INTRODUCTION:

Nursing responsibilities are manifold and cover a wide range of duties and functions, depending on the qualification of the nurse and hospital requirements. At entry level, nurses are usually involved in bedside care of patients, while at senior level they might be managing special wards like pediatric ward, psychiatric ward, intensive care patients etc. Some day to day duties of nursing staff include dispensing medication to patients, setting up and operating medical equipments, recordkeeping of patient's progress, participating in doctor's rounds and assisting by giving relevant information as regards to nursing observations made on the residents, general administrative tasks etc.

Patient and the public have the right to receive the best treatment and services from healthcare professionals. And this can only be achieved by a motivated and well-prepared workforce. Sufficing to the requirement of nurses and facing their challenges can make nurses empowered, encouraged, challenged and affirmed to continue to excel to do best without any barriers. Job satisfaction of nursing staff is very essential to provide quality of care to patients in the hospital.

Job Satisfaction, as the name suggests, is the feeling of contentment or a sense of accomplishment, which an employee derives from his/her job. It is a result of appraisal that causes one to attain their job values or meet out their basic needs. It helps in determining, to what extent a person likes or dislikes his/her job.

Job satisfaction is defined as the “overall assessment of positive emotions” that a worker has to his job. Considering that the hours spent at work represent a very significant part of daily life for most people, job satisfaction is a major determinant of quality of life, in terms of happiness as well as mental and physical health

The employee’s attitude towards the job and organization as well becomes positive when they realize that their job facilitates them in achieving their needs and values, directly (by performing it) or indirectly (by the package they get). In short, it represents the difference between employee’s expectations and experience he/she derives from the job. The wider the gap, the more is the dissatisfaction.

Job satisfaction is an essential element for the maintenance of the workforce numbers of any organization. Unsatisfied workers report a higher intent to leave which leads to high turnover rates and have detrimental effect on the individual, like burnout (a syndrome where the worker experiences emotional exhaustion, depersonalization, and a reduced sense of personal accomplishment).

Improves job satisfaction results in fewer turnovers, better quality care, less physical and mental injuries to health care staff and betterment to entire organization. Job satisfaction is an important issue to both employer and employee. Job satisfaction is the extent to which nurses felt needs are fulfilled by the job that he/she performs.

It is in this background, the researcher is encouraged to undertake a study on the job satisfaction of hospital nurses. Through this paper, it has been a modest attempt on the part of the researcher to throw light exclusively on varies aspects of nurses’ job satisfaction with pay and promotion potential in Private and Government hospitals of Udaipur district.

LITERATURE REVIEW:

K.S Reshama, K.V Sheetal, R Preetha (2015) conducted a Comparative Study of Job Satisfaction among Employees in Private and Government Hospital In Ernakulam District. For the purpose of the study, both primary and secondary data were used. Primary data was collected through questionnaires consisting of 35 questions and secondary data was collected from published documents of hospitals, periodicals, magazines, articles, reports and documents. From the analysis it was found that in private hospitals 90% of the employess are satisfied with the promotions provided to them and rest of the employees that is 10% of the employees are not satisfied. In the case of government hospital it was found that 88% of the employees are satisfied with the promotions provided to them whereas rest 12% of the employees are in the opinion that they are not satisfied. Researcher concluded that the nurses and paramedical staff are happier in government hospital due to high salary as compared to private hospitals

Wang Y, Dong W, Mauk K, Li P, Wan J, Yang G, et al. (2015) conducted a cross-sectional survey among 444 nurses in 22 elderly care institutions in Shanghai. The Chinese version of the Index of Work Satisfaction (IWS) and the Nursing Practice Environment Scale were instruments used. Inferential statistical tests used to analyze the data included Spearman correlation analysis, one-way analysis of variance, and hierarchical regression tests. Results of the study revealed tha the average overall IWS (part B) score was 135.21 ± 19.34. Remuneration, personality, job and organizational characteristics were found to be the most influential factors, and the practice environment was identified as having the strongest impact on job satisfaction (Beta = 0.494). Researcher concluded that job satisfaction level among nurses who are caring for older adults in Shanghai is moderate, but the data suggest that this could be greatly increased if the nursing practice environment was improved.

Gupta M K, Reddy S, Prabha C and Chandna M (2014) conducted a comparative study on level of job satisfaction among nurses in government and private hospitals of Andhra Pradesh, India. A cross sectional design was adopted for this study in which 15 variables were chosen to assess the level of job satisfaction using a five point Likert scale. Two hundred nurses (100 from government hospitals and 100 from private hospitals) of Andhra Pradesh were interviewed using a non probability sampling technique. Results: Government nursing employees were more satisfied with their profession as well as salary structure. Migration to gulf countries in future was disagreed by the nursing personals. This disagreement was significantly (p <0.05) more strong among government nursing employees. Conclusion: The level of job satisfaction is found to be more in case of government nurses as compared to the private nurses.

Patikar G. and Shupao J. (2017) conducted a study on Job Satisfaction of Nurses’: A Comparative Study between Private and Government Hospitals. This study is a descriptive one based on field survey. Sample respondents of 300 nurses from five selected district of Nagaland have been considered for the purpose of this study. A well structure questionnaire was administered to the respondents selected on convenience sampling method for collecting useful primary data. The data so collected were statistically analyzed in order to determine the extent and level of nurses’ job satisfaction in both Private and government hospitals. Detailed description of the various components of nurses’ job satisfaction has also been done in order to compute nurses’ job satisfaction index separately for Private and Government Hospitals. Nurses are at large are found to be satisfied with their job but nurses’ of Private hospital are marginally more satisfied than Government hospitals.

Tarannum Jahan and U.V. Kiran (2013) conducted a study on to examine the job satisfaction of nurses in the working sector and to study and to study the salary satisfaction of nurses. Tools used for data collection Job Satisfaction scale developed by Hinger, A Mittal, U the data was analyzed using Statistical techniques like ‘t’ test ‘F’ test in terms of means and standard deviation. comparison were between working sector private and government nurses using a t test and job satisfaction respondents chi square, t test, job satisfaction using a multi stage random sampling 120 sample size government and private hospital nurses. Results of the present study indicated a better Job Satisfaction among nurses of government sector in comparison to nurses belonging to private Sector. This may be due to the job insecurity and long working hours among nurses of private hospitals. Hence the nurses of government hospitals are more satisfied with their job than private hospital nurses.

OBJECTIVE:

The purposes of this research paper are as follow:

1. To compare and measure the level of job satisfaction with pay and promotional potential of the staff nurses working in government and private hospitals of Udaipur district.

2. To measure the impact of demographics on job satisfaction with pay and promotional potential of the staff nurses.

HYPOTHESES:

Following hypotheses has been tested in this research paper:

H₀₁ There is no significant difference in the level of job satisfaction with pay and promotional potential of the staff nurses of government and private hospitals.

H₀₂ Demographics such as age, working experience and monthly income of staff nurse do not have any impact on job satisfaction with pay and promotional potential.

RESEARCH METHODOLOGY:

(a) Research Design: - Descriptive research design was used to compare and measure the job satisfaction with pay and promotional potential.

(b) Sample Design: - 234 staff nurses were selected by stratified purposive sampling technique. The samples consist of both government (110) and private (124) staff nurses.

(c) Analysis: - The data collected was analyzed with the help of various statistical tools like Arithmetic mean, unpaired t-test and chi-square test.

ANALYSIS AND INTERPRETATIONS:

1. Demographic Profile of Respondents:

Descriptive statistics are illustrated in Table 1, which indicates demographic wise distribution of respondents. Majority of respondents (44%) belong to belong to the age group of below 30 years and 27.40% respondents belong to the age group between 30 to 39 years. Majority of respondents (32.50%) have 10 years or more than 10 years of working experience and 31.20% respondents have less than 3 years of working experience. Majority of respondents (65.80%) are having monthly income of more than Rs. 30000 and 17.10% respondents are working on the monthly income of between Rs.10000 to 20000.

2. Job satisfaction of respondents with pay and promotional potential:

This section will discuss the respondents’ job satisfaction with pay and promotional potential.

2.1 Overall Job satisfaction of respondents with pay and promotional potential:

Table 2.1 is representing the overall job satisfaction of respondents with pay and promotional potential. Majority of respondents (N=66, Percentage=28.21) indicated that they were satisfied with pay and promotional potential while 11.97% respondents (N=28) indicated that they were highly dissatisfied with pay and promotional potential, 25.64% respondents (N=60) opined that they were dissatisfied with pay and promotional potential, 26.07% respondents (N=61) indicated neutral satisfaction while rest of the 8.12% respondents (N=19) were highly satisfied with pay and promotional potential. The mean score (23.87) projects that respondents were neither satisfied nor dissatisfied with pay and promotional potential.

Table 2.1: Overall Job satisfaction of respondents with pay and promotional potential

Response	N	Percentage
Highly Dissatisfied	28	11.97
Dissatisfied	60	25.64
Neutral	61	26.07
Satisfied	66	28.21
Highly Satisfied	19	8.12
Total	234	100
Mean Score	23.87
S.D.	7.37
Level	Neutral

2.2 Job satisfaction of Government Hospital respondents with pay and promotional potential:

Table 2.2 is representing the job satisfaction of government hospital respondents with pay and promotional potential. Majority of respondents (N=50, Percentage=45.45) indicated that they were satisfied with pay and promotional potential while 7.27% respondents (N=8) opined that they were dissatisfied with pay and promotional potential, 30% respondents (N=33) were neither satisfied nor dissatisfied, 17.27% respondents (N=19) were highly satisfied with pay and promotional potential while no one respondent was highly dissatisfied with pay and promotional potential. The mean score (28.81) projects that respondents were satisfied with pay and promotional potential.

Table 2.2: Job satisfaction of Government Hospital respondents with pay and promotional potential

Response	N	Percentage
Highly Dissatisfied	0	0
Dissatisfied	8	7.27
Neutral	33	30
Satisfied	50	45.45
Highly Satisfied	19	17.27
Total	110	100
Mean Score	28.81
S.D.	5.15
Level	Satisfied

2.3 Job satisfaction of Private Hospital respondents with pay and promotional potential:

Table 2.3 is representing the job satisfaction of private hospital respondents with pay and promotional potential. Majority of respondents (N=52, Percentage=41.94) indicated that they were dissatisfied with pay and promotional potential was dissatisfied while 22.58% respondents (N=28) opined that they were highly dissatisfied with pay and promotional potential, 22.58% respondents (N=28) were neither satisfied nor dissatisfied, 12.90% respondents (N=16) were satisfied with pay and promotional potential while no one respondent was highly dissatisfied with pay and promotional potential. The mean score (19.48) projects that respondents were dissatisfied with pay and promotional potential.

Table 2.3: Job satisfaction of Private Hospital respondents with pay and promotional potential

Response	N	Percentage
Highly Dissatisfied	28	22.58
Dissatisfied	52	41.94
Neutral	28	22.58
Satisfied	16	12.90
Highly Satisfied	0	0
Total	124	100
Mean Score	19.48
S.D.	6.19
Level	Dissatisfied

3. Hypothesis Testing:

H₀₁: There is no significant difference in the level of job satisfaction with pay and promotional potential of the nursing staff of government and private hospitals.

Table 3.1 revealed that job satisfaction of government hospital respondents with pay and promotional potential was better than private hospital respondents. Statistically t-value shows significant difference in the mean score of government and private hospital respondents, which indicates that job satisfaction level of government hospital respondents, is significantly higher than the private hospital respondents.

Table 3.1: Difference in job satisfaction level of government and private hospital respondents with pay and promotional potential

Government (N=110)		Private (N=124)		t-value	p - Value	Result
Mean	S.D.	Mean	S.D.
28.81	5.146	19.48	6.189	12.441	.000	Significant

Level of Significance = 0.05

H₀₂: Demographics such as age, working experience and monthly income of staff nurses do not have any impact on job satisfaction with pay and promotional potential.

In table 3.2 the test results indicated that chi-square value is significant in all of the cases which projects that demographics such as age, working experience and monthly income of respondents have significant impact on job satisfaction with pay and promotional potential. So it can be inferred that demographics such as age, working experience and monthly income of staff nurse have impact on job satisfaction with pay and promotional potential.

Demographic Factor		Job satisfaction Level		Total	Chi Square
Demographic Factor		Satisfied (Score>24)	Dissatisfied (Score< 24)	Total	Calculated Value	Significance
Age	Below 30 years	35	68	103	26.00	.000
	30-39 years	23	41	64
	40-49 years	34	20	54
	50 years and above	12	1	13
	Total	104	130	234
Working Experience	Below 3 years	37	36	73	19.62	.000
	3-6 years	17	50	67
	7-9 years	14	4	18
	10 years and above	37	39	76
	Total	105	129	234
Monthly Income	Below 10000	4	12	16	25.59	.000
	10000 to 20000	16	24	40
	20000 to 30000	1	23	24
	More than 30000	85	69	154
	Total	106	128	234