Meta-Analysis of the Reliability and Validity of Part B of the Index of Work Satisfaction Across Studies

Zangaro, George A.; Soeken, Karen L.

doi:10.1891/jnum.2005.13.1.7

Cited by 34 publications

(39 citation statements)

References 32 publications

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“…This study used Part B of the IWS, which contains six subscales: pay, autonomy, task requirements, professional interaction, organisational policies and professional status of nurses (Stamps, 1997). Reliability and validity of Part B of the IWS has been confirmed previously through a meta-analysis of 14 studies that used the IWS to measure nursing job satisfaction (Zangaro and Soeken, 2005). Cronbach's alpha for the subscales of the IWS for the present study ranged from .71 to .77, which supports the reliability of the IWS used for this sample (Munro, 2005).…”

Section: Measures Nursing Job Satisfactionmentioning

confidence: 71%

Nursing job satisfaction, certification and healthcare-associated infections in critical care

Boev

Xue

Ingersoll

2015

Intensive and Critical Care Nursing

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Section: Measures Nursing Job Satisfactionmentioning

confidence: 71%

Nursing job satisfaction, certification and healthcare-associated infections in critical care

Boev

Xue

Ingersoll

2015

Intensive and Critical Care Nursing

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“…It is one of the most commonly used tools to measure work satisfaction of nurses. [24] The Cronbach's Alpha coefficient of this tool is 0.70. [24,25] The IWS-Part B measures six variables: autonomy, decision making, interaction, professional status, task requirements, and pay.…”

Section: Aim Of the Studymentioning

confidence: 97%

“…[24] The Cronbach's Alpha coefficient of this tool is 0.70. [24,25] The IWS-Part B measures six variables: autonomy, decision making, interaction, professional status, task requirements, and pay. The IWS-Part-B included total of 44 items that were designed in a seven-option Likert scale where scale one indicated strongly agree and scale seven indicated strongly disagree.…”

Section: Aim Of the Studymentioning

confidence: 97%

The relationship of participation in shared governance to work satisfaction among cardiovascular nurses working in a tertiary hospital in Saudi Arabia

Shwaihet

Nasaif

2015

Clinical Nursing Studies

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Shared governance has been used as a framework that provides nurses with both the structure and the mechanism to enhance decision-making authority and improve level of satisfaction. This study examined the level of work satisfaction among nurses working at cardiovascular department after the implementation of Shared Governance Model in a tertiary hospital in the Kingdom of Saudi Arabia. A descriptive cross sectional study design was adopted using the Index of Work Satisfaction Part-B (IWS-Part-B). Non-random convenience sample of 168 nurses who have worked in the cardiovascular department for more than two years received self-administered questionnaire (IWS-Part-B) on level of satisfaction about tasks, autonomy, interaction, decision making, professional status and pay. 145 nurses returned the questionnaire with a response rate of 86.3%. Overall, nurses were moderately satisfied (IWS-Part-B: 181.10). They were moderately satisfied with autonomy, interaction, and professional status variables; while they were moderately unsatisfied with decision making, tasks requirements, and payment variables. Participation in decision making was the strongest predictor of work satisfaction, accounting for 71.4% of the explained variance (r = 0.845, R 2 = 0.714, p = .000), followed by autonomy variable (r = 0.821, R 2 = 0.671, p = .000) and interaction variable (r = 0.803, R 2 = 0.645, p = .000). The findings of this study supported the positive role that shared governance plays in empowering nurses and enhancing their participation in the decision making process. Another multi-centers study is needed recruiting a larger sample from different departments that adopt SGM to better detect the effect of SGM on level of satisfaction and decision making in particular.

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“…It is not a unidimensional concept, and is of wide interest to people employed in organizations, and also to those who study organizations (Zangaro & Soeken, 2005). One of the popular conceptualizations is proposed by Locke (1976), the intrinsic, extrinsic, and general job satisfaction model that is based on Herzberg's motivation-hygiene theory (Locke, 1976;Namann, 1993b).…”

Section: Job Satisfactionmentioning

confidence: 99%

“…General satisfaction is an aggregate of satisfaction with various job activities or a combination of several measures of overall satisfaction. No prominent conceptualizations of job satisfaction have been found in the literature, but the use of the intrinsic, extrinsic, and general distinction seems to be the most appropriate concept for international research (Naumann, 1993a;Naumann, 1993b;Zangaro & Soeken, 2005).…”

Section: Job Satisfactionmentioning

confidence: 99%

The Differences in Job Characteristics, Job Satisfaction, and Organizational Commitment of Taiwanese Expatriates Working

Liu

Norcio²,

Tu³

2009

IJBM

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With a population of 1.2 billion, mainland China has become a major target country for many foreign companies looking to expand their businesses because of its inexpensive labor and large market. In 2009, there were 77,642 companies from Taiwan operating in mainland China with fiscal expenditures exceeding US $47.77 billion dollars. If Taiwan's foreign direct investment (FDI) and offshore investment expenditures were included, Taiwan would have had the second largest FDI in mainland China. The purpose of this study is to investigate the difference in job characteristics, job satisfaction, and organizational commitment depending on family location of Taiwanese expatriates working in mainland China. The entire accessible population of 6,156 Taiwanese expatriates was invited to participate by e-mailresulting in a valid sample of 389 responses. The methods of data analysis used in this study consisted of exploratory data analysis (EDA), exploratory factor analysis (EFA), internal consistency reliability, and two-tailed independent t-tests. Findings indicated that variety and autonomy, intrinsic job satisfaction, affective commitment, and normative commitment were identified as having positive significant differences between Taiwanese expatriates who were living with family in China and those not living with family in China. Further study to replicate the research in different countries in order to explore the relationships among job characteristics, job satisfaction, and organizational commitment of expatriates was recommended.

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Meta-Analysis of the Reliability and Validity of Part B of the Index of Work Satisfaction Across Studies

Cited by 34 publications

References 32 publications

Nursing job satisfaction, certification and healthcare-associated infections in critical care

Nursing job satisfaction, certification and healthcare-associated infections in critical care

The relationship of participation in shared governance to work satisfaction among cardiovascular nurses working in a tertiary hospital in Saudi Arabia

The Differences in Job Characteristics, Job Satisfaction, and Organizational Commitment of Taiwanese Expatriates Working

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