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2022
Published by
Nigerian Association of Social Psychologists
www.nigerianjsp.com
Published by
Nigerian Association of Social Psychologists
www.nigerianjsp.com
Online ISSN: 2682-6151
Print ISSN: 2682-6143
Volume 5, Issue 2
2022
Online ISSN: 2682-6151
Print ISSN: 2682-6143
Volume 5, Issue 2
2022
Editor-in-Chief
Managing Editor
Prof. S.O. Adebayo
Prof. B.E. Nwankwo
Editor-in-Chief
Prof. S.O. Adebayo
Managing Editor
Prof. B.E. Nwankwo
NIGERIAN JOURNAL
OF SOCIAL
PSYCHOLOGY
Tosin Rabiu-Akewusola & Omonigho Simon Umukoro
65
Hygiene and Motivator Factors of Job Satisfaction among Nigerian Psychiatric Nurses
in the Diaspora
Tosin Rabiu-Akewusola
Walden University, Minneapolis
tosrabiu.2@yahoo.com
Omonigho Simon Umukoro
University of Lagos
sumukoro@unilag.edu.ng
Abstract
This study identifies some hygiene and motivator factors (work environment, professional
identity, job stress) and their influence on job satisfaction among Nigerian psychiatric nurses
in diaspora. The study employed a descriptive cross-sectional design in which data was
obtained via an online survey. The target population included registered Nigerian nurses
working in inpatient psychiatric hospitals in the United States. A combination of purposive
sampling and snowballing techniques were used in selecting 109 participants. Two hypotheses
were formulated and tested using appropriate statistics. Results showed that work
environment, professional identity and job stress had a significant joint predictive influence
on job satisfaction [F(3, 95)=8.304; p<.05] and accounted for a significant variance of 22.7%.
Further results showed that only work environment (β=.460; p<.05) emerged as a significant
positive independent predictor of job satisfaction. The moderating effect of job experience in
the relationship between work environment and job satisfaction was not significant
(∆R2=.0215; F(1,87)=2.2076; p>.05). Suitable recommendations were made in line with the
study outcomes.
Keywords: Job experience, job satisfaction, job stress, nurse, professional identity,
work environment
Introduction
The nursing profession attracts many Nigerians to Western regions, suggesting that something
about the profession seems satisfying as a job opportunity and career path overseas (Chiamaka
& Chimereze, 2020) . When employees are satisfied, they are motivated to become more
productive, encouraged, and devoted to their work (Islam & Alam, 2015). From a mental health
perspective, psychiatric nurses are vital to the quality and safety of mentally-ill patients in
hospitals. Psychiatric nurses maintain 24-hour monitoring and responsibility for mentally ill
patients at a high risk of self-harm or harm others (APNA, 2014). The severity of illness and
rapid turnover of mentally-challenged patients require skilled interventions from psychiatric
nurses to keep psychiatric environments safe and therapeutic for patients and staff. In hard-
working environments like psychiatric inpatient hospitals, nurses’ job satisfaction is considered
crucial (Skitsou et al., 2015). Job satisfaction is the extent to which an individual likes or
dislikes their job (Masum et al., 2016); thus, in the event that the expectations of psychiatric
nurses are not met at their workplace, they are likely to experience job dissatisfaction.
Job satisfaction among psychiatric nurses is logically expected to be influenced by their
perceptions of work related factors which could be intrinsic and extrinsic. The factors of
Tosin Rabiu-Akewusola & Omonigho Simon Umukoro
66
interest in this study are job stress, professional identity and work environment. Job stress refers
to an emotional response to the work-related environment and occurs when the conditions and
services are not matched; requirements do not correspond with the abilities, resources, or needs
of employees (Hosseinabadi & Etemadinezhad, 2018). Professional identity reflects how
nurses perceive the importance of their careers, roles and responsibilities within an organization
as nurses (Rasmussen et al., 2018). Work environment refers to the physical, psychosocial, and
social organizational characteristics of a work setting that promote or restrain professional
nursing practice (Chebor et al., 2014). The relationship between these perceived factors and
job satisfaction have produced varying theoretical and empirical outcomes; especially with the
consideration of potential demographic moderators which have shown varying results based
on location and sample (Baum & Kagan, 2015; Liu et al., 2015).
The nexus among this study’s variables is hinged on Herzberg’s theory (Herzberg, 2003),
initially published in the late 1950s, which identifies elements within a workplace environment
that lead to satisfaction or dissatisfaction. The theory asserts that job satisfaction of employees
is dependent on two categories of factors; motivators and hygiene factors. According to
Herzberg (2003), motivators are intrinsic to the individual and reflect basic human needs for
psychological growth. These factors are instrumental in creating and maintaining strong
positive effects on employees’ job performance and satisfaction (Herzberg, 2003). Job
satisfaction can result when motivating factors such as an opportunity for growth,
advancement, achievement, job recognition, responsibility, and work itself impact an employee
positively (Herzberg, 2003). Hygiene factors are extrinsic factors and include job security and
job status, relationship with subordinates, peers, or supervisor, personal life, company policy,
salary, and work conditions (Herzberg, 2003). These factors act to mitigate feelings of job
dissatisfaction, and if unfulfilled, can lead to extreme job dissatisfaction (Herzberg, 2003;
Herzberg et al., 2010). Motivating factors deal with the job and the tasks associated with it,
while hygiene factors deal with the environment and situation in which the job is performed.
Herzberg’s motivation-hygiene theory provides a framework for understanding how the
variables in this study influence job satisfaction. From this theory, professional identity is a
motivator, while work environment and job stress are considered hygiene factors. Knowledge
of the motivating and hygiene factors from Herzberg’s theory helped identify the extent to
which the work environment, job stress, and professional identity affect job satisfaction among
psychiatric nurses. The Herzberg motivators and hygiene factor constructs were used to explain
the influence of the motivational factors (work environment and job stress) and the hygiene
factor (work environment) on job satisfaction. The outcomes of this study provide theoretical
perspectives on the increasing importance of motivators and hygiene factors for increasing job
satisfaction among employees in the modern era, as supported by several studies (AbuAlRub
et al. 2016; Goh & Lopez, 2016).
Review of Related Studies
Professional Identity and Job Satisfaction
Functioning as a nurse entails more than an organization’s set of activities and skills. It is a part
of the process of socialization, which is the internalization and development of professional
identity (Zarshenas et al., 2014). Professional socialization is fundamental for involving
nursing students in professional practice. Professional socialization is a process whereby an
individual acquires skills, opinions, values, and behaviors needed to meet the professional role
while gaining an identity that presents the characters, knowledge, and abilities of the chosen
Tosin Rabiu-Akewusola & Omonigho Simon Umukoro
67
profession (Brown et al., 2012). The outcome of professional socialization is a professional
identity (Dinmohammadi et al., 2013). The formation of nurses’ professional identities begin
at initiation of education, progresses throughout their clinical practices, and continues to
improve during their professional life (Johnson et al., 2012). According to the National League
of Nursing (NLN, 2014), professional identity is the internalization of core values and norms
recognized as vital to the art and science of nursing. As the nurse progresses in education and
grows in the profession, these core values become self-evident. The nurse adopts these
fundamental values in every aspect of practice while working to promote the ideals of the
nursing profession (NLN, 2014).
Deppoliti (2008) conducted a qualitative study on hospital nurses’ experiences in constructing
their professional identity. She interviewed 16 participants who were in the first 3 years after
graduation from nursing school. Depplotti (2008) guided the study with two questions: How
do nurses think about their occupation and their place in it? What factors do nurses feel to
influence the construction of their professional identity? Deppoliti (2008) identified several
transition points as nurses progressed in establishing their professional identity. These
transition points include finding a niche, adjustment, the conflict of caring, taking the board
examination, becoming a charge nurse, and moving on, but the emphasis was placed more on
a sense of responsibility, the need for continual learning, and perfection. The researcher
stressed that hospital management should provide support for new nurses in identifying their
work setting because a successful fit would impact nurses’ sense of professional identity. She
asserted that professional identity started to form in nursing school through the continuum of
the practice of nursing (Deppoliti, 2008).
Serpil and Filiz (2012) investigated the effect of the professional behavior of nurses on their
job satisfaction. They sampled 531 nurses working in the university, state, and private hospitals
in Turkey. They employed a quantitative methodology adopted a descriptive design to
determine the consequence of the professional behavior of nurses on their job satisfaction. The
results of the study identified that the relationship between job satisfaction and professionalism
was statistically significant. The nurses were motivated by their professionalism, as postulated
in Herzberg’s theory. The findings indicated that the professionalism levels of the nurses
working in the private hospital were higher than those of the nurses working in other hospitals.
Serpil and Filiz (2012) attributed the results of nurses working in the private hospital to their
higher participation in community service, professional organizations, and autonomy that boost
their professional advancement and raises job satisfaction.
Sabancıogullari and Dogan (2015) evaluated the effects of a professional identity educational
program on professional identity, job satisfaction, and burnout levels among two groups (30
study and 33 control groups) of registered nurses working in a university hospital using a quasi‐
experimental design. Burnout levels significantly decreased in the study group while those of
the control group increased, and there was no significant difference in nurses’ job satisfaction.
They indicated that the program had a positive impact on the professional identity of nurses in
the study group compared to that of the control group. The study was limited by the small
sample size and location of one hospital. The researchers suggested the application of the
program to a different sample size of nurses in other hospitals and re-evaluate the efficiency of
the program.
In Egypt, Hassan and Elhosany (2017) evaluated the nature of professional identity and its
relationship with turnover intention among 457 staff nurses at two sectorial hospitals. Staff
nurses working at Suez Canal University Hospital had a higher professional identity than those
Tosin Rabiu-Akewusola & Omonigho Simon Umukoro
68
working at Shubra General Hospital. The turnover intention among staff nurses at Shubra
General Hospital was higher than those at the Suez Canal University Hospital. The study
showed significant positive correlations between professional identity and staff nurses’ age and
years of experience, significant negative correlations between turnover intention and staff
nurses’ age, and years of experience. Also, there was a statistically significant negative
correlation between professional identity and turnover intention among staff nurses in both
study settings. This finding was consistent with Sabanciogullari and Dogan (2015), who
inferred that intention to leave the job was higher among the nurses with low professional
identity. Hassan and Elhosany (2017) recommended assessing factors affecting staff nurses’
professional identity and contributing to nurses’ turnover intention in future studies.
Work Environment and Job Satisfaction
Researchers refer to the work environment as working conditions or practice environment
(Agbozo et al., 2017; Lake & Friese, 2006). Work environment refers to the physical,
psychological, and social elements of a workplace that would affect employees’ output
performance positively or negatively (Agbozo et al., 2017). The physical work environment
could be defined in terms of the physical or tangibles at the setting where the job takes place,
such as machinery, office layout, temperature, ventilation, and lighting, which can influence
the level and quality of social interaction among employees (Agbozo et al., 2017). The
psychological work environment referred to the mental activities that an employee experiences
during working hours, such as stress cooperation and conflict. The social work environment
deals with relationships in job settings. It includes communication styles and the relationship
between superiors and subordinates. Aiken et al. (2009) attributed a supportive work
environment to organizational components such as adequate staffing, adaptable scheduling,
and supportive leadership that promote nurses to provide professional practice. The nursing
work environment is a component of a work setting that promotes or limits the nursing practice
(Lake & Friese, 2006). Studies have identified nurses’ work environment as a critical
organizational factor with a stronger relationship with job satisfaction than any other
organizational or personal factor (Agbozo et al., 2017; Mari et al., 2018; Raziq & Maulabakhsh,
2015).
AbuAlRub et al. (2016) studied the relationships between work environment, job satisfaction,
and intention to stay at work among 330 hospital nurses in underserved areas in Jordan. The
researchers found that a positive and significant correlation between intention to stay and work
environment ; a weak, but positive significant correlation between nurses' job satisfaction and
nurses' intention to stay at work; and strong positive correlation between job satisfaction and
work environment. In contrast with Herzberg’s findings that the fulfillment of hygiene factors
does not make employees satisfied or motivated in the workplace. Housing provision for nurses
was identified as a vital aspect of the work environment that predicted satisfaction among
nurses. They concluded that a supportive work environment is important for nurses who work
in an underserved area. The study was limited by using a convenience sample, which confines
the generalizability of the results and subjective measure of variables of the study. The
researchers suggested further studies to explore other variables that positively or negatively
affect the level of intention to stay at work.
In another study, Goh and Lopez (2016) explored the relationship between job satisfaction,
work environment, intentions to leave, and the predictors of their intentions to leave among
495 migrant nurses working in a tertiary public‐funded hospital in Singapore. The researchers
found that job satisfaction was high but there was a negative correlation between job
Tosin Rabiu-Akewusola & Omonigho Simon Umukoro
69
satisfaction and each of the domains of work environment scale: nurse participation in hospital
affairs, quality of care, nurse manager ability, staffing adequacy, nurse-physician relationship
and nursing information technology. This finding agreed with Herzberg’s, in that work
environment is a hygiene factor and do not always lead an employee to feel satisfied with their
job.
Using a quantitative descriptive cross‐sectional survey design, Hamdan et al. (2017) examined
the associations among the nursing work environment, nurse job satisfaction, and intent to stay
for 650 nurses who worked on inpatient units in three different types of hospitals in Jordan.
The result indicated a positive association between nurses’ job satisfaction and the nursing
work environment. The hospital and unit types were both significantly associated with nurses’
job satisfaction. Hamdan et al. (2017) findings were consistent with the previous study by
Aiken et al. (2009). They showed a positive relationship between healthy work environments
and job satisfaction. Both findings are striking. Based on the assumption of Herzberg’s work
environment is not a motivator, but when it is lacking, it can hinder accomplishing job
satisfaction.
Job Stress and Job Satisfaction
Job stress is the relationship between an individual and the environment as assessed by the
person as exceeding or compromising to his or her resources and well-being (Lazarus &
Folkman, 1984). When employees are subjected to stressors such as poor working
relationships, high workload, lack of support, or positive feedback from supervisors, a
characteristic syndrome of physical reactions would occur (Yadav et al., 2017). The stress
response could be physical, psychological, emotional, or spiritual. Job stressed individuals are
likely to have higher job dissatisfaction (Yadav et al., 2017). Psychiatric nurses have a unique
working environment that includes locked ward entrances, and they become exposed to stress
due to the sensitive nature of their profession (Ghanei-Gheshlagh et al., 2017; Yada et al.,
2015). The complexities of the role performed by nurses, along with organizational factors
within the work environment, lead to low levels of job satisfaction (Hayes et al., 2015).
Empowering and encouraging work environments to enhance levels of job satisfaction and
decrease job stress in nurses (Hayes et al., 2015; Wang et al., 2015).
Tao et al. (2018) used a descriptive cross-sectional design to examine the correlation between
work stress and job satisfaction among 969 community health nurses in Southwest of China.
The study findings revealed a moderate significant negative correlation between work stress
and job satisfaction; such correlations were also significant for work stress-related factors
suggesting that higher work stress leads to lower job satisfaction. Based on Herzberg’s, work
stress is a hygiene factor and does not lead to satisfaction, but if is absent or barely available;
it leads to dissatisfaction. Among work stress domains, Tao et al. (2018) identified professional
and career advancement, work environment and resources, management and interpersonal
relationships, and workload and work duration as significant contributors for job satisfaction.
Similarly, Nam et al. (2016) conducted a quantitative, cross-sectional survey to investigate the
effects of job stress and job satisfaction among 59 health-workers in endoscopy units in Korea.
Job stress differed across job positions, with nurses showing significantly higher levels of stress
compared to doctors. They found a negative correlation between job stress and job satisfaction.
The most important stressors in the endoscopy unit were identified as job demand, insufficient
job control, and job insecurity (Nam et al., 2016).
Tosin Rabiu-Akewusola & Omonigho Simon Umukoro
70
Using a quantitative, cross-sectional study, Hosseinabadi and Etemadinezhad (2018) examined
the level of job satisfaction and its relation to perceived job stress among 406 female nurses
employed in six hospitals in Babol in which they found a significant relationship between the
dimensions of job stress such as control, relationships and changes with job satisfaction.
Similarly, Ella et al. (2016) conducted a quantitative, cross-sectional descriptive study to
examine the impact of job stress on nurses‟ job satisfaction among 115 nurses in a teaching
hospital. The finding revealed that a significant relationship existed between job stress and job
satisfaction. Organizational factors such as workload and physical work environment are
sources of job stress and are negatively related to job satisfaction. As theorized by Herzberg,
the work environment, a hygiene factor by itself, cannot create job satisfaction. Job stress can
therefore determine nurses’ job satisfaction in a hospital (Ella et al., 2016).
Salam (2016) examined the prevalence of job stress and job satisfaction and their predictors
among 626 healthcare professionals from two hospitals in Saudi Arabia. This quantitative,
cross-sectional correlational used a survey to evaluate sources of job stress and job satisfaction
on the job using a four-point Likert-type scale. Results from this study indicated the overall
prevalence of job stress to be 66.2% and a high rate of job satisfaction (97.0%) among the
sampled health care professionals. The study identified several predictors of job stress, such as
working on weekends, not getting free time compensation, feeling under pressure to meet
deadlines (Salam, 2016). However, there was no statistically significant correlation between
job stress scores and job satisfaction scores. According to Herzberg, job stress is a hygiene
factor. The presence of hygiene factors to the satisfaction of the employee did not motivate,
but its absence resulted in dissatisfaction. Salam (2016) identified some potential factors areas
the hospital administrators could change to reduce stress levels among healthcare workers.
Hypotheses
The following hypotheses were formulated to guide the direction of the study
Hi: One or more of the possible predictor variables (work environment, job
stress, and professional identity) will significantly influence job satisfaction
among the study participants
Hi: Job experience will significantly moderate the relationship between
significant predictor variables and job satisfaction among the study participants
Methods
Design and Sampling
The study employed a descriptive cross-sectional design in which data was obtained via an
online survey. A combination of purposive sampling and snowballing techniques were used in
reaching study participants. A web link for the survey instrument was sent to an online forum
for Nigerian professional nurses in the United States. Instructions on the eligibility criteria for
participation and informed consent were indicated. Participants were also implored to share the
web link to individuals or groups within their circle who meet the eligibility criteria of being
nurses in psychiatric settings.
Participants
The target population for the study was made up of registered Nigerian nurses working in
inpatient psychiatric hospitals in the United States. The sample size for this study comprised
Tosin Rabiu-Akewusola & Omonigho Simon Umukoro
71
109 nursing participants. Majority (89%) of the participants were within ages 31 – 60 years (M
= 44.16, SD = 5.29). Further results showed that thirty two percent (32.0%) of the participants
had Bachelor Prep RN as their highest educational, with 6.4% having Diploma RN and 1.8%
having PhD RN. The least nursing experience (below 5 years) was reported by 11.0% of the
participants while the highest nursing experience (above 20 years) was reported by 20.2 of the
participants. Finally, it was observed that 49.5% of the participants were specialists in Acute
Adult nursing units while 7.3% were in Adult Detox nursing units
Measures
Job satisfaction was measured using an additive index based on participants’ responses to two
questions: “Considering everything, how satisfied are you with your job?” and “Considering
everything, how satisfied are you with your organization?” (Wang & Brower, 2019). A five-
point Likert scale was used, with scores ranging from 1 (very dissatisfied) to 5 (dissatisfied).
Previous studies have used these questions for measuring job satisfaction (Oberfield, 2014;
Trottie et al., 2008; Wang & Brower, 2019). The index has been shown to demonstrate content
validity for job satisfaction since it includes two elements that, taken together, provide a broad
perspective of employee satisfaction and also have comparatively internal reliability
(Cronbach’s alpha = 0.88; Wang & Brower, 2019).
Work environment was measured using the Practice Environment Scale-Nursing Work Index
(PES-NWI). Lake (2002) developed the 31-item index from the Nursing Work Index (NWI) as
a concise tool for measuring the nurse work environment. PES-NWI consists of a four-point
Likert scale ordering from 1 (strongly agree) to 4 (strongly disagree). The PES-NWI has been
used to assess numerous clinical practice settings such as intensive care units, cardiac,
orthopedic, and neurologic telemetry units, inpatient psychiatric settings (Hanrahan, 2007).
The internal consistency coefficients (Cronbach’s alphas) for these subscales range from .71 to
.84, and intraclass correlation coefficients were between .86 and .97 (Lake, 2002).
Nurses’ perceived professional identity was measured using the Nurses Professional Values
Scale-3. The NPVS-3 was derived from the American Nurses Association Code to measure
professional values (Weis & Schank, 2017). The NPVS-3 is a 28-item instrument, across a
three-factor structure, with a five-item Likert scale format, ranging from 1 (not essential) to
5 (most important). The three factors include caring, activism, and professionalism. The
concept of caring focuses on the dedication to the patient, family, society, association, or state.
Activism emphasizes the role of the profession in developing public policy, professional efforts
in advancing global health, decreasing health inequalities, supporting nursing organizations.
Professionalism reflects the duty for the work environment, personal and professional growth,
leadership in advancing health, accountability, and obligation for the practice (Weis & Schank,
2017). Cronbach’s alpha was used to establish a reliability coefficient of .94 for the total scale
(Weis & Schank, 2017).
Job stress was measured using the Psychiatric Nurse Job Stressor Scale (PNJSS). The PNJSS
consists of a five-point Likert scale ranging from 0 (never) to 4 (always). The PNJSS measured
job stress using 22 items across a four-factor structure, of which nine statements are positive,
and the remaining 13 statements were negative. Negative statements scoring was reversed
(Yada et al., 2011). The first factor measured psychiatric nursing ability with items related to
practical ability, knowledge, and attitude about psychiatric nursing. The second factor
measured the attitude of patients toward psychiatric nurses. The third factor consisted of items
related to attitudes towards nursing among medical workers. The fourth factor contains items
related to communication with patients and patients’ families. The PNJSS has established
Tosin Rabiu-Akewusola & Omonigho Simon Umukoro
72
reliability coefficients (0.675 to 0.869) and validity, and it is useful for evaluating psychiatric
nurse job stressors (Yada et al., 2011).
Data Analysis
IBM SPSS v25 was used for the data analysis. Data obtained from the participants were input
and coded accordingly. Incomplete data were removed and treated as missing data. For data
having less than 5% of missing responses, estimates were used based on the sample mean for
continuous variables and the modal value for nominal variables. Statistical techniques used
included percentage frequency distribution and multiple regression analysis.
Results
Statistical Assumptions for Multiple Regression
The three regression assumption plots supporting the model was sought. First, the frequency
histogram of the regression residuals showed a marked normal distribution, which is ideal.
Second, the normal P-P plot of the regression standardized residuals are clustered near the
diagonal line, which is ideal. Third, the scatterplot of the regression standardized residuals
against the regression standardized predicted value did not display an equal scatter of points
across the four quadrants, which is not ideal. Taken together, 2 of the 3 assumptions for
multiple regression for this model were met, so results interpretations may yield high levels of
external validity, albeit with a measure of caution
Tosin Rabiu-Akewusola & Omonigho Simon Umukoro
73
Figure 1: Regression Assumption Plots (Authors’ Data Analysis, 2019)
Hypotheses Testing
The first hypothesis posited that at least one of the possible three predictor variables (work
environment, job stress, and professional identity) allows for the prediction of job satisfaction
among the study participants. This hypothesis was tested using multiple regression analysis.
Results are presented in Table 1
Tosin Rabiu-Akewusola & Omonigho Simon Umukoro
74
Table 1: Summary of multiple regression showing joint and independent influence of
the predictor variables on job satisfaction
Predictors
R
R2
F
Sig.
Β
t
Sig.
Work Environment
.460
4.314
.000
Professional Identity
.476
.227
8.304
.000
-.158
-1.629
.107
Job Stress
-.122
-1.154
.252
Dependent Variable: Job Satisfaction
Results from Table 1 show that work environment, professional identity and job stress had a
significant joint predictive influence on job satisfaction [F(3, 95)=8.304; p<.05] and accounted
for a significant variance of 22.7%. Further results showed that work environment (β=.460;
p<.05) emerged as a significant positive independent predictor of job satisfaction; while
professional identity (β=-.158; p>.05) and job stress (β=-.122; p>.05) did not emerge as
significant independent predictors of job satisfaction. Based on the results obtained, the
alternate hypothesis stated is accepted.
The second hypothesis sought to establish a significant moderating effect of job experience in
the relationship between job satisfaction and the predictor variables among registered Nigerian
psychiatric nurses in the study area. This hypothesis was tested using multiple regression
analysis via PROCESS macro which analyzes direct and conditional effects of moderators in a
model. Results are presented in Table 2
Table 2: Regression model showing moderation effects of work experience on the
relationship between work environment and job satisfaction
95%CI
Β
SE
T
P
LLCI
ULCI
Constant
8.6439
2.9684
2.9120
<.05
2.7439
14.5440
Work Environment (A)
2.0074
.0320
1.2312
<.05
-.0710
.0562
Job Experience (B)
-.0908
1.9475
-.5870
>.05
-6.9618
.7801
A x B (Interaction Term)
.0314
.0211
.4858
>.05
-.0106
.0735
DV: Job Satisfaction
Model Summary: R=.3905, R2=.1525, F(3, 87)=5.2183; p<.05
∆R2 due to interaction: ∆R2=.0215, F(1, 87)=2.2076; p>.05
Table 2 presents output of a multiple regression model showing moderation effects of work
experience on the relationship between work environment and job satisfaction. Results from
the table show that the interaction terms produced a non-significant effect (β=.0314; p>.05)
and accounted for an insignificant change (∆R2=.0215; F(1, 87)=2.2076; p>.05) of 2.1% in job
satisfaction among the study participants. The results imply that job experience did not
moderate the relationship between work environment and job satisfaction. Based on the results
obtained, the alternate hypothesis stated is rejected.
Tosin Rabiu-Akewusola & Omonigho Simon Umukoro
75
Conclusion
Discussion of Findings
Guided by the first research hypothesis, it was found that the overall predictive value of the
work environment, job stress and professional identity was significant and accounted for 22.7%
of the variance in job satisfaction among the population under study. However, only work
environment emerged with a significant beta weight as a positive independent predictor of job
satisfaction. In lay terms, the result implies that nurses whose work environment is perceived
as conducive are more likely to report higher levels satisfaction with their jobs in inpatient
psychiatric hospitals. The justification for this result may stem from the flexibility in being able
to modify workplace environments to suit nurses’ individual preferences. Therefore, unlike
some other workplace motivators which are rigid, nurses’ level of job satisfaction may easily
be swayed by unexpected changes in workplace aesthetics, ergonomics, culture, schedules,
staffing, equipment etc. This assertion alludes to the importance of considering the role of
workplace environment as an intervention for reducing lethargy at work and increasing job
satisfaction in the nursing profession. A quality work environment is fundamental to keep
workers happy with their various tasks. As a service oriented organization, creating an
enabling environment for nurses is a lead to requisite bottom lines.
In line with the results obtained in this study, various scholarly contributions have
acknowledged the importance of the work environment as one of the most crucial factors
which influence the level of satisfaction as well as motivation of its employees. According
to Strong, et al (1999), social, organizational and physical factors are impetus for task and
activity which consequently impact the performance of workers’. The utmost significant
empirical evidence which indicates the deteriorating working conditions of an organization
has to do with the truncated job satisfaction rate (Sarode & Shirsath, 2014). Wang et al.
(2015) found a significant strong positive correlation between job satisfaction and the nursing
practice environment. Similarly, Albashayreh et al. (2019) found a positive correlation existed
between work environment and job satisfaction among 454 hospital nurses from Oman.
Intention to stay on a job, which is an index for job satisfaction, also emerged as a positive
correlate of work environment among Jordan hospital nurses in AbuAlRub et al.’s (2016)
study. In other studies by Hamdan et al. (2017) and Aiken et al. (2008), in which the
associations of work environment and job satisfaction were examined among nurses, results
indicated a positive association between nurses’ job satisfaction and the nursing work
environment.
The second research question sought to examine the moderating effect of work experience in
the association of work environment and job satisfaction among nurses working in inpatient
psychiatric hospitals. Results of the analysis however negated the hypothesis which implied
that job experience did not have a moderating role to play within the model. In lay terms, the
study outcomes mean that, irrespective of the length of experience on the job as reported by
nurses, the predictive status of work environment on job satisfaction remained unchanged. In
relation to the result obtained from the previous research question, the plausibility of this
outcome stems from the fact that nurses’ appreciation of changes in work environment is not a
function of how long they have spent on the job. Moreover, changes in work environment,
whether instantaneous or long term, are equally appreciated at the time of occurrence.
Contrasting findings have however been obtained from the literature, showing the importance
of work experience on job satisfaction and other related indices. For instance, Wright and Kim
(2004) found that job experiences was significant in predicting job satisfaction. Similarly,
Tosin Rabiu-Akewusola & Omonigho Simon Umukoro
76
Dawal and Taha (2006) highlighted the significant influence of selected demographic factors,
including work experience, on job satisfaction. Both of the studies cited however focused on
job experience as a measure of quality while the current study measured job experience as a
nominal variable. This disparity in measures of job experience may account for some of the
contrasting results.
Recommendations
In boosting levels of job satisfaction among employees, management of various organizations
have often focused on increasing financial remunerations and introducing financial rewards as
motivational factors. However, outcomes of this study have revealed the importance of work
environment in boosting job satisfaction. This implies that more creative strategies in
stimulating the work environment beyond financial related factors should be examined via
practical avenues to make nursing staff happy with their jobs. Therefore the study outcomes
should serve as a model for the management of nursing institutions in Nigeria to implement
policies that promote a work environment that is cognitively stimulating, physically attractive
and mutually harmonious in order to boost job satisfaction levels in the nursing profession.
Further outcomes of this study have also shown that job satisfaction is equally important among
entry level nursing staff and their more experienced counterparts; therefore discriminant
polices based on work experience among nurses should be avoided in the pursuit of job
satisfaction among nursing staff.
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