Perception On Employee Satisfaction Among Nurses Working In Hospital

Project and Seminar Material for Nursing (Science)

Perception On Employee Satisfaction Among Nurses Working In Hospital


Abstract


This study was carried out to examine the perception of employee satisfaction among nurses working in hospital using Imo State University Teaching Hospital as a case study. The study was carried out to assess the perception of nurses on the factors which influences employees satisfaction in Imo State University Teaching Hospital, assess the perception of nurses on whether there is a significant relationship between job satisfaction and employees performance, and assess the perception of nurses on the impact of job satisfaction on employees performance in Imo State University Teaching Hospital. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of nurses working Imo State University Teaching Hospital. In determining the sample size, the researcher conveniently selected 160 respondents and 141 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables and mean scores. While the hypotheses were tested using Pearson correlation statistical tool, SPSS v23. The result of the findings reveals the perception of nurses on the factors which influences employees satisfaction in Imo State University Teaching Hospital includes: working Environment, remuneration, workload, recognition, and job security. The study also revealed that the perception of nurses on the impact of job satisfaction on employees performance in Imo State University Teaching Hospital states it improves employees commitment, minimizes employees turnover, stimulates employees motivation, improves employees effectiveness, and enhances employees productivity. Therefore, it is recommended that he financial package needs continuous review to meet the nurses’ expectations. In addition clear policies related to salary increments and benefits should be put in place and observed. Collective bargaining agreements (CBA) should be honoured and implemented immediately they are concluded. To mention but a few.


Table of Content


  • Title Page
  • Certification
  • Dedication
  • Acknowledgement
  • Table of Content
  • List of Tables
  • Abstract

Chapter One:

Introduction

  • 1.1 Background of the Study
  • 1.2 Statement of the Problem
  • 1.3 Objective of the Study
  • 1.4 Research Questions
  • 1.5 Research Hypothesis
  • 1.6 Significance of the Study
  • 1.7 Scope of the Study
  • 1.8 Limitation of the Study
  • 1.9 Definition of Terms
  • 1.10 Organisations of the Study

Chapter Two:

Review of Literature

  • 2.1 Conceptual Framework
  • 2.2 Theoretical Framework
  • 2.3 Empirical Review

Chapter Three:

Research Methodology

  • 3.1 Research Design
  • 3.2 Population of the Study
  • 3.3 Sample Size Determination
  • 3.4 Sample Size Selection Technique and Procedure
  • 3.5 Research Instrument and Administration
  • 3.6 Method of Data Collection
  • 3.7 Method of Data Analysis
  • 3.8 Validity of the Study
  • 3.9 Reliability of the Study
  • 3.10 Ethical Consideration

Chapter Four:

Data Presentation and Analysis

  • 4.1 Data Presentation
  • 4.2 Analysis of Data
  • 4.3 Answering Research Questions
  • 4.4 Test of Hypotheses

Chapter Five:

Summary, Conclusion and Recommendation

  • 5.1 Summary
  • 5.2 Conclusion
  • 5.3 Recommendation
  • References
  • APPENDIX
  • QUESTIONNAIRE

Chapter One


Introduction

1.1 Background to the Study

Satisfaction in the workplace has played a dominant role in eliciting positive work behaviour in the Nigerian business environment. It acts as an impulse that drives productivity among the workforce, and any forward-looking organisation that wants to sustain the competitive business environment must devote the required attention to employee job satisfaction. Ugwa et al. (2014) argued that satisfying employee on the job is a determinant of individual well-being, as it enables employees to make an informed decision regarding leaving or glueing to a particular firm. In the Nigerian health-care industry, job satisfaction has been a contentious issue among health-care workers, especially in government hospitals and clinics. Owing to the challenges and risk (to life) involved, being happy in the health-care sector entails the constellation of factors for health-care employees.

Job satisfaction of employees lead to several positive behavioural outcomes at work. High job satisfaction brings about productive work behaviour. It enables employees to satisfy customers/patients. It creates customer experience at work and reduces employee turnover intention. Furthermore, the concept of satisfaction for health-care employees has described as a positive feeling of contentment that individuals obtain from their job while working for a corporate organisation (Ezeja et al., 2010). In other words, employees’ job satisfaction describes an attitudinal component of employees towards their job by expressing job satisfaction as the degree to which they like or dislike the job. The moment people like and enjoy their work, they are observed to be fulfilled, productive and, such employees tend to have a high level of job satisfaction while those employees who are dissatisfied with their work will have low satisfaction with such job and may experience stress at work, burnout as well as psychological health disorders (Coker et al., 2011).

The significance of job satisfaction of nurses on patients’ care, patient satisfaction, patient outcome and general health-care delivery cannot be over-emphasized, as employee’s job satisfaction is essential in the daily life of the workforce. It has been established that low job satisfaction is the main basis of employee’s turnover among health-care service workers (Chamal and Dilina, 2018). Low job satisfaction negatively influences the quality of service delivery and the organisational commitment of health-care employees. This may be connected with a shortage of personnel (Fitzpatrick, 2012) or psychosocial pressure. The satisfied employees seem to be highly creative and dedicated to work; they engage and absorb themselves with the goals and objectives of the organisations (Ogbolu et al., 2015). Research has reported a direct association between health-care employees’ satisfaction and patients’ satisfaction (Kever et al., 2018). The management of hospitals that are skilful in establishing a work environment which appeals and stimulates employees would be better positioned in the competitive health-care industry and would demand quality and costefficient operations (Emem et al., 2014).

However, the dynamics of organisational work setting, especially in the health-care sector are that both non-clinical and clinical individuals would like to engage themselves in a hospital that offers suitable work environment, devoid of environmental threats to life and vulnerabilities, secured job and well-remunerated pay structure which by extension enhances job satisfaction (Jandaghi et al., 2011). Studies in the areas of organisational behaviour and organisational development have reported that the concept of job satisfaction is complicated because what constitutes job satisfaction to a set of employees may not apply to another set of employees and so it becomes a challenge to satisfy a group or a team of employees without carefully evaluating what makes individual satisfy (Bakotie and Babie, 2013; Choi et al., 2012; Malik, 2011). Therefore, employers need to understand what constitutes satisfaction for a different group of their workforce. Likewise, it has, also, been argued that firms cannot function at its peak unless employees are satisfied (Dixit and Bhati, 2012). Apart from customers, employees are the lifeblood of every business, and they are the major determinants of success or failure of every organisation (Bempah, 2013) . It has been observed that the extent to which health-care workers are satisfied with their jobs are in diverse techniques and this is susceptible to variables such as job environment, work hours and schedule, reward systems and the attitude of the management to employees (Osibanjo et al., 2014).


1.2 Statement of Problem

Job satisfaction is currently considered to be a measure that should be included in quality improvement programs. In health care organizations, it is very essential to determine factors associated with job satisfaction since this will ensure the provision of quality of care, as well as organizational efficiency, and effectiveness. Additionally, job satisfaction ensures the sustainability of health care professionals in the health care systems.

Dissatisfied heath care providers are more likely to be inefficient and to provide poor quality care, and sometimes may react irrationally. All these will lead to unnecessary costs (European Commission, 2002). The recent trend of strikes among HCW, including at the MNH, calls for an assessment of job satisfaction among HCW.

Striking is known to be one of the ways that employees deploy to demonstrate their dissatisfaction with their working environment. However, striking in health care provision is the worst thing to happen as it causes disastrous outcomes. Thus there is a need to recognize the determinants of job satisfaction in our health care workers so as to avoid such occurrences in the future. A number of studies done in different parts of the world, on job satisfaction have focused on the general aspects of job satisfaction and motivation and not on actual determinants of job satisfaction (Leshabari, 2008; Pyrthech; 2012; Boshigari 2009).

Literature is particularly scant on perception on employee satisfaction among nurses working in hospital in Nigeria. While the study done by Leshabari (2008). Focused on motivation and factors associated with low motivation, this study addressed the issue of level of job satisfaction among HCW, as well as the determinants of the different degrees of job satisfaction among health care workers.


1.3 Objective of the Study

The main objective of this study is to examine perception of employee satisfaction among nurses working in hospital. Specifically, we aim to:

  1. Assess the perception of nurses on the factors which influences employees satisfaction in Imo State University Teaching Hospital.
  2. Assess the perception of nurses on whether there is a significant relationship between job satisfaction and employees performance.
  3. Assess the perception of nurses on the impact of job satisfaction on employees performance in Imo State University Teaching Hospital.

1.4 Research Question

The questions that the study will seek to be answered are;

  1. What are the perception of nurses on the factors which influences employees satisfaction in Imo State University Teaching Hospital?
  2. Is there a significant relationship between job satisfaction and employees performance?
  3. What are the perception of nurses on the impact of job satisfaction on employees performance in Imo State University Teaching Hospital?

1.5 Research Hypothesis

  • Ho: There is no significant relationship between job satisfaction and employees performance.
  • Ha: There is a significant relationship between job satisfaction and employees performance.

1.6 Significance of the Study

The findings of this study provide insights on the level and determinants of job satisfaction among nurses at the MNH. Healthcare practitioners are expected to benefit from the findings by understanding of determinants of job satisfaction among health care workers in Nigeria public hospitals. The study has made a contribution to literature on issues related to the determinants of job satisfaction among health care workers in Nigeria. Moreover, the findings of this study have significance to the world of the academia, extension of knowledge frontiers and to policy makers The study would benefit policy makers, non-governmental organizations, civil society organizations and community based organizations in policy-making process and advocacy for the benefits of all stakeholders of health sector. The results may also be of use in debates related to recruitment and selection, training and development as well as to remuneration and compensation of nurses. But more importantly is that the results indicate some key determinants of job satisfaction at MNH, which if tackled early enough would prevent events associated to job dissatisfaction from happening. This implies therefore performance of nurses would be improved significantly and eventually the quality of patient care would be greatly enhanced.


1.7 Scope of the Study

This scope of this study boarders on the perception of employee satisfaction among nurses working in hospital. Hence the study will be delimited to Imo State University Teaching Hospital.


1.8 Limitation of the Study

This research work is specifically on the effects of stress on health care workers during the covid-19 pandemic. In the limitation on research work of this magnitude or nature can be carried out without limitation. Hence, during the course, certain constraints were encountered.

Cost:

The cost of thorough research is not what can be afforded by a student. The prices of materials needed for this work has gone up and transport fee has also gone up.

Time:

The time was one of the limitations in the process of carrying out this research work.

Scarcity of Literature:

The research encountered some problems in collection of literature especially on the bank History and operations. This are hindered the smooth running of this work.


1.9 Definition of Terms

Job Satisfaction:

Refers to the feeling a nurse has about the job being performed. In other words what the nurse likes or dislikes about the job. General characteristics of the job such as pay, promotion, supervision, working conditions and relationships with co-workers were examined.

Nurses:

Refers to non-managerial cadre of nurses in UNTH. They are any of the Principal Nursing Officers (PNO), Senior Nursing Officers (SNO), Senior Nursing Officers (SNO), Senior Nursing Sisters (SNS), Nursing Officer I and II, Nursing Sisters working in UNTH.


1.10 Organization of the Studies

The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the review of literature with emphasis on conceptual framework, theoretical framework, and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study, sample size determination, sample size, and selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter(chapter five) contains the summary, conclusion and recommendation.


Chapter Five


Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings on perception of employee satisfaction among nurses working in hospital using Imo State University Teaching Hospital as a case study. The chapter consists of summary of the study, conclusions, and recommendations.


5.2 Summary of the Study

In this study, our focus was to examine the perception of employee satisfaction among nurses working in hospital using Imo State University Teaching Hospital as a case study. The study specifically was aimed to assess the perception of nurses on the factors which influences employees satisfaction in Imo State University Teaching Hospital, assess the perception of nurses on whether there is a significant relationship between job satisfaction and employees performance, and assess the perception of nurses on the impact of job satisfaction on employees performance in Imo State University Teaching Hospital.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 141 responses were validated from the enrolled participants where all respondents are nurses working Imo State University Teaching Hospital.


5.3 Conclusions

Based on the findings of this study, the researcher made the following conclusion.

  1. The perception of nurses on the factors which influences employees satisfaction in Imo State University Teaching Hospital includes: working Environment, remuneration, workload, recognition, and job security.
  2. There is a significant relationship between job satisfaction and employees performance.
  3. The perception of nurses on the impact of job satisfaction on employees performance in Imo State University Teaching Hospital states it improves employees commitment, minimizes employees turnover, stimulates employees motivation, improves employees effectiveness, and enhances employees productivity.

5.4 Recommendations

Based on the findings of the study, the following recommendations are proffered.

  1. The financial package needs continuous review to meet the nurses’ expectations. In addition clear policies related to salary increments and benefits should be put in place and observed. Collective bargaining agreements (CBA) should be honoured and implemented immediately they are concluded.
  2. Management should create an environment where open communication is the norm. Frequent communication to employees should be made o f all business objectives and any organization/departmental changes that are effected. Further, computerization and networking of systems to facilitate E-mail in intranets should be undertaken to ensure instant dissemination and sharing of information. Lastly but most important, feedback from staff should be encouraged.
  3. The hospital management should ensure optimum staffing to facilitate realistic workload to minimize stress on the existing capacity. Attainment of the WHO recommended staff to patient ratios will facilitate adequate coverage o f patient needs, leading to provision o f quality services.
  4. The nurses should be involved in decisions involving their work, goal setting and problem solving. The nurses will be motivated to do their jobs well if they have ownership and are responsible for outcomes. Empowerment will facilitate prompt decision making as well as solve problems in a timely manner.
  5. The hospital management should ensure that adequate equipment and materials are availed to facilitate provision o f quality services. The hospital’s equipment should be in working condition. Lack of complimentary inputs leads to frustration and stress among staff

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