Work Issues and Organizational Climate: Their Effect on Nurses' Satisfaction | ||||
| Egyptian Journal of Health Care | ||||
| Volume 11, Issue 2, June 2020, Page 1215-1225 PDF (239.71 K) | ||||
| Document Type: Original Article | ||||
| DOI: 10.21608/ejhc.2020.288309 | ||||
 View on SCiNiTO | ||||
| Author | ||||
| Fathya Abdelrazek | ||||
| Associate Professor of Nursing Administration, Faculty of Nursing, Suez Canal University, Egypt | ||||
| Abstract | ||||
| Background: Staff satisfaction is a target for any organization, especially in a caring profession suffering from a shortage and requires staff retention increase as nursing. Work effectiveness and engagement as work issues and organizational climate represented in human relation and rational goal could be varied in their effect on nurses' satisfaction. Aim: Assess the effect of work issues and organizational climate on nurses' satisfaction. Subjects & Methods: The study was conducted on staff nurses at governmental hospitals in Ismailia city following predictive correlational design. Four tools were used for data collection: The Satisfaction Faces Scale; Global Empowerment Scale; Utrecht Work Engagement Scale; Organizational Climate Measure. Results: There are positive significant correlations among the studied variables. Work effectiveness and engagement were significant independent predictors of nurses' satisfaction (β= 0.651 and 0.546, p<0.01, respectively) whereas human relation and rational goal were significant independent predictors of nurses' satisfaction (β= 0.411 and 0.224, p<0.01, respectively). The combined effect of work effectiveness and engagement represented/explained 51.1% of the variance in nurses' satisfaction whereas, the combined effect of human relation and rational goal represented/explained 17.1% of the variance in nurses' satisfaction. Conclusion: Both work issues and organizational climate improve nurses' satisfaction. Work issues have a greater effect on nurses' satisfaction than organizational climate. Recommendations: To improve nurses' satisfaction, taking needed measures towards work engagement increase and structural empowerment for work effectiveness improvement, considering human relation and rational goal improvement are recommended. Also, hypothesized models relating perceptions of work issues and organizational climate to nurses' satisfaction could be activated as strategies of evidence-based management for nurses’ satisfaction. | ||||
| Keywords | ||||
| Job satisfaction; Organizational climate; Work effectiveness; Work engagement | ||||
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