Hospital Perceptions of Job Satisfaction

Butler, Joan; Parsons, Robert J.

doi:10.1097/00006247-198908000-00018

Cited by 19 publications

(23 citation statements)

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“…(1997), who found that the opportunities and freedom to take decisions and experiment in jobs (which equates to more autonomy) provided intrinsic satisfaction to employees. This outcome was also consistent with the studies in the Western context that autonomy was a vital enhancer of job satisfaction (Butler and Parsons, 1989;Molleman and Van Knippenberg, 1995;Williams, 1990). Employee empowerment reflected in organizational practices such as autonomy in decision making, opportunities to be involved in goal setting and involvement in teams and committees that influence decisions have been found to be a stronger predictor of job employee satisfaction than other variables such as salary (Voisard, 2008).…”

Section: Discussionsupporting

confidence: 87%

The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry

Hosie

Jayashree

Tchantchane

et al. 2013

The International Journal of Human Resource Management

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South East Asian petroleum retailers are under considerable pressure to improve service quality by reducing turnover. An empirical methodology from this industry determined the extent that jobs characteristics, training opportunities, age and salary influenced the level of job satisfaction, an indicator of turnover. Responses are reported on a random sample of 165 site employees (a 68 per cent response rate) of a Singaporean retail petroleum firm. A restricted multivariate regression model of autonomy and training opportunities explained the majority (35.4 per cent) of the variability of job satisfaction. Age did not moderate these relationships, except for employees >21 years of age, who reported enhanced job satisfaction with additional salary. Human Capital theory Life Cycle theory and Job Enrichment theory are invoked and explored in the context of these findings in the South East Asian retail petroleum industry. In the South East Asian retail petroleum industry, jobs providing employees with the opportunity to undertake a variety of tasks that enhanced the experienced meaningfulness of work are likely to promote job satisfaction, reduce turnover and increase the quality of service.

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Section: Discussionsupporting

confidence: 87%

The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry

Hosie

Jayashree

Tchantchane

et al. 2013

The International Journal of Human Resource Management

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“…20,21 It has been found that nurses rank monetary value as the most influential aspect of the job when compared to other factors. 22 The importance of salary as a determinant of job satisfaction cannot be over emphasized. In this study 32.5% of respondents believed they would be satisfied with a perfect salary irrespective of all other aspects of their job while 32.5% were neutral to this and 17.5% believe they would be very satisfied.…”

Section: Discussionmentioning

confidence: 99%

“…7 It has also been reported that nurses ranked monetary rewards as the most influential aspect of job satisfaction when compared with other factors like managerial support, free expression and professional development. 8 Studies have shown a direct correlation between staff satisfaction and patient satisfaction in health care organizations. 9 Job satisfactions of doctors and nurses are interrelated with the quality of health care, patient satisfaction with the services they receive, patient compliance and continuity of care.…”

mentioning

confidence: 99%

Job satisfaction among doctors and nurses: a case study of federal medical centre Yola, Nigeria

Martins

Dahiru

Danburam

et al. 2016

Int J Community Med Public Health

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INTRODUCTIONJob satisfaction refers to how well a job provides fulfillment of a need or want or how well it serves as a source or means of enjoyment.1 In recent times the African continent has faced serious human resource shortages, which has resulted in the inability of many countries to initiate and sustain credible health services. 2Nigeria has too few doctors and nurses along poor health indicators when compared to other countries. It is a country which produces more trained health personnel than its health system uses effectively. This trained health care staffs are known to continuously migrate out of the country to more developed countries.Nigeria has been estimated to have 39,210 registered doctors, but one wonders how many of these doctors are still practicing in the country. The quality of performance of any health institution largely depends on an available human resource mix. 4 This is in regards to if the health care providers are job satisfied or not. ABSTRACTBackground: The quality of performance in the health sector to a large extent depends on whether health care providers are job satisfied or dissatisfied. The prevalence of dissatisfaction among doctors and nurses has not been given considerable attention in Nigeria though it affects patient satisfaction and is associated with reduced quality of care. This study assessed the level and factors determining job satisfaction among doctors and nurses in a federal tertiary institution. Methods: A descriptive cross sectional study was conducted involving 58 doctors and 182 nurses. Data was collected using a self-administered structured questionnaire designed with a 5 point Lickert scale that determined various levels and factors of job satisfaction that relate to 4 domains: the hospital management, hospital facilities, health care providers and pay and benefits. Scores were added to give an aggregate score for each domain and overall. Independent t-test was used to test for statistical significance in satisfaction levels between doctors and nurses. A p-value of ≤ 0.05 was considered statistically significant. Results: Overall 57.5% of respondents were satisfied or very satisfied, 18.9% neutral and 23.5% dissatisfied or very dissatisfied with all work domains. Doctors were significantly more satisfied than nurse with the hospital facilities; t=2.007, p= 0.046, while nurses were significantly more satisfied with their pay and benefits; t=-3.20, p =0.002. Conclusion: Most respondent in this study were satisfied with their jobs with minority satisfied with their remuneration. There is therefore a need to address the issue of improved remuneration for doctors and nurses.

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“…For instance, Fung-kam (1998) found that the three factors that have the most influence on job satisfaction were autonomy, professional status, and pay. Many studies do not find pay to be associated with overall job satisfaction among RNs (Butler and Parsons, 1989;Cavanagh, 1992;Reineck and Furino, 2005). On the contrary, Williams (1990) and Best and Thurston (2006) found pay satisfaction and autonomy the most important components of overall job satisfaction in a sample of Canadian nurses.…”

Section: Pay Satisfaction Job Satisfaction and Turnover Intentmentioning

confidence: 99%

Pay Satisfaction, Job Satisfaction and Turnover Intent

Singh¹,

Loncar²

2010

155

129

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The purpose of this paper was to examine the relationships among pay satisfaction, job satisfaction, and turnover. While there is a fairly large body of literature on pay satisfaction/dissatisfaction-turnover relationship, there are reasons to expect different outcomes in occupations – such as social work and nursing – where job satisfaction, versus pay, may be of equal, if not greater importance. Essentially, it may be argued that in these sectors, workers are driven more by job satisfaction rather than their paychecks. Yet, there is little empirical research on this issue; thus, a primary purpose of this study is to address this research need. This study will add to the recent research that has focused on key human resources management and industrial relations issues related to the nursing profession in Canada. Furthermore, many studies use a unidimensional measure of pay satisfaction even though the literature suggests that there are better measures. Using a four-dimensional instrument in this study, we improve on past practices.Using a sample of 200 nurses in a unionized hospital in Ontario to test our hypotheses, we found support for both (viz., 1. The four pay dimensions will affect turnover intent differently; and 2. Job satisfaction will add incrementally to the explained variance in the pay satisfaction-turnover relationship). The findings support the contention that nurses may be more motivated by their jobs, versus their pay. The findings may be good news for organizations that want to better manage labour costs. There are different ways for hospitals to improve their workplace environment in order to increase satisfaction with intrinsic job factors and reduce turnover.Cet article examine la relation entre la satisfaction à l’égard de la rémunération, la satisfaction au travail et le roulement de la main-d’oeuvre. Alors qu’il existe un corpus plutôt vaste de littérature sur la satisfaction/insatisfaction à l’égard de la rémunération, il y a des raisons de penser que les résultats pourraient différés pour certaines professions, comme dans le cas du travail social et celui des soins infirmiers, où la satisfaction au travail comparativement à celle à l’égard de la rémunération peut être d’importance égale ou même supérieure. Essentiellement on peut argumenter que dans ces secteurs, les travailleurs et travailleuses sont davantage motivés par la satisfaction au travail que par leur chèque de paie. Pourtant il y a peu de recherche empirique sur ce sujet. Un premier objectif de l’étude est de combler en partie du moins ce manque. Elle ajoutera ainsi aux études récentes qui mettent l’accent sur la gestion des ressources humaines clés dans les organisations et les problèmes de relations industrielles liées à la profession des soins infirmiers au Canada. Plusieurs études utilisent une mesure unidimensionnelle de la satisfaction à l’égard de la rémunération alors que la littérature suggère que de meilleures mesures pourraient être utilisées. Aussi en proposant une mesure à quatre dimensions, nous croyons pouvoi...

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Hospital Perceptions of Job Satisfaction

Cited by 19 publications

References 0 publications

The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry

The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry

Job satisfaction among doctors and nurses: a case study of federal medical centre Yola, Nigeria

Pay Satisfaction, Job Satisfaction and Turnover Intent

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