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job Satisfaction of nurses’
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ABTRACT
The study is to assess the ‘ job Satisfaction of nurses’
Objectives
1.To assess the satisfaction level of nurses.
2.To assess the attitude of nurses towards their job.
3.To compare the difference of job satisfaction among different wards.
4.To find out the appropriate measures to reduce the job dissatisfaction among the nurses.
Materials and method
The research design used was questionnaire method. The study was on 100 nursing staff of Lisie hospital, Kochi. After getting permission from hospital authority and consent from the individuals and using the interview technique data was collected regarding job satisfaction of nurses. Samples were categorized into various levels and applying mean=standard deviation.
INTRODUCTION
Nowadays, hospitals are confronting great competition and scarcer resources than ever before. They are also severely challenged by the external and internal environment to achieve their goals effectively and efficiently. Nurses, as the largest group of professionals, play an important role in determining the quality and cost of healthcare. It is argued that they have the potential to be part of solutions to key problems in health care systems.1 Issues such as job satisfaction and organizational commitment for nurses are of paramount importance for administrators and managers in health organizations due to the crucial role they play in their organizations' performance.
The integral part of any management process is to manage the people at work. A well managed organisation sees worker as the root cause of quality and productivity .An effective organisation will always promote a sense of commitment and satisfaction among its employees. The significance and importance of the concept of organizational commitment in terms of leading to beneficial organizational and desirable outcomes such as increased productivity, reducing absenteeism and turnover, has been documented by many studies such as those of Steers (1977); Porter et al. (1974); Reiches (1985) and Tett and Meyer (1993).
One way to address issue of employee turnover is to understand the job satisfaction and commitment level of employees. Organizations often try to foster commitment in their employees to achieve stability and reduce costly turnover. It is commonly believed that committed employees will also work harder and be more likely to "go the extra mile" to achieve organizational objectives. Research has consistently demonstrated that commitment does indeed contribute to a reduction in turnover. Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. A lot of studies are conducted separately on commitment, satisfaction .So it is crucial to conduct a study on job satisfaction and organizational commitment .
INDUSTRY PROFILE
In this modern era,healthcare is a complex process .It is necessary to recognise illness as well as patients in order to succeed the treatment.A lot of factors such as physical,psychological,emotional,spiritual and technical factors are influencing a person.So our treatment should be a focused one.
Our health care system is undergoing dramatical changes. A lot of new innovative diagnostic and therapeutic measures have enriched this industry.It is expected that Indian health care system will achieve more than 10% growth in the coming future.But still a lot of traditional practices needs to be changed in order to attain international standards.
Nurses are the backbone of any hospital.But in present scenario,nurses are facing a lot of problems such as low remuneration,unfavourable working conditions,mental stress etc.So it is necessary to conduct a research study regarding their current problems,and recommend a highly satisfactory solutions to solve them.
COMPANY PROFILE
LISIE hospital kochi is the biggest unit of action in the medical field managed by the congregation of the Sisters of the Destitute. This hospital acts as a nerve centre for all the socio medical activities of the congregation and as a referral center for the many small medical units located in the peripheral villages.
lisie hospital kochi is a 1000 bedded multispecialty hospital having all departments such as Department of Cardiology, Department of General Medicine, Department of Ophthalmology, Department of General Surgery, etc. with a medical staff of around 40 physicians and 200 health care employees. Samaritan hospital offers a wide range of services unequalled by hospitals of comparable size in the region. Currently the hospital has 17 full fledged medical and surgical departments with 27 consultants and 12 resident medical officers. As most of the doctors, nurses and technicians reside in the campus itself their service is available round the clock. More than 50 medically or technically qualified religious sisters do voluntary services in the hospital.
The hospital runs clinics for the poor and the needy where medicines and treatment are given free of cost to all irrespective of their religious convictions. In addition, teams of doctors and nurses conduct medical and health camps and immunization programs in the villages routinely. The school of nursing visit homes collects vital information on the health status of the villagers and educates them, especially expectant mothers, on health, hygiene and child care.
REVIEW OF RELATED LITERATURE AND STUDIES
This chapter presents the literature, reading, and studies that are related to the present study.
2.1 RELATED STUDIES
A large number of research reviews have concluded that organizational commitment plays an important role in predicting work behaviour. Research has also shown that organizational commitment significantly correlates with job satisfaction, organizational citizenship behaviour, turnover intentions, work performance, employee motivation and thus appears to be a crucial factor in understanding and enhancing work effectiveness ( Mowday , 1982; Mathieu and Zajac, 1990; Cohen, 1993a and 1993b; Meyer and Allen, 1997; Meyer et al., 2002; Cooper-Hakim and Viswesvaran, 2005; Riketta and Van Dick, 2005; Chughtai and Zafar, 2006; and Kumar and Giri, 2007). Employees with low level of commitment are more likely to leave their organizations whereas highly committed employees wish to remain with their employing organizations (Mowday et al., 1982; Cohen, 1993a and 1993b; and Meyer et al., 2002).
The significance and importance of the concept of organizational commitment in terms of leading to beneficial organizational and desirable outcomes such as increased effectiveness, reducing absenteeism and turnover, has been documented by many studies such as those of Steers (1977); Porter et al. (1974); Reiches (1985) and Tett and Meyer (1993). These positive linkages between organizational commitment and desirable organizational outcomes may be due to the findings by Hrebiniak and Alutto (1972) as well as Angle and Perry (1983) that organizational commitment is considered to be the result of an individual-organization relationship, where individuals attach themselves to the organization in return for certain valued rewards or payments from the organization. Hence, it is likely that job satisfaction is a dominant factor influencing organizational commitment of employees.
2.2 JOB SATISFACTION
Job satisfaction is a result of employee's perception of how well their job provides those things that are viewed as important. There are three important dimensions to job satisfaction. First, job satisfaction is an emotional response to a job situation. Second, job satisfaction is often determined by how well out comes meet or exceed expectations. Third job satisfaction represents several related attitudes.
2.2.1 THE CAUSES OF JOB SATISFACTION
Five predominant models of job satisfaction focus on different causes.
Need Fulfilment: These models propose that satisfaction is determined by the extent to which the characteristics of a job allow an individual to fulfil his or her needs. Unmet needs can affect both satisfaction and turnover.
Discrepancies: These models propose that satisfaction is a result of met expectations. Met expectation represent the difference between what an individual expects to receive from a job and what he or she actually receives. When expectations are greater than what is received a person will be dissatisfied. This model predicts that individual will be satisfied when her or she attains out comes above and beyond expectation.
Value Attainment: Satisfaction result from the perception that a job allows fulfilment of an individual's important work values. Managers can thus enhance employee satisfaction by structuring the work environment and its associated rewards and recognition to reinforce employee values.
Equity: In this model, satisfaction is a function of how fairly an individual is treated at work. Satisfaction result from ones perception that work outcomes, relative to inputs, compare favourably with a significant others outcomes/inputs.
Dispositional/Genetic components: This model is based on the belief that job satisfaction is partly a function of both personal traits and genetic factors. It implies that stable individual differences are important in explaining job satisfaction.
2.2.2 THEORETICAL FRAME WORK
The term job satisfaction refers to the general attitude of an individual towards his/her job(Robbins,2003).Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one's job; an affective reaction to one's job; and an attitude towards one's job. Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviours. This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviours. Job satisfaction can also be defined as either as the overall or general job satisfaction of an employee or as the satisfaction with certain facets of the job such as the work itself ,co-workers,supervision,pay, working conditions, company policies, procedures and opportunities for promotion(Smith et al.,1969).Based upon these two view points of job satisfaction , it may be measures either as the general or overall satisfaction of an employee with the job or it may be measured as the satisfaction of an employee with the various work facets. For the present study the former view of job satisfaction has adopted.
2.2.3 HISTORY AND BACK GROUND OF THE STUDY
One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers' productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction.
Scientific management also had a significant impact on the study of job satisfaction. Frederick Winslow Taylor's 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labour and piecework towards the more modern approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylor's work.
Some argue that Maslow's hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life - physiological needs, safety needs, social needs, self-esteem needs, and self- actualization. This model served as a good basis from which early researchers could develop job satisfaction theories.
METHODOLOGY
1.Title
A study on job satisfaction and organizational commitment among Nursing Staff in lisie Hospital, kochi.
3.2.Objective
3.2.1.General objective
To study about the job satisfaction and organitional commitment of nursing staff in lisie Hospital , kochi.
3.2.2.Specific objective
• To assess the level satisfaction among nursing staff of lisie hospital hospital kochi
• To assess the level of commitment of nursing staff of lisie hospital hospital kochi
• To study if there is any causal association between the job satisfaction and commitment among nursing staff of lisie hospital kochi.
• To give suggestions if any for the improvement of the hospital
3.3 RESEARCH DESGN
The study design is descriptive in nature. It describes the state of affairs as it exists at present, it mainly involves surveys and fact finding enquiries of different kinds.
3.4.Theoretical Definitions
3.4.1.Job satisfaction
Contentment (or lack of it) arising out of interplay of employee's positive and negative feelings toward his or her work - businessdictionary
3.4.2. Organizational commitment
Strength of the feeling of responsibility that an employee has towards the mission of the organization. - businessdictionary
3.4.3.Nurse
By International Council of Nurses (1965), “The nurse is a person who has completed a programme of basic nursing education and qualified and authorized in her country to supply the most responsible services of nursing for the promotion of health, prevention of illness and the care of the sick”
3.5.Operational definitions
3.5.1.Satisfaction
Attitude towards the present job, satisfaction with pay, satisfaction with promotional opportunities, satisfaction with co-workers, satisfaction with superiors
3.5.2.High satisfaction
A score 4 to 5 in the survey result towards a particular variable, question or statement is indicative of high satisfaction with that variable, question or statement.
3.5.3. Satisfaction
A score 3 to 4 in the survey result towards a particular variable, question or statement is indicative of satisfaction with that variable, question or statement.
3.5.4. Dissatisfaction
A score 2 to 3 in the survey result towards a particular variable, question or statement is indicative of dissatisfaction with that variable, question or statement.
3.5.5. High Dissatisfaction
A score 1 to 2 in the survey result towards a particular variable, question or statement is indicative of high dissatisfaction with that variable, question or statement.
3.5.7 Commitment
3.5.8. High commitment
A score between 4-5 is indicative of having high commitment
3.5.9 Commitment
A score between 3 to 4 is indicative of having commitment
3.5.10. Low commitment
A score between 2 to 3 is indicative of having low commitment
3.5.11.Very low commitment
A score between 1 to 2 is indicative of having very low commitment
CONCLUSION
Nursing is a profession focused on advocacy in the care of individuals, families and communities in attaining, maintaining and recovering optimal health and functioning.
Nursing care plays a crucial role because they are the providers and put the patient care plan prescribed by the physicians and surgeons into action. The increased pressure of modern day living can lead to a greater number of physical and mental problems which in turn affects the satisfaction . So it is essential to learn how to deal with satisfaction in a positive way to make nurse’s professional as well as personal life a whole lot easier and happier experience which in turn leads to commitment to the organisation. This study helped the researcher to understand the job satisfaction and commitment among the nurses of lisie Hospital , kochi.