A Descriptive Study to Assess the Job Satisfaction among the Nursing Staff of Selected Hospital of Pune City

Ms. Shobha Jagadale, Ms Supriya Chinchpure

Clinical Instructor, Sadhu Vaswani college of nursing, 10-10/1 Koregaon Park Pune , 411001

*Corresponding Author Email: shobha.jagdale@ymail.com

ABSTRACT:

Background: 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. It is simply how people feel about their jobs and different aspects of the job, the extent to which people satisfaction or dissatisfaction their job. It suggest that job satisfaction is an important indicator of how employees feel about their jobs They have not been able to retain the available nursing staffs, majority of whom have been migrating abroad. May be, poor job satisfaction is one of the reasons behind. Recent prevalence have shown that 55.2% of nurses have job dissatisfaction in clinical settings of Pune city. Job satisfaction is a great concern among nurses. Recently, there has been a high turnover of the nurses. This continuous replacement of nursing staffs negatively affects not only the standards of the nursing care but also the quality of the patient care. Job dissatisfaction was the commonest cause for the nurses to give up their job, which led to high turnover and shortage of the nurses This study means to explore the job satisfaction among the nurses of selected hospitals of Pune city, which would in turn help the management to bring about the desired changes so as to improve nursing quality, quality of patient care and effectiveness of health care team as well as hospital as an organization.

Objectives:

To assess the job satisfaction level among the nursing staff. To associate the selected demographic variables with job satisfaction level.

Design: A cross sectional survey design was adopted for the study

Setting: Nursing staff of selected hospital in Pune city.

Participants: 60 nursing staffs fulfilling the inclusion criteria were selected by non probability convenient sampling technique.

Methodology: The tool consisted of two subsections. Section I – demographic data, section II- likert scale rating. All the participants fulfilling the criteria were approached, consent was taken , according to different shift timings of nursing staff. The average timing taken by the participants to fill the rating scale was 15-20 min.

Results : Out of 60 samples, majority of nurses 47% not satisfied with their job, 45% of nurses are neutral with there job, whereas less number of nurses 8% are satisfied with job satisfaction measured in Likert scale. Close association found between selected demographic data and the job satisfaction level, these were years of experience (the P-value is 0.030757) and working hours (the P-value is < 0.00001), the result is significant at p < 0.05. Out of 10 different factors influencing job satisfaction, specific factors were: Safety issues, Poor communication and cooperation, Pay and benefits issues, Opportunities for professional upgrade, Composite satisfaction and working relationships

Conclusion: To conclude with the help of above findings this study provides us with evidence that there are many factors which can affect the job satisfaction level among nurses, which will in turn affect the quality of patient care and health organization too. Thus importance should be given towards the safety issues in their job, with alleviation of safety hazards. A periodical revision of pay and benefits will also increase the satisfaction level. Working relationships, support of management, and supervision should be also considered and emphasized for better nursing future.

KEYWORDS: Assess, Job satisfaction, Nursing staff.

INTRODUCTION:

Job satisfaction is a great concern among nurses. Satisfied employees tend to be more productive, creative, and committed to their employers and recent studies have shown a direct correlation between staff satisfaction and patient satisfaction in a health care organization. Job dissatisfaction was the commonest cause for the nurses to give up their job, which lead to high turnover and shortage of the nurses. At a situation when health institutes in the country are falling short of qualified and experienced nurses, knowledge of their problems and job issues might help to retain and develop a good nursing work force recruitment and retention of nurses are persistent problems associated with job satisfaction. Job satisfaction has been highlighted as a contributing factor to intent to leave and turnover, yet this is a complex area with many elements affecting its measurement. Job satisfaction is a multidimensional, enduring, important and much researched concept in the field of organizational behavior. The concept is an outgrowth of the human relations movement that began with the classic recently; there has been a high turnover of the nurses. This continuous replacement of nursing staffs negatively affects not only the standards of the nursing care but also the quality of the patient care. Nursing is one of the stressful jobs in health sector. The level of job satisfaction in the profession remains a matter of concern. It was found that suppression of the unpleasant emotions decreases job satisfaction and the implication of pleasant emotions increase job satisfaction. As a frontline health worker, a nurse has to suppress their emotions frequently while providing service which leads to impact in their emotion and level of the satisfaction in the job. There are two main categories of factors that determine job satisfaction. They are individual factors and job related factors. Individual factor like “Being considered a resource of health” indeed gave a sense of satisfaction to the nurses. On the other hand, availability of supervisor is a job related factor that influenced job satisfaction, with the help of supervisors, the nursing staffs could learn more and become more competent. As nursing is an art and science which needs skills and repeated practice under the supervision to obtain job competency. Opportunity for growth and development as well as access to challenge and an increase in knowledge and skill have been found to be keys in motivation towards empowerment.

At present situation, majority of the health service organizations are facing acute shortage of qualified and experienced nurses. Recent prevalence have shown that 55.2% of nurses have job dissatisfaction in clinical settings of Pune city. Job satisfaction is a great concern among nurses. Satisfied employees tend to be more productive, creative, and committed to their employers and recent studies have shown a direct correlation between staff satisfaction and patient satisfaction in a health care organization^.(1)

Lise M. Saari and Timothy A. Judge (2004) in their article mentioned that there are three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular—job satisfaction: (1) the causes of employee attitudes, (2) the results of positive or negative job satisfaction, and (3) how to measure and influence employee attitudes. Suggestions for practitioners are provided on how to close the gaps in knowledge and for evaluating implemented practices. Future research will likely focus on greater understanding of personal characteristics, such as emotion, in defining job satisfaction and how employee attitudes influence organizational performance.⁽²⁾

Abida Sultana, Rizwana Riaz, Fazal Mehmood, Riffat Khurshid (2010) carried out study on Level of job satisfaction among nurses working in tertiary care hospitals of Rawalpindi. Of the total 70 nurses, 24.28% were satisfied with salary of <10,000 Rs. 69.23%, 37% and 29.4% respondents from Benazir Bhutto Hospital, District Head Quarters Hospital and Holy Family Hospital were satisfied with their jobs. 40.5% boarders while 28.6% non-boarders expressed their job satisfaction. Among 70 nurses, 65.71%, 80% and 47.14% respondents were satisfied with the attitude of male patients, female patients and patients’ attendants, respectively. 92.8% were satisfied with dealing of doctors while 84.3% nurses were satisfied with the attitude of paramedical staff, respectively. Only 12.86% nurses were highly satisfied with their job and 37.14% were least satisfied.⁽³⁾

Blegen, Mary A. (2007) carried out a study on job satisfaction among nurses The purpose of this study was to describe the magnitude of the relationships between nurses' job satisfaction and the variables most frequently associated with it. A meta-analysis of data from 48 studies with a total of 15,048 subjects revealed that job satisfaction was most strongly associated with stress (-.609) and organizational commitment (.526). Seven variables had correlations between .20 and .50: communication with supervisor, autonomy, recognition, and reutilization, communication with peers, fairness, and locus of control. Four other variables frequently included in these studies had low correlations (less than .20): age, education, tenure, and professionalization. The influence of employment site, date of study, and measures used on the size and consistency of estimates was described.⁽⁴⁾G K Shrestha, B Singh (2009) carried out a study on job satisfaction among nurses in a hospital a total of 85 nurses completed the study. The mean age of the respondents’ was 23. 80.6% of the nursing staffs were satisfied. “Being considered a resource of health” which provided highest sense of satisfaction, while “Lack of opportunities for further education and training”(21%) provided lowest sense of satisfaction.⁽⁵⁾

Hong Lu a, K. Louise Barriball b, Xian Zhang a, Alison E. While b (2004), carried out a study on Job Satisfaction Among Hospital Nurses Revisited: A systematic review. A cross sectional survey study was carried, on a total of about 250 nurses. Despite varying levels of job satisfaction across studies, sources and effects of job satisfaction were similar. Out of total nurses majority 76.3% of nurses found not satisfied with their job. Hospital nurse job satisfaction is closely related to working conditions and the organizational environment, job stress, role conflict and ambiguity, role perception and role content, organizational and professional commitment. Conclusions: More research is required to understand the relative importance of the many identified factors relating to job satisfaction of hospital nurses. It is argued that the absence of a robust causal model reflecting moderators or moderator is undermining the development of interventions to improve nurse retention.⁽⁶⁾Alison While and Hong Lu (2005) in their article on Job satisfaction among nurses cited that - Most member states of the WHO have reported nurse resource difficulties. Developed countries are faced with the double challenge of having an ageing nurse workforce and increasing demand for nursing care from an ageing population International migration of nurses has increased as nurses pursue opportunities for improved pay and opportunities in the wake of global liberalization of trade spurred on by developed countries increasing their international recruitment to meet their health-care workforce needs and in so doing creating a ‘skills drain’ in many developing countries . The current worldwide shortage of nurses highlights the importance of understanding the impact and interrelationships of the identified variables if health- care organizations are to implement interventions to improve the retention of their nursing workforce.⁽⁷⁾

STATEMENT OF PROBLEM:

“A descriptive study to assess the job satisfaction among the nursing staff of selected hospital of Pune city.”

OBJECTIVES:

• To assess the job satisfaction level among the nursing staff.

• To associate the selected demographic variables with job satisfaction level.

Assumptions:

The study assumes that

• The staff nurses working in selected hospitals will be satisfied with present working conditions.

• The selected demographic variables will have significant association with the levels of job satisfaction.

Inclusion Criteria:

· All nurses of the selected hospitals

Exclusion Criteria:

· The nurses those who are on any special leave.

· The nurses who have not completed six months of her service.

MATERIALS AND METHODS:

Research approach:

The choice of research approach constitutes one of the major decisions, which must be made in conducting a research study as the approach taken on a research project can greatly effect in outcome. In order to achieve the objectives of this study, Descriptive approach was adopted. Descriptive research is used to describe characteristics of a population or phenomenon being studied.

Research design:

A research design incorporates the most important methodological decision that a researchers makes in conducting a research study. The design adopted in this study is Cross sectional survey. A cross-sectional study (also known as a cross-sectional analysis, transversal study, prevalence study) is a type of observational study that involves the analysis of data collected from a population, or a representative subset, at one specific point in time

Research setting:

The study was conducted on Nursing staff of selected hospital in Pune city.

Population:

The population in the present study comprised of all the Nursing staff of selected hospital.

Sample:

The sample of present study consider of the nursing staffs of selected hospitals (i.e. 60 staffs)

Sampling technique:

In this study Non Probability Convenient sampling technique was adopted.

Development of tool:

The data gathering tool was constructed by the investigator in the light of the literature reviewed and her experience in the clinical field to ensure the adequacy and validity of the content. The tool consisted of semi structured questionnaire and observation which had 2 sections-

Section I- Demographic data

Section II- Likert Scale

Description of tool:

Section I: Demographic data that includes age, gender, education, years of experience, working hours a day, marital status, designation.

Section II: Likert Scale Rating

1-Strongly Disagree, 2- Disagree, 3- Neutral/ Undecided, 4- Agree, 5- Strongly Agree

v Different aspects covered under the scale were my job, communications, working relationships , safety, supervision, feelings about the hospital, quality of management, support for quality, pay and benefits, composite satisfaction.

v There were total 10 subsections, and overall 40 questions. So the total scoring of tool was 200 marks.

v Three ranges were :

1-100: Not Satisfied

101-150: Neutral

151- 200 : Satisfied

Data collection procedure:

A formal permission was obtained from the medical directors and the various other related authorities of the selected hospitals. The investigator approached the study subjects, explained to them the purpose of the study and obtained the consent after assuring the subject about the confidentiality of the data. Data was collected over 24 hours. The average time taken to fill the questionnaire was almost 15-20 minutes.

Plan for data analysis:

The data analysis was planned to include descriptive and inferential analysis. Section I included Descriptive and section II included Inferential statistics.

RESULTS:

Findings of section I:

Section I consisted of demographic data that included- age, gender, education, years of experience, working hours a day, marital status, designation.

1. Majority 45% of nurses belong to age group of 25-35 yrs, 26.6% of nurses belong to age group of 20 - 25 yrs, 8.4% of nurses belong to age group of 35 - 45 yrs whereas only (5%) of nurses belong to age group of45 years and above.

2. Majority 91.6% of nurses were female participants whereas only (8.3%) were male participants

3. Majority 53.3% of nurses were qualified as ANM / GNM nurse, whereas only 46.6% were qualified as BSc nurse.

4. Majority of nurses 45% were with 1-5 yrs of experience, 36.6% were with 5-15 yrs, 10% were with 15 yrs and above, whereas only 8.3% were with 0-1 yr of experience.

5. Majority of nurses 48.3% had 8 hrs of working, 40% had 10 hrs of working, whereas only (11.6%)had 12 hrs of working

6. Majority of nurses 70% are married, 21.6% are unmarried, 5 % are divorcee whereas only 3% are widow.

7. Majority of nurses 90% are working as staff nurse, 8% of nurses are working as sister in charge, whereas only 1.6% of nurses are working as nursing superintendent.

JOB SATISFACTION LEVEL

Out of 60 samples surveyed, majority of nurses 47% are not satisfied with their job, 45% of nurses are neutral with their present job status, and 8% of nurses are satisfied with different aspects of job satisfaction measured in Likert scale..

Association among selected demographic data and job satisfaction level

Ø Years of Experience:

The chi-square statistic is 13.9014. The P-Value is 0.030757. The result is significant at p < 0.05.Thus it means that there is an association between years of experience and job satisfaction level.

Ø Working Hours:

The chi-square statistic is 44.4962. The P-Value is < 0.00001. The result is significant at p < 0.05.Thus it means that there is an association between working hours and job satisfaction level.

Findings of Different Subsections of Likert Scale- (Section II):

1. My Job:

Majority of nurses (58.3%) feels neutral and (58.3%) disagrees on my job satisfaction aspect.

2. Communication:

Majority of Nurses (46.6%) disagrees with the communication maintained in their institution.

3. Working Relationships:

Majority of nurses (53.3%) are neutral with the different aspects of working relationships.

4. Safety:

Majority of nurses (55%) strongly disagrees on point of safety.

5. Supervision:

Majority of nurses (46.6%) disagrees and (32%) are neutral on quality of supervision done on them.

6. Feelings About The Hospital:

Majority of nurses (38.3%) feels neutral about their hospital functions.

7. Quality Of Management:

Majority of nurses (36.6%) disagrees with the quality of management they work with.

8. Support For Quality:

Majority of nurses (40%) feels neutral about the support for quality by their management.

9. Pay And Benefits:

Majority of nurses (40%) disagrees with the pay and benefits given to them.

10. Composite Satisfaction:

Majority of the nurses (40%) disagrees of having composite satisfaction.

CONCLUSION:

To conclude with the help of above findings this study provides us with evidence that there are many factors which can affect the job satisfaction level among nurses, which will in turn affect the quality of patient care and health organization too. Thus importance should be given towards the safety issues in their job, with alleviation of safety hazards. A periodical revision of pay and benefits will also increase the satisfaction level. Working relationships, support of management, and supervision should be also considered and emphasized for better nursing future. The assumption made in this study was proved, that is the selected demographic variables will have significant association with the levels of job satisfaction.

RECOMMENDATIONS:

Based on the findings of study the investigator desires to recommend further studies

1. It is suggested that the study may be replicated using larger number of nurses.

2. It is suggested that the study may be replicated using only BSc nurses and findings may be observed.

3. This study may be done in different hospitals as it was done in only one hospital.

4. A comparative study among the hospital setup i.e. government and private setup can be done.

REFFERENCES:

1. Tarannum Jahan U. Kiran, An evaluation of Job Satisfaction of Nurses across working sector, national Journal of Humanities and Social Science Invention. 2013; 2 (6): 37-39

2. Hulin, C. L., and Judge, T. A. (2004). Job attitudes. In W. C. Borman, D. R. Ligen, and R. J. Klimoski (Eds.), Handbook of psychology: Industrial and Organizational Psychology (pp. 255-276). Hoboken, NJ: Wiley.

3. Abida Sultana, Rizwana Riaz, Fazal Mehmood, Riffat Khurshid (2010) Level of job satisfaction among nurses working in tertiary care Hospitals of Rawalpindi Rawal Medical Journal, Periodical of Pakistan Medical Association Rawalpindi Islamabad Branch, RMJ. 2011; 36(2): 150-154,

4. Blegen, Mary A. (2007) nurses job satisfaction a longitudinal analysis, onlinelibrarywilley.com, Journal of Research and Nursing Health, Vol 10, Issue4: 227-237.

5. G K Shrestha, B Singh (2009), Job satisfaction among Nurses in a Hospital. J Nepal Health Res Counc 2010 Oct; 8(17): 82-5, JNHRC Vol. 8 No. 2 Issue 17 October 2009

6. Hong Lu, K. Louise Barriball, Xian Zhang, Alison E. While (2004), Job satisfaction among hospital nurses revisited: A systematic review, International journal of nursing studies (Impact Factor: 2.25). 12/2011; 49(8):1017-38. DOI: 10.1016/j.ijnurstu.2011.11.009 PubMed

7. Alison While and Hong Lu (2005), Job Satisfaction Among Nurses: A Literature Review, International Journal of Nursing Studies 42 (2005) 211–227.

Results
	0-1 yr	1-5 yrs	5-15 yrs	15 yrsand above	*Row Totals*
Satisfied	1 (0.42) [0.82]	0 (2.25) [2.25]	2 (1.83) [0.02]	2 (0.50) [4.50]	5
Neutral	0 (2.25) [2.25]	12 (12.15) [0.00]	13 (9.90) [0.97]	2 (2.70) [0.18]	27
Not satisfied	4 (2.33) [1.19]	15 (12.60) [0.46]	7 (10.27) [1.04]	2 (2.80) [0.23]	28
*Column Totals*	5	27	22	6	60 (Grand Total)

Results
	8 hrs	10 hrs	12 hrs	*Row Totals*
Satisfied	3 (2.42) [0.14]	2 (2.00) [0.00]	0 (0.58) [0.58]	5
Neutral	25 (13.05) [10.94]	1 (10.80) [8.89]	1 (3.15) [1.47]	27
Not satisfied	1 (13.53) [11.61]	21 (11.20) [8.58]	6 (3.27) [2.29]	28
*Column Totals*	29	24	7	60 (Grand Total)