Nurses’ job satisfaction as a mediator of the relationship between organizational commitment components and job performance

Dinç, Muhammet Sait; Kuzey, Cemil; Steta, Nejra

doi:10.1080/15555240.2018.1464930

Cited by 43 publications

(55 citation statements)

References 55 publications

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“…In the study Performed in Uganda among hospitals, nurses showed JS has significant predictors on JP (Nabirye et al, 2011). Another study conducted by (Dinc et al, 2018) in Bosnia and Herzegovina hospitals, the result indicated that JS has a strong impact on JP of nurses (Dinc et al, 2018).…”

Section: Job Satisfaction and Job Performancementioning

confidence: 99%

“…It is also described as the emotional reaction of staff to different elements of their work (Kinicki& Fugate, 2012). JS refers to that employee's feelings toward their job and could be this feeling positive or negative (Dinc et al, 2018). However, (Kirkman & Shapiro, 2001) described JS relates to the extent to which their work satisfies them.…”

Section: Job Satisfactionmentioning

confidence: 99%

“…Meanwhile, to achieve the organizational goals, managers should notify the desired performance from employees (Cascio 2006). Because nurses ' performance is straight linked to hospital quality of performance, hospital administrators have been looking for methods to improve their nurses ' quality (Dinc et al, 2018). Several studies confirmed the strong impact and relationship between OC and JP (Kock & Moqbel, 2019;Musabah et al, 2017).…”

Section: Hypotheses Development Organizational Commitment and Job Permentioning

confidence: 99%

“…The shortage is acute in developed and developing countries (Balogh-Robinson, 2012; MacLean et al, 2014). According to (Dinc, Kuzey, & Steta, 2018) nursing shortage occurs in developing countries due to nursing left the countries and looking to better opportunities. Iraq considered as a developing country and not far about the issues facing the nurses' shortage.…”

Section: Introductionmentioning

confidence: 99%

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The Effect of Job Satisfaction and Organizational Commitment on Nurses’ Performance

Karem

Mahmood²,

Jameel

et al. 2019

HSSR

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The purpose: The purpose of this study was to find the impact of organizational commitment and Job satisfaction on nurses’ job performance. Methodology: The study conducted at the hospital of Ibn al-Athir and employed a quantitative method by structured questionnaires to collect the data. 200 questionnaires were distributed randomly and only 108 valid surveys likewise; the valid questionnaires have been analyzed by SPSS to exam the impact of organizational commitment and job satisfaction on job performance. Findings: the results indicated there is a positive and significant impact of Job satisfaction on nurses' performance. However, the three components of organizational commitment, Affective Commitment, Continuance Commitment, and Normative Commitment have a positive and significant impact on nurse's performance. The findings of this research indicate that employees ' job satisfaction and organizational commitment components play a critical role in nurses' performance. Implications: of this study to enrich the body of literature in the context of Iraq, which is suffering from a lack of studies related to nurses' performance. Novelty: the study provided useful and valuable recommendations to hospitals to increase nurse performance in the context of Iraq.

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Section: Job Satisfaction and Job Performancementioning

confidence: 99%

Section: Job Satisfactionmentioning

confidence: 99%

Section: Hypotheses Development Organizational Commitment and Job Permentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

The Effect of Job Satisfaction and Organizational Commitment on Nurses’ Performance

Karem

Mahmood²,

Jameel

et al. 2019

HSSR

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“…Job satisfaction refers to an employee's positive or negative feelings towards his/her job (Dinc et al, 2018). Spector (1997) defined job satisfaction as feelings that an employee has about his/her job.…”

Section: Job Satisfactionmentioning

confidence: 99%

Can high performance work practices and satisfaction predict job performance?An examination of the Malaysian private health-care sector

Nasurdin

Tan

Khan

2020

IJQSS

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Purpose This paper aims to examine the effects of high-performance work practices (HPWPs) (participation, training and compensation) on nurses’ job performance (task and contextual) through the mediating role of job satisfaction. As nurses form the bulk of health-care professionals, their performance at work is crucial in determining patient satisfaction regarding care quality. HPWPs have been recognized as having the ability to affect employees’ work attitudes and behaviours positively. Specifically, these practices foster job performance. Design/methodology/approach Self-administered questionnaires were used to collect the survey data on 639 staff nurses working in large private hospitals in Malaysia. Data were subsequently analysed using the partial least squares method. Findings The findings indicate that job satisfaction serves to mediate the relationships between the three HPWPs (participation, training and compensation) and the two dimensions of job performance (task performance and contextual performance). Research limitations/implications First, as all variables were measured using self-reports, a common-method bias could exist (Podsakoff et al., 2003). Hence, future researchers may want to combine self-assessments and supervisory or peer assessment to improve the validity of the outcomes. Second, the cross-sectional nature of this study limits our ability to make causal inferences. Bias could happen because the study examined both exogenous and endogenous variables at the same time. Thus, a longitudinal approach taken in the future could cross-validate the current findings and provide additional support regarding the causality of the HPWPs-job performance relationship. Third, the data were collected from staff nurses working in large private hospitals in Peninsular Malaysia. Thus, one should be careful to generalize the findings to different health-care professional groups and organizations. Practical implications From the practical perspective, it is evident from the findings that as job satisfaction is able to enhance job performance and given the need for nurses to provide quality health-care services, private hospital authorities concerned with encouraging greater job performance among their nursing workforce need to provide adequate support to their employees. This could be achieved through the implementation of HPWPs. Perceptions of the extent of a hospital’s HPWPs in terms of participation, training and compensation, have significant and positive effects on nurses’ level of job satisfaction. Therefore, it would be worthwhile for private hospitals to encourage more opportunities for nurses to participate in decision-making regarding their work. In addition, frequent training activities will be able to enhance nurses’ knowledge, skills and abilities, resulting in greater satisfaction Originality/value To the best of the authors’ knowledge, this is the first attempt to investigate the effects of HPWPs on nurses’ job performance in the Malaysian private health-care context. As studies using Eastern samples are relatively limited, the findings from this study would serve to expand the extant literature from a cross-cultural perspective.

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The Relationship Between “Job Satisfaction” and “Job Performance”: A Meta-analysis

Katebi

HajiZadeh

Bordbar

et al. 2021

Glob J Flex Syst Manag

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The purpose of this meta-analytic research is to obtain a clear and unified result for the relationship between job satisfaction and job performance, as previous research has shown contradictions in this regard. A total of 913 articles in both English and Persian languages were obtained from four databases, and finally, 113 articles with 123 independent data were selected and analyzed. The random-effects model was adopted based on results, and the analysis resulted a medium, positive, and significant relationship between job performance and job satisfaction (r=0.339; 95% CI=0.303 to 0.374; P=0.000). Finally, the country of India was identified as a moderator variable. The publication, language, selection, and citation biases have been examined in this study. Increasing and improving the job performance of employees have always been an important issue for organizations. The results of this study can be useful for managers in different industries, especially for Indian professionals in both public and private sectors, to better plan and manage the satisfaction and the performance of their employees. Also, Indian scholars can use these results to localize the global research in this regard.

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Nurses’ job satisfaction as a mediator of the relationship between organizational commitment components and job performance

Cited by 43 publications

References 55 publications

The Effect of Job Satisfaction and Organizational Commitment on Nurses’ Performance

The Effect of Job Satisfaction and Organizational Commitment on Nurses’ Performance

Can high performance work practices and satisfaction predict job performance?An examination of the Malaysian private health-care sector

The Relationship Between “Job Satisfaction” and “Job Performance”: A Meta-analysis

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