Advanced Practice Nurses' Organization Commitment: Impact of Job Environment, Job Satisfaction, and Person-Organization Fit

Kim, Yeon Hee; Shin, Soo Il; Kim, Hye-Kyung; Jun, Myunghee; Wreen, Michael

doi:10.1016/j.anr.2023.03.002

Cited by 9 publications

(2 citation statements)

References 34 publications

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“…Kepuasan kerja perawat harus dikelola dengan baik untuk meningkatkan motivasi dan kinerja perawat (Kim et al, 2023;Wei et al, 2023). Ketidakpuasan kerja perawat akan menimbulkan sikap negatif dari perawat diantaranya yaitu produktivitas kerja menurun, motivasi menurun, ketidakhadiran (absenteesm), berhenti kerja (turnover), komitmen organisasi menurun, kinerja menurun, dan kesehatan mental terganggu (Kusumaryoko, 2021;Rifai et al, 2022).…”

Section: Pendahuluanunclassified

Determinant Factors of Nurse Job Satisfaction in Hospital Ward

Amalia,

Yanto,

Hartiti

et al. 2023

Jurnal Kepemimpinan dan Manajemen Keperawatan

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An unmanaged nurse performance satisfaction could reduce productivity, motivation, organisational commitment, and performance, increasing absenteeism and work turnover. Nurse performance satisfaction could be affected by needs, aspirations, allowance, behaviour, income, leadership style, job, workload, work environment, facility, leadership, promotion, work partner, supervisor, productivity, work efficacy, policy, and work condition. This study aims to determine the factors related to Inpatient Ward Nurse Performance Satisfaction at KRMT Wongsonegoro Hospital. It is an associative quantitative study using a cross-sectional approach. The research subject was an hospital ward nurse with criteria such as practitioner nurse with a diploma, bachelor's, or professional degree with a minimum of a year of working experience. One hundred forty-eight respondents were chosen using proportionate simple random sampling. The research focuses on measuring determinant factors that affect nurses' performance satisfaction using analysis of multiple linear regression tests with a backward method. The research finding shows the determinant variable of nurse performance satisfaction are nurse perception toward the leadership of the chief nurse (X1), nurse perception toward work (X2), and nurse perception toward workload (X3). The variables show significant positive relationships that simultaneously affect nurse performance satisfaction (Y) at 83.3%. The dominant variable that affects nurse performance satisfaction (Y) is nurse perception toward work (X2). It is because the knowledge owned by nurse make them happy and positively impact their responsibility. The unity between knowledge, feeling, and responsibility signifies accomplished nurse work satisfaction.

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Section: Pendahuluanunclassified

Determinant Factors of Nurse Job Satisfaction in Hospital Ward

Amalia,

Yanto,

Hartiti

et al. 2023

Jurnal Kepemimpinan dan Manajemen Keperawatan

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“…Job burnout can be identified as the cause of job discontent, which translates into job desertion and frequent job switching (Bit-Lian, Woei-Ling & Shuhaimi, 2022). Conversely, high professional devotion increases employees' inclination to participate in activities that benefit their company (Semachew et al, 2017), similarly highlighting the impact of professional commitment (Kim et al, 2023).…”

Section: Introductionmentioning

confidence: 99%

Job Satisfaction and Commitment among Registered Nurses Employed in Selected Private Hospitals in Malaysia

Ming,

Ahmad,

Kunjukunju

et al. 2023

MJN

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Background: Job satisfaction and professional commitment are job-related attitudes that have garnered widespread attention from researchers worldwide. Such interest stems from the finding that committed and satisfied employees are typically high performers who contribute substantially to organizational productivity. This study assessed the relationship between job satisfaction and professional commitment among registered nurses in selected private hospitals in Perak, Malaysia. Methods: A quantitative cross-sectional descriptive design and a convenient sampling method were used for data collection. The questionnaire employed in the study comprised three components. An anonymous self-administered questionnaire consisting of multiple-choice questions and the Likert Scale was distributed to 150 eligible registered nurses working in several private hospitals in Perak. Descriptive statistics were then used to analyze the data collected. An independent t-test or one-way ANOVA was used to investigate the relationship between demographic factors, job satisfaction, and commitment. Results: The findings show registered nurses had moderate job satisfaction. The implementation of the corporate policy had the highest satisfaction recorded (4/5). The other 19 items recorded a score of 3.01-3.83 on a 5-point Likert scale, signifying that job satisfaction was moderate among nurses. Contrarily, job commitment had a higher rating, with 4/6 items rated >4/5. There was no statistically significant correlation between demographic factors and job satisfaction. Nevertheless, the Pearson correlation indicated a weak yet significant connection between job commitment and job satisfaction (r=0.361) among nurses, reaching significance at the 0.001 level. Conclusion: The findings of this study suggest registered nurses exhibited moderate job satisfaction and commitment towards their work and the organization. Increasing career advancement and promotion and using innovative approaches in nursing care are the main factors in improving nurses' job satisfaction. Organizations must provide more career opportunities and involve nurses in evidence-based nursing practice to improve job satisfaction

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