Thesis Chap 2 FinalThesis Chap 2 Final

8/12/2019 Thesis Chap 2 FinalThesis Chap 2 Final

1/13

Chapter II

REVIEW RELATED LITERATURE

Job satisfaction is a term used to describe how content an individual is with their job. It

is a relatively recent term since in previous centuries the jobs available to a particular

person were often predetermined by their parent's occupation. There are a variety of

factors that can influence a person's level of job satisfaction; these factors include the

level of pay and benefits, the perceived fairness of the promotion system within a

company, the quality of the working conditions, leadership and social relationships, and

the job itself (the variety of tasks involved, the interest and challenge the job generates,

and the clarity of the job description/requirements).

http://www.wordiq.com/definition/Job_satisfaction

According to Locke and Lathan (2009), job satisfaction can be defined as

positive feelings, which arise from opinion and evaluation of ones job or job

experience. On the other hand, Hirschfeld (2009) defines job satisfaction as the

level that a person would like his or her job. Thus job satisfaction is the

emotional reaction, which is brought about by the outcomes in comparison to

the expected outcomes from the employers or service receivers. This reaction

is influenced by the individualspeculiar needs, expectations and values.
http://www.wordiq.com/definition/Job_satisfactionhttp://www.wordiq.com/definition/Job_satisfaction


2/13

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 (Mathauer

et al, 2010).

Previous African studies have identified the most important human resources tools to

manage job satisfaction; these include materials, salary, training, the working

environment, supportive supervision and recognition (Mathauner et al, 2010). These

findings are relatively consistent with those of the Uganda Health Workforce Study,

where the effects of several job-related factors were evaluated to judge their relative

importance in predicting job satisfaction. In order of importance, the following were

the most significant contributors to overall satisfaction: job matched with workers

skills and experience, satisfaction with salary, satisfaction with supervisor,

manageable workload and job security (Uganda Ministry of Health, 2010).


3/13

Early theory in worker satisfaction and motivation identified compensation as a

hygiene factor rather than a motivation factor. This means that basic salary

satisfaction must be present to maintain ongoing job satisfaction, but this by itself will

not provide satisfaction and increased amounts of salary will not contribute to an

increasing level of job satisfaction. However some research done in Africa suggests

that salary increases and other improvements in compensation, in the context of

highly inadequate pay and benefits, may indeed contribute to workforce retention

(Kober et al, 2011). Against this background, it is imperative to look at the definition

of job satisfaction as outlined by different authors.

Job satisfaction is described at this point as a pleasurable or positive emotional state

resulting from the appraisal of ones job or job experience. Job satisfaction results

from the perception that ones job fulfils or allows the fulfillment of ones own

important job values, providing that and to the degree that those values are congruent

with ones needs. According to Kreitner et al (2013) job satisfaction is an affective

and emotional response to various facets of ones job.


4/13

According to Woods et al (2012), job satisfaction can be achieved when an employee

becomes one with the organization, performs to the best of their ability and shows

commitment; moreover, job satisfaction and performance are positively influenced by

rewards. Kreitner et al (2013) identified various factors influencing job satisfaction,

such as the need for management to create an environment that encourages employee

involvement and manages stress in the workplace.

In order to understand job satisfaction it is useful to distinguish morale and attitude,

and their relationship to job satisfaction (Locke, 2009).Morale can be defined as the

extent to which an individuals needs are satisfied and the extent to which an

individual perceives that satisfaction as stemming from the total job. Attitude can be

defined as an evaluation that predisposes a person to act in a certain way and includes

cognitive, affective and behavioural components.

According to Mayer and Botha (2009), in most South African companies there is a

low level of employee job satisfaction, resulting in a lack of commitment to

performance and the achievement of organizational goals. In South Africa, human

resource managers have job satisfaction and productivity at the top of their list of

concerns (Grobler et al, 2009). This implies that job satisfaction affects emp loyees

performance and commitment.


5/13

It is therefore imperative that managers pay special attention to employees attitudes

as job satisfaction can decline more quickly than it develops. Managers need to be

proactive in improving and maintaining employees life satisfaction and not only

satisfaction in the work environment as job satisfaction is part of life satisfaction,

meaning an individuals life outside work may have an influence on ones feelings on

the job(Staw,2011).

In a situation where a nurse is not satisfied with their work, this means that

the nurse is not committed to her job. These two terms are closely related and

go hand in hand since the factors influencing job satisfaction are similar to

those affecting nursing commitment. In that case nursing commitment to a

registered nurse according to Zwol (2009) involves establishing, maintaining

and improving the quality of health care in nursing either individually or

collectively. It is an act of committing to a charge or trust act of referring a

matter to a legislative committee, it is an agreement or a pledge to do

something in the future or the state of being obligated or being emotional. For

many of the Christians nursing commitment is all about love of God and love

for one another. (Zwol 2009.)


6/13

Commitment puts into to consideration the past and the present and is

directed towards the future. Nursing commitment goes hand in hand with the

quality of nursing care provided. For commitment to move from nursing care

to caring nursing it requires accountability creativity and attitude.

Accountability involves telling the patient your name, the role you play and

your expectations from the patient. Creativity involves taking care of patients

needs. Ensuring that they are met at the right time and the patient is satisfied

despite limited resources. Attitude comes about in that despite being tired,

overwhelmed and burned out the nurse have to do their duties well.

(Henderson 2010.)

http://www.theseus.fi/bitstream/handle/10024/68085/Wanjohi_Nelius.pdf?sequence=1

Stress is as normal as the nature of the resistance of life (Sullivan, & Decker,

2009), people have been faced with the situations or events from daily life which

created stress, tensions. Huber (2009) proposed that nursing work is one of the most

stressful and challenging. Moreover, the nurses always have faced special, complex

situation, and requirement to hand emergency events.

Job stress can be accumulated with day-to-day, and if it is not resolved or

adapt, it will evolve too high and consequences will lead to burnout occurs, decrease

individual productivity (Huber, 2009), this is really very dangerous if a sufficient

amount of stress it would create momentum in the process of working, and conversely


7/13

(Adeb-Saeedi, 2009; Sullivan & Decker, 2009). Symptoms of stress impact on the

organizations, these express majors on the job such as leading to job dissatisfaction,

high absenteeism, as well as labor turnover, poor quality control (Cooper & Marshall,

2010 cited in Sadri & Marcoulides, 2010). Here are some valid evidences that stress

impacts on health of humans. Therefore, studies on job stress is needed and including

its levels.

Chen, Lin, Wang, and Hou (2009) were performed the study on 121 nurses

working at seven hospitals in Yunlin and Chiayi Counties to determine the stressors,

the stress coping strategies, and the job satisfaction. They found that stress level and

frequency perception of nurses was significantly related to the type of hospital; the

most intense stressor perceived by nurses was patient safety. They noticed that

differences in working environment and administrative management can receive job

satisfaction and job stress differently. Besides, they also found that nurse older than

40 years and who had worked for more than 20 years perceived more stress than

others; nurses who were single or had no children more frequently adapt difficultly

with stress than the others; nurses with monthly salaries less than NT$30,000 (950

USD) perceived lower satisfaction than others. Furthermore, those employed in their

present hospital for more than 20 years perceived higher self-esteem satisfaction than

those employed in their present hospital for less than 5 years.


8/13

Hamidi and Eivazi (2010) determine the levels of employees job stress and

in urban health centers in Hamadan, Iran. They surveyed 120 employees. The result

showed that the participants in all of the health centers were at moderate level of

stress. There was a positive correlation between performance and the midlevel of

employees stress was found.

The results of a study by Christina and Konstantinos (2009) support the

above findings. Christina and Konstantinos explored nurses job stress in Greek

registered mental health and assistant nurses. They survey 85 register mental health

and assistant nurses working in six acute psychiatric wards. The results reported that

nurses experienced moderate level of stress and overall were satisfied with their job.

http://digital_collect.lib.buu.ac.th/dcms/files/51913194/chapter2.pdf

The Roy Adaptation Model (Roy, 1976) is a theory used nationally and

internationally in nursing practice that addressed the relationship between people and

the environment. Sister Callista Roy defined nursing as the science and practice that

expanded adaptive abilities and enhanced person and environmental transformation.

She identified nursing activities as the assessment of behavior and the stimuli that

influenced adaptation. Nursing judgments were based on this assessment, and

interventions were planned to manage the stimuli (Alligood & Tomey, 2010).

Environment was all the conditions, circumstances, and influences surrounding and

affecting the development and behavior of persons or groups, with particular
http://digital_collect.lib.buu.ac.th/dcms/files/51913194/chapter2.pdfhttp://digital_collect.lib.buu.ac.th/dcms/files/51913194/chapter2.pdf


9/13

consideration of the mutuality of person and earth resources that includes focal,

contextual, and residual stimuli (Roy &Andrews, 2010, p. 81). Roys model can be

applied to all nursing practice settings because it primarily addresses the person-

environment adaptation of the patient. Roys propositions indirectly guided this study,

which focused on the intersection between nurses and the work environment.


10/13

SYNTHESIS

Satisfaction with ones profession can affect not only motivation at work but also

career decisions, personal health and how one relates with others. The literature shows

that what contributes to job satisfaction or dissatisfaction is not only the nature of the

job but also the expectation of what an individual perceives the job should provide.

Health workers are at great risk of job dissatisfaction generally compared to

professionals in other types of organizations. Low job satisfaction impacts on staff

turnover and absenteeism, which could reduce the efficiency of health services.

Factors influencing job satisfaction vary in nature as there are personal factors and

expectations involved, which tend to generate exceptions, therefore generalizations

are risky. The future of the healthcare work environment poses significant challenges

for employers and employees. The implication for managers is that if healthcare

facilities desire to attract and retain healthcare professionals, they will need to find

ways to cater for intrinsic job satisfaction factors as well as additional benefits.

Job satisfaction among healthcare professionals is an important predictor of individual

well-being, general life satisfaction and job performance. Job satisfaction is an

important factor in patient care, and there is also evidence to suggest that a high level


11/13

of job satisfaction results in good patient outcomes and health systems outcomes. Job

satisfaction is a complex set of interrelationships of roles, responsibilities, tasks,

interaction, rewards and incentives. The reviewed literature indicates low levels of

general satisfaction among healthcare professionals. Dissatisfaction with autonomy in

clinical decision-making, systems roles, and the amount of time spent with patients

and poor salaries were some of the problems identified. What follows looks at some

of these factors one by one.

Numerous studies conducted among healthcare professionals point to the importance

of interpersonal relationships in job satisfaction, and show that they lead to increased

patient safety, improved quality of care and greater patient satisfaction. Highly

functioning teams have also been shown to offer great support to inexperienced staff.

Specifically within healthcare, there has been a growing need to improve teamwork.

Introducing team-building activities has resulted in stronger interpersonal;

relationships, improved staff communication, understanding and clarity of roles as

well as greater job satisfaction.

Time is a subjective experience despite the fact that it can be measured. While the

quality of time is of great importance so is quantity. Literature shows that perceived

time pressure is associated with low job satisfaction among healthcare professionals.

Dissatisfaction about time pressure expressed by healthcare professionals may


12/13

indicate concerns about autonomy.The literature suggests that the ability of an

organization to support and deliver quality patient care is important to healthcare

professionals job satisfaction. Organizational factors such as autonomy, teamwork,

management support, workload and staffing levels have a great influence on job

satisfaction because they impact on the delivery of quality patient care.


13/13

REFERENCE

http://policyresearch.limpopo.gov.za/bitstream/handle/123456789/708/FACTORS%20IN

FLUENCING%20JOB%20SATISFACTION%20AMONG%20HEALTHCARE%20PROFE

SSIONALS%20AT%20SOUTH%20RAND%20HOSPITAL.pdf?sequence=1

http://www.wordiq.com/definition/Job_satisfaction

http://digital_collect.lib.buu.ac.th/dcms/files/51913194/chapter2.pdf

http://www.theseus.fi/bitstream/handle/10024/68085/Wanjohi_Nelius.pdf?sequence=1
http://www.wordiq.com/definition/Job_satisfactionhttp://digital_collect.lib.buu.ac.th/dcms/files/51913194/chapter2.pdfhttp://digital_collect.lib.buu.ac.th/dcms/files/51913194/chapter2.pdfhttp://www.wordiq.com/definition/Job_satisfaction

Documents

Thesis Chap 2 FinalThesis Chap 2 Final