Job satisfaction of hospital nurses: an empirical test of a causal model in Taiwan

Chu, Cheng-I; Hsu, Hsiang-Ming; Price, James L.; Lee, J.‐Y.

doi:10.1046/j.1466-7657.2003.00165.x

Cited by 81 publications

(107 citation statements)

References 25 publications

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“…The current study supports the assertion from Chu et al (2003) that the clinical specialty should be investigated in more detail when looking at job satisfaction. This study showed that the clinical specialty explains additional variance in job stress and satisfaction beyond Karasek"s model and self-efficacy.…”

Section: Discussion Related To Incidental Findingssupporting

confidence: 88%

“…The current sample had a higher percentage of baccalaureate prepared nurses than previous research had found. There is evidence that educational preparation impacts negatively on job satisfaction of nurses (Blegen, 1993;Chu et al, 2003), but there is some inconsistency and the direction of the relationship is not clear (Coomber & Barriball, 2007). For this reason also, caution needs to be taken in generalizing of the results of the current study.…”

Section: Limitations Of the Studymentioning

confidence: 70%

“…In a review of the literature, Lu et al (2005) found that sources of job satisfaction included relationships with coworkers and supervisors. Chu et al (2003) found that support from coworkers was a significant correlate of job satisfaction while supervisory support had a positive relationship to the job satisfaction of nurses" aides in long-term care (McGilton et al, 2007).…”

Section: Research Question Twomentioning

confidence: 99%

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Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

Cotton

2012

cjnl

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The difficulties new nurses experience when first entering acute care work environments have been recognized since Kramer"s seminal work in the 1970s. Despite the implementation of interventions designed to help ease the transition, the literature continues to report that new graduates undergo stress when beginning their careers as nurses. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job stress, job satisfaction and intention to leave of new nurses.The conceptual framework used in the study was Karasek"s (1979) Job DemandsControl-Support (JDC-S) model. This model posits that job demands increase employee stress, but that increasing control can alleviate the negative effects of high demands. Social support and self-efficacy were included in this study as potential moderators of the relationships between demands and control and the outcome variables. This was an exploratory study that utilized a cross-sectional survey was used to gather data. Surveys were mailed to the homes of new nurses working in acute care hospitals across Ontario, Canada.Data were received from 232 new nurses, a response rate of 23.8%. Nurses in the sample had an average of 18.2 months of experience. Data were analyzed using separate hierarchical iii regression models for each dependent variable. The results showed that the main effects of job demands, social support and self-efficacy provided partial support for the JDC-S model when examining job stress, job satisfaction and intention to leave the job. Only self-efficacy was significantly related to intention to leave the profession. There was no evidence of moderating effects of social support or self-efficacy. An understanding of factors in the work environment that influence new nurses may assist in supporting them during the transition. By exploring the effects of demands, control, social support and self-efficacy on new graduates" job stress, job satisfaction and intention to leave, this study may provide direction to nursing leaders who are working new nurses in acute care.iv ACKNOWLEDGEMENTS

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Section: Discussion Related To Incidental Findingssupporting

confidence: 88%

Section: Limitations Of the Studymentioning

confidence: 70%

Section: Research Question Twomentioning

confidence: 99%

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Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

Cotton

2012

cjnl

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“…Organizations cannot succeed without their personnel efforts and commitment (A Mohamood& M Hossain, 2006). Than organization considered and used many tools for employee job satisfaction such as: salaries, achievement, job security and workplace flexibility (Koustelios et al, 2003;Navaie-Waliser et al, 2004;Ilies and Judg, 2003;Gigantesco et al, 2003;McNeese-Smith, 1999;Blegen, 1993;De Loach, 2003;Chu et al, 2003;Thyer, 2003). Number of the researches pointed that the teacher self efficacy having a impact on student achievement and success (Moore &Esselman, 1992Muijs&Rejnolds, 2001;Ross, 1992.The opportunities for individual and specialized development and achievement is one of the most excellent predictors of job satisfaction (Lyons et al, 2003;Al-Ahmadi, 2002;Freeborn and Hooker, 1995;Wittig et al, 2003).…”

Section: H1: Job Security Has a Positive Effect On Job Satisfactionmentioning

confidence: 99%

The Impact of Intrinsic Motivation on Employee’s Job Satisfaction

Raza¹,

Akhtar²,

Husnain³

et al. 2015

MOS

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The main purpose of present study is to identify the impact of intrinsic motivation on employee's job satisfaction. This is basically an empirical study and a scale was developed to find out the impact of four variables namely; job security, achievement, job responsibility and work itself (intrinsic motivation). The questionnaire was distributed among the respondents on the basis of simple random sampling. The findings of this study show a significant positive relationship among four variables and employees job satisfaction. The relationships among job security & job satisfaction, achievement & job satisfaction, job responsibility & job satisfaction and work itself and job satisfaction are significant and positive. This research study highlights the areas in which the organizational manager focuses to increase the individual and organizational performance. Keywords: Job security, Achievement, Job responsibility, Work itself, Country of origin, Employees satisfaction, PakistanObjective of the Study:The main objective of this research is to investigate the impact of intrinsic motivational factors on job satisfaction. Because in Pakistan the study related to intrinsic motivation is not conducted so we are going to investigate this issue.Research methodology: Data was collected from the different organizations and employees working in different organizations of Pakistan. The survey was completed by 182 employees, 95% responses were observed. The Results were made using Correlation, regression and ANOVA with the available data. Findings:The results showed that intrinsic motivation and employee's job satisfaction are reducing the risk. Finding is that employees' perception diverges significantly during the organizational problems.

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“…개인의 특성과 직무만족 간의 관계 또는 조직 의 근무환경과 직무만족 간의 관계에 대한 선행연구는 개인적 특성이 직무만족에 영향을 미치며 (Kim & Yoon, 2011;Lee & Kwon, 2011;Yoon & Cho, 2007), 근무환경 및 조직특성 역시 직무만족도와 상관 관계가 있으며 (Bonner & Pryor, 2010;Chu, Hsu, Price & Lee, 2003;Hayes, Adams & Bond, 2000;Kim & Hwang, 2011), 종사자들의 직무만 족은 서비스 질에 긍정적 영향을 미친다고 하였다 (Choi, 2008;Oh, 2008;Scotti, Harmon & Behson, 2007 …”

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Effects of National Evaluation of Long-Term Care Hospitals on Hospital Workers' Work Environment, Job Satisfaction, and Quality of Services

Kim¹,

Kim²,

Han³

et al. 2012

Journal of Korean Public Health Nursing

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Purpose: The purpose of this study is to evaluate the work environment and job satisfaction of hospital workers and to assess their effects on quality of services under the national long-term care hospital evaluation (hereafter, national evaluation), which has implemented since 2008. Methods: A self-administered survey was conducted on 178 hospital workers' at 18 hospitals in Chungcheong province, Korea. Survey questionnaires include questions about respondent' awareness of the national evaluation and any change in work environment and job satisfaction under the national evaluation. We used a path analysis to assess the effects of work environment and job satisfaction on quality of services.Results: Results showed that the effects of the national evaluation on work environment and job satisfaction were positive, which, in turn, leads to better quality of services.Improvements in the work environment under the national evaluation have resulted in increased job satisfaction. High scores for job satisfaction showed a significant association with the quality of services provided in long-term care hospitals. In addition, the national evaluation itself had a positive effect on improving quality of services. Conclusions: In order to facilitate quality improvement activities under the national evaluation, it is suggested that workers be provided with education and training. Continuous efforts to improve work environment and to enhance job satisfaction would lead to provision of better quality of services in long-term care hospitals.

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Job satisfaction of hospital nurses: an empirical test of a causal model in Taiwan

Cited by 81 publications

References 25 publications

Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

The Impact of Intrinsic Motivation on Employee’s Job Satisfaction

Effects of National Evaluation of Long-Term Care Hospitals on Hospital Workers' Work Environment, Job Satisfaction, and Quality of Services

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