job satisfaction of nurses and their productivity

JOB SATISFACTION OF NURSES AND THEIR PRODUCTIVITY

Presented by MBA(HM)MD DILNAWAZ

INTRODUCTION

• Job satisfaction is important in predicting systems stability, reduced turnover and worker motivation. If motivation is defined as the willingness to exert and maintain effort towards attaining organizational goals, then well-functioning systems should seek to boost factors such as morale and satisfaction, which predict motivation. A survey of ministries of health in 29 countries showed that low motivation was seen as the second most important health workforce problem after staff shortages .

Cont..• Job satisfaction is also an essential part of ensuring quality

care, as dissatisfied healthcare providers are likely to give poor quality and less efficient care. According to Tzeng (2002) there is evidence of a positive correlation between professional satisfaction and patient satisfaction.

OBJECTIVES

(i.) To determine the level of job satisfaction among nurses in the Hospital. (ii.) To measure the relationship between job satisfaction of nurses and their work Productivity.(iii.) To determine the factors influencing job satisfaction among nurses.

METHODOLOGY

•A structured self-administered questionnaire was used to

collect the primary data from the participants/nurses.

•Open, semi-structured interviews also was conducted.

DISCRIPTION AND DATA ANALYSISWork Environment Highly Dissatisfied Dissatisfied Neutral Satisfied Highly Satisfied

Nature of workWork load Hours of workWorking long shiftWork overtimeWorking of weekendNumber of weekendsWorking at nightWorking on holidayWorking schedulingVariety of hours requiredFlexibility at workJob stabilityEquipments Staffing adequacyNon-nurse staffing adieuRotation to other wardWorking at this wardWorking environmentSafety measuresFeeling of accomplishmentContribution in qualityNon-nursing dutiesVisiting hoursUniform

3.4%6.9%0.00%0.00%13.8%10.3%13.8%17.2%13.8%0.00%3.4%3.4%6.9%13.8%20.7%20.7%13.8%0.00%6.9%13.8% 0.00%3.4%10.3%20.7%0.00%

3.4%20.7%13.8%34.5%20.7%24.1%31%31%24.1%17.2%27.6%20.7%27.6%55.2%37.9%24.1%41.4%10.3%10.3%27.6% 10.3%0.00%24.1%20.7%13.8%

17.2%31%20.7%13.8%17.2%20.7%13.8%10.3%24.1%31%31%31%24.1%20.7%34.5%41.4%17.2%31%34.5%31% 34.5%37.9%24.1%31%24.1%

72.4%34.5%62.1%51.7%31%41.4%37.9%41.4%37.9%51.7%37.9%44.8%37.9%10.3%6.9%13.8%20.7%51.7%48.3%24.1% 51.7%58.6%41.4%27.6%51.7%

3.4%6.9%3.4%0.00%17.2%3.4%3.4%0.00%0.00%0.00%0.00%0.00%3.4%0.00%0.00%0.00%6.9%6.9%0.00%3.4% 3.4%0.00%0.00%0.00%10.3%

Cont..

Autonomy Highly Dissatisfied

Dissatisfied Neutral Satisfied Highly Satisfied

Areas of recognizingIndependent thinkingDecision makingControl in the work settingCont. over work condition.

0.00%10.3%0.00%0.00%3.4%

24.1%24.1%51.7%48.3%41.4%

44.8%34.5%17.2%13.8%34.5%

31.0%31.0%31.0%34.5%17.2%

0.00%0.00%0.00%3.4%3.4%

Cont..Co-worker Highly

DissatisfiedDissatisfied Neutral Satisfied Highly

Satisfied

Team working Relationship with co-workerRelationship with physicianRelationship with supervisorsRelationship with head nurseRelationship with managerRelationship with patientsRelationship with director/CEO/MDRelationship with others(visitors)Co-worker support

3.4%10.3 6.9% 3.4% 10.3% 6.9% 0.00% 6.9% 6.9% 3.4%

10.3%0.00% 0.00% 10.3% 20.7% 24.1% 3.4% 20.7% 10.3% 6.9%

13.8%10.3% 17.2% 20.7% 13.8% 20.7% 17.2% 31.0% 34.5% 17.2%

58.6%62.1% 69.0% 51.7% 37.9% 41.4% 65.5% 34.5% 44.8% 69.0%

13.8%17.2% 6.9% 13.8% 17.2% 6.9% 13.8% 6.9% 3.4% 3.4%

Cont..Recognition Highly


Satisfied

Recognition receive from Peers doing my job Recognition receive from other professional groupRecog. receiv from General publicFrom Status of my position.From Supervisor From Family

0.00% 3.4% 6.9% 3.4%0.00%0.00%

17.2% 27.6% 17.2% 17.2%17.2%10.3%

34.5% 27.6% 17.2% 20.7%17.2%20.7%

44.8% 37.9% 44.8% 44.8%58.6%41.1%

3.4% 3.4% 13.8% 13.8%6.9%27.6%

Cont..Promotion Highly


Satisfied

Opportunities for on the job trainingAccess to training progm.for learning new thingsInteraction with nursing facultyCommittee membershipParticipation in nursing researchWriting and publishing papers, journals Clinical ladder(opportunities for improvement)Opportunities of continuing education

10.3% 17.2%13.8%24.1% 10.3% 20.7% 27.6% 20.7%

44.8% 44.8%17.2%31% 55.8% 37.9% 37.9% 13.8%

24.1% 10.3%27.6%20.7% 13.8% 24.1% 20.7% 37.9%

13.8% 20.7%37.9%20.7% 17.2% 13.8% 10.3% 24.1%

6.9% 6.9%3.4%3.4% 3.4% 3.4% 3.4% 3.4%

Cont..Supervision Highly


SatisfiedManagers Leadership styleParticipation in the policies and decision makingAwareness of the mission ,strategy and goals of the hospital. How the hospital handles staff ComplaintsFairness to the performance Appraisal system Caring from supervisors The amount of Job securityThe Reward system and packageWelfare issuesThe work unit’s Atmosphere The Quality of work condition Coordination in administrationSupporting nurses by the Administration in conflict situationResponse of administration to nurses needs ,demands Incentives of administration for nurses

13.8% 31.0% 20.7% 31.0% 31.0%31.0%20.7%31.0%27.6%6.9%10.3%20.7% 27.6% 27.6% 34.%

20.7% 27.6% 34.5% 31.0% 20.7%6.9%34.5%27.6%24.1%10.3%20.7%20.7% 10.3% 31.0% 20.7%

34.5% 20.7% 13.8% 13.8% 20.7%31.0%20.7%27.6%31.0%55.5%34.5%27.6% 34.5% 17.2% 24.1%

27.6% 17.2% 27.6% 20.7% 24.1%27.6%17.2%10.3%13.8%24.1%31.0%27.6% 20.7% 17.2% 17.2%

3.4% 3.4% 3.4% 3.4% 3.4%3.4%6.9%3.4%3.4%3.4%3.4%3.4% 6.9% 6.9% 3.4%

Cont..Pay Highly


Satisfied

Salary Bonuses Paid for overtimeFringe benefits Vacations Leisure activitiesOverall job satisfaction

20.7%31.0%37.9%27.6%34.5%34.5% 27.6%

27.6%37.9%31.0551.%37.9%44.8% 17.2%

17.2%20.7%20.7%10.3%20.7%13.8% 27.6%

31.0%6.9%6.9%6.9%3.4%3.4% 24.1%

3.4%3.4%3.4%3.4%3.4%3.4% 3.4%

Cont..Factors: salary and fringe benefits

Highly Dissatisfied


Pay is satisfactoryEducation, experience are recognized & usedOpportunities exist for career advancementThe pay system rewards my years of experienceThe pay is adequate for shifts weekend & holidays Fringe benefits are knownEmployees are satisfied with fringe benefitsChild care servicesRetirement program is a strong one

17.2% 20.7% 31.0% 34.5% 27.6%34.5% 27.6%27.6% 34.5%

31.0% 27.6% 20.7% 31.0% 24.1%24.1% 37.9%44.8% 31.0%

24.1% 24.1% 27.6% 13.8% 27.6%24.1% 17.2%10.3% 17.2%

24.1% 24.1% 17.2% 17.2% 13.8%17.2% 13.8%17.2% 13.8%

3.4% 3.4% 3.4% 3.4% 3.4%0.00% 3.4%0.00% 3.4%

Cont..

Factors: staffing, clerical work floating & rotation

Highly Dissatisfied


The staffing philosophy is fairA float Pool covers absences and supplement staffing Nurses have input into staffing policies and proceduresOpportunities exist for flexible work schedulesClericals duty are performed by clerical personnelAppropriate activities are performed by other departments such as pharmacy ,laboratory, dietary

13.8% 10.3% 10.3% 0.00% 27.6% 24.1%

13.8% 20.7% 20.7% 34.5% 13.8% 20.7%

51.7% 34.5% 48.3% 34.5% 27.6% 27.6%

13.8% 20.7% 17.2% 27.6% 27.6% 20.7%

6.9% 6.9% 3.4% 3.4% 3.4% 6.9%

Cont..Factors: Public relation Highly


Satisfied

Nurses serve on all organizational committeesAdministrators promote cooperative interdisciplinary committeesNurses spend their time taking care of patientsNurses make decisions about patients careNurses participate in nursing managementNurses are recognized and rewarded for nursing excellence Nurses participate in quality assuranceNurses receive awards for meritThe communication system is informative ,provides for clinical nursing input, and gives feedback Job vacancies are postedNurses participate in public relation function

6.9% 3.4%0.00% 3.4%3.4% 13.8%6.9%31.0% 6.9% 24.1% 10.3%

20.7% 44.8% 17.2%13.8%17.2% 24.1%27.6%31.0% 24.1% 31.0%48.3%

37.9% 27.6%20.7%17.2%13.8% 31.0%27.6%17.2% 37.9% 20.7%13.8%

27.6% 20.7%55.2%58.6%55.2% 27.6%31.0%13.8% 24.1% 20.7%24.1%

6.9% 3.4%6.9%6.9%10.3% 3.4%6.9%6.9% 6.9% 3.4%3.4%

Cont..Factors : Staff development Highly


Satisfied

A career development program existGood opportunities for continuing education are availableA good orientation program is in forcePersonnel are reimbursed for staff development activitiesRefresher courses are available Staff development programs are marketed Incompetent nurses are identified and handled appropriatelyGood leadership training courses are availableNurses participate in staff development planning

27.6%

20.7%24.1% 27.6%24.1% 13.8% 17.2% 13.8% 3.4%

34.5%

48.3%34.5%37.9%31.0% 34.5% 37.9% 41.4% 44.8%

13.8%

6.9%24.1%13.8%17.2% 24.1% 17.2% 17.2% 27.6%

20.7%

20.7%13.8%17.2%20.7% 24.1% 20.7% 20.7% 20.7%

3.4%

3.4%3.4%3.4%6.9% 3.4% 6.9% 6.9% 3.4%

Cont..Factors : Administration support Highly


Satisfied

Nurses can follow through on beliefs and valuesNurses are not subjected to punitive action by supervisors Productivity standards are knownEmployees have access to senior managementNursing service and nursing education are in harmony Patient safety is emphasizedAn up to date nursing management Information system is availableManager are visible to nursing staff and patients

0.00% 3.4%10.3% 13.8% 10.3%6.9% 17.2% 20.7%

20.7% 20.7%37.9% 24.1% 27.6%27.6% 37.9% 27.6%

31.0% 48.3%31.0% 24.1% 27.6%27.6% 13.8% 20.7%

31.0% 20.7%17.2% 37.9% 31.0%34.5% 27.6% 27.6%

17.2% 3.4%3.4% 0.00% 3.4%3.4% 3.4% 3.4%

REFERENCES

• (1) European Commission (2002). Employment Europe.• http://www.eurofound.europa.eu/eiro/2002/10/feature/eu0210204f.htm.• 19/11/13• (2) Tzeng, H.M. (2002). The influence of nurses’ working motivation and job • Satisfaction on intention to quit: An empirical investigation in Taiwan. • International Journal of Nursing Studies, Vol. 39: 867-878.• 19/11/13• (3) Uganda Ministry of Health (2007). Uganda Health Workforce Study: • Satisfaction and Intent to stay Among Current Health Workers. SAID- • funded Capacity Project.• 19/11/13• (4) Kober, K. & Van Damme, W. (2006) Public sector nurses in Swaziland: Can • the downturn be reversed? Human Resources for Health, Vol. 4: 13.47• 19/11/13• (5) Hollyforde, S. & Whiddett, S. (2002). The Motivation Handbook. London: • CIPD.• 19/11/13• • (6) Krietner, R., Kinicki, A. & Buelens, M. (2002). Organizational Behaviour. • Second Edition. Berkshire: McGraw-Hill.• 19/11/13• • • • • • • • •

http://www.eurofound.europa.eu/eiro/2002/10/feature/eu0210204f.htm

• (8) Locke, E. (1983). The nature and causes of job satisfaction. In Handbook of • Industrial and Organizational Psychology. New York: J.Wiley & Sons.• (7) Wood, G., Yaacob, A., & Morris, D. (2004). Attitude towards pay & • promotion in the Malaysian higher education sector. Employee Relations, • Vol.26, No. 2: 137-150.• 20/11/13• • 20/11/13• (9) Mayer, M. & Botha, E. (2004). Organizational Development and • Transformation in South Africa. Second Edition. Durban: Lexis Nexis • Butterworth.• 20/11/13• (10) Goblar, P.A., Warnich, S., Carrel, M.R., Elbert, N.F. & Hatfield, R.D. (2002). • Human Resources Management in South Africa, Second Edition. London: • Thomson Learning.• 20/11/13• (11) Greenberg, J., Baron, R.A. (1997). Behaviour in organizations: understanding • the human side of work.7th Edition.Canada: Prentice-Hall.• 20/11/13• (12) Vroom, V. (1964). Motivation & Management Expectancy Theory.• 20/11/13• (13) Daft, R.L. & Noël, R.A (2001). Organizational Behaviour, South-Western • Publishing: New York.• 20/11/13• (14). Adams, A. & Bond, S. (2000). Hospital nurses’ job satisfaction: Individual and • organizational characteristics, Journal of Advanced Nursing, 33: 536-543.• Date 21/11 /13

• (15) Ayers, K. (2005). Creating a responsible workplace, Human Resources • Magazine. Date 21/11/13• • (16) Collins, K., Jones, M.L., McDonnell, A., Read, S., Jones, R. & Cameron, A. • (2000). Do new roles contribute to job satisfaction and retention of staff in • nursing and professions allied to medicine? Journal of Nursing Management, • Vol. 8:3-12. Date 21/11/13• • http://findarticles.com/p/articles/mi_m3495/is_2_50/ai_n11841926• Date 21/11/13• http://www.eurofound.europa.eu/eiro/2002/10/feature/eu0210204f.htm• Date 21/11/13.• http://www.who.int/hrh/migration/background_paper.pdf Mayer, • Date 21/11/13

http://findarticles.com/p/articles/mi_m3495/is_2_50/ai_n11841926

http://www.eurofound.europa.eu/eiro/2002/10/feature/eu0210204f.htm

CONCLUSION

• Conclusion of the study (job satisfaction of nurses and their productivity) is that the level of job

satisfaction of the nurses depends on many things e.g. - Salary , Nature of work ,Work load ,Working long

shift ,Work overtime , Working at night ,Working on holidays , career development program , etc. Overall

job satisfaction of nurses were in this study 27.6% highly dissatisfied ,17.2% dissatisfied , 27.6% neutral

and 24.1% satisfied , 3.4% were satisfied . Paid for overtime -37.9% highly dissatisfied , 31.05%

dissatisfied , 20.7% neutral and 6.9% were satisfied , 3.4% highly satisfied . Salary(pay) 20.7% nurses were

highly dissatisfied with salary ,27.6% nurses were dissatisfied ,17.2% nurses were neutral ,31% nurses

were satisfied with the salary and 3.4% nurses were highly satisfied . so job satisfaction of nurses should

not be ignored because quality of care , efficiency , effectiveness , and finally the productivity depends on

the level of job satisfaction of nurses , patient satisfaction also depends on the job satisfaction of nurses .

•

job satisfaction of nurses and their productivity

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