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Factors affecting performance of hospital nurses in Riyadh Region, Saudi Arabia

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Abstract

The purpose of this paper is to identify factors influencing performance of hospital nurses in Riyadh Region, Saudi Arabia. Specific objectives were to estimate self-reported performance, and determine whether differences in employee demographics, job satisfaction, and organizational commitment, influenced performance. In total, 15 hospitals were randomly selected. The questionnaire was sent to all nurses (1,834) in these facilities and 923 nurses responded. Statistical analysis included correlation, t-test, and regression analysis. The study finds that job performance is positively correlated with organizational commitment, job satisfaction and personal and professional variables. Both job satisfaction and organizational commitment are strong predictors of nurses' performance. Job performance is positively related to some personal factors, including years of experience, nationality, gender, and marital status. Level of education is negatively related to performance. The findings of this study have a limited generalisability due to the fact that all measures used are based on self-reports. Future research may be directed to other objective measures of performance. Emphasis should be placed on effective supervision, empowerment, and a better reward system. Cultural diversity is a reality for most health organizations in Saudi Arabia; therefore, they need to adopt effective human resources strategies that aim to improve commitment and retention of qualified workers, and build a high performance organizational culture based on empowerment, open communication, and appreciation of impact of national culture on work attitudes. This study fulfills a research gap in the area of nursing performance, and its relationship with work attitudes in Saudi Arabia. The paper also highlights the impact of national culture on job performance and work attitude among nurses in Saudi Arabia, and other countries facing the issue of multi-national work force.

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... Approximately 38.5% of the papers (n = 15) describe outcomes related to the nursing team as a whole, such as teamwork [36,43], the achievement of common goals [38,55], performance [56][57][58], innovation and productivity [36], and interpersonal relationships [33,37,44,55,[59][60][61][62][63]. The latter covers aspects of communication, conflicts, team motivation, cohesion, collaboration, mutual respect and understanding, empathy, and inclusion. ...
... Our review identified nine competencies essential for effectively managing multi-cultural nursing teams. These include cultural competence [32,36,38,43,44,54,55,60,61,63,65,66], effective communication [34,36,42,44,45,55,61,66], leadership skills [32,33,38,40,46,66], diversity management [49], problem and conflict solving [34,38,43,57,59], relational skills [34,38], coaching [38,46], supervision [56], and clinical expertise [38,53]. Supplementary File S3 synthesises the competencies of nurse managers identified in the literature and their impact on nurses' outcomes in multi-cultural teams. ...
... This includes recognising the individual learning times of nurses [46]. Additionally, supervisory skills are vital for providing support, empowering staff, and motivating them to enhance their performance [56]. ...
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Background: As global migration increases, nurse managers’ effectiveness in multi-cultural nursing work environments is crucial due to the rising cultural diversity within healthcare teams. Despite the increasing international recruitment of qualified nurses to address the worldwide nursing shortage, no studies have synthesised the impact of nurse managers’ attributes on nurses in multi-cultural nursing teams. Therefore, it was conducted a literature review aimed to synthesise the available literature on how nurse managers’ personality traits, competencies, behaviours, and leadership styles influence nurse outcomes in multi-cultural nursing teams. Methods: Scoping review conducted according to the Joanna Briggs Institute guidelines to map the relationship or influence of nurse managers’ personality traits, competencies, behaviours, and leadership styles on the outcomes of nurses in multi-cultural settings across various clinical environments. Searches were conducted across electronic databases such as CINAHL and MEDLINE, along with grey literature. Results: This review included 39 studies, highlighting 29 personality traits, 9 competencies, 115 behaviours, and 5 leadership styles that impact nurses’ outcomes. Key findings emphasise the importance of nurse managers being supportive, culturally competent, and effective communicators, with transformational leadership style being particularly beneficial. Conclusions: These findings provide insights for planning and developing training programmes to equip current and future nurse managers with skills to effectively lead in multi-cultural care settings.
... A previous study also found no significant difference in mean job satisfaction scores between male and female nurses [48]. By contrast, many studies have reported a significant difference between nurses' gender and their levels of job satisfaction [49][50][51]. However, the results of these studies' results are varied. ...
... However, the results of these studies' results are varied. For example, Al-Ahmadi's study [49] found that female nurses had significantly lower job satisfaction than male nurses, including Saudi and expatriate nurses. Rajapaksa and Rothstein [50] conducted a study in the United States to examine the factors affecting male and female nurses' decisions to leave work. ...
... By contrast, our findings are consistent with Al-Ahmadi [49] and Lu et al. [26], who found that nurses with Bachelor's degrees demonstrated a high level of turnover intention and dissatisfaction, more so than those with lower levels of education. Moreover, Dunn et al. [61], Fang, [62], Hu and Liu [63], and Larrabee et al. [64] did not find any significant difference between job satisfaction and educational level. ...
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The purpose of this systematic review was to explore factors affecting nurses’ job satisfaction in Saudi Arabian hospitals by utilizing the social determinants of a health model. We conducted a systematic review using three databases (PubMed, PsychINFO, and CINAHL) following the Preferred Reporting Items for Systematic Reviews and Meta-Analysis. A total of 235 studies were screened. Of these studies, nine met the inclusion criteria. The studies were appraised using the Joanna Briggs Institute checklist tool. The majority of studies reported that salary, years of experience, nationality, and marital status were factors affecting nurses’ job satisfaction. Gender and educational level did not impact job satisfaction for male and female nurses. Overall, the review highlighted some knowledge gaps in the assessment of the impact of social determinants of health regarding gender and educational level on nurses’ job satisfaction. Further research is needed to address this knowledge gap.
... Several factors contribute to job performance in the healthcare system, including personal characteristics, [6,7] work environment [8,9] job satisfaction, [10][11][12] commitment and expectations. [13,14] For example, a study on nursing performance in Riyadh revealed a positive correlation between job performance and organizational commitment, job satisfaction, and various personal and professional variables. ...
... [13,14] For example, a study on nursing performance in Riyadh revealed a positive correlation between job performance and organizational commitment, job satisfaction, and various personal and professional variables. [10] In the quest for improved performance, particularly within hospitals, continuous quality improvement (CQI) has emerged as a vital strategy since the early 2000s. [15,16] Implementing CQI in hospitals, which involves a wide range of healthcare professionals with diverse roles and responsibilities, presents significant challenges. ...
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Objective: Improving the performance of healthcare organizations is a major concern within health systems. This study aims to explore the relationship between hospital staff’s knowledge and attitudes about continuous quality improvement (CQI) and their perceived job performance while determining if professional groups moderate this relationship.Methods: A total of 250 questionnaires were distributed among three main job groups at a public hospital in Iran. Statistical analysis included variance-based structural equation modeling and Pearson correlation coefficients.Results: Of the 250 distributed questionnaires, 196 were returned (response rate: 78%). The path coefficient between staff knowledge and performance was 0.390 higher in the physician group than in the non-physician group, and 0.207 higher in the administrative-financial group. The path coefficient for the non-physician group was 0.120 higher than that of the administrativefinancial group. For staff attitudes and performance, the path coefficient was 0.160 higher in the physician group than in the non-physician group, and 0.090 higher than in the administrative-financial group. The administrative-financial group had a 0.070 higher path coefficient than the non-physician group.Conclusions: The study indicates positive relationships between hospital employees’ knowledge and attitudes about quality improvement and their job performance. These relationships were not significantly moderated by professional groups.
... Study done in Jordan on nurses career commitment has been found that nurses' job performance is positively influenced by holistic management, clinical skills, social support, job satisfaction, recognition of achievement, education and professional communication and negatively influenced by old age, understaffing and heavy workload, job stress, leadership difficulties and lack of skills needed to perform the job [5]. Level of education is negatively correlated with job performance, indicating that the higher the level of education, the lower job performance of nurses [6]. The relationship between job satisfaction and performance was found to be even higher for complex [professional] jobs than for less complex jobs [7]. ...
... Study done in Turkey were stated evidence which support our founding that employees those performed under the working conditions ranging from rarely to extremely unpleasant in terms of heat, cold, smells, noise, humidity, conditions influence employee to demonstrate low level job performance than the others who work under better conditions [37]. Other study done on "performances of hospital nurses' in Saudi Arabia, Riyadh showed confirmation evidence for our study and stated as work conditions in nursing, such working hours, shifts, and policies need to be re-examined to create more suitable work situation that motivate nurses into better performance [6]. Both findings were better evidence for supporting our results. ...
... In addition, the professional practice ensures nurses and midwives maintain quality in their care delivery, constantly evidencing and evaluating their practice, it focusses on nursing and midwifery culture, policy, governance, leadership, regulation, and legislation (South Australians Health, 2017). Furthermore, nurses and midwives constitute the largest human resource element in healthcare institutions, and therefore have a great impact on quality of care and patient outcomes (Al Ahmadi, 2009). Professional factors have also been reported to affect performance of midwives in maternity department. ...
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Background: midwives play a vital role in the provision of maternal health care globally. Quality of midwifery performance is essential to strengthen mother and child health care. A successful maternal health care services must have a strong midwifery performance in providing ante natal, basic intra partum and post-partum care. Therefore, it was important to identify factors influencing quality of midwifery performance. Aim of the Study: The study aimed to determine factors that influence quality of midwifery performance from the perspective of the midwives in governmental hospitals in Gaza Strip. Subjects and methods: A cross sectional study utilized representative census sampling of 212 midwives & nurses who work in maternity departments of governmental hospital in Gaza Strip. A questionnaire was developed with a response rate of 91.9%. The questionnaire was validated by experts, and reliability was obtained by Cronbach’s alpha coefficient. Data were analyzed using SPSS. Results: the results of the study revealed that presence of the highest factor that positively influences the quality of midwifery performance (high level of salary, interesting in performance improvement, motivators, & application of quality standards). On other hand, the results indicated lowest factor that positively influences the quality of midwifery performance (marriage, midwife job performance is same as nurse, work pressure, & absence of job description). In addition, it was found that there is a significant difference in the quality of midwifery performance in the governmental hospitals between different job titles (nurses, midwives, head nurses, supervisors) of the participants (p<0.05) in favor of midwives. Conclusion: There was a positive correlation between quality of midwifery performance and job titles in favor of midwives. Therefore, it is recommended that the managers should ensure adequate number of professional midwives at all times and shifts in maternity departments at the governmental hospitals in Gaza Strip.
... The increasing rate of absenteeism can be costly for healthcare organizations [11]. A wide range of literature has suggested that absenteeism is a major healthcare concern for patients and nurses [12][13][14]. It was found that about 30% of nurses have difficulties providing patient care because of a lack of nurses due to absenteeism [15]. ...
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Objectives—This study aimed to investigate the factors contributing to increased absenteeism among nurses in primary healthcare institutions in Oman. Methods—A quantitative descriptive cross-sectional design included a structured written questionnaire that uses a quantitative self-repot technique was used. The study was conducted between January 2022 to November 2022 on a random selection of 300 nurses working in the primary and secondary healthcare institutions and regional hospitals in the Muscat governorate. Results—A total of 229 questionnaire were returned with a response rate of 76%. Almost 97% (222) participants were females, and 7 (3.1%) were males. Almost 51% of nurses were 25–34 years old. The respondents considered minor physical alignments, chronic medical conditions, and stress-related factors to be the predominant factors contributing to absenteeism among nurses. In addition, the coercive attitude of the leader, nurses whose performance was always criticized by the leader, and the nurse leader having inadequate support and guidance in performing patient care were considered important factors contributing to absenteeism. Conclusions—Nurses’ absenteeism is considered a threat to the quality of services provided for society at the primary healthcare level. The most common factors leading to increased absenteeism among nurses were found to be linked with demographic, leadership, and work characteristics. The most significant factors were considered to be within work characteristics, specifically the shortage of staff leading to workload, shift duties with limited flexibility, extra tasks, and absence of supportive policies. Additionally, leadership factors such as involvement, regular feedback, respect, and active listening to concerns were among the contributing factors to increased nursing absenteeism.
... Not only that, but the research emphasises how national culture affects the attitude & performance of nurses in Saudi Arabia and other nations dealing with a multicultural workforce. [26] Mostafa A Abolfotouh et al. (2017) Aim The objectives of this research were twofold: first, to determine the extent to which patients were satisfied with their care at a Saudi Arabian emergency care centre (ECC) & second, to determine which sociodemographic and healthcare variables were most predictive of that degree of satisfaction. At King Abdulaziz Medical City in Riyadh, Saudi Arabia, 390 adult patients with Canadian triage categories III and IV who saw ECC between July 1, 2011, and the end of September 2011 were included in a prospective cohort research. ...
Article
Background: This study explores into the investigation of the impact of organisational elements on the performance of Saudi Arabian EMS in various contexts, including rural & urban areas. The current research aims to learn more about the organisational variables that may explain why EMS performance differs in urban or rural areas from the perspectives of frontline personnel. Method: Researchers in Saudi Arabia's Riyadh region carried out the study. Participants were required to have worked for the Saudi Red Crescent EMS for at least 5 years and be currently engaged in one of the following roles: technician, paramedic, or EMS station manager. The first participants who responded to the call for participation were interviewed using semi-structured interviews from October 2021 to July 2022. The process proceeded until all data is acquire. We will analyse the data using analysis methodology. Results: Forty people from the Saudi Red Crescent EMS are a part of the final sample (20 from rural areas and 20 from urban centres). The data analysis is reveal important organisational characteristics that caused EMS staff to face obstacles & hurdles. There were also some similarities. Conclusion: Results showed that EMS performance is negatively affected in both urban & rural locations.
... Job dissatisfaction is identified as a major contributing factor to this shortage [15]. Health professionals are crucial human resources within healthcare organizations, playing a pivotal role in determining the quality of care provided and patient outcomes [16,17]. ...
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Background: Job satisfaction encompasses the array of attitudes that employees hold towards their work. Various factors influence job satisfaction, including salaries, benefits, allowances, pension funds, working hours, and the level of respect received in the workplace. In Ethiopia, approximately 50% of nurses employed in public health facilities express dissatisfaction, citing reasons such as lack of motivation, inadequate salary, limited training opportunities, and insufficient human resources. Objective: This study aimed to evaluate job satisfaction and its determinants among health professionals working in public primary hospitals in Arsi Zone, Oromia Regional State, Ethiopia in 2021. Methods: An institutional-based cross-sectional study design was utilized, involving 207 health professionals selected systematically from public primary hospitals in Arsi Zone. Data were cleaned, coded, entered into EpiData 7, and analyzed using SPSS version 21. Multiple logistic regression analysis was conducted to identify statistically significant associations between dependent and independent variables and to predict factors influencing job satisfaction. Results: The study revealed that 71 (35.3%) health professionals expressed agreement that they would choose the same career if given the chance again. While 60 (29.9%) respondents perceived personal growth in their work, 124 (61.7%) did not experience any personal development. A majority of participants (78.1%) reported having adequate opportunities for professional growth, with 125 (62.1%) indicating satisfaction in their profession. Multivariate analysis identified age, work experience, and income as significant factors influencing job satisfaction among health professionals. Conclusions and Recommendations: The study found an overall low level of job satisfaction among health professionals. Age, work experience, and average monthly income emerged as key factors affecting job satisfaction in this group. The government should implement effective policies addressing all determinants of job satisfaction, improve payment structures, create conducive work environments, recognize achievements, and establish mechanisms for remote retention of staff. Hospital administrators should enhance work conditions, increase rewards, and prioritize the professional development of employees to boost staff job satisfaction.
... Amangala & Wali (2013) concluded in their study that internal marketing has a significant impact on employee performance. At the same time, internal marketing has an impact on job satisfaction (Chang & Chang, 2007), internal marketing has an impact on perceived organizational support (Santos & Gonçalves, 2018), perceived organizational support has an impact on job satisfaction (Donald et al., 2016), job satisfaction has an impact on employee performance, It is stated in the literature that perceived organizational support is effective on employee performance (Ahmadi, 2009) and on employee performance (Du, Zhang & Tekleab, 2018). In addition, the mediating role of job satisfaction (Eşitti & Buluk, 2018) and perceived organizational support dimensions (Gillet et al., 2013;Yeniçeri et al., 2020) in the effect of internal marketing on employee performance was also examined. ...
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Örgütler açısından entelektüel sermayenin önemi her geçen gün artmaktadır. Bu sebeple çalışanların memnun ve verimli olması hayatidir. Bu bağlamda çalışanların memnuniyetini arttıracak uygulamaları içeren içsel pazarlamanın çalışan performansı üzerindeki etkisinde iş tatmini ve algılanan örgütsel desteğin aracı rolü incelenmiştir. Alanyazında oluşturulan modelin bir eşine rastlanmamıştır. Balıkesir ve Çanakkale illerinde hizmet veren sağlık kurumlarında görev yapan sağlık çalışanları ile ampirik bir çalışma gerçekleştirilmiştir. Çalışma sonuçlarına göre içsel pazarlamanın iş tatmini, algılanan örgütsel destek ve çalışan performansı üzerinde ayrıca iş tatmini ve algılanan örgütsel desteğin de çalışan performansı üzerinde pozitif yönde etkisi olduğu görülmüştür. Bu sonuçların yanında algılanan örgütsel desteğin de iş tatmini üzerinde pozitif yönlü etkisi olduğu görülmüştür. Aracılık etkileri incelendiğin de ise hem iş tatmini hem de algılanan örgütsel desteğin içsel pazarlamanın çalışan performansı üzerindeki etkisinde bir aracılık rolü olduğu sonucuna varılmıştır. Çalışmanın bazı kısıtları mevcuttur. Belirli zaman aralığında, belirlenmiş bir bölgede yapılmış olması bu kısıtlardandır.
... Being a newly upgraded hospital some of the equipment is still being installed. This is in line with Al-Ahmadi, [19] which posited that psychological methods of improving employee productivity are great, but they are useless without the right tools. And the right tools mean the right technology. ...
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Health systems can only function with health workers improving health service coverage and realizing that the right to the enjoyment of the highest attainable standard of health is dependent on their availability, accessibility, acceptability, and quality. This study assessed the factors affecting the performance of health workers in Nsiika Health Center IV in Buhweju district. A descriptive cross-sectional study employing the quantitative method of data collection was employed with a sample size of 36 health workers working at different departments of Niika Health Center IV. They were chosen by a convenient sampling technique. Collected data were analyzed using Statistical Package for Service Solutions (SPSS) version 22.0. Data were analyzed and presented as frequency and percentage in the form of tables, figures, and charts. Out of 36 participants, 18 (50.0%) were within the age bracket of 29-34 years, 22 (61.1%) were females, and 16 (44.5 %) of the participants reported good skills in assessing patients. 22 (61.1%) indicated that they are motivated working as a team, 17 (47.2%) of the participants said their workload is high, 19 (52.8%) of the participants said they have a moderate relationship with their fellow workers, 27 (75.0 %) said equipment can sometimes be missing. In conclusion, health workers’ performance was greatly affected by both individual-related factors, health facility-related factors, and environmental factors which include; inadequate allowances, poor salary increments, and poor staff development programs, crushing workload as well as receiving inadequate feedback from supervisors. Keywords: Performance, Health Workers, Buhweju District, Health Centre
... More importantly, high job satisfaction creates a positive environment in the workplace, increases productivity and reduces job stress [30,34]. In addition, it is negatively correlated with turnover intention [35,36] and positively related to work performance [37]. ...
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Objective: Psychological capital refers to internal resources including self-efficacy, hope, optimism and resilience to overcome adverse life events. The current study sought to examine the mediating role of psychological capital in the relationship between intolerance of uncertainty and job satisfaction and work performance in healthcare professionals. Methods: Participants were 302 healthcare professionals [48% females; M(SD) age = 34.0 (7.5)] and completed measures of intolerance of uncertainty, psychological capital, work performance, and job satisfaction. Results: The findings indicated that intolerance of uncertainty was negatively correlated with psychological capital, work performance, and job satisfaction, whereas psychological capital was positively correlated with job satisfaction and work performance. More importantly, the findings revealed that these relationships were mediated by psychological capital. Conclusion: The results provide several contributions that help to understand the role of psychological capital in the relationship between intolerance to uncertainty and job satisfaction and work performance.
... These studies included a variety of related variables, such as quality of life, organizational commitment, recruitment and retention barriers, leadership style, hospital performance, intention to stay and the work environment [14,15]. Dossary [15] and colleagues conducted a quantitative cross-sectional study of nurses in a Saudi Arabian university teaching hospital. ...
... Dengan begitu penting bagi manajer SDM untuk menstimulus tingkat kepuasan kerja karyawan dengan tujuan untuk menjaga atau bahkan meningkatkan kinerja karyawan. Hasil yang sama juga ditemukan pada penelitian yang dilakukan oleh Al-Ahmadi (2008), Khan et al (2012), dan Sadasa (2013). ...
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Penelitian ini dilatar belakangi oleh adanya suatu permasalahan belum tercapainya secara optimal kinerja karyawan yang sesuai dengan kemampuan dan standar kompetensi yang telah ditetapkan sehingga tidak bisa memenuhi target kerja yang telah ditetapkan. Penelitian ini bertujuan untuk menganalisis pengaruh kepuasan kerja dan komitmen organisasi terhadap kinerja karyawan dengan OCB sebagai variabel intervening. Penelitian ini menggunakan pendekatan kuantitatif. Populasi dalam penelitian ini adalah 58 responden. Sampel yang digunakan adalah dengan teknik purposive sampling. Jenis data yang digunakan adalah data primer. Teknik pengumpulan data dengan menggunakan kuesioner. Teknik analisis data yang digunakan dengan teknik analisis regresi linier berganda. Kesimpulan pada penelitian ini adalah kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan. kepuasan kerja berpengaruh positif dan signifikan terhadap OCB. Komitmen organisasi berpengaruh positif dan signifikan terhadap OCB. OCB berpengaruh positif dan signifikan terhadap kinerja karyawan.Kata kunci: kepuasan kerja, kinerja karyawan, komitmen organisasi, OCB
... The necessity to study the coping mechanisms of nurse educators in Saudi Arabia has been heightened by the pandemic. [14][15][16][17] 2. METHOD 2.1 Identify subsections Researchers want to employ both quantitative and qualitative techniques to learn more about nurse educators' perspectives on resilience in Saudi Arabia. The study on "Strength in Adversity: Stories of Resilience among Nurse Educator in Saudi Arabia" aims to understand the experiences of nurse educators in Saudi Arabia regarding resilience in their professional and personal lives. ...
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The study employed a cross sectional study approach with quantitative a data collection method, to explore the experiences of nurse educators in Saudi Arabia regarding their resilience. The study wasconducted in a large hospital in Al-Ahsa, using a convenience sampling method to recruit 158 nurse educators from different five hospitals. Data was collected through a self-administered questionnaire and semi-structured interviews and analyzed using descriptive and inferential statistics and thematic analysis. A total of 77 nurses participated in this study with wiht age majority (74%) of from 30 to 40 years and 63.6% Saudi Arabian. There are only few numbers of participants have a high level of resilience. The study findings reported that there was no significant difference (p > .05) in the resilience level according to demographic characteristics such as age, gender, years of experience, income, type of hospital where they are working in, nationality, and work shifts.
... Research has shown that nurse performance is influenced by several factors. Knowledge and skills, work experience, education level, competence level, motivation, job satisfaction, work-related stress and burnout, supportive supervision and feedback, training, recognition, work environment, incentives, promotion, remuneration, organizational commitment, and leadership style are among the factors influencing nurses' performance level [5,[11][12][13][14][15][16][17][18][19][20]. ...
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Background Optimizing the performance level of nursing staff is crucial for the efficient functioning of hospitals and better patient health outcomes. However, published data on the job performance levels and associated factors of nurses in Ethiopia is limited. Therefore, this study aimed to assess the job performance and associated factors of nurses working in adult emergency departments at selected public hospitals in Addis Ababa, Ethiopia. Methods A facility-based cross-sectional study was conducted from March 25 to April 25, 2023, among 172 nurses working in the adult emergency departments of selected public hospitals in Addis Ababa, Ethiopia. A simple random sampling technique was used to select the study participants. Data were collected using pretested, self-administered structured questionnaires. Data were coded, entered into Epi-data version 4.6, and analyzed using Statistical Package for Service Solution (SPSS) Version 27.0.1 software. Data were summarized using descriptive statistics, including mean, frequency, and standard deviation. A binary logistic regression analysis was done to determine factors associated with the performance of nurses. The strength of the association was measured using an adjusted odd ratio (AOR) with a 95% confidence interval (CI), and a P-value < 0.05 was considered statistically significant. Results The majority of nurses, 70.5% (95% CI: 63.7–77.3), rated their job performance as good. Workload [AOR = 1.70 (95% CI: 1.19–2.44)], remuneration [AOR = 1.89 (95% CI: 1.35–2.67)], rewards [AOR = 1.50 (95% CI: 1.01–2.23)], objectives to be achieved [AOR = 1.88 (95% CI: 1.32–2.67)], and feedback on performance appraisals [AOR = 1.65 (95% CI: 1.17–2.33)] were identified as significantly associated with nurses’ performance. Conclusion While the majority of nurses rated their job performance as good, it is important to note that a relevant proportion of nurses rated their job performance as poor. The findings of this study identified that nurses’ performance is influenced by several key factors, including workload, remuneration, rewards, objectives to be achieved, and feedback on performance appraisals. Our findings call for improving nurses’ job performance; therefore, hospitals should consider implementing systems that effectively utilize performance appraisal results and recognize and encourage hardworking nurses.
... Whereas, a study [20] found that the job performance level among nurses in public hospital in Kingdom of Saudi Arabia was moderate. Other Saudi Arabian study was conducted [21] found that the average nurses job performance was 3.52 in a 5-point rating scale indicating the moderate level of job performance. ...
... The finding that the job stress dimension of the work environment had a significant effect on performance is consistent with previous research that has highlighted the importance of the work environment in influencing nurses' performance and job satisfaction (Aiken, 2002;Al-Ahmadi, 2009). ...
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This study aimed to investigate the levels of job stress among nursing staff and its impact on their performance. The study was conducted in the largest hospital in Yemen, utilizing a case study design. A random sample of 284 nurses was drawn from a population of 1,200, and data were collected using a self-administered questionnaire that assessed job stress and performance levels. The study found that nursing staff experienced moderate job stress, with organizational structure being the most significant stressor. The nursing staff's performance was rated as excellent, and a moderate correlation between job stress and performance was observed. Notably, the work environment's job stress factor had a substantial influence on performance. These findings are consistent with previous studies that reported moderate job stress and a favorable relationship between job stress and performance among nursing staff in various settings. However, the study's emphasis on the work environment's impact on performance underscores the importance of addressing this factor to improve nursing staff performance. Hospital administrators and policymakers may benefit from implementing job-stress-reduction techniques, particularly in organizational structure and work environment aspects, as well as enhancing nursing staff resilience and coping mechanisms. This study contributes to the existing knowledge on job stress and its effect on nursing staff performance in Yemen, providing valuable insights for stakeholders and future research in different settings and cultural contexts.
... Nurturing emotional intelligence and work-life balance contributes to a more fulfilling and successful workplace for both employees and the organization. Many theories developed for organizations on a healthy work environment to improve employee performance (Al-Ahmadi, 2009). On the other hand, this study has Nair, V., Sinniah, S., Makhbul, Z., K., Salleh, M., F., M., Rahman, M., R., C., A. (2023). ...
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Objective: In today's workplaces, emotional intelligence, and work-life balance have gained prominence for their substantial impact on job performance, leading to increased productivity and successful careers. This study explores the relationship between these factors among Malaysian employees. It also investigates the roles of job satisfaction and job involvement. Method: We surveyed 150 employees from diverse Malaysian organizations and used Partial Least Squares Structural Equation Modeling (PLS-SEM) to analyze the data. Result and conclusion: Our findings reveal that emotional intelligence, job involvement, job satisfaction, and work-life balance positively influence job performance. Emotional intelligence and work-life balance significantly affect job satisfaction. However, the connection between work-life balance and job performance is not statistically significant. Additionally, job satisfaction does not mediate the relationship between job involvement and job performance. Research implications: This study emphasizes the importance of prioritizing employee engagement and well-being, offering organizations benefits such as improved productivity, enhanced performance, increased loyalty, reduced turnover, cost savings, and greater employee satisfaction. Originality/value: Investing in employee well-being is a path to both individual and organizational resilience, success, and prosperity.
... Academic researchers have endeavoured to examine the variables that impact the efficacy of workers (Al-Homayan et al., 2013a, 2013bKelly et al., 2021). The healthcare industry is commonly recognised as a profession that involves high levels of stress (Selye, 1976;Cheng-Min & Bor-wen, 2009;Jalili et al., 2021) in a variety of locations throughout the globe, including Malaysia (Emilia & Hassim, 2007) and Saudi Arabia (Al-Omar, 2003), as evidenced by previous studies (Al-Ahmadi, 2009;Mebrouk, 2008;Al-Homayan et al., 2013c, 2013dKim et al., 2023). The present body of research tends to imply that the strenuous nature of nursing responsibilities has a negative effect on the work performance of nursing professionals (Abualrub & Al-Zaru, 2008;Ida et al., 2009;Noor et al., 2023;Johnston et al., 2021). ...
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This study investigated the impact of job demands on the operational effectiveness of healthcare establishments in Saudi Arabia. The objective of this study was to assess the job demands and performance of staff working in public hospitals in the Qassim Region of Saudi Arabia. This study employed cross-sectional quantitative research design. Population of the study consisted of the healthcare professionals in Qassim region of Saudi Arabia. The sample size was 375 healthcare professionals in the Qassim Region of Saudi Arabia. A structured questionnaire was administered using convenient sampling technique. The response rate was about 90%. Only properly filled 375 questionaries were used in the final analysis. The research used both descriptive and inferential analysis. The study finds that the level of job performance shown by the workers was around average. In addition, the study pointed out that there is a strong positive relationship between the work demands and performance on the job. Several different policies are implemented to ascertain better performance depending on the standards associated with the job. The study was confined into the Qassim region only, this is why the findings could be generalized in the other regions, however, there is a dire need to replicate this study in the other regions of Saudi Arabia with the same variables to find its comprehensive generalizability. Likewise, the sample was comparatively small, in future, researchers may use larger sample size.
... According to Wibowo (2017) Job satisfaction is one of the prophecies of performance, this is because there is a balanced relationship between job satisfaction and performance. Previous explanations and several previous studies show performance has a significant and positive correlation relationship with job satisfaction, which is seen from the presence of high predictors of worker performance (Al-Ahmadi, 2009). Similarly, performance correlates significantly positively with worker satisfaction (Sungu et al., 2019;Torlak & Kuzey, 2019;and Yousef, 2000). ...
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Boss-subordinate (guanxi) relations in the organization are important in encouraging and increasing productivity. The involvement of these relationships in the company creates a good improvement and development of workers. Motivation and job satisfaction are things that influenced by good guanxi relations. This study aims to identify employee performance from superior-subordinate relationships (guanxi) on motivation, worker satisfaction with the moderation effect of Islamic work ethic. This study used purposive sampling as a method involving 210 workers from office employees in a multinational manufacturing industry in Indonesia. Data is tested with SEM (Structural Equation Model) as the method and data analysis using Smart PLS 3 (Partial Least Square) as the software. The study shows superior-subordinates (guanxi) have a significant direct and positive effect on motivation and job satisfaction. Furthermore, motivation and job satisfaction have a significant direct positive effect on employee performance. While the moderation effect of Islamic work ethic has no impact or has no influence on motivation to job satisfaction. improving superior-subordinate relations (guanxi) in the company, may impact the motivation, job satisfaction, and employee performance.
... According to a Jordanian study on nurses' career commitment, nurses' job performance is positively influenced by holistic management, clinical skills, social support, job satisfaction, recognition of achievement, education, and professional communication, and negatively influenced by old age, understaffing and heavy workloads, job stress, leadership challenges, and a lack of skills necessary to perform the job (Al-faouri, 2007). The correlation between educational level and job performance was negative, showing that nurses perform worse on the job, the more education they have (Ahmadi, 2014). ...
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... [19] Age and gender, education, heavy workload and burnout factors has been reported to affect nurse commitment. [20][21][22] One practical approach to enhance nurses' commitment and performance is connected with intervention programs like total quality management total quality management (TQM). TQM is recognized for continuous quality improvement, quality improvement, quality management, and total quality control. ...
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... Several studies the influence of job satisfaction on employees performance. For example, (Chen, 2014;Talasaz, 2014;Al-ahmadi, 2009;Dugguh et. al., 2014) in their research indicated that job satisfaction and employees performance have significant relationship. ...
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Chapter
This chapter explores the topic of employee wellbeing and quality of life among Saudi Arabian workers. It explores the influences on their overall wellness, covering physical, mental, and emotional health, work–life balance, job satisfaction, and life contentment. The unique cultural and societal factors shaping Saudi Arabian workers’ experiences are examined. The chapter emphasises the importance of prioritising both physical and mental health, while considering Saudi Arabia’s cultural context. It underscores the interconnectedness between job satisfaction and overall life quality. This chapter combines research and practical insights, offering a comprehensive understanding of employee wellbeing in the Saudi Arabian work landscape. It serves as a valuable resource for researchers and practitioners aiming to enhance the work experiences and overall quality of life for Saudi Arabian workers.
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Conducting business in today's ever-changing market environment necessitates making strategic decisions that reach beyond the borders of an SME. To not only survive but also thrive in the face of constant shifts, it is essential to make well-thought-out choices that allow for adaptation, resilience, and prosperity. The research emphasizes the significance of two perspectives, one individually and the other on bundling, and strategically implementing these perspectives of human resource management (HRM) practices within small and medium-sized enterprises (SMEs) to improve their competitive position, financial performance, non-financial performance, and organizational performance. Hence, through the adoption of an integrative interdisciplinary approach and a relational perspective, this thesis sheds light on the influence of Human Resource Management (HRM) practices (recruitment and selection, training and development, communication and information, compensation and reward, job design, performance appraisal) and their impact from multiple dimensions on organizational performance (financial and non-financial) of SMEs. As a result, a quantitative study using self-administered questionnaires with the SMEs was conducted. Using the data obtained from 153 manufacturing SMEs, it tests, examines, and develops the direct relationship between HRM practices and the financial performance, non-financial performance, and organizational performance of SMEs. The findings indicate a positive relationship between HRM practices and financial performance, a positive influence of HRM practices on the non-financial performance of SMEs, and a direct impact of HRM practices as a bundle on the organizational performance of SMEs. In addition, the findings also show that some HRM practices that act individually have a non-significant impact on financial and non-financial performance. This research provides a substantial contribution to the theoretical and practical understanding of the relationship between HRM practices and SME performance.
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This study used a descriptive-correlational approach to examine the level of perceived leadership styles and job performance among government employees in Don Marcelino, Davao Occidental. It assesses the significance of the relationship between perceived leadership styles and the job performance of government employees, as well as which domains of independent variable best influenced the respondents' level of job performance. There were 281 respondents from the municipal office of Don Marcelino, that were included in the study. The independent variable was measured using an adapted and modified questionnaire, the "Perceived Leadership Styles Questionnaire," developed by Gul et al. (2012), and the dependent variable was measured using the "Level of Job Performance among Government Employees Questionnaire," developed by Yusoff et al. (2014). Throughout the study, the researchers utilized a variety of statistical meth-ods, including the mean, Spearman’s rho, and step-wise multiple regression. Among the domains of perceived leadership styles (autocratic, democratic, transformational, and transactional leadership), transformational leadership style is most likely applied by leaders in the government sector. Meanwhile, when looking at the level of job performance among government employees, task performance was found to be the most used by government employees in carry-ing out their work. The study's findings revealed a strong or high positive correlation between the two variables, with the observed correlations being statistically significant. Furthermore, all domains of perceived leadership styles, namely autocratic, democratic, transformational, and transactional leadership, were found to influence respondents' levels of job performance. How-ever, democratic leadership had the most influence.
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Organizational commitment and motivation are the determinants of the success of a defined goal. Organizational commitment and motivation also contribute to performance. Highly committed and motivated nurses will work optimally for improved performance results. Improved care performance is absolutely done to improve the image of the services provided by the hospital. The objective of the research was to find out the correlation of organizational commitment and work motivation with the performance of nurse practitioners. The research used quantitative method with cross sectional design. The samples were 116 nurse practitioners as the respondents, taken by using total sampling technique. The result of Spearman’s rho correlation test showed that there was significant correlation of organizational commitment with the performance of nurse practitioners at p-value = 0,00 < 0,05 and there was significant correlation of work motivation with the performance of nurse practitioners at p-value = 0,00 < 0,05. The result of univariate analysis shows that most of the nurses have good organizational commitment with good category 58,6%, work motivation with good category equal to 57,8% and good category performance equal to 61,2%. The result of the research showed that there was positive and significant correlation of organizational commitment and work motivation with the performance of nurse practitioners. It is expected that in the future nurses and hospitals will be more aware of how important it is to maintain commitment and motivation that are very influential towards better performance improvement.
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This meta-analysis investigated the correlation between attitudinal commitment and job performance for 3,630 employees obtained from 27 independent studies across various levels of employee tenure. Controlling for employee age and other nuisance variables, the authors found that tenure had a very strong nonlinear moderating effect on the commitment-performance correlation, with correlations tending to decrease exponentially with increasing tenure. These findings do not appear to be the result of differences across studies in terms of the type of performance measure (supervisory vs. self), type of tenure (job vs. organizational), or commitment measure (Organizational Commitment Questionnaire [L. W. Porter, R. M. Steers, R. T. Mowday, & P. V. Boulian, 1974] vs. other). The implications and future research directions of these results are discussed.
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In this study, we examined relations between the performance of first-level managers in a large food service company and their affective commitment (i.e., emotional attachment to, identification with, and involvement in the organization), continuance commitment (i.e., perceived costs associated with leaving the company), and job satisfaction. Commitment and satisfaction scores were correlated with three indexes of performance obtained from the managers' immediate supervisors. As predicted, affective commitment correlated positively and continuance commitment correlated negatively with all three measures of performance. Job satisfaction did not correlate significantly with performance ratings. The findings are interpreted as illustrating the importance of distinguishing between commitment based on desire and commitment based on need and as supporting organizational efforts to foster affective commitment in their employees.
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This article investigates the potential mediating role of organizational commitment in the relationships of leadership behavior with the work outcomes of job satisfaction and job performance in a non-western country where multiculturalism is a dominant feature of the workforce. It also explores the moderating effects of national culture on the relationships of leadership behavior with organizational commitment, job satisfaction and job performance in such a setting. Results suggest (in support of many western studies) that those who perceive their superiors as adopting consultative or participative leadership behavior are more committed to their organizations, more satisfied with their jobs, and their performance is high. The results also indicate that national culture moderates the relationship of leadership behavior with job satisfaction.
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Background Quality of work life (QWL) is defined as the extent to which an employee is satisfied with personal and working needs through participating in the workplace while achieving the goals of the organization. QWL has been found to influence the commitment and productivity of employees in health care organizations, as well as in other industries. However, reliable information on the QWL of primary health care (PHC) nurses is limited. The purpose of this study was to assess the QWL among PHC nurses in the Jazan region, Saudi Arabia. Methods A descriptive research design, namely a cross-sectional survey, was used in this study. Data were collected using Brooks’ survey of quality of nursing work life and demographic questions. A convenience sample was recruited from 134 PHC centres in Jazan, Saudi Arabia. The Jazan region is located in the southern part of Saudi Arabia. A response rate of 91% (n = 532/585) was achieved (effective response rate = 87%, n = 508). Data analysis consisted of descriptive statistics, t-test and one way-analysis of variance. Total scores and subscores for QWL items and item summary statistics were computed and reported using SPSS version 17 for Windows. Results Findings suggested that the respondents were dissatisfied with their work life. The major influencing factors were unsuitable working hours, lack of facilities for nurses, inability to balance work with family needs, inadequacy of vacations time for nurses and their families, poor staffing, management and supervision practices, lack of professional development opportunities, and an inappropriate working environment in terms of the level of security, patient care supplies and equipment, and recreation facilities (break-area). Other essential factors include the community’s view of nursing and an inadequate salary. More positively, the majority of nurses were satisfied with their co-workers, satisfied to be nurses and had a sense of belonging in their workplaces. Significant differences were found according to gender, age, marital status, dependent children, dependent adults, nationality, nursing tenure, organizational tenure, positional tenure, and payment per month. No significant differences were found according to education level of PHC nurses and location of PHC. Conclusions These findings can be used by PHC managers and policy makers for developing and appropriately implementing successful plans to improve the QWL. This will help to enhance the home and work environments, improve individual and organization performance and increase the commitment of nurses.
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In this article, we summarize previous empirical studies that examined antecedents, correlates, and/or consequences of organizational commitment using meta-analysis. In total, 48 meta-analyses were conducted, including 26 variables classified as antecedents, 8 as consequences, and 14 as correlates. Statistical artifacts were found to account for the variance between studies in only one meta-analysis that used attendance. Type of organizational commitment (attitudinal vs. calculative) was proposed as a moderator variable and was found to account for significant between-study variance in 9 of 18 comparisons. Theoretical and methodological issues pertaining to the measurement of various forms of organizational commitment, its interrelations with other forms of attachments, and its role in causal models of behavior in organizations are reviewed. Directions for future research are highlighted. (PsycINFO Database Record (c) 2008 APA, all rights reserved)
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The authors compared linear and nonlinear relations between affective and continuance commitment and 3 commonly studied work outcomes (turnover cognitions, absenteeism, and job performance), observed in 3 separate research settings. Using a linear model, they replicated the common observation in the literature that affective commitment is more strongly related to work outcomes than continuance commitment. Introducing a higher order continuance commitment term into the same equations, however, they found that the linear model seriously understated the magnitude of continuance commitment's effect on all 3 criterion measures. These findings are consistent with recent developments that identify different motivational mindsets associated with affective and continuance commitment (J. P. Meyer, T. E. Becker, & C. Vandenberghe, 2004). (PsycINFO Database Record (c) 2008 APA, all rights reserved) (journal abstract)
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In this article, we summarize previous empirical studies that examined antecedents, correlates, and/or consequences of organizational commitment using meta-analysis. In total, 48 meta-analyses were conducted, including 26 variables classified as antecedents, 8 as consequences, and 14 as correlates. Statistical artifacts were found to account for the variance between studies in only one meta-analysis that used attendance. Type of organizational commitment (attitudinal vs. calculative) was proposed as a moderator variable and was found to account for significant between-study variance in 9 of 18 comparisons. Theoretical and methodological issues pertaining to the measurement of various forms of organizational commitment, its interrelations with other forms of attachments, and its role in causal models of behavior in organizations are reviewed. Directions for future research are highlighted.
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A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.
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Stress-related outcomes of job satisfaction and absenteeism among nurses should receive more attention in Hong Kong because absenteeism is costly. Many nurses' complaints are due to organizational change in privatization since the establishment of the Hong Kong Hospital Authority in 1991. Organizational climate is found to be an antecedent of job dissatisfaction and absenteeism in many studies in western societies. To investigate the role of organizational climate and psychological distress on job satisfaction; and the role of climate, distress and job satisfaction on absenteeism in Hong Kong nurses, while controlling for demographic variables. A self-administered questionnaire survey method was used to collect data from two samples of nurses within a 8-month period. They are, respectively, 144 (74 general nurses, 70 psychiatric nurses; 47 males, 97 females) and 114 (85 general nurses, 29 psychiatric nurses; 17 males, 97 females) nurses. Multiple regression analyses revealed that occupational type (psychiatric/general), environment (the physical conditions in the work area) and psychological distress were significant predictors of job satisfaction for sample 1; and well-being (social relations, welfare and health issues) was the only significant predictor of job satisfaction for sample 2. However, age, involvement (the degree of commitment displayed towards employees by the organization), psychological distress and job satisfaction were significant predictors of absenteeism for sample 1; and occupational type, organization (the interaction between the worker and the organization), and involvement were significant predictors of absenteeism for sample 2. The empirical findings provide support for the climate-job satisfaction and climate-absenteeism relationships. Psychological distress could be an antecedent of job satisfaction; and job satisfaction could be an antecedent of absenteeism. Certain climate dimensions should be improved to enhance job satisfaction and reduce distress, which in turn will reduce absenteeism.
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This meta-analysis investigated the correlation between attitudinal commitment and job performance for 3,630 employees obtained from 27 independent studies across various levels of employee tenure. Controlling for employee age and other nuisance variables, the authors found that tenure had a very strong nonlinear moderating effect on the commitment-performance correlation, with correlations tending to decrease exponentially with increasing tenure. These findings do not appear to be the result of differences across studies in terms of the type of performance measure (supervisory vs. self), type of tenure (job vs. organizational), or commitment measure (Organizational Commitment Questionnaire [L. W. Porter, R. M. Steers, R. T. Mowday, & P. V. Boulian, 19741 vs. other). The implications and future research directions of these results are discussed.
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Background In Viet Nam, most of the public health staff (84%) currently works in rural areas, where 80% of the people live. To provide good quality health care services, it is important to develop strategies influencing staff motivation for better performance. Method An exploratory qualitative research was carried out among health workers in two provinces in North Viet Nam so as to identify entry points for developing strategies that improve staff performance in rural areas. The study aimed to determine the major motivating factors and it is the first in Viet Nam that looks at health workers' job perception and motivation. Apart from health workers, managers at national and at provincial level were interviewed as well as some community representatives. Results The study showed that motivation is influenced by both financial and non-financial incentives. The main motivating factors for health workers were appreciation by managers, colleagues and the community, a stable job and income and training. The main discouraging factors were related to low salaries and difficult working conditions. Conclusion Activities associated with appreciation such as performance management are currently not optimally implemented, as health workers perceive supervision as control, selection for training as unclear and unequal, and performance appraisal as not useful. The kind of non-financial incentives identified should be taken into consideration when developing HRM strategies. Areas for further studies are identified.
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Background Over the last five years, international development organizations began to modify and adapt the conventional Performance Improvement Model for use in low-resource settings. This model outlines the five key factors believed to influence performance outcomes: job expectations, performance feedback, environment and tools, motivation and incentives, and knowledge and skills. Each of these factors should be supplied by the organization in which the provider works, and thus, organizational support is considered as an overarching element for analysis. Little research, domestically or internationally, has been conducted on the actual effects of each of the factors on performance outcomes and most PI practitioners assume that all the factors are needed in order for performance to improve. This study presents a unique exploration of how the factors, individually as well as in combination, affect the performance of primary reproductive health providers (nurse-midwives) in two regions of Armenia. Methods Two hundred and eighty-five nurses and midwives were observed conducting real or simulated antenatal and postpartum/neonatal care services and interviewed about the presence or absence of the performance factors within their work environment. Results were analyzed to compare average performance with the existence or absence of the factors; then, multiple regression analysis was conducted with the merged datasets to obtain the best models of "predictors" of performance within each clinical service. Results Baseline results revealed that performance was sub-standard in several areas and several performance factors were deficient or nonexistent. The multivariate analysis showed that (a) training in the use of the clinic tools; and (b) receiving recognition from the employer or the client/community, are factors strongly associated with performance, followed by (c) receiving performance feedback in postpartum care. Other – extraneous – variables such as the facility type (antenatal care) and whether observation was on simulated vs. real patients (postpartum care) also had a role in observed performance. Conclusion This study concludes that the antenatal and postpartum care performance of health providers in Armenia is strongly associated with having the practical knowledge and skills to use everyday tools of the trade and with receiving recognition for their work, as well as having performance feedback. The paper recognized several limitations and expects further studies will illuminate this important topic further.
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To explore the experiences of overseas black and minority ethnic nurses in the National Health Service (NHS) in the south of England. Semi-structured in-depth interviews were conducted with 12 overseas black and minority ethnic nurses. All interviews were taped, transcribed verbatim and analysed using thematic analysis. All transcripts were read and re-read to elicit general themes. Qualitative data analysis was undertaken using Van Manen framework and this enabled a number of themes to be identified that were part of overseas black and minority ethnic nurses' experience, however, two main themes would be discussed in this study. Firstly, unequal opportunities in career advancement and secondly, unequal opportunities for skill development and training. Both themes affected overseas nurses chances of promotion in the NHS. RESEARCH LIMITATION/IMPLICATIONS: The study has identified a notably gap in the implementation of equal opportunity policies and suggests that a more transparent implementation of such policies is needed in the NHS in the UK where this study was conducted. Additionally, more research is needed to determine whether overseas nurses in other areas experience similar problems. The findings of this study could encourage managers to re-examine their equal opportunity policies in the light of these findings. Although this study has explored overseas nurses experiences, the findings cannot be generalised to the wider population. ORIGINALITY VALUE: The differences experienced by overseas nurses in relation to career opportunities and skill development and training.
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To study nurses' job satisfaction, patients' satisfaction, and quality of nursing care in a Jordanian educational hospital. A descriptive cross-sectional comparative design was used. The total populations at the educational hospital where the study was conducted were: 200 nurses (response rate 60%), 510 patients (response rate 49%), and 26 head nurses (NHs) (response rate 92%). Mueller/McCloskey Satisfaction Scale (MMSS) 1990; Eriksen's (1988) scale of The Satisfaction with Nursing Care; and Quality of Nursing Care Questionnaire-Head Nurse of Safford & Schlotfeldt (1960) were used to measure the phenomena of interest. Nurses were 'neither satisfied nor dissatisfied' in their jobs, nurses who work in wards reported a slightly better job satisfaction than nurses who work in critical care units. Patients reported that they were 'moderately' satisfied, and head nurses reported that nurses 'usually (practically)' provide a high of quality of nursing care. There were no significant differences between critical care units and wards in regard to patients' satisfaction and quality of nursing care. Jordanian nurses' job satisfaction is on the borderline, which arguably requires more interventions. Patients' satisfaction and quality of nursing care have to be enhanced to reach the levels of 'very satisfied' and 'always' consecutively.
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Purpose: This research discusses the direct effect of multicultural competencies, organizational fairness and organizational commitment on job performance. The primary data was collected using explanatory survey. Design/Methodology/Approach: The sample consists of 350 respondents who are civil servants in Central Lampung Regency, Metro municipality and East Lampung Regency. The requirement analysis test used normality Lilliefors, homogeneity, linearity and significance regression. The data analysis technique is SEM (Structural Equation Modeling) analysis. Finding: The research results show that multicultural competence directly influences organizational fairness, multicultural competence directly influences organizational commitment, multicultural competence has no direct influence on job performance, organizational fairness directly influences organizational commitment, organizational fairness has no direct influence on job performance, and organizational commitment directly influences job performance. Practical Implications: Organizational commitment consisting of the belief in organizational values and goals should be improved so that skills, effort and nature of work condition become better. Originality/Value: The achievement of employees' performance result and output recognized by the organization where they work and characterized by skills, effort and nature of work conditions is the combination of the part which represents better employees' performance. © 2019 International Strategic Management Association. All rights reserved.
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Purpose ‐ The purpose of this paper is designed to test a conceptual model founded on the theoretical background generated above, and to evaluate the latent factor structure of organisational commitment among frontline employees in Jordanian organisations. Design/methodology/approach ‐ Principal component analysis has been used to determine the underlying factor structures for exploratory factor analysis. A test of the model uses a path analytic approach with LISREL 8.80 for confirmatory factor analysis. Findings ‐ The results indicated that the data relationships are consistent with the causal model of organisational commitment and contribute to understanding the attitude of the employees. Also, the current results emphasize the need for a practical approach in examining organisational commitment level as employers can control the individuals' perceptions in accordance with the business settings. Practical implications ‐ This paper contributes to theory with respect to organisational commitment and employee attitudes. The findings encourage Jordanian organisations to focus more on employee perceptions and commitment, by providing a better understanding of the motivational factors at work. Originality/value ‐ This paper contributes to the knowledge in several grounds. First, it validates the structure of organisational commitment in a non-Western context. Second, it contributes to the knowledge of the topic of commitment in Jordan.
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Psychiatric nursing has been identified as a stressful occupation, and this stress could affect individuals' health, well-being, and job satisfaction. The stress of nurses might also affect the organization in terms of absenteeism and quality of care. The purpose of this study was to examine the relationship between job satisfaction and turnover intention among Jordanian nurses in the psychiatric units of the Jordanian National Mental Health Center. A descriptive, correlational, cross-sectional design was used. Nurses were asked to complete a demographic data sheet and questionnaires regarding job satisfaction and turnover intention. Of the 179 questionnaires distributed, 154 were completed, with an 86% response rate. The results revealed a statistically-significant negative relationship between job satisfaction and turnover intention. The findings of the study are consistent with previous research regarding the negative relationship between job satisfaction and turnover intention. The findings provide new information about Jordanian nurses who work in government hospital psychiatric services.
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Occupational low back pain among nurses has been the subject of research studies worldwide. However, evidence of the influence of nurses' awareness of safe handling practices and compliance with standard guidelines on low back pain remains scarce. This study examined the association between occupational low back pain and level of awareness of back care, and described the self-reported nature of low back pain in relation to organizational policies among nurses in Saudi Arabia. A total of 155 nurses working in a rehabilitation hospital participated in the study. The lack of a patient handling policy at the workplace was identified as a significant risk factor for the development of low back pain, whereas exercising regularly was a protective factor. Not only mechanical exposure but also organizational factors and level of awareness were related to the development of low back pain. This study highlights the need to develop institutional plans for injury reporting, and provides evidence of the importance of incorporating awareness as part of prevention strategies. [Workplace Health Saf 2013;61.].
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Aim: This study addressed the question of whether social support (supervisor support and co-worker support) could contribute to the variance in work engagement. Background: Nurses, as customer-contact employees, play an important role in representing the organization's competence. Their attitudes and behaviour toward patients has a significant influence on patients' satisfaction and perception of quality of service. Methods: The sample comprised 402 staff nurses working in three general hospitals in Peninsular Malaysia. Variables included demographic information, Utrecht Work Engagement Scale and Social Support Scale. Data analysis included descriptive statistics, correlations and regression analysis. Results: Findings indicated that supervisor support was positively related to work engagement. Co-worker support was found to have no effect on work engagement. Conclusions: Supervisory support is an important predictor of work engagement for nurses. Implications for nursing management: Nursing management should provide more training to nurse supervisors and develop nurse mentoring programmes to encourage more support to nurses.
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Objectives: The purpose of this study was to examine the relationships between work satisfaction, stress, age, cohesion, work schedule, and anticipated turnover in an academic medical center. Background Data: Nurse turnover is a costly problem that will continue as healthcare faces the impending nursing shortage, a new generation of nurses enter the workforce, and incentives provided to nurses to work for institutions increase. A variety of factors influence the retention of nurses in adult care settings, including work satisfaction, group cohesion, job stress, and work schedule. In general, previous research has documented positive relationships between work satisfaction, group cohesion, strong leadership, and retention rates and a negative relationship between stress, work schedule, and retention. In addition, age and experience in nursing are related to job satisfaction. Methods: This study used a cross-sectional survey design in which nurses from 12 units in a 908-bed university hospital in the Southeast completed questionnaires on one occasion. The following factors were measured using self-report questionnaires: nurse perception of job stress, work satisfaction, group cohesion, and anticipated turnover. Results: The more job stress, the lower group cohesion, the lower work satisfaction, and the higher the anticipated turnover. The higher the work satisfaction, the higher group cohesion and the lower anticipated turnover. The more stable the work schedule, the less work-related stress, the lower anticipated turnover, the higher group cohesion, and the higher work satisfaction. Job Stress, work satisfaction, group cohesion, and weekend overtime were all predictors of anticipated turnover. There are differences in the factors predicting anticipated turnover for different age groups. Conclusions: As healthcare institutions face a nursing shortage and a new generation of nurses enter the workforce, consideration of the factors that influence turnover is essential to creating a working environment that retains the nurse.
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Saudi Arabia is developing very fast in all disciplines, especially in nursing and health. Only about five studies between 1990 and 2010 have been undertaken in Saudi Arabia concerning factors influencing job satisfaction of nurses, although a body of knowledge exists globally. The purpose of this research was to measure nurses' job satisfaction in Saudi Arabia in a university teaching hospital and to determine the influencing factors. A quantitative, cross sectional method, self-administered questionnaire was used for this study. A systematic sample of N=189 nurses was used to collect data. The SPSS version 16.0. was used to analyze the data. An independent t-test and one-way analysis of variance were used to test hypotheses concerning different groups, and correlation tests (the Pearson's and Spearman's rank tests) were used to examine relationships between variables. Overall, nurses were neither satisfied nor dissatisfied with their jobs. However, nurses indicated satisfaction with supervision, co-workers and nature of work. The sources of dissatisfaction were with subscales such as pay, fringe benefits, contingent rewards and operating conditions. These findings indicate that there is a need to increase nurses' salaries and bonuses for extra duties. More training programmes and further education also should be encouraged for all nurses. Therefore, it is imperative that nursing managers and policy makers in Saudi Arabia consider these findings to improve nurses' job satisfaction.
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This study examines the moderating effects of employee higher order need strength (HONS) on the relationship between job performance and job satisfaction. Data were collected from a sample of 123 non-supervisory employees in a large retail-drug organization in the Midwest. Moderated regression and subgroup analyses were performed on the data, and the results provide support for the moderating role of HONS. Specifically, job performance is positively related to intrinsic as well as extrinsic sources of job satisfaction for strong HONS individuals while no such relation is found for individuals with weak HONS. Implications for work motivation and task design are discussed.
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This study examined how job stress and work support predict the experience of burnout and how burnout is related to absenteeism and job performance in a sample of 73 registered nurses. The current study expanded on previous findings by including supervisor ratings of performance and employee records of absenteeism in addition to self-report measures. It also examined the extent to which burnout may mediate the relationships of job stress and social support with these performance indicators. Analyses indicated that levels of work support and job stress were both significant predictors of burnout. Additionally, higher burnout levels were significantly associated with poorer self-rated and supervisor-rated job performance, more sick leave, and more reported absences for mental health reasons. Finally, further analyses suggest that level of burnout served as a mediator of the relationships between social support and self-rated job performance, absences for mental health reasons, and intentions to quit. The findings suggest that burnout not only may negatively impact healthcare providers, but also may influence objective absenteeism and supervisor perceptions of employee performance.
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This paper summarizes a stream of research aimed at developing and validating a measure of employee commitment to work organizations. The instrument, developed by Porter and his colleagues, is called the Organizational Commitment Questionnaire (OCQ). Based on a series of studies among 2563 employees in nine divergent organizations, satisfactory test-retest reliabilities and internal consistency reliabilities were found. In addition, cross-validated evidence of acceptable levels of predictive, convergent, and discriminant validity emerged for the instrument. Norms for males and females are presented based on the available sample. Possible instrument limitations and future research needs on the measurement and study of organizational commitment are reviewed
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In this study, we examined relations between the performance of first-level managers in a large food service company and their affective commitment (i.e., emotional attachment to, identification with, and involvement in the organization), continuance commitment (i.e., perceived costs associated with leaving the company), and job satisfaction. Commitment and satisfaction scores were correlated with three indexes of performance obtained from the managers' immediate supervisors. As predicted, affective commitment correlated positively and continuance commitment correlated negatively with all three measures of performance. Job satisfaction did not correlate significantly with performance ratings. The findings are interpreted as illustrating the importance of distinguishing between commitment based on desire and commitment based on need and as supporting organizational efforts to foster affective commitment in their employees. (PsycINFO Database Record (c) 2008 APA, all rights reserved)
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Sufficient, appropriately trained health personnel need to be retained in the workforce, and their performance maintained, to achieve quality care. Mid-level ophthalmic personnel in Western Pacific Island Countries and Territories (WPICT) are no exception. The study aims to assess influences on the quality of care provided by specialist mid-level ophthalmic personnel in WPICT and devise strategies to train, retain and maintain performance of these personnel. A situational assessment employed a checklist and semi-structured interviews with specialist mid-level ophthalmic personnel, nursing bodies and Ministry of Health representatives from seven WPICT. A selective literature review guided strategies to address the issues identified. Appropriate training allows nurses to fulfill a mid-level role in WPICT as specialist ophthalmic nurses. Resources generally do not restrict practice. Nursing structures have generally failed to support professionalism: scope and conditions of service, clinical supervision, career structures, professional recognition and opportunities for continuing professional development are rudimentary. Ophthalmic nurses were dissatisfied with the lack of specialty recognition, career progression and salary increase. Regional and local strategies tailored to each country have been devised to establish sustainable processes for support. Salary was a major cause of dissatisfaction. It should be addressed along with professional recognition and related processes. Without professional support, specialist and advanced cadres within nursing may cease to exist, nurses' performance may be affected or they may leave. Specialist ophthalmic nursing, recognized, situated within and properly supported by nursing structures can provide a model for specialist clinical care for other specialties and in other countries.
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The purpose of the present study was to evaluate the importance of absenteeism due to illness in the hospital organization. A measurement of absenteeism due to illness among hospital professionals of the National Health System in the Alicante province (Spain) during the years 1988, 1989 and 1990 was carried out, as well as its repercussion on quality assurance in health care. The absenteeism index (frequency) was 5.39, 6.38 and 6.79 in 1988, 1989 and 1990, respectively. The extent of absenteeism (duration) in 1988 was 19.7 days per worker, and was 24.23 in 1989 and 26.45 in 1990. Hospitals with more than 400 beds presented during these periods poor absenteeism self-control. Maintenance personnel, nurses, administrative personnel and graduates had, in this order, the highest scores of days lost. We show that the dimension of Intrinsic Job Satisfaction, Extrinsic Job Satisfaction and Job Monotony are interrelated with absenteeism.
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This study was an examination of the combined ability of perceived work environment, demographic, and work-related variables to predict burnout among 314 nurses at a large metropolitan hospital. The three dimensions of burnout measured were emotional exhaustion, depersonalization, and personal accomplishment. High work pressure and low work involvement and supervisor support predicted emotional exhaustion. Task orientation, work pressure, work involvement, and age predicted both depersonalization and personal accomplishment. Burnout among nurses on each of the three work shifts also was examined. Results are discussed from the perspective of how to decrease or to prevent burnout among nurses.
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This research concerns the relationship of subjective stress, job satisfaction, and job performance in hospital nurses. Obtained were self reports from 366 nurses, and performance ratings from 165 supervisors and 139 co-workers nominated by the original respondents. Reported are the results of exploratory path analyses, based on a general model, whereby standardized beta coefficients were used to estimate paths. The findings are that stress and job satisfaction are not directly related, and that stress, primarily acting through depression, is associated with lower levels of job performance. Job satisfaction is unrelated to job performance, and is based on depression and hostility which are affected by stress and personal characteristics.
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The relationships among a cluster of attitudes toward work and job were investigated using a sample of 171 nurses. The hypothesis was that involvement in work and job, commitment to the employing organization, and satisfaction with the job (overall, and with specific facets of the job) would be significantly correlated. The results showed that involvement was not related to overall satisfaction but only to two specific facets, satisfaction with work and promotion opportunities. In contrast, the degree of relationship between overall and various facets of satisfaction and commitment and between involvement and commitment was moderately high.
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A meta-analytic study investigated the causal relationships among job satisfaction, behavioral intentions, and nurse turnover behavior. A theoretical model was proposed in which behavioral intentions were viewed as a direct antecedent to turnover behavior. Job satisfaction was expected to be indirectly related to turnover by virtue of the mediating role of behavioral intentions. Consistent with these expectations, a strong positive relationship was indicated between behavioral intentions and turnover; a strong negative relationship between job satisfaction and behavioral intentions; and a small negative relationship between job satisfaction and turnover. The results of the modifier analysis suggested that effect sizes are fairly robust to differences in study designs, response rates, and methods of measuring job satisfaction, but the manner in which behavioral intentions were operationalized appeared to moderate the relationship between behavioral intentions and turnover and job satisfaction. Of variables related to nursing job satisfaction, work content and work environment had a stronger relationship with job satisfaction than economic or individual difference variables.
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How do managers influence their nurses job satisfaction, productivity, and commitment to the organization? The author discusses the findings of her study drawing comparisons to other studies and suggesting implications for improving managerial supervision, organizational performance and outcomes.
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This review of the nursing literature aims to identify the factors with the greatest influence on turnover and absence of qualified nurses, possible common factors influencing both, and the relationship between absence and turnover. A hypothetical model grounded in the literature which depicts the expected relationships between these variables is presented for testing in an empirical study. The review identifies intent to stay in current employment as the variable with the greatest influence on turnover. Intent to stay is in turn most strongly associated with job satisfaction. Other variables are identified by single studies as having an influence on intent to stay, but are not supported by the results of other studies; exceptions are pay, opportunity for alternative employment and kinship responsibility, which are supported by the results of two studies. The relationship between job satisfaction and absence is unclear and requires further investigation. However, job satisfaction is identified as possibly influencing both absence and intent to stay and kinship responsibility is identified as a common antecedent of absence and intent to stay. Similarly, absence is identified as an antecedent to turnover. Thus, it is expected that absence would be positively related to turnover and negatively related to intent to stay. Understanding such relationships should allow identification of management strategies to reduce both turnover and absence.
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The purpose of this study was to determine the impact of support and commitment on job performance and turnover intentions of professionals working in a team environment. As hypothesized, the results indicated that job performance was influenced positively by both professional and team commitment as well as by perceived organizational and team support. Intention to quit the organization went down as organizational support and commitment went up, and intention to leave the profession similarly was related to team support and commitment Interestingly, professional commitment had a deleterious effect on intention to quit the organization, whereas organizational support had a positive effect on professional commitment.
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The authors describe a 5-year study at a western university teaching hospital that evaluated the effect of organizational redesign on nurse job satisfaction, autonomy, and patient satisfaction. Change in institutional status from public to private authority stimulated this hospital to map a new direction for professional nursing practice, to strengthen autonomy and job satisfaction while improving quality care outcomes. Evaluating redesign changes systematically provided significant longitudinal trended data to guide nurse executive actions. Phase-I evaluation, from 1992 to 1995, was a quasi-experimental design comparing pre- and poststudy outcomes of facilitator-led activities on units receiving interventions compared with control units. Of 12 outcome variables measured, 3 were sustained longitudinally into Phase II: nursing job satisfaction using the McCloskey Mueller Satisfaction Scale (MMSS), autonomy using Schutzenhofer's Scale, and patient satisfaction using the Picker Institute survey. Data were trended across units and departments over a 5-year period. Phase-I results reported that control units held higher nursing documentation scores than the experimental units. There were no significant differences in aggregate nurse job satisfaction scores. Nurse autonomy scores significantly improved. Other results are reported descriptively. Phase II continued the evaluation, reporting no differences in nurse job satisfaction aggregate scores a decline in autonomy, and decreased patient satisfaction scores. There were significant differences by units and across departments. Longitudinal evaluation provides significant data to guide nurse executives in an uncertain healthcare environment. Of theoretical interest is the absence of congruence in nurse job satisfaction and autonomy scores, suggesting more independence between these variables than previously reported.
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Most studies examining primary nursing focus on outcome variables such as enhanced patient and staff satisfaction with care, perceived autonomy and quality of care, whereas only limited research has examined processes of implementing and maintaining primary nursing. In addition, the few studies that have explored process variables discuss only direct relationships between the design of the primary nursing care-delivery system, process and nurse outcomes, and disregard how such variables interact. This study sought to address previous inconsistent findings about the impact of primary nursing care-delivery models on the performance of nurses by incorporating the moderating role of supportive management practices. Three hundred and sixty-eight nurses from a variety of wards completed questionnaires that assessed the degree of primary nursing on their unit, the support practices of their direct supervisor and their perceptions of the cost of seeking support from their supervisor. In addition, the direct supervisor evaluated the nurse's performance in the unit. Primary nursing did not exert a direct impact on nurses' performance. Rather, the interaction of primary nursing with supervisor support was more predictive of performance: if supervisor support was high, performance was substantially higher than if supervisor support was low. In addition, nurses' perceptions of the costs of seeking support had a detrimental impact on their performance. CONCLUSIONS AND LIMITATIONS: The study was cross-sectional and relied on self-report data only. Nevertheless, the findings show that supportive management practices are crucial to the success of implementing primary nursing.
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To investigate (a) the effect of job-related stress on job performance among hospital nurses, and (b) the effect of social support from coworkers on the stress-performance relationship. A correlational descriptive survey was used to investigate these relationships among a convenience sample of 263 American hospital nurses and 40 non-American nurses who were accessible via the Internet. Data were collected using a Web-based structured questionnaire, which included the Nursing Stress Scale, the Schwirian Six Dimension Scale of Nursing Performance, the McCain and Marklin Social Integration Scale, and the demographic form. Descriptive statistics, Pearson product-moment correlations, and hierarchical regression techniques were used to analyze the data. Perceived social support from coworkers enhanced the level of reported job performance and decreased the level of reported job stress. The analysis also indicated a curvilinear (U-shaped) relationship between job stress and job performance; nurses who reported moderate levels of job stress believed that they performed their jobs less well than did those who reported low or high levels of job stress. Results indicted the importance of social support from coworkers, as well as the need for further research to test the U-shaped relationship between job stress and job performance.
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This exploratory study investigated nurses' self-assessment of their own nursing competencies, job demands and job performance in Taiwan. Nurses' self-evaluation on their own job performance was conceptualized as an indicator of nursing care quality. A total of 21 competencies were clustered into three groups: basic-level patient care skills, intermediate-level patient care and fundamental management skills, and advanced-level patient care and supervision skills. Nurse subjects were randomly selected from the member roster of Kaohsiung Nurse Association; 850 nurses were invited to participate and questionnaire packets were sent to their homes. The overall response rate was 35.8%. Multiple regression analyses found that nurses' self-assessment of intermediate patient care skills, the difference between nurses' self-assessment and job demands for basic patient care skills, and nurses' overall satisfaction with their own nursing competencies were three significant predictors of overall satisfaction with nurses' own job performance. Nurses' self-assessment on basic patient care skills and advanced patient care skills contributed to nurses' levels of overall satisfaction with their own nursing competencies. These results suggest a relationship between competency and performance. These findings may serve as a guide to amend academic nursing courses and on-job training programs as appropriate to place a greater emphasis on the competencies desired for providing high quality of nursing services.
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This study, designed by descriptive and inferential methods, study aimed to examine staff nurses' morale and its effect on patient satisfaction, the most commonly used variable to measure patient outcomes. Data were collected with structured questionnaires from 332 nurses and 265 inpatients in 21 medical-surgical units of a medical center in Taiwan. All registered nurses (RN) among the 21 sample units were recruited and administered with Litwin and Stringerm's (1968) Work Morale Scale, which was modified by Hsu in 1981. A convenience sampling was implemented to select those patients who had been admitted for at least 3 days and were ready to be discharged. Yang's (1997) Nursing-Sensitive Patient Satisfaction Scale was used to measure patient outcomes. The results showed that job position and pay had a significant effect on nurses' work morale. Nurses' work morale may not necessarily be an impact factor on patient satisfaction, but it accounts for 66.7 percent of the discriminate power to predict nursing-sensitive patient satisfaction. In view of the findings, every attempt should be made to highlight the nature of a caring profession. Nursing leaders should put effort into improving nurses' involvement and identification with their organizations, both of which are significant factors associated with nursing unit morale. The findings of this study may contribute to a body of knowledge regarding nurses' work morale and nursing-sensitive patient outcomes.
Article
Workplace social support is a major characteristic related to the Job Demand-Control model of job stress. Organizational and managerial support have an effect on nurse satisfaction and burnout. The relationships between perceived supervisor support and measures of nurse occupation-related outcomes were investigated in 3 nursing units within an academic medical center. Nurses with greater levels of perceived supervisor support experienced more positive job outcomes and less negative outcomes, including less occupational stress, than nurses with less perceived supervisor support. Implications for refocusing the role of the nurse supervisor and its effect on multiple nursing occupation-related outcomes are discussed.
Article
Western countries are experiencing a nursing shortage which will impact on future nurse manpower supply in Saudi Arabia because the Kingdom is dependent on expatriate nurses. The young people of Saudi Arabia are the Kingdom's most valuable resources but are reluctant to enter nursing. Therefore, a random survey was administered to 1,131 secondary and university students to determine attitudes and general knowledge of Saudi nationals toward the health care system, perceived role of the nurse and recommendations for improving Saudization of the nursing profession. The majority of those surveyed preferred hospitalization within the Kingdom with Saudi nationals delivering the nursing care rather than expatriates. The nurse was perceived as being a caring person who was responsible for giving more than custodial care. Moreover, the role of the nurse was perceived as an extension of the physician with little or no role in disease detection and prevention. The low image and status of nursing, traditional and social values were identified as major inhibiting factors that affect the Saudi nationals' reluctance to enter nursing. Increasing financial rewards, utilizing the media and segregation of hospitals into male and female were the most frequently cited recommendations to promote Saudization of nursing. Data from this study provided insight into the current perception of nursing as a potential career for Saudi nationals and could provide direction for future concerns in the development of nursing in the Kingdom.
The effect of benefit satisfaction on organizational commitment
  • E A Ward
  • E Davis
Relationship between internal work motivation, organizational commitment, job performance, and personal variables, and empirical study”
  • D A Yousef
Yousef, D.A. (1999), "Relationship between internal work motivation, organizational commitment, job performance, and personal variables, and empirical study", Public Administration Journal, Vol. 39 No. 1, pp. 6-24.
An analysis of performance and satisfaction relationship among nurses in Jordanian hospitals
  • D Al-Badayneh
  • S Subhash
Al-Badayneh, D. and Subhash, S. (1993), "An analysis of performance and satisfaction relationship among nurses in Jordanian hospitals", Abhath AL-Yarmok Journal, Vol. 9 No. 1, pp. 29-66.