Relationships Between Professional Commitment, Job Satisfaction, and Work Stress in Public Health Nurses in Taiwan

Lu, Kuei-Yun; Chang, Lulu; Wu, Hong-Lan

doi:10.1016/j.profnurs.2006.06.005

Cited by 118 publications

(112 citation statements)

References 23 publications

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“…These conflicting findings can be attributed to differences in the job descriptions, work conditions, and personal characteristics of the participants of these studies. The current study findings were also congruent with the findings of correlational studies which reported a significant correlation between EI and JS (15,16).…”

Section: Discussionsupporting

confidence: 91%

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Training Emotional Intelligence Skills and Nurses’ Job Satisfaction

2015

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Section: Discussionsupporting

confidence: 91%

“…They also promote their own learning and nursing skills (14). The results of different studies showed a positive correlation between nurses' EI and JS (15,16). However, authors could not retrieve any interventional studies on the effect of EI training on nurses' JS.…”

Section: Introductionmentioning

confidence: 99%

Training Emotional Intelligence Skills and Nurses’ Job Satisfaction

2015

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“…In some studies, job satisfaction is treated as a separate variable; in others, it is a consequence of multiple interrelated variables [20]. Yet in reality, job satisfaction is a complex multidimensional concept [36], because of a multitude of variables associated with it [37] , but there is a lack of consensus as to which are the most consistently important [7]. Thus, workers may find satisfaction with one aspect while at the same time they may dislike another [38].…”

Section: Satisfaction As An Attitudementioning

confidence: 99%

Job satisfaction as a multidimensional concept: A systematic review study

Ravari

Mirzaei

Kazemi

et al. 2012

JOHE

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Background: Some researchers have argued that job satisfaction has been vaguely defined in the organizational literature. Also, there is a lack of consensus over the meaning of job satisfaction in literature. The aim of this study was to clarify dimensions of job satisfaction's concept based on a systematic review study. Materials and Methods: The present study used a systematic review to clarify job satisfaction's concept. Some databases including Pubmed and Medline were searched, carefully using proper keywords. A total of 38 articles were reviewed, all were published between 1986 and 2009, with the majority being of quantitative nature and design. Data on the following items were extracted: country, setting, subjects, the definition of job satisfaction, theoretical background for measuring job satisfaction and the dimensions of job satisfaction. Results: The results of this study showed that job satisfaction has been born in mind both conceptually and operationally. In both aspects, job satisfaction was assumed to be influenced by personal and organizational dimensions. The main focus was on identifying and controlling different factors to provide job satisfaction for individuals. Yet, individuals' contributions to satisfy themselves were ignored. Conclusions: We explored that job satisfaction is a multi dimensional concept. This contains individual abilities, attitudes, beliefs and value system. To achieve job satisfaction, it is important that the staff have the characteristics of positive feelings and attitudes, commitment, and responsibility.

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“…It is also important to note that an array of research investigation reports a significant positive relationship between job satisfaction and the dimensions of organisational commitment (Aranya et al, 1982;Buitendach and de Witte, 2005;Bull, 2005;Harrison and Hubbard, 1998;Johnston et al, 1990;Kreitner and Kinicki, 1992;Lu et al, 2002;Lu et al, 2007b;Morrison, 1997;Teng et al, 2007;Wang et al, 2011). For example, Buitendach and de Witte (2005) examined the relationship between job satisfaction and organisational commitment based on their research among 178 maintenance workers in a parastatal in South Africa.…”

Section: Job Satisfaction Work Motivation and Organisational Commitmentmentioning

confidence: 99%

Organizational antecedents and perceptions of fairness in policy implementation among employees in the banking sector of Ghana

Dartey‐Baah¹

2014

Afr. J. Bus. Manage.

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This study examined the impact of fairness perceptions in policy implementations on employees' job satisfaction, work motivation and organisational commitment in the banking sector of Ghana. A correlational research design was adopted for the study. A total of 100 participants were randomly selected to respond to a 45-item questionnaire. Data obtained from the study were analysed with Pearson correlation, independent t-test and One-way ANOVA at 0.05 alpha levels. Findings reveal that job satisfaction and commitment were significantly related to employees' perceptions of fairness in policy implementation. Again, a statistically significant positive correlation was established between organisational commitment and job satisfaction. Also, it was found that a significant difference exists between age and employees work motivation. Moreover, the finding shows that there was a significant difference in organisational commitment based on employees' job position. Based on the findings, it was recommended that management in the banking sector should implement transparent and justifiable policy programmes that will boost employee satisfaction, motivation and commitment to working with the organisation. Policy implementers (or decision makers) in the banking business should pay particular attention to employee job satisfaction since the absence of satisfaction degenerate into lassitude and lessened organisational commitment.

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Relationships Between Professional Commitment, Job Satisfaction, and Work Stress in Public Health Nurses in Taiwan

Cited by 118 publications

References 23 publications

Training Emotional Intelligence Skills and Nurses’ Job Satisfaction

Training Emotional Intelligence Skills and Nurses’ Job Satisfaction

Job satisfaction as a multidimensional concept: A systematic review study

Organizational antecedents and perceptions of fairness in policy implementation among employees in the banking sector of Ghana

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