The Quality of the Supervisor–Nurse Relationship and Its Influence on Nurses’ Job Satisfaction

Background: Leader–Member Exchange theory provides strategic information about how to improve the leader´s role and nurses’ satisfaction on healthcare organizations. Objectives: The main objective of this research was to study the quality of the supervisor–nurse relationship in relation to the nurses´ job satisfaction. This research also analyses how the relationship between Leader–Member exchanges and nurse job satisfaction could be moderated by other variables, such as nurse psychological empowerment, nurse-perceived organizational support and Leader–Leader Exchange. Methods: The sample comprises of 2541 registered nurses who work in public hospitals in the Autonomous Region of Aragon (Spain). Regression analyses were conducted. Results: The statistically significant results demonstrate the influence that the supervisor's leadership exerts on the job satisfaction of the nurse. Conclusions: The moderating variables (Empowerment, Perceived Organizational Support and Leader–Leader relationship) play an important role explaining the job satisfaction of the nurse. Deepening in these relationships could help us implement precise strategies to improve the nurse organizational commitment and the quality of health care performance.

The Relationship between Workload and Social Support with Nurse Job Satisfaction in Hospital Inpatient Room

Introduction: Concern for good psychological condition of nurse regarding workload and social support in every job they do is an effective strategy to increase nurse job satisfaction. Nurse job satisfaction is important for the creation of better nurse performance. The purpose of the study was to explain the relationship between workload and social support with nurse job satisfaction in the inpatient room of RSUD Dr. Harjono Ponorogo.Method: The study used a descriptive correlational design with a cross sectional approach. The study population was 164 nurses in the inpatient room of RSUD Dr. Harjono Ponorogo. The sample size of 116 respondents was obtained by using cluster random sampling technique. The independent variables are workload and social support, while the dependent variable is nurse job satisfaction. The instruments used are workload questionnaire, social support questionnaire, and nurse job satisfaction questionnaire. Data analysis were used descriptive test and logistic regression test with a significant value of p ≤ 0.05.Results: There was a relationship between workload (p=0.000), social support (p=0,003), instrumental support (p=0.003), informational support (p=0.020), emotional support (p=0.004), appceciation support (p=0.019) with nurse job satisfaction.Conclusions: The light workload is characterized by a balance between the number of nurses and the demands of the existing task and good social support (instrumental support, informational support, emotional support, appreciation support), that nurses feel cared for and appreciated, can increase nurse job satisfaction. So that the performance of nurses increases and creates professional nursing services.

Analisis Determinan Lingkungan Kerja Terhadap Kinerja Tenaga Perawat Di Rumah Sakit Umum Bahteramas Provinsi Sulawesi Tenggara

Hospitals must continue to develop in order to improve the quality of hospital services. The purpose of the study was to determine the relationship between the work environment and job satisfaction of nurses at Bahteramas Hospital, Kendari City. Quantitative research method with cross sectional study approach with relative random sampling technique. Data analysis using Chi-Square test and multiple linear regression analysis. The results showed that there was a relationship between transformational leadership and nurse job satisfaction (p=0.001), structural empowerment and nurse job satisfaction (p=0.001); ideal professional practice with nurse job satisfaction (p = 0.001); innovation with nurse job satisfaction (p=0.013); and empirical quality with nurse job satisfaction (p = 0.017). The conclusion is that the determinant analysis states that there is a relationship between the work environment and job satisfaction of nurses.

MOTIVASI MEMEDIASI PENGARUH KOMITMEN PROFESIONAL TERHADAP KEPUASAN KERJA PERAWAT RSUD KABUPATEN KLUNGKUNG

A person's job satisfaction is influenced by several aspects, such as having the motivation and professional commitment needed to encourage a professional to do his job and develop the abilities he has in doing his job. This research is conducted at the Klungkung District General Hospital with 120 civil servant nurses as a sample using nonprobability sampling method. Data were collected using a questionnaire and analyzed by path analysis. The results show that Professional Commitment has a positive and significant effect on Job Satisfaction; Work Motivation has a positive and significant effect on Job Satisfaction; Professional Commitment has a positive and significant effect on Work Motivation; and Professional Commitment has a positive and significant effect on Nurse Job Satisfaction mediated by Work Motivation. Keywords: Professional Commitment, Motivation, Job Satisfaction

PENGARUH KOMPENSASI, BEBAN KERJA DAN PERSEPSI JENJANG KARIR DENGAN KEPUASAN KERJA SEBAGAI PEMEDIASI TERHADAP LOYALITAS PERAWAT (STUDI PADA RUMAH SAKIT SWASTA TIPE D DI KABUPATEN BANYUMAS)

Loyalty is a person’s attitude to maintain his job and do the job with maximum. Loyalty level’s can be seen from the turnover, some things that become loyalty factoris job satisfaction, compensation, work load, and career ladder perception. This study aims to determine statistically the influence of variable compensation, workload and perception with job satisfaction as a mediator of nurse loyalty in Type D Private Hospital in Banyumas Regency. The research sampling method using propotional random sampling amounted to 40 nurses. Data collection techniques by survey by distributing questionnaires. The method of analysis used is regression analysis. From the results of this study can be concluded that job satisfaction, compensation, and career ladder perception have an effect on nurse loyalty, work load does not have an effect on loyalty, compensation and perception of career ladder influence to job satisfaction and work load does not have an effect on to nurse job satisfaction. Keywords : compensation, workload, perception of career, satisfactio

Determinant of Nurse Performance in the Era of the COVID-19 Pandemic in Bali

During the COVID-19 pandemic, medical personnel received much heavier workload than normal. On top of it, stigma and low appreciation of the community for medical personnel leads to increase of both physical and psychological pressure. The purpose of this study is to analyze the effect of leadership, workload, and work environment on nurse satisfaction and performance. The sample in this study were 246 nurses who worked at Bali Mandara Hospital. Data was collected through questionnaire distributed online using google form platform and the data was processed using SmartPLS 3.2.1. The results of the study found that: (1) leadership, workload, and work environment had a positive and significant effect on nurses' job satisfaction; (2) leadership and nurse satisfaction have a positive and significant effect on nurse performance, workload has a negative and significant effect on nurse performance, and work environment has no effect on nurse performance; and (3) nurse job satisfaction mediates the influence of leadership, work load, and work environment on nurse performance.

Development of a Performance-Based Reward System Model for Job Satisfaction of Nurse

Introduction: a reward system is one of the motivators that managers can use to improve performance, but this is often overlooked. This research was conducted to develop a performance-based reward system model to increase nurse job satisfaction.Method: the design of this study used observational analytic, with a sample of 237 nurses from all nursing service units. Sampling using cluster random sampling. Data were analyzed using partial least square (PLS). Indicator variables namely reward, performance, reward system (intrinsic reward and extrinsic reward) were independent variables while job satisfaction variable was dependent variables.Results: there is an influence of the reward indicator on intrinsic reward (t = 3.940368> 1.96). There is an effect of reward indicator on extrinsic reward (t = 6.052527> 1.96). There is a performance effect on intrinsic reward (t = 8.504740> 1.96). There is a performance effect on extrinsic reward (t = 7.936353> 1.96). There is an influence of intrinsic reward on nurse job satisfaction (t = 6,257129> 1,96). There is an effect of extrinsic reward on nurse job satisfaction (t = 9,709050> 1,96).Conclusion: the reward system model in this study is influenced by reward and performance indicators. The development of reward system models can affect the job satisfaction of nurses. So that a performance-based reward system needs to be developed to increase nurse job satisfaction.