fi' wwgv‘v 3 - ”A. . .4 ..... - v yL.‘ . -J'Y’A“ ... . .. an a.” y '61“ u... a. .w v u 33' 933 ml- . ,i '1 ‘3 31. Bin“ 5“ n .; .1.“ - ,1 1‘35 . ’1:~ -1 1.4.7”: «in: 4 I'm-nu «be! « ....-.....- - W'— -2? v 1..-... 1 nun”. - -1» . a w. 11. Hi, «*4. MIICH IGAN STATE IIIII II IIZIII IIIIIIIIIIIIIIIIIIIIIIIIIIII 301565 5032 LIBRARY Michigan State Universlty This is to certify that the dissertation entitled A Comparative Study of Job Satisfaction Between Registered and Practical Female Nurses in Jordan presented by Salah Hamdan Al-Louzi has been accepted towards fulfillment of the requirements for Ph . D . degree in Sociology /’ {1/ [/25 (“y/LL! J jfvl/M Ma jOl‘ professor Date December 20, 1996 012771 MS U is an Affirmative Action/Equal Opportunity Institution PLACE It RETURN BOX to mnovo this checkout from your record. TO AVOID FINES Mum on or More data duo. DATE DUE DATE DUE DATE DUE MSU to An Affirmative Action/Equal Opportunity lnotttwon Wain-9.1 A COMPARATIVE STUDY OF JOB SATISFACTION BETWEEN REGISTERED AND PRACTICAL FEMALE NURSES IN JORDAN BY Salah Hamdan Al-Louzi A DISSERTATION Submitted to Michigan State University in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY Department of Sociology 1996 '1 b" l..‘ l: 1 I 5‘. n1» ABSTRACT A COMPARATIVE STUDY OF JOB SATISFACTION BETWEEN REGISTERED AND PRACTICAL FEMALE NURSES IN JORDAN BY Salah Hamdan Al-Louzi This research is a comparative study of job satisfaction between. registered. and. practical Jordanian female nurses working at the Jordan University Hospital. A systematic stratified random sample was used in which 179 cases were interviewed (98 registered and 81 practical) with an overall response rate of 96.8%u Necessary data.were gathered by means of an interview. Outputs from the questionnaire were analyzed by using the SPSS software. For all analysis, the level of significance was set at alpha = 0.05 level. All research hypotheses, except one part of one hypothesis, were rejected. Indeed, nurses ranked autonomy as the most important and. pay as the least important job component to their job satisfaction. Moreover, nurses were most satisfied with the professional status component and least satisfied with the organizational policies component of their job. The mean of the overall job satisfaction was generally low (3.71 for the whole sample, 3.77 for practical, and 3.66 for registered.nurses). In fact, possible values for the means of job satisfaction range from 1 to 7). The relationship between each of the independent variables of education, salary, age, marital status, and motherhood of preschoolers, and between job satisfaction was examined, in which differences were not significant. Regression analysis of job satisfaction on some dummy variables were also discussed in which the nursing rank; registered or practical, was generally not significant when controlling for other variables. Among respondents, 24% reported experiencing one or more previous nursing jobs. The period length of the previous nursing job was less than one year in most cases. Low salary was the most common cause to quit the last nursing job. The strongest factors that led nurses to study nursing included own will, low GPA, own will combined with encouragement, and encouragement from other sources. Most common sources of encouragement included family, friends, and relatives. Three case studies regarding how nurses dealt with home and work responsibilities were discussed. Other conclusions, recommendations, and notes for future research were presented. Copyright by SALAH HAMDAN A1 -LOUZI 1996 To my mother who passed away while I was working on this dissertation F.- V.- I sci I». ‘31 (I: ‘x 5| ACKNOWLEDGMENTS Special thanks go to my advisor, Dr. Clifford Broman, for his valuable feedback and patience. I also thank my other committee members for their guidance and support, Dr. Harry Perlstadt, Dr. Rita Gallin, and Dr. Chris Vanderpool. I am grateful to my wife Fatima, my son Hamza, and my daughter Noor who shared with me all the good and bad times while working on this dissertation. My acknowledgements also go to Dr. Ahmad Shawky for his valuable feedback, as well as all nurses working at the Jordan University Hospital who provided the necessary data for this study including.Ali Al-Smadi, R.N., Ibraheem.Al-Faouri, R.N., Hussein Katooa, R.N., and Intisar Al-Siroji, P.N. vi TABLE OF CONTENTS TITLE PAGE LIST OF TABLES ..................................... ix 1.0. CHAPTER ONE INTRODUCTION AND THEORETICAL FRAMEWORK .............. 1 1.1. SETTING ........................................... 2 1.2. JORDAN: HEALTH SERVICES AND DEMOGRAPHIC INFORMATION ........................... 4 1.3. THEORETICAL FRAMEWORK ............................. 8 1.4. SOME CONCLUDING REMARKS ABOUT PREVIOUS RESEARCH ................................ 29 1.5. STATEMENT OF THE PROBLEM ......................... 30 1.6. RESEARCH HYPOTHESES .............................. 31 1.7. DERIVING RESEARCH HYPOTHESES FROM PREVIOUS LITERATURE ......................... 32 2.0. CHAPTER TWO RESEARCH OPERATIONALIZATIONS AND METHODOLOGY ....... 38 2.1. SUBJECTS ......................................... 38 2.2. PROCEDURES ....................................... 39 2.3. INSTRUMENTATION .................................. 46 2.4. DEFINING JOB SATISFACTION ........................ 53 2.5. STATISTICAL ANALYSIS ............................. 56 3.0. CHAPTER THREE FINDINGS OF THE STUDY .............................. 61 3.1. SAMPLE'S SOCIAL AND DEMOGRAPHIC CHARACTERISTICS ................................. 61 3.2. JOB SATISFACTION WITH DIFFERENT STATEMENTS OF EACH COMPONENT ............................... 88 3.3. RANKING THE MOST AND LEAST IMPORTANT JOB COMPONENTS TO NURSES' JOB SATISFACTION ......... 102 3.4. NURSES' SATISFACTION WITH DIFFERENT JOB COMPONENTS AND THEIR OVERALL JOB SATISFACTION ................................... 105 vii COMPARING RANKINGS OF PAIRED COMPARISONS WITH RANKINGS OF LEVEL OF SATISFACTION.. ...... 109 THE RELATIONSHIP BETWEEN SOME DEMOGRAPHIC CHARACTERISTICS OF RESPONDENTS AND THEIR JOB SATISFACTION ............................... 112 QUITTING PREVIOUS NURSING JOBS ................. 129 REASONS FOR STUDYING NURSING ................... 136 THREE CASE STUDIES: DEALING WITH HOME AND WORK RESPONSIBILITIES ...................... 139 . REGRESSION OF JOB SATISFACTION ON SOME DEMOGRAPHIC VARIABLES AND NURSING RANK ......... 145 .0. CHAPTER FOUR RESEARCH CONCLUSIONS .............................. 147 4.1. FINDINGS OF THE STUDY ........................... 147 4.2. LIMITATIONS OF THE STUDY ........................ 154 4.3. DIFFICULTIES OF THE STUDY ....................... 155 4.4. IMPORTANCE OF THE STUDY ......................... 155 4.5. SOME LIMITATIONS OF THE INDEX OF WORK SATISFACTION ............................ 156 4.6. NOTES FOR FURTHER FUTURE RESEARCH ............... 156 4.7. TOWARDS.A THEORY OF JOB SATISFACTION AMONG JORDANIAN NURSES .......................... 157 .0. LIST OF REFERENCES 5.1. 5.2. REFERENCES IN ARABIC ............................ 161 REFERENCES IN ENGLISH ........................... 161 .0. APPENDICES 6.1. 6.2. 6.3. 6.4. 6.5. APPENDIX A INTRODUCTORY STATEMENT .......................... 169 APPENDIX B RESEARCH QUESTIONNAIRE .......................... 171 APPENDIX C DIRECTION OF SCORING OF STATEMENTS OF THE ATTITUDES PART OF THE INDEX OF WORK SATISFACTION ............................ 180 APPENDIX D: CONTROL STATEMENTS AS APPEARED IN ROTTR (1966) AND AS APPEARED IN RESEARCH QUESTIONNAIRE ................................... 185 APPENDIX E: CORRELATION MATRIX FOR STATEMENTS OF EACH COMPONENT OF JOB SATISFACTION ................... 186 viii I'li 13 14 15 IE LIST OF TABLES # Title of Table Page 1 The Distribution of the Human Labor Force at the Jordan University Hospital ......................... 3 2 The Distribution of Nurses Working at the Jordan University Hospital by Nursing Category and Gender ..... 39 3 Response Rate among Respondents ........................ 4 6 4 The Distribution of Registered and Practical Nurses by Working Department/unit ............................. 63 5 The Distribution of Registered and Practical Nurses by Type of Current Employment ................... 65 6 The Distribution of Registered and Practical Nurses by whether Passed or not the Probationary Period ....... 66 7 Comparing the Distribution of Registered and Practical Nurses by Current Work Shift ................. 68 8 Comparing the Distributions of Registered and Practical Nurses by Most Preferred Work Shift .......... 69 9 The Distribution of Registered and Practical Nurses by Age .......................................... 71 10 The Distribution of Registered and Practical Nurses by Religion ........................... 72 11 The Distribution of Registered and Practical Nurses by Length of Time of all Nursing Work Experience ............................ 73 12 The Distribution of Registered and Practical Nurses by Length of Time of Nursing Work Experience at Current Hospital ......................... 75 13 The Distribution of Registered and Practical Nurses by Monthly Salary in Jordanian Dinars ........... 77 14 The Distribution of Registered and Practical Nurses by Whether Salary is or is not the Only Income ......... 79 15 The Distribution of Registered and Practical Nurses by the Way Salaries are Spent on ................ 80 16 The Distribution of Registered and Practical Nurses by the Extent to Which their Monthly Salary Covers Basic Needs .............................. 81 17 The Distribution of Registered and Practical Nurses by Marital Status ............................... 82 18 The Distribution of Registered and Practical Nurses by Motherhood of Preschool Children ............. 83 ix pp. a4 19 The Distribution of Registered and Practical Nurses by Number of Preschool Children ................. 84 20 The Distribution of Registered and Practical Nurses by Care Providers to their Pre-school Children While Working at the Hospital ................. 86 21:A The Distribution of Registered and Practical Nurses by their Satisfaction with Different Statements of the Pay Component of their Job ........... 89 21:8 Analysis of Variance for the Mean of Job Satisfaction with the Pay Component by Nursing Rank ........................................ 90 22:A The Distribution of Registered and Practical Nurses by their Satisfaction with Different Statements of the Professional Status Component of their Job ................................. 91 22:8 Analysis of Variance for the Mean of Job Satisfaction with the Professional Status Component by Nursing Rank ....................... 91 23:A The Distribution of Registered and Practical Nurses by their Satisfaction with Different Statements of the Interaction Component of their Job ........................................... 93 23:8 Analysis of Variance for the Mean of Job Satisfaction with the Interaction Component by Nursing Rank .............................. 93 24:A The Distribution of Registered and Practical Nurses by their Satisfaction with Different Statements of the Task Requirements Component of their Job ........................................... 94 24:8 Analysis of Variance for the Mean of Job Satisfaction with the Task Requirements Component by Nursing Rank .............................. 95 25:A The Distribution of Registered and Practical Nurses by their Satisfaction with Different Statements of the Organizational Policies Component of their Job ................................. 96 25:8 Analysis of Variance for the Mean of Job Satisfaction with the Organizational Policies Component by Nursing Rank .............................. 9 7 26:A The Distribution of Registered and Practical Nursesgby their Satisfaction with Different Statements of the Autonomy Component of their Job .................................................... 98 26:8 Analysis of Variance for the Mean of Job Satisfaction with the Autonomy Component by Nursing Rank ........................................ 99 27:A The Distribution of Registered and Practical Nurses by their Satisfaction with Different Statements of the Control Component of their Job ................................................... 100 27:8 Analysis of Variance for the Mean of Job Satisfaction.with the Control Component X :d :a rho W..- at! ac guy A: C: «(a \(u .3 «Id 3 «(a fit.- fitu ~43 28 29 30 31 32 33 34 35: 35: 36 37 37 38 38 39 39 40 41 42 43 44 45 46 47 48 49 by Nursing Rank ....................................... 101 Ranking the Importance of Different Job Components to Nurses' Job Satisfaction as Reported by Nurses .................................... 102 Ranking the Importance of Different Job Components to Nurses’ Job Satisfaction as Indicated by Registered and Practical Nurses .......... 104 Nurses' Satisfaction with Different Components of their Job ............................... 105 Registered Nurses' Satisfaction with Different Components of their Job ..................... 106 Practical Nurses' Satisfaction with Different Components of their Job ............................... 107 Comparing Nurses' Rankings of Paired Comparisons with Rankings of their Level of Satisfaction ....................................... 110 Comparing Registered and Practical Nurses Rankings of Paired Comparisons with Rankings of their Level of Satisfaction ........................ 111 A The Distribution of Job Satisfaction among Nurses by Latest Educational Level Achieved in Nursing ............................................ 112 8 The Distribution of Job Satisfaction among Registered and Practical Nurses by Latest Educational Level Achieved in Nursing ................. 114 Job Satisfaction among Practical Nurses by LatestEducationalLevelAchieved ..................... 115 :A Nurses' Job Satisfaction by Monthly Salary ............ 116 :8 Nurses' Job Satisfaction by Monthly Salary ............ 117 :A Job Satisfaction among Registered Nurses by Monthly Salary ..................................... 117 :8 Job Satisfaction among Registered Nurses by Monthly Salary ..................................... 118 :A Job Satisfaction among Practical Nurses by Monthly Salary ..................................... 119 :8 Job Satisfaction among Practical Nurses by Monthly Salary ..................................... 120 Nurses’ Job Satisfaction by Age ....................... 121 Job Satisfaction among Registered Nurses by Age ....... 122 Job Satisfaction among Practical Nurses by Age ........ 123 Job Satisfaction among Nurses by Marital Status ....... 124 Job Satisfaction among Registered Nurses by Marital Status ..................................... 125 Job Satisfaction among Practical Nurses by Marital Status ..................................... 126 Job Satisfaction among Nurses by Motherhood of Preschool Children .................................... 127 Job Satisfaction among Registered Nurses by Motherhood of Preschool Children ................... 128 Job Satisfaction among Practical Nurses by Motherhood of Preschool Children ................... 128 The Distribution of Registered and xi Pu J :4 re. .na 50 51 52 53 54 55 56 Practical Nurses Nursing WOrk Experience ............................... 130 The Distribution Nurses by Number Nursing Jobs ..... The Distribution Nurses by Period Work Experience.. The Distribution Nurses by Nature of Previous Nursing Job .............. 133 The Distribution by their Previous of Registered and Practical of Previously Experienced ..................................... 130 of Registered and Practical Length of Previous Nursing ..................................... 131 of Registered and Practical of Registered and Practical Nurses by Strongest Cause for Quitting the Last Nursing Job. ..................................... 134 The Distribution of Registered and Practical Nurses by the Strongest Reason for Studying Nursing .................................. 136 The Distribution of Registered and Practical Nurses by Source of Encouragement to Study Nursing .......... ..................................... 138 Regression of Different Components of Job Satisfaction and Overall Job Satisfaction on Some Characteristics of Respondents ................... 146 xii CHAPTER ONE INTRODUCTION AND THEORETICAL FRAMEWORK This research proposal represents a comparative study of job satisfaction between registered and practical female nurses working at the Jordan university Hospital in Jordan. Interviews with female nurses working at the Jordan University Hospital provided the necessary data for this study. This chapter covers seven sections. The first section on setting provides a brief description of the community of the study. The second section provides a brief description of the development of health services as well as some current demographic data related to health status in Jordan. The third section presents major propositions and findings of previous theoretical and practical research on the subject of job satisfaction, mainly that among nurses. The fourth section presents major propositions and findings of previous theoretical and practical research on the- subject of job satisfaction. This section also includes the most critical factors in studying job satisfaction among nurses. The fifth section of this chapter deals with major questions that this research attempts to answer. The sixth section introduces research hypotheses which.this research.attempts to test. 'The final section in this chapter discusses how each of the research -hypotheses is derived from previous research literature about job satisfaction, mainly that among nurses. 1.1. SETTING Data for this study were gathered from both registered and practical female nurses working at the Jordan University Hospital. The hospital is located on a small hill in Al- Jubeiha, one of the northern suburbs of the Jordanian capital, Amman. The Jordan University Hospital is considered to be one of the largest and best equipped hospitals in Jordan with a wide variety of specializations, compared to other Jordanian hospitals. In January 1973, as indicated by the Jordan University Hospital, Public Relations Department (1986) , the hospital was inaugurated under the name of Amman Civil Hospital. The hospital was designed to serve as the major referral hospital for both the Jordanian Ministry of Health and the private sectoru The hospital was attached to the University of Jordan by a Royal Decree in July 1975. As a result, the hospital had been known as the Jordan University Hospital since then (in some early publications, the name of the hospital appeared as the university of Jordan Hospital. In all recently observed publications and paperwork of the hospital, the name of the hospital appeared.as the Jordan University Hospital. For this reason, as well as to be systematic, the name of the hospital throughout this study is referred to as the "Jordan University Hospital"). The hospital has many purposes. These include: providing a high quality medical care to Jordanian and other Arab 3 communities,- the training of medical, dental and nursing students; and reviewing community disease problems and conducting research to achieve possible methods for their prevention, control, and treatment (Jordan University Hospital: Public Relations Department, 1986). Table (1) illustrates the distribution of the human labor force at the Jordan University Hospital in some selected years from 1982 till 1994. Table (1) The Distribution of the Human Labor Force at the Jordan University Hospital* m 2 4 9 4 Specialists 62 68 75 77 75 76 94 Residents 87 100 107 119 120 124 139 Interns 53 43 50 59 52 24 36 Registered nurses 206 257 288 306 275 281 281 Prac. and aid nurses 171 231 280 272 259 275 220 Admin. staff 144 144 155 170 184 181 200 Out-patient clerks 24 24 26 34 33 34 32 Gen. service sec. 436 462 494 530 536 476 504 T C i 'a 140 164 174 196 194 213 239 Total 1323 1493 1649 1763 1728 1684 1745 Jordan University Hospital. 1994 P. 53. * Data on the 1994 year were obtained from unpublished files at the Jordan University Hospital. Table (1) illustrates that the total human labor force at Jordan university Hospital was 1745 in the year 1994. From this number, there were 281 registered. nurses, and 220 practical and aid nurses. Also in 1994, there were 269 physicians working in the hospital. These included 94 specialists, 139 residents, and 36 interns. The rest of the labor force included 504 employees of general service, 239 technicians, 200 members of the administrative staff, and 32 out-patient clerks. 4 Registered nurses are those who completed a three year college degree (diploma) in nursing after high school or a bachelor degree or higher in nursing. Practical nurses are those who completed one and a half years (eighteen months) of nursing theoretical and practical education. This may have been at the same hospital or another hospital or school after completing the preparatory level (grade 9) or after any grade of high school (graded ten to twelve). Some practical nurses completed high school in nursing (a total of two to three years of high school education in nursing). Even though they are not included in this study, aid nurses are those who completed six months of nursing study and training at the same hospital or another place. 1.2. JORDAN: HEALTH SERVICES AND DEMOGRAPHIC INFORMATION In Jordan, health services started in 1921 when Trans- Jordan was established. In same year, the Directorate of Health.was established (Ministry of Health, 1995). .According to Konikoff (1946), the first government hospital opened in Trans-Jordan was established in Amman in 1926 with a capacity of 20 beds. In 1935, Trans-Jordan had eighteen physicians, six dentists, four pharmacists, and four midwives (Alhorani, 1978). In 1939, there were twenty physicians practicing medicine in Jordan and only one hospital with a twenty-bed capacity (Ministry of Health, 1995). According to Konikoff 5 (1946), in 1943, there were two general hospitals, one hospital for contagious diseases, one ophthalmic hospital, five epidemic posts, one prison sick ward, and five voluntary general hospitals. The total bed capacity for these health facilities was 274 beds. Alhorani (1978) also indicated that in 1943, there were thirty physicians, ten dentists, nine pharmacists, and fourteenwmidwives in Jordan (note that Jordan got its independence from the British colonization in 1946). The first Jordanian Ministry of Health was established in 1950 with a labor force of 560 employees, including 52 physicians, seven.pharmacists, and.229 male and female nurses. In same year, 1939, there were 26 clinics and ten hospitals in Jordan (Ministry of Health, 1995) . The preceding ten hospitals had a capacity of 663 beds (Ministry of Health, 1992). In 1952, the first nursing school was established in Jordan. In 1972, the Society for Jordanian Nurses was founded. In 1988, the Jordanian National Medical Institute was founded for the purpose of organizing health services owned by the government (Al-Badayneh, 1990). The first nursing' college with. a bachelor level degree was the Nursing College which was founded at the University of Jordan in 1972 (Haddad, 1987). According to the Ministry of Health (1995), health services in Jordan are provided by three sources. These include the public, private, and the charitable sectors. The public sector is represented by four providers. These include the Ministry of Health, Royal Medical Services, the Jordan 6 University Hospital, and the Social Security Institution. To begin with the Ministry of Health, it provides its services through its comprehensive, primary, secondary, maternity and infant care, and dentistry centers which totaled 606 centers in 1994. The Ministry of Health also provides its services through its twenty hospitals distributed all over Jordan, which had a bed-capacity of 2768 in 1994. In addition, there were four hospitals inaugurated later in that same year (bed- capacity was not provided). Regarding Royal Medical Services, it provides its services to both current and retired employees of the military, Public Security, Civil Defense, Public Intelligence Department, Royal Jordanian Airlines, along with their dependents. These services are provided through many hospitals and medical centers. These services may also be provided to the rest of the population.when.particular medical needs and services are not available in other medical services. Furthermore, the Jordan University Hospital (the spacial sphere of this study) had a bed capacity of 461 in 1994. It serves patients who are able to pay their medical costs, employees of the University of Jordan, and patients referred by the Ministry of Health where the ministry pays their medical costs. Finally, the Social Security Institution provides medical services to'work.related.accidents through private clinics and 7 contracts with private hospitals. The second provider of health services in Jordan is the private sector. This sector provides its services through 37 hospitals with a total capacity of 2056 beds in 1994, as well as many clinics of private physicians. The last provider of health services in Jordan is the charitable sector. This sector combines foreign and local charitable organizations providing health services, such.as medical services provided by the united Nations for Relief and Work Agency "UNRWA." In 1994, there were 11,842 physicians in Jordan including 2,222 physicians working for the Ministry of Health. There were also 2,670 dentists, including 280 working for the Ministry of Health. Regarding pharmacists, there were 3,794 including 178 working for the Ministry of Health. There were also 4,922 nurses and registered midwives, including 2,133 working for the Ministry of Health. According to Ministry of Health: Information Center (1995), in 1994, the distribution of the Jordanian population by health providers was 621 people per physician, 2,564 per dentist“, 356 per nurse, and 1,351 per pharmacist. The Population Reference Bureau (1996) reported some demographic data about Jordan as of mid 1996. According to such data, the Jordanian.popu1ation totaled 4.6 million, 32 births per 1,000 population, six deaths per 1,000 population, annual natural increase was 2:6 percent, infant mortality rate was 34 per 1,000 live births, total fertility rate (average number of A.v 8 children born to a woman in her lifetime at current birth rate) was 4.6, life expectancy at birth was 68 years (66 for males and 70 for females), and 78 percent of the population was urban. 1.3. THEORETICAL FRAMEWORK The social, psychological, and psycho-social literature regarding* jobl satisfaction, including' that among' nurses, yields many’ characteristics. Motivating' employees is a central theme in the study of job satisfaction. There had been many theories of motivation in literature, including those provided by Taylor, Maslow, Herzberg, McGregor, and Oldham and Hackman. In his monistic theory of motivation, Taylor (1911) suggested that there is a basic one to one relationship between an employee’ s monetary reward and his/her productivity. According to this relationship, the more output produced by an employee, the larger amount of salary at the end of that period. Generally, Taylor's theories implied that money is the only factor which can motivate workers. Maslow (1943), in his theory of the hierarchy of needs, pointed out that people possess five different levels of needs. These needs are arranged in a pyramid with the most basic human needs located at the base of the pyramid, and the least required needs for human survival, even though they have an increasing importance as people become mature, at the top of the pyramid. These needs include in order from lowest to '11 A. ‘ 9 highest, physiological needs, such as water, food, and shelter; safety needs, such as protection from bodily harm; love needs, such as social acceptance and amicable relationships; esteem needs, such as admiration and respect from others; and the need for self-actualization, such as the realization of the individual's potential as a total human being. People must satisfy their lower level needs before they become motivated to satisfy the higher level needs. Maslow also indicated that all areas of human life are affected by this hierarchy of needs, including work, interpersonal relationships, creativity, and the spiritual or the transcendent aspects of human life. .According to Herzberg’s hygiene theory (1966), there are many factors which provide positive motivation. These factors include recognition, responsibility, advancement, growth, achievement, and the challenge of the job itself. In addition, there are some other factors which Herzberg calls "hygiene factors." These factors which do not supply any positive motivation, include wages, benefits, job security, interpersonal relations, and supervision. Hygiene factors are not considered by Herzberg to sufficiently motivate superior performance. However, if these hygiene factors were absent, they would increase job dissatisfaction. McGregor (1985) indicated that there are two basic and opposing theories regarding what motivates employees in the work setting. These include "theory X" and "theory Y". '1 '(’ 10 According to theory X, people attempt to avoid work since they do not like it; avoid responsibility since they do not like it; need to be given direction and controlled in order to perform at work; and possess personal goals which often contradict the company's goals. As a result, managers need not have high expectations of these workers in the work setting. In contrast, people according to theory Y, consider work as a natural activity and hence they like it; possess personal goals that are usually supported by the company’s objectives; and like responsibility, as well as seek it out. As a result, managers need to have high expectations of these workers. Oldham and Hackman (1980) suggested in their model that positive outcomes of work, including high motivation and satisfaction, rely on people who have three important psychological characteristics. These characteristics include knowledge of work outcomes, responsibility, and the meaningfulness of their work. Individuals need feedback and growth. As soon as managers understand what employees require to be receptive to feedback and achieve growth, they have the ability to assign tasks for every team member. Managers also need to be objective in assigning workers and continuously keep negative and positive feedback in their mind, particularly feedback that involves job performance. A good way to foster motivation in employees is through feedback. Vroom (1964) pointed out that there are five factors 11 which are related to job satisfaction. These include relationship with coworkers, pay, task associated with work, working conditions, and amount of control. There are some characteristics of the job and its environment which make it more or less favorable to its employees. Campbell (1981) explained that there are many attributes to the job that make it look attractive or unattractive to the individual employee. On one hand, a job could look attractive because it is clean, secure, convenient, has agreeable associates, pays well, and is challenging and interesting. On the other hand, a job may seem unpleasant because it is physically difficult, noisy, dirty, fatiguing, and monotonous. Campbell also indicated the worker evaluates his/her job to decide whether to continue with it or not by looking at four major dimensions of the job. These dimensions include challenge, financial rewards, coworker relations, and working conditions. Job satisfaction can have powerful effects at different levels. Harpaz (1983) summarized empirical findings regarding the impact of job satisfaction/dissatisfaction at the individual, organizational, and societal levels. To begin with the individual level, job satisfaction/dissatisfaction can have an influence on mental health, physical health, drug use, withdrawal, longevity, counter-productive behavior, frustration, aggression, and life satisfaction. Moreover, at the organizational level, it has an impact on absenteeism, turnover, grievances, and work performance. Finally, job 12 satisfaction/ dissatisfaction, at the societal level, can have an impact and influence on society's resources, national productivity, political activity utilization of manpower, cost of goods and services, and quality of life. There had. been. many' explanations in literature for decreasing job satisfaction. For example, Diamond (1984) indicated that many investigators speculated that decreasing job satisfaction is due to an increasing gap between the realities of the job situation and job expectations. For example, as workers get more education, they need the opportunity to make more use of their training and talents. Quinn et. a1 (1976) pointed out that job dissatisfaction and work—related problems can be attributed to three major kinds of causes. These causes include the workers themselves, including their skills and motivation, the fit between what the job provides and what employees want, and job characteristics. Nurses are some of the professional categories that have low job satisfaction, both compared with other professions, and compared to other health care professions. Slavek (1974) pointed out that previous studies on the subject of job satisfaction among health care workers, including private duty, public health, and hospital nurses and doctors, proved that hospital nurses suffered the lowest level of job satisfaction. Nurses working in hospitals suffer from a high level of 13 job dissatisfaction. Mansfield et. a1. (1989) pointed out that stress and.burnout among hospital nurses have risen to an urgent level which threatens the present well-being, as well as the future development, of nursing as ajprofessionn IHence, it is necessary to understand the relationship between nurses' work conditions on one hand, and stress and satisfaction on the other hand. Indeed, stress and burnout have many effects on both the individual and institutional levels. Stress and burnout could lead the individual to behave in different ways, such as absenteeism and attempting suicide (Maloney, 1982; Tomlin, 1977). In addition, on an institutional and professional levels, stress and burnout could lead to high rates of job turnover among many professionals, including nurses (Seybolt et. al., 1978). Many studies attempted to understand causes of turnover among nurses. According to Kiely (1989), in the literature, variables related.tolemployee characteristics, organizational structure, nature of tasks performed, and needs and values, are all considered as variables affecting turnover among nurses. Weisman et. a1. (1981) found job satisfaction as the strongest predictor of turnover intention. Hinshaw et. a1. (1987) found that the relationship between turnover intention and job stress among nurses is mediated by job satisfaction. Prescott and Bowen (1987) reported that supervision, work scheduling, staffing shortages, lack of stimulation, and 14 salary'were among the factors most commonly reported.by nurses who were resigning from their work. A study by Price and Mueller (1981) on 1,091 non- supervisory registered nurses found that instrumental communication, more participation, pay, integration, promotional opportunity, and distributive justice increase satisfaction level, and hence reduce turnover. In addition, general training and increased professionalism were found to be related to decreased intent to stay. Many hospitals have a shortage of nursing personnel as a result of the high turnover among nurses which.could.be due to unsatisfiedwwork.conditions. Iglehart (1987) pointed.out that the nursing shortage in hospitals is partially due to working conditions at the hospitals themselves. These unsatisfactory conditions increase turnover among hospital nurses, mainly when the demand for nurses is high in many settings other than the hospital” Some of these unsatisfactory conditions include limited autonomy, few financial rewards, and limited participation in hospital management decisions related to support services and standards of practice. .A.study conducted by Huey and.Hartley (1988) attempted to understand factors in the work place which make the nurse self satisfied under some conditions and dissatisfied under other conditions. It was found that nurses feel dissatisfied in hospitals which are characterized by the unavailability of child care facilities, a lack of support from hospital and nurse administrators, a 15 heavy amount of paper work, a low salary, a lack of available help when a patient needs extra care, an unavailability of continuing education opportunities, a lack of an intensive education, and a lack of or low fringe benefits. On the other hand, nurses feel self satisfied in hospitals which face the preceding problems and characteristics effectively and positively. Gillies et. al. (1990) conducted a survey study in a teaching hospital about the relationship between job satisfaction among nurses and organizational climate. Some of the main findings of the study indicated that while most satisfied nurses described organizational climate as being high in responsibility, warmth, support, and identity, dissatisfied nurses did not. Indeed, nurses’ job satisfaction was mildly correlated with a climate of warmth. The majority of respondents indicated that they do not perceive any support or warmth from administrators and managers through their work interaction. Another study about female registered nurses in intensive care units in different hospitals found that physical workload followed by a patient's death were the two most stressful factors in the intensive care units for nurses. In addit ion , communi cat ion problems with nurs ing administrators and physicians were found to be very stressful too (Huckabay and Jagla, 1979). Some particular rewards offered by the job could be more or less valuable to nurses than other type of rewards in 16 keeping them in the job. .McCloskey' (1974) designed a questionnaire which aimed to classify and rate in rank of importance particular rewards and incentives that were reported by hospital staff nurses and that would lead them to stay on the job. These were grouped as safety, social, or psychological incentives. ‘The questionnaire was mailed to 152 full-time female registered nurses who quit their jobs during the past four months. Respondents were randomly chosen from hospitals in Chicago and San Francisco. A total of 94 questionnaires were used in the research analysis. The researcher also compared.psychological rewards of self-esteem while on the past job with self-esteem after the turnover. This study revealed that safety and social rewards were less important than psychological rewards in keeping nurses on the job. It was found that nurses left their jobs due to the absence of internal "intrinsic" rewards. The highest turnover was among recent graduates and younger nurses; single nurses did not stay on the job longer than married nurses. There was no difference between baccalaureate and diploma nurses and the length of time they stayed in the job. Turnover was also not affected by spouses' salaries, even though there was a slight trend which showed that the lower the spouses' income, the earlier nurses left their job. The length of time nurses stayed on their job was not affected by their salary or specialty areas; however, intensive care, recovery room, and medical-surgical nurses stayed on the job shorter periods of p; a... on" teU‘ '- A. I!» ttluI: . 7 NOV . () () (I 4.". §.-.~ Q haw wcrl 17 time than did obstetric and pediatric nurses. Nurses who moved from one nursing job to another or to school experienced increased self-esteem in their new positions. In contrast, nurses who moved from their jobs to get other types of jobs or to become full-time housewives did not experience an increase in their self-esteem. It was also found that nurses desired more recognition of their work from supervisors and peers, more chances to attend educational programs and continue course work to gain credit, and more opportunities for career improvement other than to the head nurse position. It is important to understand whether hospital nurses have higher, the same, or lower job satisfaction than nurses working in other settings. A study by Curreri et. al. (1985) attempted to compare the level of job satisfaction between registered nurses who work in hospital settings and registered nurses who work in home health care facilities. Data were gathered by means of a questionnaire. The sample was composed of 64 registered nurses who worked in three home health care facilities in Southern Alabama, and 58 registered nurses employed on the surgical and medical units at a large metropolitan medical center. Job satisfaction, as used by researchers, had four indexes. These include involvement, intrinsic, extrinsic, and the interpersonal satisfaction. Researchers found that neither of the two groups of registered nurses experienced significant satisfaction in their job. .Never the less, nurses who work in home health care facilities 18 had more job satisfaction regarding intrinsic and involvement satisfaction than hospital-based nurses. Moreover, it was found that both groups of registered nurses reported similarly to the components of interpersonal and extrinsic satisfaction. Much of the previous research on job satisfaction attempted to understand how nurses rank the importance of different job components to their job satisfaction. Similarly, many of these studies also tried to understand the level of nurses' satisfaction with different components of their job. King (1972) conducted a study with a sample size of 193 registered nurses from four general acute care hospitals in a large midwestern metropolitan area. King used the Index of Work Satisfaction "IWS" (Stamps et. al., 1978) to measure job satisfaction. It was found that while autonomy was ranked by nurses as the most important component of job satisfaction, organizational requirement was ranked as the least important on the "Paired Comparisons" part of the IWS. Moreover, scores from the attitude scale which represent the second part of the IWS were obtained. It was found that nurses were most satisfied with the job status/prestige component. In contrast, nurses were least satisfied with the organizational requirements. Another study was conducted by Norman (1981) on a sample size of 116 registered and practical nurses working at large public hospital in Dallas, Texas. Data were obtained from respondents through a mailed questionnaire. Some of the 19 results of the study attempted to figure out how nurses rank the importance of different components of the job to their job satisfaction. The "Paired Comparisons" part of the Index of Work Satisfaction (Stamps et. al., 1978), was used for this purpose. It was concluded that nurses' ranking of the importance of different components of the job to their job satisfaction included (from the most to the least important): autonomy, pay, professional status, interaction, task requirements, and organizational policies. In a similar study, Fennell (1984) gathered data from 468 registered nurses (both staff and head nurses) working in 34 community hospitals. It was found that while nurses-ranked autonomy as the most important component of their job satisfaction, they ranked organizational policies as the least important component of their job satisfaction. Some of the other findings also indicated that head nurses were more satisfied than staff nurses. In addition, the more a nursing department is decentralized, the more its nurses will be satisfied with their job. Moreover, it was found that married and older nurses were found to be more satisfied with their job than non—married and younger nurses. Do hospital nurses and decision.makers agree or disagree about the factors which promote job satisfaction and retention among nurses, as well as the importance of these factors? A study conducted by Butler and Parsons (1989) attempted to identify the perceptions of hospital staff nurses and decision 20 makers that promote job satisfaction and retention among nurses. The study included a sample of 212 registered nurses and 152 decision makers. Decision makers included medical staff, the board of trustees, nursing management, and hospital management. The sample was taken from a hospital in Salt Lake City, Utah. Researchers identified and listed seven environmental factors which they believed to be very influential in nurses' job satisfaction and retention. These factors include control, free expression, professional development, recognition, monetary compensation, physician consideration, and management support of nurses’ decisions. Respondents were asked to rank order the seven environmental factors by identifying which factor would be the most influential in the retention of registered nurses. Number 1 means the most influential factor and.number 7 means the least influential environmental factor. The study found that both groups, staff nurses': and decision makers, provided similar responses regarding the three most influential factors which cause nurses' retention. These factors include, in order from 1 to 3, monetary compensation, control, and management support of nurses' decisions. There were no major differences in opinions of both groups regarding the classification of the importance of the four remaining tenvironmental factors. Professional development was ranked fourth.by decision makers and.sixth by registered nurses; free expression was ranked fifth by 21 decision makers and fourth by registered nurses; and physician consideration was ranked sixth by decision makers and fifth by registered nurses. Finally, both groups of respondents ranked recognition as the least influential factor. There is a need not only to study job satisfaction among nurses who are still employed in their jobs, but also those who left their jobs. A study conducted by Lemler and Leach (1986) compared job) satisfaction. among' staff nurses 'who continued to be employed in their positions with staff nurses who left their positions. The study attempted to find.out the demographic characteristics of respondents who left their positions; if there is any difference in job satisfaction between subjects who stayed in their positions and those who left their positions; and if there is a relationship between subjects' educational level and their decision to stay or to leave the job. This study included 74 nurses, mainly registered nurses, who were working in a major children's hospital in a large midwestern medical center. The sample consisted of 43 participants who left their positions in the hospital (group I), and 31 participants who were staying in their jobs in the hospital (group II). Data were collected from respondents by a mailed questionnaire. It was found that among the 43 nurses who left their jobs, the typical educational level was BSN, 37 nurses had been employed full time, the average number of years of practice was 4.1 years, and the average period.of years at the 22 study institution was 2.6 years. In addition, there was no significant difference between both groups of nurses regarding the general level of job satisfaction” Moreover, there was no significant relationship between the nurses’ educational level and their decision to stay or leave the job. Generally, findings of this research pointed out that respondents were not completely satisfied or drastically dissatisfied with their jobs. It is important to find out with.which components of the job nurses are more, similarly, or less satisfied than other workers. Wright et. al (1990) compared the job satisfaction of baccalaureate nurses with accountants and elementary teachers. The research subjects consisted of 70 nurses, 24 accountants and 32 teachers. All respondents graduated from a regional southeastern university between 1974 and 1983, and had a work history from 5 to 15 years after graduation. Data were obtained through a nailed questionnaire. The average period of work experience after graduation was 10.6 years among teachers, 8.8 years among accountants, and 8.1 years among nurses. The average age for each of the three groups was 34 years. .All the nurses, 84% of the teachers, and 21% of the accountants were female respondents. Regarding nurses, 56% of them were employed in positions for which direct patient care ‘was their' main. responsibilityu Sixty-nine percent of these were working in hospitals and the rest were working in other settings, such as community health agencies 23 and physicians’ offices. Nurses who were not involved in direct patient care as their major responsibility represented 44% of all respondent nurses. Almost half of this category held administrative positions in hospitals, and the rest held different positions, such as administrative positions away from hospitals in health organizations and teaching in health care organizations and schools. Researchers found that nurses were more satisfied than elementary teachers in the areas of self-esteem from job, status, control over hours of work, and adequacy of help and supplies, and less satisfied with job security. Statistical analyses found no significant differences in other statements or general job satisfaction. However, nurses were less satisfied than accountants with their jobs, their chances for administrative participation, and their salaries. There were no significant differences between the groups regarding the rest of the statements. Researchers concluded that nurses were not pervasively or comparatively less satisfied than accountants or elementary teachers, except in the areas of job security, chance for administrative participation, and salary. Indeed, the three professional groups rated many statements related to their job satisfaction similarly. Indeed, nurses could view the different dimensions of their job satisfaction in a more complex way than suggested by many previous studies on the subject. Everly and Falcione (1976) conducted.a study in.which they attempted to understand 24 how nurses perceive the dimensions of job satisfaction. The subjects were 144 female registered nurses selected through a random sample at four East Coast metropolitan hospitals. According to the authors, the subjects represented different backgrounds in terms of experience and.educationu INone of the respondents had a postgraduate degree or was in a supervisory position. Data were collected by a questionnaire which included 18 different aspects of nurses’ work conditions. By using factor analysis, researchers found four statistically significant and meaningful factors that relate to nurses’ job satisfaction. Combined, these factors represented 58.8% of the total variance. These. factors include the relationship orientation (23.7% of the variance), internal work rewards (15.7%), external work rewards (11.95). and the administrative policies which represented 7.5% of the variance. Researchers concluded that the traditional intrinsic/extrinsic dichotomy, which existed in much of previous literature on job satisfaction, was inapplicable to their findings. They also concluded that registered nurses viewed their job satisfaction in a more complex way than the traditional intrinsic or extrinsic view. Are there any group of factors which are more important in determining nurses’ job satisfaction/dissatisfaction from the nurses’ perspective? Zuraikat and. McCloskey (1986) conducted a nationwide survey in Jordan which attempted to analyze factors which contribute to job satisfaction and 25 dissatisfaction among Jordanian registered nurses. Data were obtained through a questionnaire from 312 nurses working in private, government, and army hospitals. Females represented 77% of the whole sample. Researchers found that nurses were marginally satisfied with social and safety rewards and incentives and dissatisfied with psychological rewards and incentives in the work setting. Radice (1994) attempted to understand the relationship between the empowerment of nurses and job satisfaction. Radice’s sample of twenty respondents consisted of 80% registered nurses and 20% non-management nursing staff working in a metropolitan New York teaching hospital . All respondents but one were females. The research used two instruments; the Index of Work Satisfaction (Stamps and Piedmonte, 1986) and the Hospital Nurse Experience Questionnaire (Carlson-Catalano, 1990) . Radice concluded that there was a strong positive relationship between level of nurses’ empowerment in a hospital work environment and job satisfaction. A study conducted by Matrunola (1996) on male and female staff nurses working in an elderly care unit in a hospital did not find a relationship between absenteeism and job satisfaction. A study by Coward et. al. (1992) found differences in job satisfaction between nurses working in rural hospitals and those working in urban hospitals. In contrast, another study by Coward et. al. (1995) did not find differences in job satisfaction between nurses working in 26 rural and urban nursing homes. Cavanagh (1992) gathered data from 221 full-time female nurses working in hospitals in Los Angeles to understand job satisfaction among them. Data were obtained by a questionnaire delivered to respondents with their monthly salary checks. Staff nurses represented 64.2% of the sample and.charge nurses or supervisors represented.35.8%u While 47% of respondents possessed undergraduate degrees, only 11.2% had postgraduate degrees. By using causal path analysis on the data, researchers found a positive relationship between each of the variables of benefits, communication, participation in decision making, promotion, routine, and salary and between job satisfaction. In contrast, there was a negative relationship between each of the variables. of education, integration, justice, and opportunity'for advancement outside‘their'institutionsiand.job satisfaction. In addition, by using the path coefficients, it was found that only six of the preceding variables were statistically significant. These include, in order of size, the variables of benefits, participation, education, routine, promotion, and opportunity; On the other hand, the variables of salary, justice, integration, and communication were not statistically significant. Nurses and.physicians do have different professional and social statuses. Salvage (1985) pointed out that while physicians have money, autonomy, and a high social status, 27 nurses have lower wages, subservience to physicians, powerlessness, and low social status. Goffman (1971) indicated that the term of professional territory means that the space that is occupied by a professional group, for example, marks the territory of that group and differentiates it from territories of other professional groups. Weiss (1983) pointed out that both professions, medicine and nursing, are overlapping, rather than having two distinct professions. The lack of a clearly defined and distinct domain. of nursing is due to the absence of collective collaboration between nurses and physicians. A study by Prescott and Bowen (1985) indicated that there is a clear overlap between the roles of nurses and physicians in.the work place regarding many professional areas, including patient care. 'The study found that nurses disagree with.physicians in several areas including a general plan of care for the patient, orders which are in conflict with a patient’s best interest or which violates a related administrative policy, and patient disposition. In contrast, physicians disagreed with nurses in several areas, such as not following physician’s orders or calling him inappropriately, and in the assessment of the patient. Some studies found that death and dying, workload, and conflict with physicians are the most common.causes of stress among nurses (Norbeck, 1985; Kelly and Cross 1985; Gowell and Boverie, 1992). Physicians could view nurses from a negative and biased 28 angle which underestimates nurses’ knowledge and ability. Raisler (1974) indicated that a physician judges the nurse to be good only if she helps him and listens to him, regardless of the outcomes of the patient care or the quality of the nurse’s work. For decades, nurses have longed for the encouragement and opportunity to use their intellect, knowledge, and judgement in the workplace to improve the care delivered to patients. The question is, why have they been relegated.to this subservient role? .Stein (1967) attempted to answer this question by referring to the roles of the doctor- nurse game. According to this game, the nurse has to be bold and responsible for making some recommendations. .At the same time, she must appear passive to make her recommendations appear to be initiated by the physicians. Keddy et. al. (1986) obtained data from taped interviews of older nurses who got their training and/or worked in Canada in the 1920’s and/or the 1930’s. Researchers found that most of the nurses interviewed were involved in the doctor-nurse game. It was found that there were three major roles. To begin with, nurses have to show respect to doctors. Moreover, nurses can not openly diagnose or make recommendations to doctors. Finally, nurses must understand that there is no Open disagreement or confrontation with physicians. Researchers also indicated that nurses lack autonomy and power for many reasons. For example, nurses are trained and hired by physicians. 29 1.4. SOME CONCLUDING REMARKS ABOUT PREVIOUS RESEARCH Previous theoretical and practical research on the subject of job satisfaction, including that among nurses, illustrated and studied the importance of different job components which can increase or decrease the level of job satisfaction among employees. While some previous research used the traditional dichotomy of intrinsic and extrinsic factors, other theories and studies indicated that job satisfaction can or should be studied from a more comprehensive view. Indeed, some of the most common factors that were investigated by previous theoretical and practical studies, particularly those in the case of job satisfaction among nurses, include autonomy, pay and benefits, routine, communication, recognition, promotion, and participation in decision making. In addition, some previous studies attempted to figure out how'nurses rank the importance of one or more of the preceding factors to their job satisfaction.. Moreover, previous studies attempted to indicate or investigate the extent to which different job components contribute to nurses’ current level of job satisfaction. Finally, while some studies indicated the importance of only one of the preceding factors, others studied or indicated the importance of more than one of the preceding factors. We should take into account many considerations before we make any comparisons or generalizations from the findings of previous research on the subject of job satisfaction among 30 nurses. To begin with, previous research employed different types of research methodologies in studying job satisfaction among nurses. In addition, much of the previous research on job satisfaction does not have a clear link with any theoretical framework, in which theory was divorced from practice. Much of the previous empirical studies on job satisfaction among nurses did not even provide or attempt to define job satisfaction. Moreover, previous research was conducted in different places during different periods by using different research methodologies. Furthermore, different types of nurses were studied by different studies. Finally, findings of previous research did not arrive at similar findings regarding the relationship between nurses’ satisfaction and other factors such as respondents’ demographic characteristics and work conditions. 1.5. STATEMENT OF THE PROBLEM The purpose of this research is mainly directed to answer the following research questions: 1. What are the major demographic and work related characteristics of the respondents? 2. How do nurses rank the importance of each of the different components of their job to their job satisfaction? 3. To what extent are nurses currently satisfied with each of the different components of their job? -4. What is the relationship between nurses’ levels of 10. 11. 31 education and their satisfaction with their job? What is the relationship between nurses’ salary and their satisfaction with their job? What is the relationship between nurses’ ages and their satisfaction with their job? Are married nurses more, same, or less satisfied with their job than non-married nurses? Do married nurses who have children below school age (less than 6 years) feel more, same, or less satisfied with their job than married nurses who have no children below school age? What are the most important factors that lead nurses with past nursing work experience to quit their previous nursing job? What factors affected nurses’ decision to study nursing? How do nurses meet their work and home responsibilities? 1.6. RESEARCH HYPOTHESES This research attempts to examine some social hypothesis. For comparative purposes, each of these hypotheses was applied to the whole sample, as well as to each of the two groups of nurses; registered and practical. These hypotheses are: 81: While nurses'will rank autonomy as the most important job component to their job satisfaction, they'will rank organizational policies as the least important job component to their job.satisfaction. 32 H2: Current level of nurses’ job satisfaction will be the highest in the autonomy component of their job and the lowest in the pay component of their job. H3: The more education the nurse has, the less she'will be satisfied'with her job. H4: The more salary the nurse has, the more she'will be satisfied with her job. H5: Older nurses will be more satisfied with their job than younger nurses. H6: Married nurses, in general, will be less satisfied with their job than unmarried nurses. H7: .Married nurses with children below school age will be less satisfied with their job than married nurses with no children below school age. 1.7. DERIVING RESEARCH HYPOTHESES FROM PREVIOUS LITERATURE Stages of social research are all interrelated. One of the benefits of the literature review from this study is to formulate research hypotheses. Consequently, each of the preceding hypotheses is derived from previous research on the subject of job satisfaction, including that among nurses. To illustrate this point, this section discusses the variable(s) which are implied in each of the preceding hypothesis. Then, an example of one or more studies, theoretical and/or practical, which dealt with the variable (8) of each hypothesis is provided. 33 H1:'While nurses'will rank autonomy as the most important job component to their job satisfaction, they will rank organizational policies as the least important job component to their job satisfaction. Nurses’ ranking for the most and least important job components to their job satisfaction: Previous research on this subject indicated that nurses consider some work components as more or less important than others. .A study by Norman (1981) on registered and practical nurses working in a public hospital found that nurses ranked autonomy as the most important job component to their job satisfaction and organizational policies as the least. Similarly, another study by King (1972) on registered nurses found that nurses ranked autonomy as the most important job component to their job satisfaction and organizational policies was ranked as the leastq Moreover, Butler' and Parsons (1989) found. that registered nurses working at a hospital in Salt Lake City, Utah considered monetary compensation as the most influential environmental factor which causes nurses' retention. In contrast, recognition.was the least influential environmental factor which causes nurses’ retention. Another study by Everly and Falcione (1976) conducted on 144 female registered nurses from four.East Coast metropolitan hospitals found four significant factors that relate to nurses’ job satisfaction. Together, these factors represented 58.8% of the total variance. These factors include the relationship orientation 34 (23.7% of the variance), internal work rewards (15.7%), external work rewards (11.95%), and the administrative policies which represented 7.5% of the variance. H2: Current level of nurses’ job satisfaction will be the highest in the autonomy component of their job and the lowest in the pay component of their job. Ranking nurses current level of satisfaction with different components of their job: Previous literature indicated that the level of nurses’ satisfaction with their job is different from one job component to another. King (1972) found that while registered nurses working in hospitals were most satisfied with the job status/prestige component, they were least satisfied with the organizational requirements component of their job. A.study by Zuraikat and McCloskey (1986) found that Jordanian registered. nurses were dissatisfied with psychological rewards and incentives and marginally’ satisfied. with. social and. safety' rewards and incentives in the work setting. H3: The more education the nurse has, the less she'will be satisfied with her job. Nurses educational level and their job satisfaction: Previous research also pointed out that more educated nurses are more critical and less satisfied with their job than less educated nurses. Diamond (1984) indicated that the more education employees have, the more expectations they have from their job. Kashka (1977) found that registered nurses who .1. C“ if NI w. I! 35 hold bachelor’s or associate’s degrees in nursing were less satisfied with their work than registered nurses with diplomas. H4: The more salary the nurse has, the more she‘will be satisfied with her job. Nurses’ salary and their job satisfaction: Much of the previous literature on job satisfaction, including that among nurses, attempted to examine the relationship between nurses’ income and their job satisfaction. According to Taylor, money is the only factor that canumotivate:employees (Taylor, 1911). A study about Texas nurses by Wandelt et. al (1981) found that nurses’ low pay was the main source for their dissatisfaction with their work. A.study conducted by Hallas (1980) on 3,700 employed and non-employed nurses in Fiorida concluded that only 9% of nurses reported low salary as their leading problem. Stamps and Piedmonte (1986) indicated that while good pay is an important factor for job satisfaction, it can not by itself determine job satisfaction. Vroom (1964) indicated that pay is one of many factors that are related to job satisfaction. Huey and.Hartley (1988) reported salary as one of the main factors that are positively related to job satisfaction. H5: Older nurses will be more satisfied with their job than younger nurses. -Nurses’ ages and. their job satisfaction; Previous research attempted to figure out the direction of the 36 relationship between age and job satisfaction among employees, including nurses. A study conducted by Stamps and Piedmonte (1986) reported that younger nurses seem to be less satisfied with their work than older nurses. Fennell (1984) reported older registered nurses to be more satisfied with their job than younger registered nurses. HG: Married nurses, in general, will be less satisfied‘with their job than unmarried nurses. Nurses’ marital status and their job satisfaction: Role theory assumes that multiple identities lead to psychological stress, including role strain (Spreitzer et. al. , 1979) . Merton (1957) pointed out that the performance of multiple identities is a normal cause of role conflict and role strain. In contrast, Seiber (1974) and Marks (1977) pointed out that positive personal well-being can be caused.by the performance of multiple roles. Durkheim (1951) pointed out that married people are more socially integrated than non-married; hence, they are less likely to commit suicide. Verbrugge (1989) pointed out that while widowhood and divorce have negative health consequences, marriage has positive health effects. A study conducted by Fennell (1984) on registered nurses found that married nurses were more satisfied with their job than non-married nurses. H7:‘Married nurses with children below school age will be less .satisfied with their job than married nurses with no children below school age. 37 Married nurses with/without children and their job satisfaction: A.survey research by Verbrugge (1983) of adults living in Detroit revealed that while employed married parents possess the best health.profile, people with.none of the roles have the worst health profile. The researcher concluded that while each of the three preceding roles contributes to good health, combining them together has neither positive nor negative health.benefits. Quinn et. al (1976) indicated that women with one or more children under the age of six years in the household are less satisfied with their work than women with no children under the age of six years in the household. CHAPTER TWO RESEARCH OPERATIONALIZATIONS AND METHODOLOGY 2.1. SUBJECTS Each female respondent was expected to meet the following conditions in order to be included in the sample of this study: 1. The nurse carries the Jordanian nationality. This research is concerned only in studying Jordanian nurses working at the Jordan University Hospital. Furthermore, the number of non- Jordanian nurses has been sharply decreasing for many years. For example, the total number of non-Jordanian registered and practical nurses decreased sharply from 201 in 1984 to only four nurses in 1992 When interviews were conducted for the purpose 'of this study, there were only two non-Jordanian nurses. In addition, non-Jordanian nurses did not have a good command of Arabic language. Since the interview schedule was in Arabic, interviewing them would have required using a language other than Arabic. Indeed, making any generalizations about Jordanian nurses regarding the findings of this study would be biased if non—Jordanian nurses were included in this study. 2. The nurse has been working at the community of the study for no less than one month before the suggested day to start interviewing respondents. A nurse who has been working at the hospital for less than one monthmay not have had enough work 38 39 experience at the community of the studyu Inladdition, nurses at the community of the study receive their salary on a monthly basis. Under such circumstances, asking nurses about different dimensions of their work, including their satisfaction with their salaries, was more logical under such circumstances. 3. If any nurse was on vacation during the time of preparing the lists, she was not included in the sampling. She was included in the sampling if her vacation ended no later than one month (thirty days) from the proposed day for starting interviews, taking into account the two preceding conditions. 2.2. PROCEDURES Table (2) lists the distribution.of nurses working at the Jordan.University'Hospital by type of nursing and.gender as of September, 1995. Table (2) The Distribution of Nurses Working at the Jordan University Hospital by Nursing Category and Gender (September’ 1995) e Nu F ma s M l % Total % Registered 224 56.0 57 48.3 281 54.2 Practical 166 41.5 55 46.6 221 42.7 Aide 10 2,5 6 5.1 16 3.1 Total 400 100.0 118 100.0 518 100.0 According to Table (2), there were 518 nurses working at the Jordan University Hospital in September 1995. These included 400 females and 118 males. There was a total of 281 registered.nurses who represented 54.2% of all nurses working at the hospital. These include 224 female nurses who 40 represented 56% of all female nurses and 57 male nurses who represented 48.3% of all male nurses at the hospital. In addition, practical nurses totaled 221 in which they represented 42.7% of all nurses working at the hospital. These included 166 female nurses who represented 41.5% of all female nurses and 55 male nurses who represented 46.6% of all male nurses. Finally, aide nurses totaled only sixteen and represented 3.1% of all nurses working at the community of the study. These included ten female nurses who represented 2.5% of all female nurses and six male nurses who represented 5.1% of all male nurses. The total number of non-Jordanian nurses has been decreasing very rapidly. In 1984, there were 201 non- Jordanian nurses working at the hospital. This total included 172 registered and 29 practical nurses (Jordan University Hospital: Public Relations Department, 1986) . In September 1995, when lists were prepared for the purpose of this study, there were only two non-Jordanian nurses working at the hospital. Both nurses were female registered nurses. -Aide nurses are those who completed a six months period of nursing theoretical and practical training at the same hospital or another place, usually after graduating from a preparatory school "grade nine." There is a small number of male nurses at the Jordan University Hospital. In 1988, the total number of male nurses was 98 out of S78 nurses working at the hospital. The 41 proportion of male nurses working at the preceding hospital has been decreasing since then. This is due to the fact that females’ participation in the labor force, namely what is socially known as feminine careers such as nursing, had been increasing in Jordan. Male nurses were not included in this research for many reasons. To begin with, this research was interested only in studying female nurses and not in comparing nurses on the basis of gender which would expend more time, cost, and effort. In addition, the proportion of male nurses was a lot smaller than female nurses at the community of the study. Moreover, most studies in Jordan dealt with male-oriented jobs. Similarly, most applied studies selected subjects from the male population. Finally, labor participation can be affected by the factor of gender. For example, Moen et. al. (1992) indicated that young women’s participation in non- family roles such as employment may be constrained by family responsibilities. A study by Moen and Dempster—McClain (1987) found that there was a significant relationship between gender and work-hour preferences for both spouse and self. It was also found that wives preferred to work shorter periods than they actually do. The study also found that full-time working mothers desire to reduce their weekly work. There are also other reasons for this interest in studying females at the community of the study. Factors which affect women’s participation in the labor force, such as with nurses, are 42 important and worth studying. For example, understanding how female nurses employment can be affected by their age, marital status, income, and education requires an understanding of their demographic composition. Similarly, understanding the job conditions that lead to their dissatisfaction could be affected by factors such as societal and administrative evaluation.of their participation in the labor force as*women. Hence, understanding such factors from the perspective of female employed nurses is very significant for researchers, nurses, administrators, policy makers, mass media, and even the public. Understanding such factors are very important for countries such as Jordan where women’s participation in the labor force is still a lot lower than that of men. In addition, in such developing countries, even employed women are most likely concentrated in particular jobs such as nursing. Understanding all these factors may help in increasing the level of women’s participation in the labor force, even in what is socially known as male jobs such as medicine, law, and engineering. Any country, in my opinion, will never develop by ignoring the mentality, needs, and ambitions of women. Similarly, this research excluded supervisor and head nurses even though.all were registered nurses in the community of the study. This is due to the fact that they held administrative positions within the hospital’s occupational hierarchy where other nurses lack this administrative power. 43 This implies that the hierarchial position. of head. and supervisor nurses is higher than other nurses, including registered ones. In addition, the interview schedule included some statements which required nurses to evaluate their supervisors in their unit. For example, one of the statements of the autonomy components of the Index of Work Satisfaction that is included in the questionnaire stated: "on my service, my supervisors make all the decisions. I have little control over* my' own ‘work." Hence, such a statement would. be problematic and unapplicable for head and supervisor nurses. I believe that the two target groups of this study; registered and practical nurses, are more homogeneous under such circumstances. Aide nurses were also excluded from this research for different reasons. First, most previous literature, mainly survey studies, dealt with registered and/or practical nurses. In. addition, the Jordan 'University' Hospital attempts to decrease the participation of aid nurses from the nursing personnel and increase that of other nurses, mainly registered. This is due to the hospital’s administrative belief that aid.nurses are less qualified than registered and practical nurses. This is also motivated by the increasing numbers of graduating registered nurses in Jordan. Finally, ' including aid nurses would require comparing the findings of ~ three groups of nurses; registered, practical, and aid nurses. This would exceed the time, cost, and effort of this study 44 which would be difficult to absorb. The sample was a systematic stratified random sample. Babbie (1995) defined stratified sample as: The grouping of the units composing a population into homogeneous groups (or strata) before sampling. This procedure, which may be used in conjunction with random, systematic, or cluster sampling, improves the represen- tiveness of a sample, at least in terms of the stratification variable. P. G7. Babbie (1995) also defined systematic sample as: A type of probability sample in which every kth unit in a list is selected for inclusion in the sample: for example, every 25th student in the college directory of students. K is computed by dividing the size of the population by the desired sample size, and is called the sampling interval. Within certain constraints, systematic sampling is a functional equivalent of simple random sampling and usually easier to do. Typically, the first unit is selected at random. PP. G7, GB. Random "probability" sample is defined as "a sample with each.element or groups of elements having an equal probability of being included." (Adams and Schvaneveldt, 1985, P. 180). In order to get a higher level of representation, this probability was the same for each of the two groups of respondents; registered and practical nurses. Indeed, the sample of this research combined three types of sampling procedures. These include stratification, systemization, and randomization "probability." To begin with, the sample was stratified.in which the population of the study was divided into two homogeneous groups on the basis of nursing occupational rank: registered and practical nurses. In addition, to get a high level of representation, this 45 procedure was combined with another sampling procedures; systematization” The sample was systematic in.which every kth number of each of the two lists was selected. Finally, the randomization "probability" procedure was also used in which the beginning number was randomly selected. This probability was proportionate in which.a sample size of 50% of each of the two stratified lists was selected for interviewing. Names of all nurses were obtained from the hospital’s files. Two lists were prepared for sampling. The first list included names of registered nurses. The second list included names of practical nurses. As indicated earlier, supervisor, head, male, and aide nurses were not included in the lists. Regarding each.nurse’s name, the first three names were listed as written in the hospital’s files. 'This usually includes the nurse’s first name, her father’s name, and her grandfather’s or family’s name. In each of the two lists, names were alphabetically arranged in Arabic language to avoid any bias in arranging them in each of the two sampling lists. In each of the two lists, names were assigned numbers beginning with the number 1. A sample size of 50% was derived from each list. To avoid any human bias in using this sampling method, the beginning number was chosen randomly from the numbers one and.two. .Since the randomly chosen.number was two, the sample included all nurses in both lists that were assigned even numbers. Table (3) presents the response rate among members of the whole sample, as well as each one of the two strata of V e G 5 . sub ‘48» nurse men ' m 46 respondents; registered and practical nurses. Table (3) Response Rate among Respondents HQ£§§§L§ Ngrses Nurses with Nurses Response a k ' v Nu nt rvi w Ra % Registered nurses 205 102 98 96.1 Practical nurses 166 83 81 97.6 Total 371 185 179 96.8 Table (3) illustrates the response rate among respondents. Registered nurses that were listed numbered 205 nurses. ‘These included 102 nurses with even numbers, in.which 98 of them were interviewed. Hence, the response rate was 96.1% among registered nurses. On the other hand, there were 166 practical nurses listed. These included 83 practical nurses with even numbers. Since 81 were interviewed, the response rate was 97.6% among practical nurses. iRegarding the whole sample, there were 371 nurses listed. These included 185 nurses with even numbers. Since 179 nurses were interviewed, the response rate for the whole sample of this research was 96.8%. 2.3. INSTRUMENTATION Data for this study' were gathered. by’ means of an interview. Permission was obtained to conduct interviews with nurses. This required permission from the Department of Sociology and the College of Arts at the University of Jordan. Then I was referred to the Jordan University Hospital in which permission to conduct the study was obtained from three (n 47 sources. These included, in order, President of the Jordan University Hospital, Head of the Nursing Staff, and the Scientific Research Committee at the hospital. Both Head of the lNursing staff and. the Scientific Research. Committee reviewed research questionnaire. The purpose of such a review was to make sure no statements or questions in the questionnaire are considered anti-social or inappropriate to the community of the study. .As a result, all contents of the questionnaire'were approved.as appropriate to the community of the study. I contacted the head or the supervisor nurse of each unit/department in the hospital” The head.or supervisor nurse was shown the permission I had to conduct the study and consulted about place and time of conducting interviews with subject. .Almost all interviews were conducted in the supervisor’s room located in the same unit or department. At the beginning of the interview, every respondent was orally presented an introductory statement to guarantee her trust and to assure her of the legitimacy of the study. The introductory statement (See Appendix .A) illustrates the nature, the importance, and the legitimacy of the study. The introductory statement also motivates the respondents to be cooperative. The introductory statement also assured the respondent’s name would not appear in the study. Each respondent was then shown the hospital’s permission to interview nurses. Each respondent was told that she has 48 the full right and choice whether to participate in the study or not. She was also told that she has the right to withdraw at any stage of the interview. At the end of the interview, each respondent was thanked for her help, support and cooperation. The interview (See Appendix 8) included closed-ended questions in which all possible answers were provided; open- ended questions to which the respondent was not be forced to choose from a finite number of options; (Babbie, 1995); and I also included questions in which there were choices for responses, but which also allowed responses other than those listed as choices. The questionnaire included four parts. The first part included.many questions dealing with respondents’ demographic and. work related. characteristics, such. as nursing rank, religion, age, marital status, monthly salary, current and preferred work shift, time-length of work experience at the current hospital, and sources which affected respondents’ decision to study nursing. The second part of the research questionnaire is borrowed from Stamps and Piedmonte (1986). It included fifteen paired comparisons of six components of job satisfaction that represent the first section of the Index of Work Satisfaction developed by the preceding researchers. The purpose of these comparisons is to find out the ranking of the importance of the different work components to nurses’ job satisfaction. 49 This part also provided a definition of each of the six components of job satisfaction as it appeared in Stamps and Piedmonte (1986, P. 60). The third part of the questionnaire represents the second section of the Index of Work Satisfaction prepared by Stamps and Piedmonte (1986). This section measures nurses current level of satisfaction with six different components of the job. Stamps and Piedmonte modified their original Index of Work Satisfaction in which it included forty-four items dealing with six work components. The forty-four items include six items representing the pay component, seven items representing the professional status, ten items representing interaction and divided equally between physician-nurse interaction and nurse-nurse interaction, six items representing task requirements, seven items representing organizational policies, and finally, eight items representing autonomy. Indeed, the first six components of this part of the questionnaire literally represents the second section of the Index of Work Satisfaction as appeared in Stamps and Piedmonte (1986). A seventh component that deals with control component was added to this scale. This component included seven statements. The first six statements were borrowed from Rotter (1966). I added a seventh statement to this component which read: "from my work experience at this hospital, I think that I have more respect than male nurses." There are some 50 reasons for adding this statement. To begin with, only female nurses were interviewed in this study, and since there are male nurses working at the community of the study, it is meaningful to understand nurses’ attitude regarding whether they get more, same, or less respect than male nurses at the community of the study. Indeed, these statements on control were organized in a way that is systematic with the way statements related to the Index of Work Satisfaction are organized (see Appendix D for control statements as appeared in Rotter (1966) and as appeared in this research questionnaire). Stamps and.Piedmonte (1986) indicated.that their Index of Work Satisfaction is a new standardized measure which is statistically valid, reliable, and practical. The information which comes from using this scale is relevant for application to the organization. Researchers also pointed out that other work satisfaction measures are not adequate in measuring nurses’ work satisfaction.and in making practical suggestions to change the work environment. One of these measures is The Cornell Job Description Index which had been the most widely used scale in the area of health since the 1960’s (Hulin et. al., 1963). Stamps and Piedmonte indicated that many changes have occurred in the field of nursing since the 1960’s and there is a need for' a more recent ‘measurement of job satisfaction among nurses. Researchers indicated that their Index of Work Satisfaction can measure nurses’ work 51 satisfaction better than any other measure and recommend it for a widespread use. The fourth. part of the questionnaire included four interview questions. The first question asks whether the respondent has any comments, ideas, or suggestions related to the interview questions or statements. The second interview question asks those respondents who answered the preceding question.positively to elaborate on these comments, ideas, or information. The third question asks the respondent if she has any additional comments, ideas, or suggestions which are directly or indirectly related to the content of the questionnaire or the subject of this study. The final question in the questionnaire asks the respondents to elaborate on these comments, ideas, or suggestions. The questionnaire as written in the English language was reviewed by my committee members, including my advisor. The questionnaire was translated twice to assure the accuracy of the translation. It was translated from English into Arabic and then form Arabic into English. Then, the questionnaire was typed in Arabic before conducting the study. Then the questionnaire was pretested. The pretest suggested adding some new questions, delating some questions, rewording some questions, and rearranging some parts of the questionnaire. I considered all changes suggested by the pretest. Indeed, all'changes took place in the first and the last parts of the questionnaire. 52 I arranged appointments directly with respondents. If any respondent broke the interview appointment with me three times, she was excluded from the sample. In this case, the nurse who followed her in the list was interviewed as a substitute by using the same procedures. Similarly, if the substitute nurse broke the appointment with me more than two times, she was not included in the sample. In this case, no substitute was included. I interviewed each respondent separately. During the interview, I asked the interviewee all questions in the first and fourth parts of the questionnaire (questions in the fourth part were asked after respondent’s completion of the second and the third.parts of the questionnaire). .After asking each question, I wrote or chose the appropriate response of the respondent. I asked each respondent to read and respond to the "Paired.Comparisons" part and.then.to all forty-four items which represent the second part of the questionnaire. I gave each respondent simple and.clear instructions regarding how'to respond to each item or statement in the second and the third parts of the questionnaire. In addition, I provided the respondent with a separate sheet of paper which provides a definition of each of the seven numbers that follow each statement in the third part. I was present while the respondent was reading and responding to these parts of the questionnaire. I did not read any of the statements or items of the second.and.the third sections nor state the appropriate 53 response of the respondent for many reasons. To begin with, some of the statements are long and could be confusing to the respondent if read by me. In addition, while some of the statements are positively stated, others are negatively stated, in which the respondent could miss the content of any statement” When the respondent is allowed to read.and respond to each of the statements of this part, she will have the opportunity to go through any statement more than once, in which her understanding of each of the statements could be more guaranteed. In ordering the questionnaire, many points were carefully treated. The questionnaire starts with questions that are simple to answer. All questions in the questionnaire were organized in a logical order to evade the establishment of any response set (Bailey, 1987). Respondents .were interviewed through a face-to-face encounter. Babbie (1995) pointed out the many advantages for having a questionnaire managed by an interviewer. These include having' higher response rates than. mail surveys; reducing the number of "no answers" and "don’t" know answers; providing a protection toward confusing items in the questionnaire; and finally, enabling the interviewer to ask questions as well to observe while interviewing. 2.4. DEFINING-JOB SATISFACTION Different definitions of the concept "job satisfaction" 54 were provided in academic literature by different researchers and thinkers. Locke (1969) defined job satisfaction as a "pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job values" (P. 316). Another definition was provided by Price and Mueller (1981). Price stated that job satisfaction is defined as "the degree to which there is a positive affective orientation toward membership in the system." P. 545. In addition, Hopkins (1983) defined job satisfaction as "the fulfillment or gratification of certain needs of the individual that are associated with one’s work" (P. 7). Moreover, Brownstone (1980) defined job satisfaction as: pleasure felt by an employee as a result of his or her job, such as the feeling of worth and fulfillment experienced by a doctor who has just saved a life, or an editor who has just salvaged a badly written manu- script (P. 153). Collins (1990) defined job satisfaction as: "Multifaceted and somehow related to the ability of the job, or its environment, to meet unique, individual human needs." A.more contemporary definition of job satisfaction is the one provided by Cranny, et. al. (1992), who defined job satisfaction as "an effective (that is, emotional) reaction to a job that results from the incumbent’s comparisons of actual outcomes with those that are desired, expected, deserved, and so on" (P. 1). According to Misener et. al. (1996), while researchers 55 agree that job satisfaction is composed of a positive attitude toward a particular job, they are in less agreement regarding how to measure that attitude. Only for the purpose of the current study, I provide an empirical and instrumental definition of job satisfaction. I define job satisfaction as nurses’ positive, neutral, or negative evaluations of negative or positive items representing their pay and.benefits, such as retirement benefits, professional status, interaction with physicians and other nurses, task requirements, organizational policies, autonomy, and control. The definitions of the different components of job satisfaction that appeared in the second part of the questionnaire were literally taken from Stamps and Piedmonte (1986, P. 60) as follows: 1. Pay: Dinar remuneration and fringe benefits received for work done. (I substituted the concept "dollar" with "dinar" since the study was applied to Jordanian nurses.) 2. Professional status: Overall importance or significance felt about your job, both in your view and in the view of others. 3. Interaction: Opportunities presented for both formal and informal social and professional contact during work hours. 4. Task requirements: Tasks or activities that must be done as a regular part of the job. 5 . Organizational policies: Management policies and procedures put forward by the hospital and nursing administration of this hospital. 56 6. Autonomy: Amount of job related-independence, initiative, and freedom, either permitted or required in daily work activities. 2.5. STATISTICAL ANALYSIS In this research, the degree of job satisfaction among each of the two groups of nurses; registered and practical, represented the dependent variable. The degree of satisfaction was classified into seven different categories. These include pay, professional status, interaction, task requirements, organizational policies, autonomy, and.control. On the other hand, independent variables which were examined in this research included education, monthly salary, age, marital status, and married respondents with children below school age. The outputs from the questionnaire were analyzed by using the SPSS software (Statistical Package for Social Science). Descriptive statistics for all the outputs of the collected data were used to characterize the sample. The correlation between each of the different components of job satisfaction was examined to test how close are the different statements of each component to linear relationship (see Appendix E) . This was conducted to decide which statements could be excluded from any of the components of job satisfaction since this study was applied to a different culture. "Results of the correlation did not suggest the l t .e- de A V find prev Sat' 1 4' 57 deletion.of any'of the statements that represent the different components of job satisfaction. In addition, some of the findings of this study were compared to findings of some previous researches that literally used the Index of Work Satisfaction. Making these comparisons without any bias was another reason for not deleting any of the statements that represent the different components of the Index of Work Satisfaction as appeared in Stamps and Piedmonte (1986). Different statistical tests were used in order to test the significance of the difference between means of job satisfaction for different independent variables. Paired difference t test was used to test the significance of the difference between the means of two groups. Analysis of variance (ANOVA) was used to test the significance of the difference among the means of three or more groups. For all analysis, the level of significance was set at alpha = 0.05 level or a level of confidence of 95%. Factor analysis was used to reveal patterns of inter- relationships among the six components of job satisfaction which represent the "Paired Comparisons" part of the Index of Work Satisfaction. This was used to rank the importance of the different components to nurses’ job satisfaction. Each of research hypothesis was tested three times; for the whole sample and then for each of the two groups of respondents; registered and practical nurses. The following is a brief description of how each of the .57. Q fa C0 58 research hypotheses was tested. H1. While nurses will rank autonomy as the most important job component to their job satisfaction, they will rank organizational policies as the least important job component to their job satisfaction. Ho: Jam > (J pal Jpsi Jinl Jtr) > Jor H.: J.“ > (Jpn J”, J1“, J“) > Jor Where J,m = Job satisfaction in autonomy component Jo, = Job satisfaction in organizational policies component. (J 9., J1”, J1“, J“) = The values of the Correlation Coefficient for the job components of pay, professional status, interaction, and task requirements. This hypothesis was examined based on the results of factor analysis of the Paired Comparisons. H2. Current level of nurses’ job satisfaction will be the highest in the autonomy component of their job and the lowest in the pay component of their job. Ho: Jam > (Jpn Jin, J”, Jon, J“) > Jpa H,: J.“ > (Jps' J1”, :Ju, Jar, Jco) > JP,l Where Jam = Mean score of authority component of job satisfaction. JP, = Mean score of pay component of job satisfaction. (Jpn J“, J“, Jar, J“) = Mean score for each of the components of professional status, interaction, task requirements, organizational policies, and control of job 59 satisfaction. This hypothesis was tested based on the results of the mean score of each of the seven components of job satisfaction. H3. The more education the nurse has, the less she will be satisfied‘with her job. Ho:£L_= J} = J3==... Ha: J1 < J2 < J3 <... Where J; = Average score of job satisfaction for group 1- H4. The more salary the nurse has, the more she will be satisfied'with her job. Ho: J1 = J2 = J3 =... H,: J1 < J2 < J3 <... HS. Older nurses‘will be more satisfied with their job than younger nurses. Ho: J1 = J2 = J3 a... H.: J1 < J2 '< J3 <... H6. Married nurses, in general, will be less satisfied'with their job than unmarried nurses. Ho: J1 = J; H,: J1 < J2 Where J} = Average job satisfaction for married nurses. £5 = Average job satisfaction for unmarried nurses. H7. Married nurses with children below school age will be less satisfied'with their job than married nurses with no children below school age. 60 H0: J1 = J2 H,: J1 < J, Where J, = Average job satisfaction for married nurses with children below school age £5 = Average job satisfaction for married.nurses with no children below school age. Ngtg: Hypotheses 3-7 were accepted or rejected based on the results of the statistical test used to test the significance of the differences among the means of the different groups (F test "ANOVA" or t test). CHAPTER THREE FINDINGS OF THE STUDY 3.1. SAMPLE'S SOCIAL AND DEMOGRAPHIC CHARACTERISTICS This section presents and discusses the respondents’ major social and demographic characteristics. To begin with, each of these characteristics is presented and discussed for the whole sample. Then, the same characteristic is presented and discussed in a comparative way; between the two groups of respondents; registered and practical nurses. These characteristics include respondents distribution by nationality, nursing rank, working department/unit, type of employment, probationary period, current and preferred work shift, age, religion, length of time of all experienced nursing work, length of time of work experience at current hospital, monthly salary, whether salary is or is not the only source of income, the way of spending salary, salary coverage of basic needs, marital status, motherhood and number of preschool children, and source of providing care to preschool children while mothers working. 3.1.1. NATIONALITY All interviewed respondents in this research carried Jordanian nationality. Jordanian nurses who descended from Palestinian origin were all considered Jordanians in this 61 62 study; at least because they carry Jordanian nationality. There were two non-Jordanian nurses, both females, working at the community of the study. Both were not interviewed because they were carrying odd numbers. There was only one nurse who got her Jordanian nationality after she was married to a Jordanian. She carried an even number but was not interested in being interviewed. 3.1.2. NURSING RANK This research included.two ranks of nurses working at the Jordan University hospital; registered and practical. These include ninety-eight registered nurses who represented 54.7% and eighty-one practical nurses who represented 45.3% of the whole sample. 3.1.3. WORKING DEPARTMENT/UNIT Table (4) illustrates the distribution of registered and practical nurses by working department/unit at the community of the study. According to Table (4), there were nineteen respondents out of the whole sample who were working in the Department of Internal Medicine at the time of their interview. These respondents represented 10.6% of the whole sample. This category included eleven registered nurses who represented 11.2% of all registered nurses and eight practical nurses who represented 9.9% of all practical nurses. In addition, there were thirty-nine respondents working in the 63 Department of Surgery in which they represented 21.8% of the whole sample. These included twenty-three registered nurses who represented 23.5% of all registered nurses and sixteen practical nurses ‘who .represented 19.8% of all practical nurses. Moreover, among all interviewees, there were nineteen Table (4) The Distribution of Registered and Practical Nurses by Working Department/Unit WUnit R.N.’§ % P.N.’s % Total % Internal 11 11.2 8 9.9 19 10.6 Surgery 23 23.5 16 19.8 39 21.8 Children 8 8.2 11 13.6 19 10.6 Maternity 18 18.4 12 14.8 30 16.8 Emergency 7 7.1 4 4.9 11 6.1 Outpatient Clinics 1 1.0 18 22.2 19 10.6 Specialized Units: Kidneys 1 1.0 0 0.0 1 0.6 Intensive Care 6 6.1 2 2.5 8 4.5 Coronary Int. Care 2 2.0 2 2.5 4 2.2 Neo-natal 6 6.1 2 2.5 8 4.5 Digestive System 4 4.1 2 2.5 6 3.4 Day-Care 2 2.0 2 2.5 4 2.2 Burns 2 2.0 2 2.5 4 2.2 Operations 5 5.1 0 0.0 5 2.8 W L 3.0 0 0.0 Lil. Total 98 100.0 81 100.0 179 100.0 Chi-Square = 30.76, Sig. = 0.006, d.f. = 14 respondents working the Department of Children who represented 10.6% of the whole sample. This category included eleven practical nurses who represented 13 .6% of all practical nurses and eight registered nurses who represented 8.2% of all registered nurses. Further, the sample combined thirty nurses working the Department of Maternity in which they represented 16.8% of the whole sample. 'These included.eighteen registered nurses who represented 18.4% of all registered nurses and twelve practical nurses who represented 14.8% of all practical 64 nurses. Furthermore, the sample included eleven nurses working in the Emergency Department in.which they represented 6.1% of the whole sample. These included seven registered nurses who represented 7.1% of all registered nurses and four practical nurses who represented 4 .9% of all practical nurses. Regarding the Outpatient Clinics, there were nineteen respondents working in it in which they represented 10.6% of the whole sample. These included eighteen practical nurses who represented 22.2% of all practical nurses and only one registered nurse who represented 1% of all registered nurses. The rest of the respondents were working in the hospital’s specialized units when they were interviewed. There were eight respondents in each of the two units of Neonatal and.Intensive Care innwhich.each.category'represented 4.5% of the whole sample. In each of these two units, there were six registered nurses and two practical nurses. In addition, there were six nurses working in the Digestive System Unit in which they represented 3.4% of the whole sample. This category combined four registered nurses and two practical nurses. Moreover, five respondents, 'all registered, were working in the Operations Unit in which they represented 2.8% of the whole sample. Further, in each of the three units of Coronary Intensive Care, Day Care, and Burns, there were four respondents in which in each unit they represented 2.2% of the overall sample. In each of the three preceding units there were two registered nurses and two practical nurses. 65 Furthermore, there were two nurses, both registered, working in the Medium Care Unit in which they represented 1.1% of the total sample. Finally, there was only one nurse, registered, working in the Kidneys Unit in which she represented 0.6% of the whole sample. 3.1.4. TYPE OF EMPLOYMENT There are four types of employment of nurses working at the community' of the studyu These include classified, contract, daily, and lump-net employment. Table (5) illustrates the distribution of registered and practical nurses by type of current employment. Table (5) The Distribution of Registered and Practical Nurses by Type of Current Employment ’ % P.N.’s % Total % Classified 37 37.8 27 33.3 64 35.8 Contract 36 36.7 23 28.4 59 33.0 Daily 25 25.5 1 1.2 26 14.5 Lump;n§t 0 0.0 30 37.0 30 16.8 Total 98 100.0 81 100.0 179 100.0 Chi-Square = 55.47, Sig. = 0.000, d.f. = 3 Table (5) illustrates that out of the whole sample, there were sixty-four nurses who were working on a classified basis in which they represented 35.8% of the whole sample. These included thirty-seven registered.nurses who represented 37.8% of all registered nurses and twenty-seven practical nurses who represented 33.3% of all practical nurses. In addition, the sample included fifty-nine nurses working on a contract basis in which they represented 33% of the whole sample. This 66 category included thirty-six registered nurses who represented 36.7% of all registered nurses and twenty-three practical nurses who represented 28.4% of all practical nurses. Further, the sample included thirty nurses who represented 16.8% of the whole sample in which they were working on a lump-net basis. Indeed, all thirty nurses were practical nurses and represented 37% of all practical nurses. Finally, the sample included twenty-six nurses who were employed on a daily basis in which they represented 14.5% of the whole sample. .All nurses who belonged to this category, except one, were registered nurses. 3.1.5. PROBATIONARY PERIOD Every hired nurse by the hospital has to go through a probationary period. The probationary period is three months since the first day of starting the job. During this period, the hospital has the right to fire the nurse for one reason or another, such as not fulfilling her expected duties. Table (6) illustrates the distribution of registered and practical nurses by whether passed or not the probationary period. Table (6) The Distribution of Registered and Practical Nurses by whether Passed or not the Probationary Period W1“. R.N.'s % P.N.’e 9: Total—L During pro. per.* 3 3.1 0 0 3 1.7 Passed pro. per. 95 96.6 81 100 176 98.3 Total 98 100.0 81 100 179 00.0 *pro. = probationary, per. =-period Chi-Square = 2.52, Sig. = 0.112, d.f. = 1 According to Table ( 6) , there were one hundred and 67 seventy-six respondents who passed the probationary period of work at the hospital in which they represented 98.3% of the whole sample. These included ninety-five registered nurses who represented 96.6% of all registered. nurses and. all practical nurses in the sample. On the contrary, the sample include only three nurses working during the probationary period in which they represented 1.7% of the whole sample. All three nurses were registered in which they represented 3.1% of all registered nurses. 3.1.6. CURRENT WORK SHIFT .At the Jordan University Hospital, nurses work in one of three shifts. These include ”A", "B", and "C" shifts. Working hours for each shift are from 7:00 a.m. till 3:00 p.m. for shift "A", 2:30 p.m. till 9:30 p.m. for shift "8", and from 9:00 p.m. till 7:30 a.m. for shift "C". Nurses working at the Out-patient Clinics work only during one shift; shift "A3. The working hours for this shift are from 8:00 a.m. till 4:00 p.m.; which are the working hours for the Out-patient Clinics. Nurses of each shift are switched to a new shift at the beginning of each month. This means that after working for three months at the hospital, a nurse experiences working on all three shifts. However, changing to a new shift could be shorter than one month in some specialized units. For example, in the Intensive Care Unit, shifts rotate every four 68 days. In addition, nurses in the Out-patient Clinics do not rotate their shifts within the Out-patient Clinics, since there is only one shift. Indeed, some nurses in the Out- patient Clinics may work in the same unit or department for many years. However, nurses may be transferred between the hospital and the Out-patient Clinics. Table (7) compares the distribution of registered and practical nurses by current work shift. Table (7) Comparing the Distributions of Registered and Practical Nurses by Current Work Shift ' % P.N.;S 95 Total 1: Shift "A" 44 44.9 40 49.4 84 46.9 Shift. "8" 40 40.8 36 44.4 76 42.5 Shift "C" 14 14.3 05 6.; 19 10.6 Total 98 100.0 81 100.0 179 100.0 Chi-Square = 3.08, Sig = 0.21, d.f. = 2 Table (7) indicates that respondents who were working during shift ”A" when interviewed numbered eighty-four in which they represented 46.9% of the whole sample. These included forty- four registered nurses who represented 44 .9% of all registered nurses and forty practical nurses who represented 49.4% of all practical nurses. In addition, interviewees who were working during shift "8" at the interview time included seventy-six nurses who represented 42.5% of the whole sample. These included forty registered nurses who represented 40.8% of all registered nurses and thirty-six practical nurses who represented 44.4% of all practical nurses. Finally, the sample included nineteen nurses working during shift "C" who represented 10.6% of the 69 whole sample. This category included fourteen registered nurses who represented 14.3% of all registered nurses and five practical nurses who represented 6.2% of all practical nurses. Only nurses working on shift "C" get extra payment. For each.night working on a "C" shift, a registered.nurse gets one Jordanian Dinar and a practical nurse gets sixty Jerdanian Piasters in addition to their monthly salary (note that each Jordanian Dinar equals one hundred Piasters). 3.1.7. PREFERRED WORK SHIFT A.nurse who was working during one of the three shifts at the hospital at the time of her interview'does not necessarily prefer that shift most. Table (8) clarifies the distribution of registered and practical nurses by their most preferred work shift at the community of the study. Table (8) Comparing the Distributions of Registered and Practical Nurses by most Preferred Work Shift Preferred_§hift_filulis % P.N.isri.% Total % Shift "A" 71 72.4 52 64.2 123 68.7 Shift "8" 22 22.4 23 28.4 45 25.1 Shift "c" 05 5.1 06 7.4 11 6.1 Total 98 100.0 81 100.0 179 100.0 Chi-Square = 1.45, Sig. = 0.485, d.f. = 2 Table (8) illustrates that the most preferred working shifts for each of registered and practical nurses were "A", "B", and "C", in order from-the most to the least preferred working shift. Out of the whole sample, there were one- hundred and twenty-three respondents who preferred working during shift "A” and represented 68.7% of the whole sample. 70 These included seventy-one registered nurses (72.4% of all registered nurses) and fifty-two practical nurses (64.2% of all practical nurses) . In addition, the whole sample included a total of forty-five respondents who preferred working during shift "8" in which they represented 25.1% of the whole sample. These included twenty—three practical nurses (28.4% of all practical nurses) and twenty-two registered nurses (22.4% of all registered nurses). Finally, the whole sample included only eleven nurses who preferred working during shift "C" most and represented 6.1% of the whole sample. These included six practical nurses (7.4% of all practical nurses) and five registered nurses (5.1% of all registered nurses). Nurses who preferred working during shift "C" give two main reasons for such preference. Some of these nurse, indicated that they preferred working on shift "C" because the workload is lighter during this shift than other shifts. They also indicated that the hospital environment is more calm since visitors are not allowed to enter the hospital at night except under extreme circumstances. In addition, many married nurses with children who preferred working during shift "C" most indicated that their husbands work during the day. As a result, their husbands can take care of their children at night while they working at night. Some less common reasons were given for the least preference to work during shift "C" . For example, a nurse who was working during shift "C" in the Emergency Department indicated that the most stressful thing 71 to her during this shift is dealing with drunk cases. According to her, these cases are seen mostly at night during the summer time. 3.1.8. AGE Table (9) illustrates the distribution of registered and practical nurses by age. Table (9) The Distribution of Registered and Practical Nurses by Age Ag; R.N.’a % P.N-Caf % Total % Less than 25 years 28 28.6 12 14.8 40 22.3 25-less than 30 57 58.2 24 29.6 81 45.3 30-less than 35 11 11.2 29 35.8 40 22.3 35-less than 40 1 1.0 13 16.0 14 7.8 40-less than 45 0 0.0 3 3.7 3 1.7 45-less than 50_xaara 1 1.0 0 0.0 1 0.6 Total 98 100.0 81 100.0 179 100.0 Chi-Square = 40.99, Sig. = 0.000, d.f. = 5 Out of the whole sample, it was found that respondents who were younger than 25 years totaled forty in which they represented only 22.3% of the whole sample. These included twenty-eight registered nurses who represented 28.6% of all registered nurses and twelve practical nurses who represented 14.8% of all practical nurses. In addition, respondents whom their ages were in the age category of 25 to less than 30 years numbered eighty-one nurses and represented the majority of all respondents; 45.3%u This category included.fifty-seven registered nurses .who represented 58.2% of all registered nurses and twenty-four practical nurses who represented.29.6% of all practical nurses. -Moreover, respondents whose their 72 ages were in the category of 30 to less than 35 years numbered forty nurses and represented 22.3% of the whole sample. This category included twenty-nine practical nurses who represented 35.8% of all.practical nurses and.cleven registered.nurses who represented 11.2% of all registered nurses. Further, respondents whose ages were 35 to less than 40 years numbered fourteen and represented 7.8% of the whole sample. All these respondents, except one, were practical nurses. Finally, respondents who were 40 years of age or older numbered four nurses who represented.only 2.3% of all respondents. Three of these were practical nurses. 3.1.9. RELIGION Suni-Islam is the dominant religion among Jordanians. Table (10) illustrates the distribution of registered and practical nurses by religion. Table (10) The Distribution of Registered and Practical Nurses by Religion Religicn___BINILs_t% P.N-Ls__i___12tal___1_ Moslem 94 95.9 78 96.3 172 96.1 ghgiggian 4 4.1 3 3.7 7 3.9 Total 98 100.0 81 100.0 179 100.0 Chi-Square = 0.02, Sig. = 0.897, d.f. = 1 Regarding respondents distribution.by religion, as Table (10) indicates, the overwhelming majority of respondents were Moslems. Moslem respondents numbered one-hundred and seventy- two and represented 96.1% of all respondents. Moslem nurses included ninety-four registered nurses who represented 95.9% 73 of all registered nurses and seventy-eight practical nurses who represented 96.3% of all practical nurses. In contrast, Christian. respondents numbered. only seven in 'which they represented 3.9% of the whole sample. This category included four registered nurses in which they represented 4.1% of all registered nurses and three practical nurses who represented 3.7% of all practical nurses. 3.1.10. LENGTH OF TIME OF ALL NURSING WORK EXPERIENCE While some of the respondents had a very short period of all nursing work experience, others had more than twenty years of nursing work experience. Table (11) illustrates the distribution of registered and practical nurses by length of time of all nursing work experience. This includes length of time of work experience at the community of the study, as well as other places if they experienced any. Table (11) The Distribution of Registered and Practical Nurses by Length of Time of all Nursing Work Experience WW % Total % Less than 3 years 23 .5 0.0 23 12.8 3- less than 6 44 44. 9 15 18.5 59 33.0 6-less than 9 23 23. S 14 17.3 37 20.7 9-less than 12 6 6.1 29 35.8 35 19.6 12-less than 15 1 1.0 10 12.3 11 6.1 15 yeara gr lgagar 1 1. 0 13 16.0 14 7.8 0 81 100.0 179 100.0 Total 98 100. Chi-Square = 71.24, Sig = 0.000, d.f. = 5 According to Table (11), all twenty-three nurses who had been working in the area of nursing for less than three calendar -years were registered nurses in which they 74 represented 12.8% of the whole sample and 23.5% of all registered nurses. In addition, there were fifty-nine nurses who had been working in the field of nursing from three to less than six years and represented 33% of the whole sample. These included forty-four registered nurses who represented 44.9% of all registered nurses and fifteen practical nurses who represented 18.5% of all practical nurses. Moreover, there were thirty-seven nurses whom the length.of all of their experienced nursing work extended from six to less than nine years and represented 20.7% of the whole sample. These included twenty-three registered.nurses who represented 23.5% of all registered nurses and fourteen practical nurses who represented 17.3% of all practical nurses. Further, respondents whose length of their nursing work period extended from nine to less than twelve years numbered thirty-five and represented 19.6% of the whole sample. ‘These included.twentye nine practical nurses who represented 35.8% of all practical nurses and six registered nurses who represented 6.1% of all registered nurses. Furthermore, the sample included eleven nurses with a nursing work experience which extended from twelve to less than fifteen years and represented 6.1% of the whole sample. These included ten. practical nurses who represented 12.3% of all practical nurses and only’ one registered nurse who represented.1% of all registered.nurses. Finally, nurses who had been working in the field of nursing for fifteen years or longer totaled fourteen and represented before Table PraCtit at the 75 7.8% of the whole sample. These included thirteen practical nurses who represented 16% of all practical nurses and only one registered nurse who represented 1% of all registered nurses . 3.1.11. LENGTH OF TIME OF NURSING WORK EXPERIENCE AT CURRENT HOSPITAL While some nurses had previous nursing work experience before working at the community of the study, others did not. Table (12) illustrates the distribution of registered and practical nurses by length of time of nursing work experience at the community of the study. Table (12) The Distribution of Registered and Practical Nurses by Length of Time of Nursing Work Experience at Current Hospital Nagginngork R.N.‘a, % P.N;:§ % Total 3 Less than 3 years 29 29.6 0 0.0 29 16.2 3-less than 6 39 39.8 17 21.0 56 31.3 6-less than 9 22 22.4 15 18.5 37 20.7 9-less than 12 6 6.1 28 34.6 34 19.0 12-less than 15 1 1.0 12 14.8 13 7.3 15_yaara_g;_lgagar 1 1.0 9 11.1 10 5.6 Total 98 100.0 81 100.0 179 100.0 Chi-Square = 67.91, Sig. = 0.000, d.f. = 5 Among all respondents, as Table (12) indicates, there were twenty-nine nurses who had been working at the community of the study for less than three years which.represented 16.2% 'of the whole sample. Indeed, all nurses who belonged to this <:ategory were registered nurses and represented 29.6% of all registered nurses. In addition, the sample included fifty-six Ilurses who had.been working at the community of the study from 76 three to less than six years and represented 31.3% of the whole sample. This category included thirty-nine registered nurses who represented 39.8% of all registered nurses and seventeen practical nurses who represented 21% of all practical nurses. Moreover, nurses who had been working at the community of the study from six to less than nine years numbered thirty-seven and represented 20.7% of the whole sample. This category included twenty-two registered nurses who represented 22.4% of all registered nurses and fifteen practical nurses who represented 18.5% of all practical nurses. Further, nurses who had been working at the hospital from nine to less than twelve years totaled thirty-four in which they represented 19% of the whole sample. These included twenty-eight practical nurses who represented 34.6% of all practical nurses and six registered nurses who represented 6.1% of all registered nurses. Furthermore, there were thirteen nurses who had a work experience at the hospital that extended from twelve to less than fifteen years and represented 7.3% of all respondents. These included twelve practical nurses who represented 14.8% of all practical nurses and only one registered nurse who represented 1% of all registered nurses. Finally, among all respondents, there were ten nurses who reported working at the community of the study for a period of fifteen years or longer and represented 5.6% of the whole sample. These included nine practical nurses who represented 11.1% of all practical nurses and only one 77 registered nurse who represented 1% of all registered nurses . 3.1.12. MONTHLY SALARY Nurses working at the community of the study, as well as all other employees, receive their salaries on a monthly basis. Table (13) illustrates the distribution of registered and practical nurses by their monthly salary in Jordanian Dinars. ‘ Table (13) The Distribution of Registered and Practical Nurses by Monthly Salary in Jordanian Dinars fialarv R-NLS % P.N.'§ % Togal % Less than 200 J.D.‘s 0 0.0 11 13.6 11 6.1 ZOO-less than 250 3 3.1 41 50.6 44 24.6 250-less than 300 47 48.0 20 24.7 67 37.4 300-less than 350 39 39.8 3 3.7 42 23.5 350-less than 400 7 7.1 2 2.5 9 5.0 400-less than 4 J .’ 2?, 2:0 4 4.9 6 3.4 Total 98 100.0 81 100.0 179 100.0 Chi-Square = 88.18, Sig. = 0.000, d.f. = 5 Table (13) indicates that there were eleven nurses who had a monthly salary of less than 200 Jordanian Dinars and represented 6.1% of the whole sample. These were all practical nurses. According to the management of the Jordan University Hospital, practical nurses have lower salaries than .registered nurses because they completed shorter periods of nursing education than registered nurses. In addition, respondents whom their salary was ranging from 200 to less than 250 J.D.’s totaled forty-four nurses and represented 3341.6% of the whole sample. This category combined forty-one 78 practical nurses who represented 50.6% of all practical nurses and three registered nurses who represented 3 .1% of all registered.nurses. Moreover, the sample included sixty-seven nurses whom their salaries were ranging from 250 to less than 300 J.D.’s and represented 37.4% of the whole sample. This category included forty-seven registered nurses who represented 48% of all registered nurses and twenty practical nurses who represented 24.7% of all practical nurses. There were also forty-two nurses with.monthly salaries ranging from 300 to less than 350 J.D.’s and represented 23.5% of the whole sample. This category included thirty-nine registered nurses who represented 39.8% of all registered nurses and only three practical nurses who represented 3 .7% of all practical nurses. Further, the sample included nine nurses whom their salaries were within the category of 350 to less than 400 J.D.’s and represented 5% of the whole sample. This category included seven registered nurses who represented 7.1% of all registered nurses and only two practical nurses who represented 2.5% of all practical nurses. Finally, there were only six nurses whom.their monthly salaries were ranging fromi400 to less than 450 J.D. ’s in which they represented 3.4% of the whole sample. This category of salary included four practical nurses who represented 4.9% of all practical nurses and only two registered nurses who represented 2% of all registered nurses. Indeed, there were small numbers of practical nurses within higher categories of salary. This is due to the fact that 79 they’had longer periods of nursing work.experience compared to registered nurses within the same categories. 3.1.13. WHETHER SALARY IS OR IS NOT THE ONLY SOURCE OF INCOME While for most nurses salary from the current job is not the only income for them and their families, either procreational or orientational, for some nurses their salary is the only income for them and their dependents. Table (14) illustrates the distribution of registered and practical nurses by whether their salary is or is not the only source of income. Table (14) The Distribution of Registered and Practical Nurses by whether Salary is or is not the Only Income Salarv R.N.’a % P,u,'a % Total % Family' 3 only income 1 1 6 7.4 7 3.9 NeLfamilL’LcnlLinceme 9'7 99 75 92.1.122—2111 Total 98 100 81 100.0 179 100.0 Chi-Square = 4.81, Sig. = 0.028, d.f. = 1 The overwhelming majority of respondents, as Table (14) indicates, one hundred and seventy-two reported that their salaries are not the only source of income for their families, either orientational or procreational families. This category represented 96.1% of the whole sample. ‘This category included ninety-seven registered nurses who represented 99% of all registered nurses and seventy-five practical nurses who represented 92.6% of all practical nurses. Inmcontrast, there were only seven respondents who reported that their salaries represent the only source of income for them and their 80 families. This category represented 3.9% of the whole sample. This category included six practical nurses who represented 7.4% of all practical nurses and only one registered nurse. 3.1.14. THE‘WAY OP SPENDING SALARY Most respondents work to help their families, either procreational or oriantaional families. This, indeed, one of the traits that reflects the strong familial relationships among members of the community of the study. Table (15) illustrates the distribution of registered and practical nurses by their way of spending their monthly salaries. Table (15) The Distribution of Registered and Practical Nurses by the Way Salaries are Spent on R.N.’s % P.N.{s % Total % On self only 11 11.2 3 3.7 14 7.8 Qn salf agg family 87 88.8 78 26.3 165 22.3 Total 98 100.0 81 100.0 179 100.0 Chi-Square = 3.48, Sig. = 0.06, d.f. = 1 A As Table (15) indicates, the majority of respondents, one hundred. and sixty-five, indicated. that they' spend. their salaries on themselves as well as on their families. These represented 92.2% of the whole sample. 'This category included eighty-seven registered nurses who represented 88.8% of all registered nurses and seventy-eight practical nurses who represented 96.3% of all practical nurses. In contrast, there were fourteen nurses who reported that they spend their salaries only on themselves and represented 7.8% of the whole sample. This category included eleven registered nurses who represented 11.2% of all registered nurses and three practical 81 nurses who represented 3.7% of all practical nurses. 3.1.15. SALARY COVERAGE OF BASIC NEEDS Specifying monthly salary is meaningless unless it is related to the extent to which it covers basic needs of respondents, and their dependents if they had.anyu Table (16) illustrates the distribution of registered and practical nurses by the extent to which monthly salary covers basic needs. Table (16) The Distribution of Registered and Practical Nurses by the Extent to Which their Monthly Salary Covers their Basic Needs Salary ggvaraga R.N.a % P.N-a % Total, % All basic needs 44 44.9 16 19.8 60 33.5 Most basic needs 27 27.6 16 19.8 43 24.0 About half of- basic need 16 16.3 31 38.3 47 26.3 Less than half of- baaig_naad§ 11 11.2 18 2 2 6.2 Total 98 100.0 81 100.0 179 100.0 Chi-Square = 20.93, Sig. = 0.000, d.f. = 3 Table (16) illustrates that there was a total of sixty nurse who indicated.that their monthly salary covers all basic needs and represented 33.5% of the whole sample. These included forty- four registered nurses who represented 44 .9% of all registered nurses and sixteen practical nurses who represented 19.8% of all practical nurses. In addition, respondents who pointed out that their salary covers most basic needs totaled forty-three and represented 24% of the whole sample. These included twenty-seven registered nurses who represented 27.6% of all registered nurses and sixteen 82 practical nurses who represented 19.8% of all practical nurses. Moreover, there was a total of forty-seven nurses who reported that their monthly salary covers about half of basic needs and. represented. 26.3% of the ‘whole sample. ‘This category included thirty-one practical nurses who represented 38.3% of all practical nurses and sixteen registered nurses who represented 16.3% of all registered nurses. Finally, the sample included twenty-nine respondents who mentioned that their monthly salary covers less than half of basic needs and represented 16.2% of the‘whole sample. 'This category combined eighteen practical nurses who represented 22.2% of all practical nurses and.eleven registered nurses who represented 11.2% of all registered nurses. 3.1.16. MARITAL STATUS Table (17) illustrates the distribution of registered and practical nurses by marital status. Table (17) The Distribution of Registered and Practical Nurses by Marital Status Marital Status R,N,'a % P.N.’§ % Total % Married 46 46.9 48 59.3 94 52.5 Single 47 48.0 30 37.0 77 43.0 Divorced 2 2.0 2 2.5 4 2.2 Widowed 0 0.0 1 1.2 1 0.6 Engaged 3 3.1 0 0.0 3 1.7 Total 98 100.0 81 100.0 179 100.0 Chi-Square = 6.24, Sig. a 0.182, d.f. = 4 Table (17) indicates that out of the whole sample, there tsere ninety-four married respondents and represented 52.5% of tzhe .whole rsample. This category included fortyeeight prac nd : regi: secor repre forty regis 37% divor< Half c sample 1.7% o regist one wi 3.1.17 It YEars ¢ registe Childre 83 practica1.nurses who represented.59.3% of all.practical nurses and forty-six registered nurses who represented 46.9% of all registered nurses. In addition, single respondents were the second largest category; seventy-seven nurses. These nurses represented 43% of the whole sample. This category included forty-seven registered nurses who represented 48% of all registered.nurses and thirty practical nurses who represented 37% of all practical nurses. Moreover, there were four divorced.respondents and.represented.2.2% of the'whole sample. Half of these were registered.nurses. Furthermore, the whole sample included three engaged respondents who represented only 1.7% of the whole sample. .All three engaged respondents were registered nurses. Finally, the whole sample included only one widowed respondent; a practical nurse. 3.1.17. MOTHERHOOD OF PRESCHOOL CHILDREN In Jordan, children enter grade one when reaching six years of age. Table (18) illustrates the distribution of registered and practical nurses by motherhood of preschool children. Table (18) The Distribution of Registered and Practical Nurses by Motherhood of Preschool Children P s h r ’ % P.N’a, % Togal % Yes 27 54.0 35 68.6 62 61 No 23 46.0 16 31.4 39 39 Total 50 100.0 51 100.0 101 100 Chi-Square = 2.28, Sig. = 0.134, d.f. = 1 According to Table (18), there were sixty-two nurses who 84 pointed out that they had preschool children and represented 61% of all respondents who were asked this question. These included thirty-five practical nurses who represented 68.6% of all practical nurses with preschool children and twenty- seven registered nurses who represented 54% of all registered nurses with preschool children. In contrast, there were thirty-nine nurses who represented 39% of all nurses who were asked this question in which they indicated that they have no children below school age. This category included twenty- three registered.nurses who represented 46% of all registered nurses of concern and sixteen practical nurses who represented 31.4% of practical nurses of concern. 3.1.18. NUMBER OF PRESCHOOL CHILDREN Table (19) presents the distribution of registered and practical nurses by number of their preschool children. * ' Table (19) The Distribution of Registered and Practical Nurses by Number of Preschool Children Namba; 9f Pzaschgglags B.N,’§ % P.N’s % Total % One child 13 48.1 11 31.4 24 38.7 two children 12 44.4 16 45.7 28 45.2 Three or more ghllagaa 2 7.4 8 22.9 lg 16,; Total 27 100.0 35 100.0 62 100.0 Chi-Square = 3.36, Sig. = 0.186, d.f. = 2 As explained earlier, the sample included sixty-two nurses who reported that they had children below school age. These included, as Table (19) illustrates, twenty-four nurses with one preschool child in-which they represented 38.7% of 85 all nurses with preschoolers. This category combined thirteen registered nurses who represented 48.1% of all registered nurses with preschoolers and eleven practical nurses who represented 31.4% of all practical nurses with preschoolers. In addition, a total of twenty—eight nurses reported having two preschool children and represented 45.2% of all mothers of preschoolers. This category combined sixteen practical nurses (45.7% of all practical nurses with preschool children) and twelve registered nurses (44.4% of all registered nurses with preschool children) . Finally, there were ten respondents with three or more preschool children and represented 16.1% of all mothers of pre-schoolers. These included eight practical nurses (22.9% of all practical nurses with preschool children) and two registered nurses (7.4% of all registered nurses with preschool children). 3.1.19. SOURCE OF PROVIDING CARE TO PRESCHOOL CHILDREN'WHILE MOTHERS WORKING Table (20) illustrates the distribution of registered and practical nurses by source of providing care to their preschool children while working at the‘ hospital. Table (20) indicates that the sample included twenty nurses who reported that their mothers-in-law take care of their pre-school children while they working. This category represented 32.3% of all mothers of preschoolers and divided equally between registered and practical nurses. The same category included ten registered nurses (37% of all registered nurses with pre- 86 school children) and ten practical nurses (28.6% of all practical nurses with pre-school children). Table (20) The Distribution of Registered and Practical Nurses by Care Providers to their Pre-school Children While Working at the Hospital gaga Prgvlde; R,N,’a i. P.N.’§ % Total % Mother—in-law 10 37.0 10 28.6 20 32.3 Mother 4 14.8 8 22.9 12 19.4 Child care center- at the hospital 2 7.4 3 8.6 5 8.1 Other care 7 25.9 3 8.6 10 16.1 Baby sitter 2 7.4 3 8.6 5 8.1 Husband 1 3.7 2 5.7 3 4.8 Qghar 1 3.7 6 17.1 7 11.3 Total 27 100 0 35 100.0 62 100.0 Chi-Square = 5.60, Sig. = 0 469, d.f. = 6 The same table also included.a total of twelve nurses who indicated that their mothers take care of their pre-school children while working at the community of the study. This category represented 19.4% of all respondents who had pre- school children. The same category included eight practical nurses (22.9% of practical nurses with pre-school children) and four registered nurses (14.8% of registered nurses with pre-school children) . Moreover, five respondents reported that their pre-school children are taken care of by the child care center at the hospital while working and.represented.8.1% of all mothers of pre-school children. This category included three practical nurses (8.6% of all practical nurses with pre- school children) and two registered nurses (7.4% of all registered nurses with pre-school children). Further, ten nurses who represented 16.1% of all mothers of pre-schoolers pointed.out that their pre-school children.spend their time in 87 other child care facilities while they working. This category included seven registered nurses (25.9% of all registered nurses with pre-school children) and three practical nurses (8.6% of all practical nurses with pre-school children). Furthermore, five respondents who represented 8.1% of all respondents with preschool children indicated that their pre- school children are taken care of by a baby sitter while they working. This category included three practical nurses (8.6% of all practical nurses with pre-school children) and two registered nurses (7.4% of all registered nurses with pre- school children). There were only three respondents who pointed out that their husbands take care of their pre-school children while working and represented 4.8% of all mothers of pre-schoolers. This category included two practical nurses (5.7% of practical nurses with pre-school children) and only one registered nurse (3.7% of registered nurses with pre-school children). Finally, seven nurses who represented 11.3% of all mothers of pre-schoolers reported other sources as care providers for their pre-school children while they working at the hospital. These included six practical nurses (17.1% of all practical nurses with pre-school children) and only one registered nurse (3.7% of all registered nurses with pre—school children). The child care center at the hospital provided its services for children and infants of employees at the hospital, including nurses. It provided its services from 88 7:00 a.m. till about 9:30 p.m. After all respondents were interviewed for the purpose of this study, the child care center started providing its services during a 24 hours period a day. 3.2. JOB SATISFACTION'WITH DIFFERENT STATEMENTS OF EACH COMPONENT This section.presents nurses’ job satisfaction.with each of the statements of the six components of job satisfaction that represent the ”Level of Satisfaction" among nurses as appeared in the Index of Work Satisfaction. These components include pay, professional status, interaction, task requirements, organizational policies, and autonomy. It also presents nurses’ satisfaction with the added control component. Job satisfaction is presented for the whole sample, as well as for each of the two groups of nurses; registered and practical. 3.2.1. PAY COMPONENT The first component of the Index of Work Satisfaction is the "pay" component. This component includes six statements. These statements are: 1. My present salary is satisfactory. 2. Excluding myself, it is my impression that a lot of nursing service personnel at this hospital are dissatisfied with their pay. 3. Considering what is expected of nursing service personnel at this hospital, the pay we get is reasonable. 4. The present rate of increase in pay for nursing personnel at this hospital is not satisfactory. 89 5. From what I hear from and about nursing service personnel at other hospitals, we at this hospital are being fairly 6. Azlgpgrading of pay schedules for nursing personnel is needed at this hospital. Table (21:A) illustrates the distribution of registered and practical nurses by their satisfaction with different statements of the pay component of their job. Table (21:A) The Distribution of Registered and Practical Nurses by their Satisfaction with Different Statements of the Pay Component of their Job WWWW N=§l N=122 filifififlfifl. _§§E__§L§i_Dé_i M§§—_§Eg&_DQX& _§§E_§LQ&2§—é 1 4. 1. 4.1. 4.1.68 2 3.41 1.67 3.19 1.64 3.31 1. 66 3 4.26 1.85 4. 35 1.67 4.30 1.76 4 2.89 1.60 3. 20 2.05 3.03 1.82 5 5.30 1.31 4. 62 1. 94 4.99 1.66 6 4.00 1.81 3. 91 ZLQS 3.96 1i92_ Total 3.94 0.99 3. 86 0.98 3.91 0.99 According to Table (21:A), for the whole sample, nurses were most Satisfied with pay statement number five (mean = 4.99) and least satisfied with pay statement number four (mean = 3.03). In addition, both registered and practical nurses were most satisfied with pay statement number five (mean = 5.30 for registered and 4.62 for practical nurSes). Finally, while registered nurse were least satisfied with pay statement number four (mean = 2.89), practical nurses were least satisfied with pay statement number two (mean = 3.19). Table (21:8) lists results from the Analysis of Variance for the mean of satisfaction with the pay component of the job by nursing rank. 90 Table (21:3) Analysis of Variance for the Mean of Job Satisfaction with the Pay Component by Nursing Rank . m f S ar s M an S re Between Groups 1 0.246 0.247 Within_§rgap§ 177 173.139 0.978 Total 178 173.386 F Ratio = 0.252, F Prob. = 0.616 Table (21:8) illustrates that the within groups variance accounted for almost all the variance. This indicates that there was no significant difference in pay satisfaction between the two groups of respondents; registered and practical nurses. 3.2.2. PROFESSIONAL STATUS COMPONENT The second.component of the Index of Work.Satisfaction is the "professional status" component. This component includes seven statements. These statements are: 1. Most people do not sufficiently appreciate the importance of nursing care to hospital patients. 2. Nursing is a long way from being recognized as a profession. 3. There is no doubt whatever in my mind that what I do on my job is really important. 4. What I do on my job doesn’t add up to anything really significant. 5. It makes me proud to talk to other people about what I do on my job. 6. If I had the decision to make all over again, I would still go into nursing. 7. My particular job really doesn’t require much skill or "know-how". Table (22:A) presents the distribution of registered and practical nurses by their satisfaction with different statements of the professional status component of their job. 91 Table (22:A) The Distribution of Registered and Practical Nurses by their Satisfaction with Different Statements of the Professional Status Component of their Job Namgago Rag. Nuraes Pr ag, Nursas Total Sampla N= 2S fl=81 N=172 S;a;__aa; Maan Sag. Dav. Maan Std. Dav, Meaa Sta. Dav. 1 5. 97 1. 22 5.46 2. 05 1. 66 2 2.97 1. 90 3.21 2.08 3.08 1.98 3 6.32 1.18 5.69 1.90 6.03 1.57 4 5.70 1. 64 4.47 2.24 5.15 2.03 5 4.73 1. 90 5.21 2.01 4.95 1.96 6 3.62 2. 03 4. 46 2.35 4. 00 2.21 7 5.88 1.53 5. 07 1.97 5. 51 1.78 Total 5.07 0.97 4. 85 1.00 4. 97 0.99 For the whole sample, as Table (22:A) indicates, respondents were most satisfied with professional status statement number three (mean = 6.03) and least satisfied with professional status statement number two (mean = 3.08). Each ot the twolgroups of registered and practical nurses were most satisfied with professional status statement number three (mean = 6.32 for registered and 5.69 for practical nurses). Similarly, both registered and practical nurses were least satisfied with.professional status statement number two (mean = 2.97 for registered and 3.21 for practical nurses). Table (22:8) presents results from the Analysis of Variance for the mean of satisfaction with the professional status component by nursing rank. Table (22:3) Analysis of Variance for the Mean of Job Satisfaction with the Professional Status Component by Nursing Rank e um re Me r Between Groups 1 2.138 2.138 flithin_§raap§ 177 170.732 .965 Total 178 172.860 F Ratio = 2.217, F Prob. = 0.138 92 As table (22:3) illustrates, the within groups variance accounted for about all the variance. As a result, there was no significant difference in professional status satisfaction between registered and practical nurses. 3.2.3. INTERACTION COMPONENT The third component of the Index of Work Satisfaction is the "interaction" component. This component includes ten statements. These statements are: 1. The nursing personnel on.my service don't hesitate to pitch in and help one another when things get in a rush. 2. New employees are not quickly made to "feel at home" on my unit. 3. There is a good deal of teamwork and cooperation between various levels of nursing personnel on my service. 4. The nursing personnel on my service are not as friendly and outgoing as I would like. 5. There is a lot of "rank consciousness" on my unit. Nursing personnel seldom mingle with others of lower rank. 6. Physicians in general cooperate with the nursing staff on my unit. 7. There is a lot of teamwork.between nurses and doctors on.my unit. 8. I wish the physicians here would show more respect for the skill and knowledge of the nursing staff. 9. Physicians at this hospital generally understand and appreciate what the nursing staff does. 10. The physicians at this hospital look down too much on the nursing staff. Table (23:A) illustrates the distribution of registered and practical nurses by their satisfaction with different statements of the interaction component of their job. It was found, as Table (23:A) presents, that in the case of all respondents, they were most satisfied with interaction statement number five (mean = 5.14) and least satisfied with interaction statement number eight (mean = 2.00). Moreover, 93 Table (23:A) The Distribution of Registered and Practical Nurses by Their Satisfaction with Different Statements of the Interaction Component of their Job membe;_ef Reg, Nurses Pree, Nereee Total Sample H.2fl N= 81 N=172 fiLfiLfiEfiEL Meeg egd. 7Dev, Meag §§Q. Qev. Mean Std, Dev, 1 4. 95 1. 5.01 1. 78 2 3.07 1.70 3.42 1.71 3.23 1.71 3 4.68 1.77 4.51 1.93 4.60 1.84 4 4.40 1.77 3.81 2.00 4.13 1.89 5 5.42 1.41 4.80 1.97 5.14 1.71 6 4.26 1.78 4.73 1.77 4.47 1.79 7 4.39 1.80 4.80 1.71 4.58 1.77 8 2.01 1.27 1.99 1.54 2.00 1.39 9 3.81 1.68 4.25 1. 81 4.01 1.75 10 3.78 1.78 3.77 zeio 3.77 1493 Total 4.03 1.00 4.00 0.87 4.02 0.94 while registered nurses were most satisfied with interaction statement number five (mean = 5.42), practical nurses were most satisfied with interaction statement number one (mean = 4.95). On the other hand, each of registered and practical nurses were least satisfied with interaction statement number eight (mean = 2.01 for registered and 1.99 for practical nurses). Regarding the Analysis of Variance for the mean of satisfaction with the interaction component by nursing rank, see Table (23:8). Table (23:8) Analysis of Variance for the Mean of Job Satisfaction with the Interaction Component by Nursing Rank Source d.f. Sum S a Me Between Groups 1 .042 .042 flighig_§reep§ 177 156.908 .887 Total 178 156.950 F Ratio = 0.047 F Prob. = .829 As Table (23:8) indicates, the within groups variance accounted for almost all the variance. Consequently, there 94 was no significant difference in interaction satisfaction between the two groups of respondents; registered and practical nurses. 3.2.4. TASK REQUIREMENTS COMPONENT The fourth component of the Index of Work Satisfaction is the "task requirements" component. This component includes six statements. These statements are: 1. There is too much clerical and "paperwork" required of nursing personnel in this hospital. 2. I think I could do a better job if I didn't have so much to do all the time. 3. I am satisfied with the types of activities that I do on my job. 4. I have plenty of time and opportunity to discuss patient care problems with other nursing service personnel. 5. I have sufficient time for direct patient care. 6. I could deliver much better care if I had more time with each patient. Table (24:A) shows the distribution of registered and practical .nurses by their satisfaction with different statements of the task requirements component of their job. Table (24:A) The Distribution of Registered and Practical Nurses by their Satisfaction with Different Statements of the Task Requirements Component of their Job _umb§;___ BQQI_EEEE§§ .IE£5_EBE__§ IQLél_§émEl§ N= 28 N=8; N=129 §§e§e_eg§ Meen egg, 9Dev Mean SEQ, Dev, Me an §td. Dev. 1 3. 62 1. 4. 2. 4. 01 2 2.56 1.47 2.53 1.69 2.55 1.57 3 4.64 1.55 5.06 1.86 4.83 1.70 4 3.04 1.59 3.49 2.01 3.25 1.80 5 3.53 1.77 3.52 2.12 3.53 1.93 6 2.03 1.06 1.83 1.25 1.94 1.15 Total 3.17 0.96 3.38 1.04 3.27 1.00 For the whole sample, according to Table (24:A), it was 95 found that respondents were most satisfied with task requirements statement number three (mean = 4.83) and least satisfied with task requirements statement number six (mean = 1.94) . Each of the two groups of nurses, registered and practical, were most satisfied with task requirements statement number three (mean = 4.64 for registered and 5.06 for practical nurses). In addition, both registered and practical nurses were least satisfied with task requirements statement number six (mean a 2.03 for registered and 1.83 for practical nurses). Table (24:8) illustrates results from Analysis of Variance for the mean of satisfaction with the task requirements component by nursing rank. Table (24:8) Analysis of Variance for the Mean of Job Satisfaction with the Task Requirements Component by Nursing Rank S m a M S Between Groups 1 1.942 1.942 Within gregpe 177 177.187 1.001 Total 178 179.129 F Ratio = 1.940 F Prob. a 0.166 Table (24:8) shows that the ‘within. groups 'variance accounted for almost all the variance. This means that there was no significant difference in. task requirements satisfaction between the two ranks of nurses; registered and practical. 3.2-5. ORGANIZATIONAL POLICIES COMPONENT The fifth component of the Index of Work Satisfaction is 96 the "organizational policies" component. This component includes seven statements. These statements are: 1. 2. The nursing staff has sufficient control over scheduling their own work shifts in my hospital. There is a great gap between the administration of this hospital and the daily problems of the nursing service. There are not enough opportunities for advancement of nursing personnel at this hospital. . There is ample opportunity for nursing staff to participate in the administrative decision-making process. . Administrative decisions at this hospital interfere too much with patient care. I have all the voice in planning policies and procedures for this hospital and my unit that I want. . The nursing administrators generally consult with the staff on daily problems and procedures. Table (25:A) illustrates the distribution of registered and practical nurses by their satisfaction with different statements of the organizational policies component of their job. Table (25:A) The Distribution of Registered and Practical Nurses by their Satisfaction with Different Statements of the Organizational Policies Component of their Job WW W Ml: N_=2.8. mwmw 1 2.04 1. 2.17 1.2.10 1. 41 2 2. 22 1.71 2. 98 2.10 2.56 1.93 3 2.27 1.39 2.41 1.70 2.33 1.54 4 1.98 1.43 2.37 1.88 2.16 1.66 5 2.98 1.76 3. 20 2.04 3.08 1.89 6 2.26 1.40 2. 48 1. 77 2.36 1.58 7 3.07 1.7Z____2é2§___l‘22 3102 1.81 Total 2.43 0.81 2. 68 1.10 2.54 0.96 Table (25:A) indicates that the overall sample was most satisfied with organizational policies statement number five (mean = 3.08) and least satisfied with organizational policies statement number one (mean = 2.10). While registered nurses 97 were most satisfied with organizational policies statement number seven. (mean = 3.07), practical nurses were most satisfied with organizational policies statement number five (mean = 3.20). On the other hand, in the case of registered nurses, the organizational policies statement with the lowest mean of satisfaction was number four (mean a: 1.98), and statement number one in the case of practical nurses (mean = 2.17). Table (25:8) Illustrates results from the Analysis of Variance for the mean of satisfaction.with the organizational policies component by nursing rank. Table (25:3) Analysis of Variance for the Mean of Job Satisfaction with the Organizational Policies Component by Nursing Rank Source—MS m f New Between Groups 1 2.781 2.781 Within_§reupe 177 161.654 0.913 Total 178 164.436 F Ratio = 3.046 F Prob. = 0.083 Table (25:8) indicates that the within groups variance accounted.for almost all of the'varianceu Consequently, there was no significant difference in organizational policies satisfaction between the two groups of respondents; registered and practical nurses. 3.2.6. AUTONOMY COMPONENT The sixth component of the Index of Work Satisfaction is the ”autonomy" component. This component has eight statements. These statements are: 1. I feel that I am supervised more closely than is necessary. Dr nu 98 I feel I have sufficient input into the program of care for each of my patients. I have too much responsibility and not enough authority. On my service, my supervisors make all the decisions. I have little control over my own work. . A.great deal of independence is permitted, if not required, of me on my job. I am sometimes frustrated because all of my activities seem programmed for me. I am sometimes required to do things on my job that are against my better professional nursing judgement. I have the freedom in my work to make important decisions as I see fit, and can count on my supervisors to back me up. (D Q 0) (n ht» N Table (26:A) presents the distribution of registered and practical nurses by their satisfaction with different :3tatements of the autonomy component of their job. Table (26:A) The Distribution of Registered and Practical Nurses by their Satisfaction with Different Statements of the Autonomy Component of their Job Nutter_g_ Bts1_Nurses _rat1_Nurses Igtal_§a_nle n: 98 N= g1 Statemett Mean_§td1_te_1 Mean_§td1_fle_1M_ean_§t§1_2521 1 3.1. 3.2. 3.1. 2 4.73 1.63 4.26 1.89 4.52 1.76 3 2.55 1.49 2.91 2.03 2.72 1.76 4 3.46 1.84 2.75 1.91 3.14 1.90 5 4.11 1.31 4.31 1.37 4.20 1.83 6 3.79 1.92 3.05 1.93 3.45 1.95 7 3.57 1.34 3.93 2.12 3.73 1.98 5 2.97 1.61 3.46 2.19 3.19 1.91 Total 3.50 1.07 3.46 1.16 3.48 1.11 As Table (26:A) illustrates, the whole sample of this research was most satisfied with autonomy statement number two (mean = 4.52) , and least satisfied with autonomy statement number three (mean = 2.72) . While registered nurses were most Satisfied with autonomy statement number two (mean = 4.73), ipractical nurses were most satisfied with autonomy statement number five (mean = 4.31). On the other hand, while 99 registered nurses were least satisfied with autonomy statement number three (mean = 2.55) , practical nurses were least satisfied with autonomy statement number four (mean = 2.75). Table (26:8) presents results from the Analysis of Variance for the mean of satisfaction with the autonomy component by nursing rank. Table (26:8) Analysis of Variance for the Mean of Job Satisfaction with the Autonomy Component by Nursing Rank m Between Groups 1 0.083 0.083 Hittin_§rstns 177 218.599 1.236 Total 178 218.682 F Ratio = 0.067 F Prob. = 0.796 Table (26:8) indicates that the within groups variance accounted for almost all the variance. Hence, there was no significant difference in autonomy satisfaction between the two ranks of nurses; registered and practical. 3.2.7. CONTROL COMPONENT The seventh component which is added to the previous six components that represent the Index of Work Satisfaction is the "control" component. This component includes seven statements. These statements are: 1. I get the respect I deserve at this hospital. 2. The success of a nurse at this hospital is a matter of hard work. 3. I sometimes feel that I do not have enough control over the direction my life is taking at this hospital. 4. I made some plans or suggestions at this hospital that were taken into consideration and/or implemented. 5. My life at this hospital is controlled in some form by others. 100 6. I have little influence over things that happen to me at this hospital. 7. From my work experience at this hospital, I think that I have more respect than male nurses. Table (27:A) illustrates the distribution of registered and practical nurses by their satisfaction with different statements of the control component of their job. Table (27:A) The Distribution of Registered and Practical Nurses by their Satisfaction with Different Statements of the Control Component of their Job Hunter_ef 8ee1_nnreee Eree1_Nureee Ietel_Sennle N228 8:81 8:112 Statement Meen_8te1_8ex1 Meen_8t81_8ex1.Meen_8t81_8ez1 1 3.43 1.70 3.99 2.19 3.68 1.95 2 3.87 2.10 4.89 2.29 4 33 2.24 3 3.02 1.68 3.35 2.03 3 17 1.85 4 2.85 1.45 2.81 1.84 2 83 1.64 5 3.23 1.88 3.38 2.05 3.30 1.95 6 3.01 1.52 3.46 1.88 3.21 1.71 7 3.64 1-86 4.27 1-85 3.93 1.88 Total 3.32 1.12 3.75 1.07 3.51 1.11 In.the case of the