Key Factors Affecting Job Satisfaction of Inpatient Nurses at Sukoharjo Regional Hospital
DOI:
https://doi.org/10.26911/Abstract
Background: Quality health services are the result of cooperation between patients and health care providers in a supportive environment. Nurses as professionals are responsible for providing high-quality nursing care for better patient outcomes. The Human Resources (HR) department plays a crucial role in managing the workforce and ensuring that hospitals have qualified and competent staff of healthcare professionals. The purpose of this study is to find out the factors that affect nurses' job satisfaction.
Subjects and Method: The cross-sectional study was conducted at the Sukoharjo Regency Hospital from June to July 2024. A total sample of 200 inpatient nurses was selected by simple random sampling. The dependent variable is job satisfaction. The independent variables were salary perception, work environment, autonomy, supervision, relationships between colleagues, work rewards, and work attitudes. Data collection was carried out by questionnaire. Data were analyzed using path analysis.
Results: The results of the pathway analysis that has been carried out in this study stated that the job satisfaction of inpatient nurses at Sukoharjo Hospital was directly influenced by supervision (b=0.14; CI 95%= 0.01 to 0.26; p= 0.040), salary perception (b= 0.23; CI 95%= 0.10 to 0.36; p <0.001), autonomy (b = 0.18; CI 95%= 0.06 to 0.31; p= 0.005), work environment (b= 0.18; CI 95%= 0.05 to 0.31; p= 0.006). Job satisfaction through salary perception is indirectly influenced by income and work rewards in the work environment.
Conclusion: The job satisfaction of inpatient nurses at Sukoharjo Hospital is directly influenced by supervision, salary perception, autonomy, and work environment. Job satisfaction through salary perception is indirectly influenced by income, work rewards in the work environment.
Keywords:
job satisfaction, inpatient nurse, pathway analysis
How to Cite
References
Akçay RC (2016). Attitudes towards work in educational institutions. J Human Sci. 13(1): 1072. DOI: 10.14687/ijhs.v13i1.3629.
Zhang W (2023). Employee salary competitiveness and enterprise innovation: The moderating role of personnel structure and fintech. Atlas Press. 2(1): 105–119. DOI: 10.2991/9789464631425_12.
Bakertzis E, Papadionysiou E, Barbara M (2022). The relationship between organizational culture and employees’ work attitudes in hospitals in Greece. J Qual Healthcare Eco. 5(1). DOI: 10.23880/jqhe-16000260.
Butt RS, Xuezhou W, Rana YH, Sabeeh P (2020). Effect of job stress, benefits and salary on employee job satisfaction based on mediating and moderating role of work environment and leadership: Evidence from telecom sector. Int J Eng Manag Sci. 3(3): 121–130. DOI: 10.31033/ijemr.10.3.19.
Badan Pusat Statistik (2022). Jumlah tenaga kesehatan. Jakarta: Badan Pusat Statistik.
Eunike MGE (2021). Narrative review: The role of interprofessional education (IPE) and the implementation of interprofessional collaboration (IPC) in health education from a critical nursing perspective. J Nurs Invention. 2(1): 21–28. DOI: 10.11648/j.sjcm.20150405.16.
Hapsari FRP, Murti B, Tamtomo D (2023). Meta-analysis of factors associated with job satisfaction in health workers. J Health Policy Manage. 8(3): 214–223. DOI: 10.26911/thejhpm.2023.08.03.05.
Karsim K, Susilowati E, Setiawan WB, Syafii M, Rijal S (2023). Nurturing job satisfaction: Social interactions and work environment via empowering motivation. J Informatika Ekonom Bisnis. 5(3): 772–778. DOI: 10.37034/infeb.v5i3.645.
Lartey JKS, Joseph O, Johnny AA, Kwaku OA (2020). Emotional experiences and coping strategies of nursing and midwifery practitioners in Ghana: A qualitative study. BMC Nurs. 19(1): 1–12. DOI: 10.1186/s12912-020-00484-0.
Lee JY, Mi HL (2022). Structural model of retention intention of nurses in small- and medium-sized hospitals: Based on Herzberg’s motivation-hygiene theory. Healthcare (Switzerland). 10(3): 502. DOI: 10.3390/healthcare10030502.
Lekić S, Vapa-Tankosić J, Mandić S, Rajaković-Mijailović J, Lekić N, Mijailović J (2020). Analysis of the quality of the employee–bank relationship in urban and rural areas. Sustainability. 12(13): 5448. https://doi.org/10.3390/su12135448.
Lestari TRP (2014). Nursing education: Efforts to produce quality nurses. Aspirasi: Jurnal Masalah-Masalah Sosial. 5(1): 1–10. DOI: 10.1177/23779608211051467.
Lyttelton T (2020). Sociability, closure, and gender inequalities in earnings, promotions and job tenure. Preprint. DOI: 10.31235/osf.io/qdbk9.
Mousazadeh S, Shahrzad Y, Marzieh M, Soroor P (2018). Job satisfaction and related factors among Iranian intensive care unit nurses. BMC Res Notes. 11: 1–5. DOI: 10.1186/s13104-018-3913-5.
Nilsson K (2017). Active and healthy ageing at work — a qualitative study with employees 55–63 years and their managers. DOI: 10.4236/jss.2017.57002.
Olckers C, Claire E (2016). Psychological ownership in relation to workplace trust and turnover intent. J Psychol Africa. 26(2): 119–126. https://doi.org/10.1080/14330237.2016.1163893.
Oliveira RLB, Rafaela A, Flavia RC, Katia GP (2017). Nursing practice environment and work satisfaction in critical units. Rev Bras Enferm. 70(1): 79–86. DOI: 10.1590/0034-7167-2016-0211.
Pomaranik W, Magdalena K (2023). Talent management and job satisfaction of medical personnel in Polish healthcare entities. Front Psychol. (July): 1–18. DOI: 10.3389/fpsyg.2023.1146073.
Purmanto A, Abdul AB, Sri W (2023). The effect of positive work attitudes and organizational culture on employee productive behavior. Int J Soc Sci Human Res. 6(5): 2545–2550. DOI: 10.47191/ijsshr/v6-i5-03.
Munawar, Saleh A, Rachmawaty R (2019). The influence of supervision on the performance of associate nurse in hospitals: A literature review. J Nurs Practice. 2(2): 91–96. https://doi.org/10.30994/jnp.v2i2.47.
Serapelwane MG (2023). The impact of supportive supervision of nurses on access to healthcare in Sub-Saharan Africa: A systematic review. 1–13. DOI: 10.21203/rs.3.rs-3376861/v1.
Sibagariang ISH, Absah Y, Sadalia I (2021). The role of organizational culture in establishing employee engagement through work attitude at PT Sapta Sentosa Jaya Abadi. Int J Res Rev. 8: 476–481. DOI: 10.52403/ijrr.20211160.
Supit MJ (2022). The influence of work environment and leadership style on employee loyalty at Rumah Kopi Sarina Kawangkoan. J EMBA. 10(2): 250–259. DOI: 10.35794/emba.v10i2.39948.
White M, Deborah S (2016). Older British employees declining attitudes over 20 years and across classes. Human Relations. 69(8): 1619–1641. DOI: 10.1177/0018726715618765.
