue for human resources practitioners. Allowing older workers to keep on interacting with their colleagues and transmitting their knowledge acquired through experience reduces the risk for firms of losing critical knowledge assets.Design/methodology/approachThe authors use French-matched employer–employee data to estimate the effect of participation in training sessions intended to support change on the probability for workers aged 45–59 of frequently showing work practices to their co-workers. To account for selection bias in training, the authors reduce the group of untrained workers to those who wanted to attend a training session but had to cancel their participation for exogenous reasons. Leuven and Oosterbeek (2008) show that this is a valid approximation of a random assignment to training.FindingsTraining with the intention to support change for workers aged 45 and more significantly increases knowledge transmission for training participants. This effect is not strictly related to a supervising role as it is significant for workers without subordinates; it holds when the authors address the selection bias in training by narrowing down the comparison group. When training comes as a response to mitigate the potential negative effects of technological or organizational changes in the work environment, it helps workers aged 45–59 maintain their contribution to the knowledge base of the production.Research limitations/implicationsOur findings suggest that two main aspects have to be borne in mind when assessing the effectiveness of training for older workers. First, the reasons for training must be carefully considered, especially if it occurs in response to technological or organizational change in the workplace. Second, the continuation of interactions between older workers and their co-workers must be factored. If the public debate acknowledges that employee learning and development is critical in times of structural change and crisis, the outcomes of knowledge transmission within workplaces in terms of job satisfaction, turnover intentions, productivity or innovation, which the authors do not cover in this paper, deserve further investigations. In particular, the authors believe that studying how the training that supports technological and organizational change influences the relationship between age diversity and firm productivity is a promising avenue for future research.Practical implicationsThe implication of this article for human resource managers is that there may be a substantial cost to not updating the skills of older workers after technological or organizational change. Indeed, it is likely that a large proportion of jobs will only be partially automated, which implies that while some tasks will disappear, rendering the corresponding skills obsolete, others will persist and the skills associated with them will remain useful to organizations. If older workers are excluded from their work collectives after these changes, because their skills have not been updated through training, the knowledge from their accumulated experience that remains valuable will be irrevocably lost when they retire.Originality/valueThis study sheds a new light on the effectiveness of older workers’ training. Some contributions argue that training for older workers is not very effective because it has no significant effect on employment duration, earnings or relative productivity. The authors show that specific types of training to update skills after a technological or organizational change allow older workers to keep interacting with their co-workers and pass on their knowledge gained through experience, thereby reducing the risk for firms of losing critical knowledge assets.

Job Condition of Women Laborers in Industrial Area: A Case Study of Balaju industrial Area, Kathmandu

The paper explores the current situation of women labors in industry. It examines the women worker’s present job conditions in terms of job satisfaction, working hours and wages and their rights. This study was carried out on the Nebico Private Limited at Balaju Industrial Area. There were 65 labors working and I selected only 23 women by using the convenience sampling method as respondents of this study. The nature of the research approach was mix method. Moreover, the research employed both forms of data primary as well as secondary. In order to elicit the primary data, a face-to-face interview was conducted. The study reveals that women’s work is treated as unskilled labor and they face several other difficulties in comparison to males in their working space. It was found that more women labors were working in the factory for a longer period. In this study, out of 23 female respondents’ 39.13 percent are ethnically followed by Chhetri, 21.74 percent by dalits and 17.39 from Brahmin among total respondents. It was found that 43 percent of the women were working between one to three years of duration time period followed by one-third of them working less than years. Likewise, 22 percent of the women shared that they worked for three to five years of time duration. Women during her interview said that it was very difficult for them to find job and when they find a job it was more difficult to satisfy the person in their industry. However, they had no alternative than to continue their jobs.

The correlation between job satisfaction, compensation, and work environment on nurse's turnover intention in Kotamobagu Regional General Hospital using Structural Equation Modeling path analysis

Background: Turnover intention is the tendency of employees to leave the organization or resign voluntarily from their job. Several factors that might influence turnover intention are included job satisfaction, work environment, and compensation. Aims: This study aimed to determine the Path Analysis of the effect of job satisfaction, compensation, and work environment on the turnover intention of nurses at Kotamobagu Regional General Hospitals. Methods: A total of 34 nurses (total sampling method) contributed in this cross-sectional study. The model is presented with a single-directed arrow indicating cause and effect. The regression weights predicted by the model are compared with the correlation matrix from the observed data and then the goodness of fit is calculated. This study uses data analysis that is adapted to the research pattern and the variables studied. A causal model was employed, and to test the proposed hypothesis the SEM analytical technique (Structural Equation Modeling) was operated through the AMOS program. Results: From the statistical analysis, the study shows a significant relationship between job satisfaction and turnover intention (p-value = 0.011), and between the compensation and the turnover intention (p-value = 0.026). However, we found that there was no relationship between work environment and turnover intention among the nurses at Kotamobagu Regional General Hospitals (p-value = 0.935). Conclusion: This study concluded that there is a correlation between work satisfaction and compensation on turnover intention (direct factor), but there was no correlation between work environment on turnover intention (mediator). It is suggested a need to arrange regular evaluation in terms of job satisfaction and compensation to prevent turnover among the nurses.

Impact of Patient Safety Culture on Job Satisfaction and Intention to Leave Among Healthcare Workers: Evidence from Middle East Context.

The association between patient safety culture and staff outcomes remains unclear to date. This study aimed to identify the relationship between patient safety culture/job satisfaction and intention to leave among healthcare workers. A cross-sectional study was conducted using an online survey. Multinomial logistic regression analysis was used to investigate the association between the safety culture dimensions and the outcomes in terms of job satisfaction and intention to leave. Majority were females (77.2%); age between (20-30) years were (66.1%). 1-5 years work experience was reported by (98.2%); nurses accounted for (75.7%). (62.1%) reported very good patient safety grade. (78.3%) of respondents had no intention to leave; (84.3%) reported they like their job, (70.5%) stated that working in this hospital is like being part of a large family. However, (38%) said the hospital is not a good place to work, and morale in their clinical area is low. The overall composite scores were highest for "teamwork within hospital units (81.4)", and "organizational learning (79.4)", while lowest for "communication openness (37)",staffing (26.5)", and "non-punitive response to error (22.1)". Females were two times more likely to leave their jobs compared to males (AOR: 2.36, 95% CI: 1.24-3.46); intention to leave was 3.35 (95% CI = 2.19-5.09). As for job satisfaction, ages between 31-40 years tend to like their job two times more than other age groups (AOR: 1.90, 95% CI = 1.02-3.55). The safety culture domains "staffing" and "hospital management support for patient safety" were linked to a higher odds ratio for job satisfaction. Aside from gender and age, the dimensions of safety culture, including staffing, hospital management support, hospital handover, and transition, may have a signification impact on job satisfaction and intention to leave among healthcare workers.

The Effect of Teachers' Quality of Work Life on Job Satisfaction and Turnover Intentions

In this research, it is aimed to determine the relationships between teachers’ quality of work, job satisfaction and turnover intentions. Survey model of quantitative research design was used in the research. The sampling of the study was formed by 368 teachers working in primary schools in the central district of Bolu, Turkey. In the study, the scale of teachers’ quality of work; the scale of the turnover intentions and the scale of job satisfaction were used. Parametric tests were used in the research as the data were suitable for normal distribution. According to the findings, teachers’ perceptions of the quality of work are moderate in the whole scale in terms of job satisfaction, stress in work life, working conditions and work-family life balance dimensions and weak in terms of the self-control over the work and higher than the overall well-being. It is significant that teachers do not have enough self-control over their work. The fact that teachers' perceptions of job satisfaction and turnover intentions are moderate should be considered although the intentions of teachers to leave work are not high. There is a strong positive relationship between all dimensions except for the whole scale of teachers’ quality of work and the dimensions of stress in work life and job satisfaction; a moderate negative relationship between the dimensions of stress in work life and job satisfaction; a high level of negative relationship between the scale of quality of work and all dimensions except for the dimensions of stress in work life and the turnover intention; a positive high relationship between the dimensions of stress in work life and turnover intentions. The quality of work and all dimensions are the predictors of both job satisfaction and turnover intentions.

Understanding beginning teachers' professional identity changes through job demands-resources theory

Teachers' professional identity is malleable. However, changes in first-year teachers' professional identity are under-documented in the literature. This study attempted to understand these changes using the job demands-resources (JD-R) model in the context of a two-wave investigation before and after the first year of teaching (Time 1 and Time 2). A total of 464 elementary and secondary schoolteachers reported twice their perceived professional identity in terms of job satisfaction, occupational commitment, teacher self-efficacy, and motivation to teach. School characteristics were captured in terms of job demands and job resources at T2. Findings estimated by the rank-order change, the mean-level change, and the Reliable Change Index indicated significant declines in these teachers' professional identity over one year. Autoregressive change analysis revealed that growth opportunities (job resources) and emotional demands (job demands) in the school context played a major role in the observed declines. Suggestions and implications are discussed for key stakeholders of teacher education programs and teachers' professional development.

Educational Resource Management as Predictor to Quality of Work-Life

This study assessed the factors of educational resource management that relate to the quality of work-life among public elementary school teachers. Descriptive-correlational research design was employed to gather data among 534 teaching personnel from 26 public elementary schools in Candelaria District during the academic year 2021-2022. The primary instrument of the study was a researcher-made survey questionnaire distributed using Google forms. The study revealed that physical resources in different schools is managed while time, financial, human, information and communication technology and community resources is well-managed. Moreover, the community and physical/material resources are factors that significantly relate to the respondents’ quality of work-life in terms of job satisfaction, workplace stress, financial reimbursement, working condition, work-life balance, and safety and health based on the regression of variables. However, there is no significant difference in the perceptions of two groups of respondents to educational resource management and level of their quality of work-life. School leaders may prioritize the management of community and physical resources since these are the two factors that can be linked to personnel’s quality of work-life. This is important for all organizational inputs because it leads employee’s satisfaction and influences organizational effectiveness.

Shared Governance as an Antecedent of Intention to Leave and Job Satisfaction among Nurses in Level 3 Government Hospitals in Region III, Philippines

Background: Shared governance may be considered as both a guideline and a technique that allows nurses to have a say in decision-making measures. Rather of assigning full accountability to one nurse, it is distributed to each group member. In the face of high attrition, healthcare officials are still considering strategies to improve nurse job satisfaction and retention. Aim: The purpose of the study is to explore shared governance as an antecedent of intention to leave and job satisfaction among nurses in Level III government hospitals in Region III, Philippines. Materials and Methods: Quantitative descriptive type of research was used. A total of 806 nurses across six (6) Level III government hospitals in Region III, Philippines participated in the study. Three instruments were utilized namely: 1) Shared Governance was measured using the Index of Professional Nursing Governance by Hess (1998) used in the study of Wilson (2013); 2) Intention to Leave questionnaire by Mohammed and Mohammed (2013) used in the research of Ahmed, Abdelwahab, and Elguindy (2017) and 3) Job Satisfaction questionnaire by Mueller and McCloskey and used in the research of Prosen and Piskar (2015). Data was computed using SPSS version 25. Results: It revealed that shared governance is not an antecedent of the intention to leave among nurses. Even in terms of job satisfaction, shared governance is not an antecedent among its variables except for the control and responsibility which identified as significant. Conclusion: Nurses at all levels of the organization should govern and participate in decisions that influence their practice as part of the shared governance model; thus, allowing them to have greater independence and control over their practice leading to maintain job satisfaction and decrease intention to leave the institution.