scholarly journals Level of Job Satisfaction, Motivation (Intrinsic and Extrinsic) and Organizational Commitment, Of Nurses Working In Public and Private Hospitals

2017 ◽  
Vol 4 (4) ◽  
Author(s):  
Sukrita Mukherjee ◽  
Dr. Ishita Chatterjee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Extrinsic Motivation ◽  
Quality Care ◽  
Nursing Profession ◽  
Public And Private ◽  
Nurse Job Satisfaction ◽  
Government Hospitals ◽  
Positive Feelings ◽  
Public And Private Sector

Job satisfaction is the response that an employee has towards any job, while, organizational commitment can be defined as the emotional responses which an employee has towards his organization. It is considered that these two variables are highly interrelated. In other words, while an employee has positive feelings towards the organization, it values and objectives, it is also possible for him to be unsatisfied with the job he has in the organization. Nurse Job satisfaction is a crucial topic because hospitals are suffering from lower nurse job satisfaction nowadays. Nurses, on the other hand, also, need to be motivated to accomplish their tasks, provide quality care and contribute to the development of the nursing profession. Lack of motivation can lead to dissatisfaction among nurses, not feeling part of the hospital, intention to quit the hospital and/or nursing profession, and increased work stress levels. The present study aims to understand the level of job satisfaction and organizational commitment of nurses, working in private and government hospitals. The study sample consists of 200 nurses (100 each from private and government hospitals). The ratio was 50-50. The results indicated that the t test value was significant for the domains of Job Satisfaction, Organizational Commitment and Intrinsic Motivation at 0.00 levels, and the value was insignificant for the Extrinsic Motivation at 0.00 levels. Pearson’s Product Moment Correlation was also administered and the results indicated that there was a significant correlation between Job Satisfaction and Organizational Commitment of the nurses’ working in both public and private sector respectively.

Job security matters: A systematic review and meta-analysis of the relationship between job security and work attitudes

2019 ◽  
pp. 1-31 ◽  
Author(s):  
Hyunkang Hur
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Security Policy ◽  
Meta Analysis ◽  
Work Attitudes ◽  
Job Security ◽  
Public And Private ◽  
The Public ◽  
Public And Private Sector ◽  
The Relationship

AbstractThis article synthesizes public and private sector accumulated research regarding the relationship between job security and employee work attitudes (i.e., job satisfaction and organizational commitment). The present meta-analysis of 37 studies (including 45 independent samples) shows that the medium-sized associations between job security and each work attitude variables (i.e., job satisfaction and organizational commitment) were found, with true score correlations (ρ) of .327 for job satisfaction, and .253 for organizational commitment. These results highlight the significance of job security at the workplace, in shaping and enhancing attitudes of employee and job security is worth retaining in some form in the public sector, contrary to the logic of at-will employment. This meta-analysis findings also call attention to several important considerations for developing effective public job security policy.

scholarly journals Examining the Antecedents of Job Satisfaction and further its impact on Organizational Commitment

2013 ◽  
Vol 3 (3) ◽  
pp. 317
Author(s):  
Aisha Javeria ◽  
Muhammad Rizwan ◽  
Ali Junaid Khan ◽  
Amjad Hameed ◽  
Qazi Naeem ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Cross Sectional Study ◽  
Vital Role ◽  
Cross Sectional ◽  
Public And Private ◽  
Workplace Environment ◽  
The Public ◽  
Public And Private Sector ◽  
Self Administered Questionnaire

The Human capital plays a vital role in success of any organization. The contended and committed employee is a key to achieve organizational objective. There are several researches conducted to understand the function of worker’s satisfaction and commitment towards job but this area of study is remain unexposed. The purpose of this study is to discuss and examine the forces which lead to private and govt sector workers Job satisfaction and organizational commitment. A theoretical model was anticipated and tested and findings indicates various challenges for HRM  that the factors which contributes to job satisfaction does not necessarily makes the employee committed. This research is a cross sectional study. A sample of 170 respondents was taken from the Public and Private sector Professional around Pakistan. The data was collected through a self-administered questionnaire, using the earlier conventional scales and the results demonstrated that Relationship with coworkers, workplace environment, empowerment, pay and promotion have a significant positive relationship with job satisfaction while in turn only the job satisfaction and empowerment leads to organizational commitment. Relationship with coworkers, pay and promotion and workplace environment have insignificant relation with organizational commitment.

Significance of Job Attitudes and Motivation in Fostering Knowledge Sharing Behaviour Among Bank Personnel

2021 ◽  
Vol 20 (01) ◽  
pp. 2150003
Author(s):  
Muhammad Umar ◽  
Maqbool Hussain Sial ◽  
Syed Ahmad Ali
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Job Involvement ◽  
Job Attitudes ◽  
Partial Least Square ◽  
Least Square ◽  
Future Research ◽  
Public And Private ◽  
Knowledge Intensive ◽  
Public And Private Sector

This research examines the association of job attitudes (i.e. job involvement, job satisfaction, and commitment) with knowledge sharing behaviour of bank personnel through behavioural antecedents (i.e. motivation, attitude, and intentions to share knowledge). The hypothesised relationships among job attitudes (excluding job involvement), behaviour antecedents, and knowledge sharing behaviour are significant and consistent. Notably, the association of job satisfaction with the motivation to share knowledge is insignificant. The survey results are based on data from a stratified multistage cluster sample of 316 public and private sector bank professionals from Pakistan, analyzed using Partial Least Square (PLS)-Structure Equation Modelling (SEM). The research provides a framework for theoretical and practical implications in knowledge-intensive organisations to foster knowledge sharing that increases individual as well as organisational productivity. The study paves the way for future research by including knowledge-oriented leadership, culture, trust, knowledge governance, and citizenship behaviour in the current framework for analysis in diverse geographical and demographical contexts.

scholarly journals The Impact of Organizational Commitment on Job Satisfaction: A Study of Employees at Nigerian Universities

2012 ◽  
Vol 2 (2) ◽  
pp. 1 ◽  
Author(s):  
Bola Adekola
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Universities ◽  
Turnover Intentions ◽  
Private Universities ◽  
Private University ◽  
Public And Private ◽  
The Public ◽  
Significant Difference ◽  
The Impact

Researchers have hypothesized that there is a significant difference in the degree of Organizational commitment in Public and Private Universities. This was tested in the Public and Private University system to ascertain the veracity of this hypothesis. Data were collected from 150 employees consisting of academic and Administrative and technical staff from both the public Universities and the Private Universities. The results revealed that employees in Public Universities have greater degree of organizational commitment in comparison to Private Universities. Also, job satisfaction increases or decreases based on increase or decrease in organizational commitment. Obtained results were in the line of the hypotheses. In terms of organizational commitment; a significant difference was noticed between Public and Private Universities. Against expectation, employees of Public Universities exhibited higher degree of organizational commitment as compared to those of Private Universities. Most importantly, organizational commitment is being proven as the catalyst for enhancing job satisfaction level of employees.   Keywords: Organization’s Goals, Performance, Effectiveness, Leadership Styles, Trust within the Organization, Employment Status, Training, Turnover Intentions.

The impact of ethical climate types on nurses’ behaviors in Bosnia and Herzegovina

2016 ◽  
Vol 24 (8) ◽  
pp. 922-935 ◽  
Author(s):  
M Sait Dinc ◽  
Alma Huric
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Bosnia And Herzegovina ◽  
Ethical Climate ◽  
Nursing Shortage ◽  
Cover Letter ◽  
Private Hospitals ◽  
Public And Private ◽  
Public And Private Hospitals ◽  
Overall Job Satisfaction

Background: The performance of nurses has become vital in hospitals. Some studies have suggested that nurses’ perceptions of the ethical climate in their hospitals are related to higher job satisfaction and organizational commitment and in turn lessen the issue of nursing shortage. Hypothesis: (1) The ethical climate types “caring,” “independent,” “law and code,” and “rules” have a significant positive impact on overall job satisfaction. (2) The ethical climate types and overall job satisfaction have significant positive influences on normative and affective and significant negative influences on continuance commitment. Research design: The study uses path analysis to understand which types of ethical climate impact overall job satisfaction. It also tries to find the effect of different types of ethical climate and overall job satisfaction on the components of organizational commitment. The relationships between variables were evaluated using factor analysis, reliability, descriptive statistics, correlations, and regression in this study. Participants and research context: A total of 171 useful questionnaires were collected from nurses working in public and private hospitals in Bosnia and Herzegovina. Ethical considerations: Formal research approval was obtained from the administration of each study hospital. Questionnaires with a cover letter were mailed to the hospitals that agreed to participate in the study. In the cover letter, the researchers explained the study purpose, encouraged nurses’ voluntary participation, and guaranteed the anonymity of participants. Findings: In the first path analyses, “rules” and “caring” climates significantly and positively affected overall job satisfaction. In the second one, while overall job satisfaction and “rules” climate significantly influenced normative commitment, “caring” climate and overall job satisfaction significantly affected affective commitment. Discussion: The findings of the study have been convenient with the literature. Conclusion: Public and private hospitals can enhance overall job satisfaction and organizational commitment by altering the ethical climate of organizations. Hospital administrations should nurture caring and rule types of ethical climate which influence overall satisfaction. By this way, they could reduce nursing shortage.

scholarly journals A Comparative Analysis of Job Satisfaction Among Public and Private Sector College / University Teachers in Lahore

2003 ◽  
Vol 8 (1) ◽  
pp. 91-118
Author(s):  
Aamir Ali Chughtai
Keyword(s):  
Job Satisfaction ◽  
Education System ◽  
Teaching Quality ◽  
Educational Process ◽  
Teaching Staff ◽  
Quality Teachers ◽  
High Quality ◽  
Public And Private ◽  
Teachers And Students ◽  
Public And Private Sector

Background & Objectives A high quality teaching staff is the cornerstone of a successful education system. Daily interaction between teachers and students is at the center of the educational process. Attracting and retaining high quality teachers is thus a primary necessity for a strong education system. One step in developing a high quality faculty is to understand the factors associated with teaching quality and retention. One of these factors is job satisfaction. Very often, it is not merely satisfaction with the job, but with the career in general, that is important. With teachers, satisfaction with their careers may have strong implications for student learning. Specifically, a teacher’s satisfaction with his or her career may influence the quality and stability of instruction given to the students. Some researchers argue that teachers who do not feel supported in their work may be less motivated to do their best work in the class- room (Ostroff, 1992; & Ashton & Web, 1986).

scholarly journals The impact of supervisor-nurse relationships, patient role clarity, and autonomy upon job satisfaction: Public and private sector nurses

2012 ◽  
Vol 18 (5) ◽  
pp. 659-672 ◽  
Author(s):  
Kate Shacklock ◽  
Yvonne Brunetto ◽  
Rod Farr-Wharton
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Business Models ◽  
Healthcare Sector ◽  
Role Clarity ◽  
Public And Private ◽  
Patient Role ◽  
Public And Private Sector ◽  
The Impact

AbstractIn the Australian healthcare sector, many changes in the public sector have affected nurse management and thereby, nurses. Yet it is unclear whether such efficiency measures, based on private sector business models, have impacted private sector nurses in similar ways. This paper examines four important issues for nurses: supervisor–subordinate relationships; perceptions of autonomy; role clarity in relation to patients; and job satisfaction. The paper uses an embedded mixed methods research design to examine the four issues and then compares similarities and differences between public and private sector nurses. The findings suggest supervisor–subordinate relationships, patient role clarity and autonomy significantly predict job satisfaction. The private sector nurses reported more satisfaction than public sector nurses with their supervisor–subordinate relationships, plus higher perceptions of patient role clarity and autonomy, and hence, higher levels of job satisfaction. The findings raise questions about whether present management practices (especially public sector) optimise service delivery productivity.

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