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JOB SATISFACTION AMONG NURSES

INTRODUCTION Organization comprises of people, it is their satisfaction which can make or mars the performance of an organization. Employee satisfaction is important in determining how far an organization achieves its goals. Job satisfaction leads to life satisfaction. Job satisfaction is generally regarded as an employees attitude toward the job and job situation. Spector (1997) defines job satisfaction simply as the degree to which people like their jobs. Some people therefore enjoy work and consider it a central part of their lives while others do so only because they have to. Robbins (2005) defines job satisfaction as a collection of feelings that an individual holds towards his or her job. This implies that a person with a high level of job satisfaction will hold positive feelings towards the job and a person who is dissatisfied will hold negative feelings about the job. Locke (1976) as cited by Cooper and Locke (2000) offers a further definition of job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. Job satisfaction is also defined in terms of equity.Robbins et al. (2003) define job satisfaction as the difference between the rewards employees receive and the reward they believe they should receive. The higher this discrepancy, the lower will be the job satisfaction. Job dissatisfaction leads to absenteeism, labour turnover andnegative publicity of the organization. Unsatisfied worker can prove to be a liability to any organization and on the other hand happy and satisfied worker is always a productive worker.Nurses contribute very important position in health care sector. Helping sick people and dealing with medical emergencies can be very stressful. Patients need 24 hrs care. Nursing duty is around the clock duty including night shifts. They often work nights, weekends and even on holidays. There is a considerable amount of health hazard from disease, infection and radiation. A nurse is responsiblealong with other health care professionalsfor the treatment, safety, and recovery of acutely or chronically ill or injured people, health maintenance of the healthy, and treatment of life- threatening emergencies in a wide range of health care settings.Nurses may also be involved in medical and nursing research and perform a wide range of non-clinical functions necessary to deliver health care. Thus, studying job satisfaction among nurses is important because it is necessary to distinguish between positive and negative aspects of job satisfaction. Hertzberg (1959) stated that (positive) satisfaction is due to good experiences, and that these are due to `motivators' i.e. achievement, recognition, the work itself, responsibility and advancement. Dissatisfaction is due to bad experiences caused by `hygiene' factors i.e. supervisors, fellow workers, company policy, working conditions, and personal life (Hertzberg1959)

NEED OF THE STUDYThe present set up in government and private hospitals depicts that a massive work load with the greater deal of responsibilities are vested on the working nurses in their day to day activities. The role played by the working nurses is so significant in maintaining the basic purpose of the government and private hospitals that the question of their satisfaction from their job can never be ignored. Extensive research has been done on role stress among nurses but very few studies have been done on job satisfaction in nurses. So, the present study aims at measuring the level of job satisfaction among the nurses.

OBJECTIVE S OF THE STUDYPresent study is conducted in Patiala as these areas contains maximum government and private medical institutes which caters to the needs of people from north-west region. These hospitals have state-of-art facilities and region is fast developing into a health care hub. Nurses are important constituent of health care industry and their level of job satisfaction is of extreme importance in delievering proper health care. Therefore the present study has been conducted in Patiala with the following objectives:1. To compare the level of job satisfaction among nurses in government and private hospitals2. To analyse the various factors influencing job satisfaction among nurses.3. To suggest improvements needed to increase their job satisfaction.

UNIVERSE OF THE STUDY, SAMPLING DESIGN AND SAMPLE SIZE:A Descriptive study was carried out to have an in depth understanding of the job satisfaction level among nurses. Simple random sampling was adopted to select 100 nurses of all age group ranging from 22 to 58 years from the government hospitals and the private hospitals. The sample of nurses was selected on the basis of convenient sampling from Patiala. 50 nurses are taken as sample from the government hospitals and 50 from the private hospitals in order to draw a comparison between the job satisfaction of nurses working in theses two sectors .A total of 7 hospitals from both areas were randomly selected from Patiala. TheGovernment hospitals selected are Post Graduate Institute of Medical Education and Research, Sector 12, Chandigarh, Government Medical College and Hospital, Sector 32, Chandigarh, Government Multispeciality Hospital, Sector 16, Chandigarh. And the Private hospitals selected are Mukat Hospital, Sector 34, Chandigarh, Inscol Hospital, Sector 34, Chandigarh, Fortis Hospital, phase 7, Mohali and IVY Hospital and cancer research institute, Sector 71, Mohali.

DATABASE:For the purpose of the present study, primary data has been used. The primary data was obtained through direct communication with the respondents through a structured questionnaire. The questionnaire contained both open ended as well as close ended questions. The questionnairecontaining questions on various dimensions of job satisfaction were distributed. All possible efforts were made to make the nurses feel at ease and respond to the various questions with full concentration. The purpose of the study was explained to the respondents. They were informed that the results would be kept strictly confidential and efforts were made to get maximum co-operation of the nurses.

ANALYSIS OF DATATo analyze the perception of nurses towards their job, the data is analyzed by bringing raw data to measured data, summarizing the data and then applying analytical method to manipulate the data so that their interrelationship and quantitative meaning become evident. Other instruments used to analyze and interpret the collected data include pie charts, bar diagrams, tabulation and rank method.

LIMITATIONS OF THE STUDY:1) The views of nurses were obtained from Patiala only. These views may not be attributed to the nurses of the whole country because of economic, social and cultural differences in the attitude and preferences.2) The questionnaire method has the limitation of providing the limited information.3) Due to constraints of resources, the study is limited to small sample size i.e. only 100 nurses.ARTICLESNew Report: High Job Satisfaction Among Public Health Nurses, But Many State Health Departments Struggle to Fill VacanciesNew surveys identify compelling need to advance education and training, increase diversity, and improve recruitment of public health nurses.Princeton, N.J.Public health nurses play an essential role in improving the populations health and delivering essential health services to communities, but the public health nursing workforce is facing significant challenges. More than two in five state health departments report having a great deal of difficulty hiring nurses and nearly 40 percent of state and local health departments report having insufficient resources to fill vacant nurse positions.Those are among the findings ofa reportreleased today by the Robert Wood Johnson Foundation (RWJF), which provides the first comprehensive assessment of the size, composition, educational background, experience, retirement intention, job function, and job satisfaction of nurses who work for state and local health departments.Enumeration and Characterization of the Public Health Nurse Workforce: Findings of the 2012 Public Health Nurse Workforce Surveys, produced by the University of Michigan Center of Excellence in Public Health Workforce Studies and funded by RWJF, collected data from state and local public health departments and surveyed public health nurses themselves. It finds that public health nurses report concerns about job stability, compensation, and career growth in light of budget-tightening at many state and local health departments. Yet these nurses also report very high levels of job satisfaction and that they feel they are making a difference in their communitiesfactors that could bolster recruitment efforts.Capturing this data about public health nurses, who represent the largest professional sector of the public health workforce, gives us a clearer picture of the challenges before us, said Pamela G. Russo, MD, MPH, RWJF senior program officer. It should be a high priority to address gaps and take steps to strengthen the public health nursing workforce. As health reform is implemented, and as public health agencies are transforming to a more population-health- oriented role in promoting health and protecting communities, public health nurses will need additional training to keep pace with the changes. The size, makeup, and preparation of the public health nursing workforce greatly affect the ability of agencies to protect and improve the health of people in their jurisdictions.The new report offers a snapshot of the current public health nurse workforceestimated at 34,521 full-time equivalent RNsand highlights the need for ongoing systematic monitoring in order to: inform competency, compliance and credentialing efforts; permit better alignment of academic resources with workforce needs; and allow for better understanding of the relationship between workforce infrastructure and population health outcomes. Among its findings: Nearly two in five respondents to the survey (39%) report that their highest nursing degree is a diploma/associates degree. Just 10 states require public health nurses to have BSN degrees. Providing clinical services is part of the work done by RNs in state and local health departments, but these nurses assume a wide variety of roles, including health promotion, disease surveillance, community health assessment, policy development, and more. The public health nursing workforce does not reflect the diversity of the communities it serves. Just 4 percent of public health nurses self-identify as Hispanic/Latino and 95 percent of those in leadership positions self-identify as White. The public health nurse workforce is aging; however, most RNs do not intend to retire within the next five years. Recruitment and hiring of RNs into public health nurses positions can be challenging, particularly for state health departments. Lack of promotion opportunities is a concern to both health departments and RNs. Public health nurses report extremely high levels of job satisfaction, despite reporting high levels of dissatisfaction with salaries.Recommendations in the report, created by the projects advisory committee, include: Develop feasible opportunities for additional education and training for public health nurses. Improve the pipeline and intensify recruitment so public health nurses in health departments reflect the racial and ethnic composition of the communities they serve. Determine how changes in the functions of public health departments, due to health care reform and the transformation of public health agencies work, may affect the education public health nurses need. Identify options to address concerns about recruitment, compensation, and promotion opportunities. Conduct follow-up studies to monitor size, composition, capacity and functions of the public health nurse workforce over time, to help ensure this workforce is well-prepared to meet emerging needs.The nation depends on a strong public health nursing workforce, and these surveys identify clear challenges that federal, state, and local policy-makers, health agencies, and academic and philanthropic leaders can address, said Matthew L. Boulton, MD, MPH, director of the Center of Excellence in Public Health Workforce Studies and associate professor at the University of Michigan School of Public Health (UMSPH).We shouldnt overlook the importance of positive findings related to job satisfaction, added Angela J. Beck, PhD, MPH, the Centers associate director and research assistant professor at UMSPH. With 85 percent of public health nurses reporting job satisfaction and 90 percent reporting that they feel they make a difference in the health of their communities, we have a strong foundation to build on.Several earlier national studies have attempted to count public health nurses in specific settings, but until now there has been little data collected on the characteristics of the public health nursing workforce as a whole. This limitation has made it difficult to determine the most strategic and sustainable approaches to providing training that will increase the skills and impact of this essential workforce. For this report, RWJF commissioned both organizational- and individual-level public health nurse workforce surveys, conducted by the University of Michigan Center of Excellence in Public Health Workforce Studies, to address these gaps in knowledge.Apublic health nursing research agenda, established in 2010 by a collaborative working group of leaders in public health nursing, emphasized developing a better understanding of how metrics related to public health nursing impact population health. TheEnumeration and Characterization of the Public Health Nurse Workforcereport, released today,provides baseline data that can further this research agenda.

http://www.rwjf.org/en/about-rwjf/newsroom/newsroom-content/2013/06/new-report--high-job-satisfaction-among-public-health-nurses--bu.html

Career, Job Satisfaction Rises Among Nurses, but Many Plan to Cut Back or Find New Job

Whether caused by improvements in the economy or improvements in their work-life isnt clear, but nurses in 2012 are more willing than just a year ago to stay in the profession and continue working right where they are.

The2012 Survey of Registered Nursesfound 91 percent of responding nurses satisfied with nursing as a career and almost three-quarters of them (73 percent) said they were satisfied with their current job. That job and career satisfaction the highest in the three years of the survey may explain why 66 percent of the nurses intend to continue working as I am.As the survey report itself says, The 2012 survey results show a much improved sense of satisfaction with both career and job.Last year, only 74 percent of the nurses in the survey said they were satisfied with their choice of profession and only 55 percent of the nurses said they intended to continue working as I am; 24 percent planned to look for another job. In the 2012 survey, the percentage of nurses intending to change employers dropped to 17 percent.These large increases in career and job satisfaction, notes the survey, could be indicative of the attention nursing is receiving since the publishing of the IOM report:The Future of Nursing. With a larger degree of focus on nursing and its future, nurses in general feel better about their profession.That report on nursings future by the Institute of Medicine offered a number of recommendations and goals, one of which is that 80 percent of nurses have a Bachelor of Science in Nursing. However, the 2012 survey found only 17 percent intending to pursue their BSN. Another 23 percent are considering an advanced nursing degree.The percentages look a little better when the 2,931 respondents to the emailed survey are broken down by age. Few older nurses (those 55 and older) plan to pursue any nursing degree, while among those under 40, 25 percent intend to obtain their BSN, and an additional 43 percent will seek a Masters or doctoral degree in nursing.Even as the 2012 survey results show nurses have brightened in their job and career satisfaction, a third of them admitted they often feel like resigning from my position. About the same percentage said that if they had their way they would not be working in this job in a year.Coupled with the 17 percent who say theyll be looking for another job in the year, and another 17 percent who say theyll retire, leave nursing, or otherwise cut back on their hours, the survey suggests that individual facilities if not the profession as a whole may still face a nurse shortage.

Job Satisfaction of Nursres and identifying factors of job satisfaction in Solvenian HospitalsJob satisfaction of nurses and identifying factors of job satisfaction in Slovenian HospitalsJob satisfaction of nurses and identifying factors of job satisfaction in Slovenian HospitalsJob satisfaction of nurses and identifying factors of job satisfaction in Slovenian HospitalsJob satisfaction of nurses and identifying factors of job satisfaction in Slovenian HospitalsJob satisfaction of nurses and identifying factors of job satisfaction in Slovenian HospitalsJob satisfaction of nurses and identifying factors of job satisfaction in Slovenian HospitalsJob satisfaction of nurses and identifying factors of job satisfaction in Slovenian HospitalsMateja Lorber1andBrigita Skela Savi2Author informationArticle notesCopyright and License informationGo to:AbstractAimTo determine the level of job satisfaction of nursing professionals in Slovenian hospitals and factors influencing job satisfaction in nursing.MethodsThe study included 4 hospitals selected from the hospital list comprising 26 hospitals in Slovenia. The employees of these hospitals represent 29.8% and 509 employees included in the study represent 6% of all employees in nursing in Slovenian hospitals. One structured survey questionnaire was administered to the leaders and the other to employees, both consisting 154 items evaluated on a 5 point Likert-type scale. We examined the correlation between independent variables (age, number of years of employment, behavior of leaders, personal characteristics of leaders, and managerial competencies of leaders) and the dependent variable (job satisfaction satisfaction with the work, coworkers, management, pay, etc) by applying correlation analysis and multivariate regression analysis. In addition, factor analysis was used to establish characteristic components of the variables measured.ResultsWe found a medium level of job satisfaction in both leaders (3.490.5) and employees (3.190.6), however, there was a significant difference between their estimates (t=3.237;P=