scholarly journals Nurse’s job satisfaction and organization’s innovation propensity: organizational climate in Italy

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
C Barchielli ◽  
C Seghieri ◽  
M Vainieri
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Nursing Care ◽  
Care Delivery ◽  
Relative Importance ◽  
Structure Unit ◽  
Italian Regions ◽  
Research Population ◽  
Managerial Implications ◽  
Willingness To Recommend

Abstract The concept of job satisfaction positively correlates with many areas investigated by the organizational climate. We focused on nurses’ perception towards job satisfaction, as it is relevant regarding nursing care delivery’s quality, which is directly linked to patients’ safety. Additionally, we provide a measure of the relative importance that each investigated factor has on nurses’ job satisfaction and their willingness to recommend the organization they work in to other professionals. A validated census survey was administered in eight different Italian Regions. A total of 35.156 observations were the object of different analysis preformed using STATA. The questions/statements were Likert scaled from 1 to 5 and were compared to the exposure one “I am satisfied with my work in my structure/unit”. The research population has an average age of 47 years (females 80.36% ,men are 19.64%) and men are more satisfied than women with their work. There are various factors that impact the area of “job satisfaction” with different importance (all statistically significant): feeling of encouragement to react after the experience of a failure (OR 2.23), empowerment over quality job results (OR 1.68), sustainable work pace (OR 1.47), firm’s propensity towards innovation (OR 1.36), and experience discomfort while working (OR 1.05). Other factors impacted the area “I would recommend to a colleague to work in my firm” with different importance (all statistically significant). These factors include: firm’s propensity towards innovation (OR 2.84), feeling of encouragement to react after the experience of a failure (OR 1.43), sustainable work pace (OR 1.32), empowerment over quality job results (OR 1.31), experience discomfort while working (OR 1.02). The two most important levers, innovation and inclusion can be beneficial to improve workforce experience and care delivery. Managerial implications: data can show which levers to use in order to achieve the most desired goals. Key messages nurses’ perception towards job satisfaction is relevant regarding nursing care delivery’s quality, which is directly linked to patients’ safety. Innovation and inclusion can be beneficial to improve workforce experience and care delivery.

Influences over Italian nurses’ job satisfaction and willingness to recommend their workplace

2020 ◽  
pp. 095148482094359
Author(s):  
Milena Vainieri ◽  
Chiara Seghieri ◽  
Chiara Barchielli
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Care Delivery ◽  
Relative Importance ◽  
Age Classes ◽  
Italian Regions ◽  
Key Factor ◽  
Willingness To Recommend ◽  
Quality Of Nursing

Background Nurses’ perception towards job satisfaction and willingness to recommend their workplace are relevant to a number of areas including the quality of nursing care delivery. Hence, an increasing number of scholars seek to understand the factors that influence these two concepts. Yet, inclusiveness and openness to innovation are under-investigated. Purpose The paper focuses on the relative importance that factors like propensity towards innovation, working conditions and inclusion have on nurses’ job satisfaction and their willingness to recommend their workplace. Methods A large sample of nurses was extracted from the organizational climate survey carried out in all healthcare authorities of nine Italian Regions through the years 2016–2018. Descriptive and multilevel regressions were carried out to investigate the factors that influence nurses’ job satisfaction and their willingness to recommend the hospital in which they work in, analysing both overall and in specific age classes. Results When recommending a workplace, nurses tend to recommend units showing higher propensity to innovate (OR 2.83), while the most important factor related to job satisfaction is the encouragement after a failure (OR 2.23). Inclusiveness is a key factor for both job satisfaction and willingness to recommend, whilst innovation prone organizations appear to be the most attractive for nurses. The levers mix is slightly different among the age classes. Findings identify the levers to be used in order to attract nurse workforce and increase nurses’ job satisfaction. These levers are partially different for young and senior nurses.

Exploring the Interrelationship Among Organizational Climate, Employee Motivation and Job Satisfaction: A Review of Literature

2015 ◽  
Vol 6 (2) ◽  
Author(s):  
Rakhi ◽  
Anil Kumar
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Employee Motivation ◽  
Future Research ◽  
Review Of Literature ◽  
Managerial Implications

This article offers a brief review of studies on organizational climate, employee motivation and job satisfaction. A relationship among organizational climate, employee motivation and job satisfaction has been reviewed in the paper. The paper consists of four sections beginning with a brief introduction of variables along with their dimensions. It is followed by exploring their interrelationship using previous studies. Conclusion and discussions, managerial implications and direction for future research have been given in the end.

Organizational Climate and Job Satisfaction in the Salesforce

1976 ◽  
Vol 13 (4) ◽  
pp. 323-332 ◽  
Author(s):  
Gilbert A. Churchill ◽  
Neil M. Ford ◽  
Orville C. Walker
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Cross Section ◽  
Climate Variables ◽  
Climate Variable ◽  
Managerial Implications ◽  
The Impact ◽  
Insight Into

This report concerns the impact of several organizational climate variables on the job satisfaction of a cross-section of industrial salesmen. To gain greater insight into how climate affects salemen's feelings about their jobs, the relationships between each climate variable and each of seven components of job satisfaction also are examined. Finally, the managerial implications of the findings are explored, and actions that might lead to improvements in salesforce morale are discussed.

scholarly journals Relationship Between Workload Performance and Job Satisfaction

2019 ◽  
Vol 7 (3) ◽  
Author(s):  
Aasma Safdar ◽  
F. Sri Susilaningsih ◽  
Titis Kurniawan
Keyword(s):  
Job Satisfaction ◽  
Nursing Care ◽  
Care Delivery ◽  
Night Shift ◽  
Health Care Delivery System ◽  
Correlation Study ◽  
Moderate Level ◽  
Public Health Care ◽  
Charge Nurses ◽  
Evening Shift

In Pakistan’s public health care delivery system, charge nurses hold a very challenging position to perform their workload. They have to work very hard to accomplish nursing and non-nursing care tasks which are imposed on them by the system. Overstretching of workload deprives them from concentration which is badly needed for their performance and this creates dissatisfaction which negatively impact on the quality of nursing care. As a result, this study intends to analyses the relationship between workload performance (WLP) and job satisfaction (JS). This correlation study involved 105 charge nurses in Nishtar Medical College and Hospital Multan Pakistan recruited by convenience sampling. Nurses’ WLP were collected by using self-developed instrument, and JS were collected by using modified Spector 1985. The collected data were analyze descriptively (mean, SD, frequencies, percentage) and inferentially (Pearson’s correlation). The results suggested that nurses’ WLP (average time consumption) in the morning (93.83%) and evening shift (95.63%) were higher compared with night shift (70.69%). Additionally, the proportion of time consumed in the morning and evening shift were higher on nursing care activities (Morning = 57.10%, Evening =52.1%) rather than non-nursing care activities. Oppositely, in the night shifts nurses consumed more than half of their time in non-nursing care activities (55. 66%). Charge nurses observed on moderate level of job satisfaction (mean = 38.6, SD = 5.42). There was no statistically significant correlation between nurses’ job satisfaction and workload performance (p =.137). The findings conclude nurses’ high workload and moderate level of job satisfaction and no statistically significant correlation between both. The results suggested that, it is important for hospital management to adopt some better strategies in order to improve WLP and JS.

scholarly journals Evaluasi kepuasan kerja perawat di ruang MPKP, persiapan mpkp dan non MPKP

2020 ◽  
Vol 12 (2) ◽  
pp. 143-148
Author(s):  
Ibrahim Rahmat ◽  
Maulina Nugraheni ◽  
Sri Werdati
Keyword(s):  
Job Satisfaction ◽  
Delivery System ◽  
Nursing Care ◽  
Care Delivery ◽  
Cross Sectional ◽  
High Satisfaction ◽  
Descriptive Approach ◽  
Satisfaction Rates ◽  
Statistical Results

Abstract: This study aims to determine differences in job satisfactionof nurses in three rooms with a nursing care delivery system by themethod of PNPM, Preparation and non PNPM PNPM GrhasiaHospital Yogyakarta. The method used was a cross sectional studywith comparative descriptive approach. The results show that nursesat PNPM is largely at the level of job satisfaction is high (77.78%).Meanwhile, in the preparation of non-PNPM PNPM and 100% ofnurses are in high satisfaction rates. The statistical results showed nodifference in job satisfaction between PNPM, PNPM preparation,and non PNPM.

The Influence of Leadership Style, Work Environment on Job Satisfaction and Employee Performance at PT. Khrisna Multi Lintas Cemerlang

2018 ◽  
Vol 9 (03) ◽  
pp. 20544-20552
Author(s):  
Ni Putu Rista Kusumadewi ◽  
I Nengah Sudja ◽  
I Wayan Sujana
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
High Knowledge ◽  
Research Population

This study aims to examine and analyze the relationship between leadership style, work environment, job satisfaction and employee performance. This research was conducted at PT. Khrisna Multi Lintas Cemerlang with the research population were all employees who work in the company. All data obtained from questionnaires were suitable for use, then were analyzed by using structural equation model based on variant analysis which is known as Partial Least Square (PLS). The result of this research shows that the leadership style has positive and significant effect on employee performance, the work environment has positive and significant effect on employee performance, the leadership style has positive and significant effect on job satisfaction, the work environment has positive and significant effect on job satisfaction and job satisfaction has positive and significant on employee performance. The implication of this research was that the leadership needs to give freedom to subordinate to express their opinions, the workplace air temperature was well regulated, the work that was charged according to the ability and expertise, always guided by the company standard in carrying out each task and the employee has high knowledge in solving problem

Organizational Empowerment and Turnover intensions:A mediation of Job Satisfaction and Affective Commitment. A Case of Hattar industries, Pakistan

2019 ◽  
Vol 6 (2) ◽  
pp. 1-6
Author(s):  
Mehwish Iftikhar ◽  
Sheraz Khan
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Affective Commitment ◽  
Middle Level ◽  
Primary Data ◽  
Equation Modeling ◽  
Clear Understanding ◽  
Complex Process ◽  
Managerial Implications ◽  
Organizational Empowerment

Empowerment has never been something handed from one person to another or passed from employer to employee but it is a complex process, which needs a vivid vision and clear understanding for managers and employees. It is a technique and tool for the retention of employees.This quantitative study is done to examine the affect of organisational empowerment on turnover intensions by way of mediation of job satisfaction and affective commitment.Direct and indirect affects of variables are examined while conducting the study among employees of Hattar industries located in Punjab, Pakistan.Cross sectional design is addopted and primary data is collected through standardised questionnaires on five point likert scale. A total of 220 employees working at middle level management of Hattar industries, were chosen randomly. Correlation is applied in order to findout the strength of relationship between variables.The data was analysed on the basis of SEM (structural equation modeling) technique by using AMOS. Findings depicted the positive relationship between organizational empowerment with the variables job satisfaction and affective commitment. The result also indicates that there is a significant mediating influence of job satisfaction and affective commitment in the relationship between organizational empowerment and turnover intensions. Practical/managerial implications of this study revealed that organizations should foster to give empowerment to their workers if they want to retain them so that, they will be satisfied enough, will remain committed to work and will have lower intensions to leave the job that will better contribute in boosting up the overall performance of the organization.

scholarly journals The impact of job description and career prospect on job satisfaction: A quantitative study in Mauritius

2019 ◽  
Vol 17 ◽  
Author(s):  
Ketan S. Ramhit
Keyword(s):  
Job Satisfaction ◽  
Team Leaders ◽  
Job Description ◽  
Managerial Implications ◽  
Career Prospect ◽  
Value Add ◽  
The Impact ◽  
The Relationship ◽  
Negative Relationships ◽  
Good Career

Orientation: Literature shows that job description and career prospect are connected to job satisfaction and it is seen that, in Mauritius, job description and career prospect impact job satisfaction.Research purpose: The purpose of the study was to determine the relationship between job description, career prospect and job satisfaction in Mauritius.Motivation for the study: It has been noticed that employees are dissatisfied when they perform duties outside their job description and also when they see that they do not have a good career prospect. Despite the existence of several researches, limited research exists in the Mauritian context. The outcome will provide significant relevance to existing knowledge.Research approach/design and method: A quantitative approach was adopted and a survey was conducted in a multinational company in Mauritius. A sample of 132 employees was chosen.Main findings: This research unravelled significant negative relationships between job description, career prospect and job satisfaction. The results revealed that, when duties are not well described or when duties are not in line with current responsibilities, the employees are dissatisfied. Similarly, the greater the chances that employees are not given the opportunity to get promoted, the more they are dissatisfied.Practical/managerial implications: Human resource practitioners, managers and team leaders need to recognise that employee’s moods influence the work pattern in the organisation and a clear job description and an appropriate career plan should exist.Contribution/value-add: Literature on the relationship between job description, career prospect and job satisfaction in the context of Mauritius is almost inexistent. This study will add to existing knowledge.

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