How to cite:
Rischa Hamdanesti, Hafni Bachtiar, Syalvia Oresti, Amelia Susanti,
Radian Ilmaskal (2022). Analysis of Nurse Job Satisfaction and Its
Associated Factors in the Hospital Inpatient Room Journal Eduvest.
Vol 2(3): 616-621
E-ISSN:
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Eduvest – Journal of Universal Studies
Volume 2 Number 3, March, 2022
p- ISSN 2775-3735- e-ISSN 2775-3727
ANALYSIS OF NURSE JOB SATISFACTION AND ITS
ASSOCIATED FACTORS IN THE HOSPITAL INPATIENT
ROOM
Rischa Hamdanesti
1
, Hafni Bachtiar
2
, Syalvia Oresti
3
, Amelia Susanti
4
,
Radian Ilmaskal
5
Nursing Study Program of Health Science College of Alifah Padang,
Indonesia
1,3,4
,
Faculty of Nursing, Andalas University, Indonesia
2
,
Public Health Study Program of Health Science College of Alifah Padang,
Indonesia
5
Email: [email protected], [email protected],
[email protected], [email protected]
ARTICLE INFO ABSTRACT
Received:
Ferbuary, 26
th
2022
Revised:
March, 16
th
2022
Approved:
March, 18
th
2022
Job satisfaction is the general attitude of an individual
towards the work he does. Someone with a high level of job
satisfaction shows a positive attitude towards his job, while
someone who is dissatisfied with his job shows a negative
attitude towards his job. This study aims to examine the
factors (age, education, gender, years of service, salary,
supervision, working conditions, relations between
employees, opportunities for advancement, financial
security) that affect nurse job satisfaction. Quantitative
research used the study with a cross sectional design. The
research instrument is a questionnaire. The study was
conducted on June-July, 2017 on 64 nurse respondents at
dr. Reksodiwriyo Hospital. Data analysis using Chi-Square
and Fisher's Exact. The results showed that only the period
of service, working conditions, relationships between
employees and financial security were related to job
satisfaction, while other factors were not related. It is
recommended to improve the factors that affect job
satisfaction to maximize the work of nurses.
KEYWORDS
Nurse, Job Satisfaction, Hospital
Rischa Hamdanesti, Hafni Bachtiar, Syalvia Oresti, Amelia Susanti, Radian
Ilmaskal
Analysis of Nurse Job Satisfaction and Its Associated Factors in the Hospital Inpatient
Room 617
This work is licensed under a Creative Commons
Attribution-ShareAlike 4.0 International
INTRODUCTION
Many countries are concerned about the current nursing shortage and high
turnover since it has an impact on the efficiency and efficacy of any healthcare delivery
system. Nurse recruitment and retention are ongoing issues linked to job satisfaction (Li-
Ping Tang, Kim, & Shin-Hsiung Tang, 2000). Job satisfaction has been extensively
researched in a variety of areas, including psychology, sociology, management, and
nursing. Employee withdrawal and intention to leave are linked to low levels of job
satisfaction, as are employee mental health and burnout (Liu, Aungsuroch, & Yunibhand,
2016). Employees that are happy in their professions have been demonstrated to be more
productive, creative, and stay with their company for longer lengths of time. Job
satisfaction in nursing, in addition to the previously mentioned factors, has been
demonstrated to have a significant impact on patient satisfaction. Despite the importance
of nurse job satisfaction in relation to nurses' and patients' psychological health, natural
aspects of this complicated topic in nursing have received little attention (Li-Ping Tang et
al., 2000).
A study found that in the United States had the greatest rate of work
dissatisfaction among nurses (41%), followed by Scotland (38%), England (36%),
Canada (33%), and Germany (33%). (17 percent ). Within 12 months of data collection,
one-third of nurses in England and Scotland and more than one-fifth of nurses in the
United States planned to leave their jobs. More surprising was the fact that in all nations,
27–54 percent of nurses under 30 expected to leave within 12 months of data collection.
In terms of the working environment, only approximately a third of nurses in Canada and
Scotland felt they had input into the creation of their own work schedules, compared to
more than 50% in the other three countries (Aiken et al., 2001).
As indicated by the findings discussed thus far, job satisfaction is a complex
phenomena. The identification of these elements, as well as the investigation of their
effects on job satisfaction, has the potential to improve theoretical models of nurse job
satisfaction and assist in the creation of management solutions. A meta-analysis of 48
studies found that job satisfaction was most strongly associated with stress (r = _0.61)
and organizational commitment (r = 0.53). Seven variables had correlations between 0.20
and 0.50: communication with supervisor, autonomy, recognition, routinization,
communication with peers, fairness and locus of control; and four variables had very weak
correlations: age (r = 0.13), years of experience (r = 0.09), education (r = _0.07) and
professionalism (r = 0.06)(Lu, Barriball, Zhang, & While, 2012). A causal model of
satisfaction has been tested in Chu et al.‟s (2003) study of Taiwanese nurses, Seo et al.‟s
(2004) study of South Korean nurses and Zheng and Liu‟s (2010) study of Chinese
nurses. This model included 11 independent variables namely: job involvement, positive
affectivity, negative affectivity, autonomy, distributive justice, procedural justice, job
stress (role ambiguity, role conflict, workload and resource inadequacy), pay, promotional
chances, routinization and social support.
dr. Reksodiwiryo Hospital is a type C hospital belonging to the Ministry of Defense.
Service indicators at dr. Reksodiwiryo Hospital in 2016 with a Bed Occopancy Ratio
(BOR) of 69.08%, Bed Turn Over (BTO) 54%, Avarage Length of Stay AVLOS 4.66
days, and Turn Over Interval (TOI) 2.08 days. Based on the results of the preliminary
Eduvest – Journal of Universal Studies
Volume 2 Number 3, March 2022
618 http://eduvest.greenvest.co.id
study we found that there are 70% nurses who are under 30 years and fresh graduated so
they do not have solid experience, 50% nurses complain that they are not satisfied with
the hospital's policy for support for continuing education, if they want to continue their
education at their own expense, 70% PNPB nurses complain that they are not satisfied
with receiving a salary according to their level of education. This study aims was to
measure nurses‟s job satisfaction and its associated factors.
RESEARCH METHOD
This research used quantitative study with a cross sectional design. A
Proportional random sampling methods was used. The researcher had targeted 64 nurses
in the inpatient room of dr. Reksodiwiryo Hospital Padang. Data were collected on June-
July, 2017 using a self-administered questionnaire. Minnesota Satisfaction Questionnaire
(MSQ) was used to measure job satisfaction. The MSQ “short form” consist of 20 item
question and Response format is a five-point Likert scale, 1–5 for each item ranging from
„Not satisfied‟ to „extremly satisfied‟. The steps of data processing were editing, coding,
tabulating, entry and cleaning. Data were analyzed by univariate and bivariate.
Descriptive statistics was used to analyse demographic. Inferential statistics (i.e. chi
square test and Fisher’s exact test) were used to test the correlation between general job
satisfaction and the six variable
RESULT AND DISCUSSION
1. Univariate Analysis
Result of survey about characteristic of respondents can bee seen in table 1
below:
Table 1. The Characteristic of respondents (N=64)
Variable
Frequensi
%
Aged Group (Years)
< 30 Tahun
> 30 Tahun
48
16
75,0
25,0
Educational Level
Diploma
Bachelor‟s degree
3
61
4,7
95,3
Sex
Male
Famale
7
57
10,9
89,1
Based on the table 1, more than half (75%) respondents still young (<30 years).
Majoriy (95,3) has high educational level and 89,1 % nurses are female.
Analysis of Nurse Job Satisfaction and Its Associated Factors in the Hospital Inpatient
Room 619
2. Bivariate Analysis
Table 2. Corelation Between Independent and dependent variable
Nurses’s Job Satisfaction
Total
P
Value
Not Satisfied
Satisfied
f
%
f
%
N
%
20
42,6
27
57,4
47
100
1,000
7
41,2
10
58,8
17
100
2
50
2
50
4
100
1,000
25
41,7
35
58,3
60
100
17
89,5
2
10,5
19
100
0,000
10
22,2
35
77,8
45
100
10
40
15
60
25
100
0,981
17
43,6
22
56,4
39
100
6
100
0
0
6
100
0,004
21
36,2
37
63,8
58
100
8
80
2
20
10
100
0,013
19
35,2
35
64,8
54
100
Accroding Table 2, it is known that the percentage of dissatisfied nurses is higher
stating that the salary is not appropriate compared to the appropriate salary, which is
42.6% compared to 41.2%. The results of the Chi Square statistical test obtained p value
= 1,000 (p-value > 0.05), this indicates that there is no significant relationship between
salary and job satisfaction of nurses. In the same way, the supervision variable also did
not have a statistical significance on the job satisfaction of nurses (p-value=1,000). The
majority of nurses stated that working conditions were not supportive (89.5%) so that
nurses were dissatisfied with their performance (p-value = 0.000). 56.4% of nurses felt
that the increase in career development was quite supportive. However, statistically, the
career development variable was not significant on nurse job satisfaction (p-value =
0.981). The relationship between employees who support is 63.8%, statistically there is a
significant relationship with nurse job satisfaction (p-value = 0.004). The majority of
nurses (80%) stated that work reward was not support so that statistically there was a
significant relationship with nurse job satisfaction (p-value = 0.013).
Salary is an important factor for employees to be able to meet the needs of
themselves and their families. If the salary given by the hospital is not able to meet the
basic needs of employees, this will not encourage employees to work well (Herzberg,
1968 in Utomo, 2008). The relationship between nurse‟s job satisfaction and salary was
not statistically significant. The results of this study link in with another study that
salaries constitute only a small facet of job satisfaction compared with other factors,
which may be perceived as being much more important (Al-Dossary, Vail, &
MacFarlane, 2012). However, The results of this study are different from those of
Nurhayani (2006) and Yulita (2012) which show that there is a significant relationship
between the salary variable and the job satisfaction of specialist doctors. Another
researcher, Sutejo (2003) also stated the same thing which in his research showed that
Eduvest – Journal of Universal Studies
Volume 2 Number 3, March 2022
620 http://eduvest.greenvest.co.id
there was a significant relationship between the salary variable and the job satisfaction of
nurses in the inpatient unit of RSUD Dr. H. Abdul Moeloek Lampung Province.
Supervision is one of the organizational factors that can affect job satisfaction.
According to Azwar (1996) in Syafdewiyani (2002) supervision is an activity carried out
by conducting direct and periodic observations by superiors on the work carried out by
subordinates. The results of this study are in accordance with research conducted by
Widodo (2003) which shows that there is no significant relationship between supervision
and job satisfaction of employees at the Lubuk Linggau Regional General Hospital. The
results of this study are also in accordance with the research of Yulianingsih (1997) and
Nurhayani (2006) which also shows that there is no significant relationship between
supervision and employee job satisfaction.
Working environment that do not support the implementation of work will
certainly have an impact on the feeling of job dissatisfaction felt by employees.
Therefore, the hospital should strive to create working conditions that can meet the
physical needs of employees as an effort to increase employee morale which can be done
by making the workplace atmosphere more comfortable, safe and calm, providing
supporting facilities that can support the implementation work, complete medical and
non-medical equipment needed by employees. The results of this study are in accordance
with the research of Tauhid (2004) and Yulita's research (2012) which show that there is
a significant relationship between the variables of working conditions and employee job
satisfaction. Another study, Samy (2006) showed that there was a relationship between
working conditions and employee job satisfaction at the Palembang Health Laboratory
Center.
Career development is one of the factors that are projected to affect job
satisfaction. The career advancement of employees in an organization is based on the
work performance produced by the employee. The results of this study are in accordance
with Zebua's (2001) research which states that career development has no significant
effect on employee job satisfaction at the Indonesian Christian University, Jakarta. This
research is also in accordance with Gibson's (2000) theory which reveals that there may
be a reciprocal relationship which indicates that there is no specific direction or
relationship between job satisfaction and career development.
Good relations between employees will create a harmonious, close and familial
relationship among co-workers. With the formation of this will foster satisfaction in
employees. Robbins (2001) similarly stated that for most employees, work is a way used
to fill the need for social interaction. The results of this study are also supported by
research by Hariyati (2001), Abidin (2003) and Samy (2006) which state that there is a
significant relationship between interpersonal relationships and job satisfaction.
According to Ghiselli and Brown (1950) in As'ad (2004) work reward is one of
the factors that are believed to affect job satisfaction. Work reward provided by the
organization are intended to provide a sense of comfort to employees. Thus, this makes
employees feel that they are getting attention from the management of the organization.
The results of this study can be adapted to the theory proposed by Ghiselli and Brown
(1950) in As'ad (2004) which states that the job security variable is believed to be able to
affect employee job satisfaction. In addition, the theory put forward by As'ad (2004) also
states that the job security provided by the organization to its employees is one of the
factors that can give employees a sense of job satisfaction in working at an institution.
CONCLUSION
It can be concluded that nurses in dr. Reksodiwiryo Hospital Padang ware
satisfied with salary, the supervisor‟s leadership style and career development. However,
Rischa Hamdanesti, Hafni Bachtiar, Syalvia Oresti, Amelia Susanti, Radian
Ilmaskal
Analysis of Nurse Job Satisfaction and Its Associated Factors in the Hospital Inpatient
Room 621
dissatisfaction was associated with subscales such as working environment, relation
between employee and work reward. Job satisfaction factors may change every time; so
that, regularly research is needed to discover any changing. This study findings should be
born in mind for healthcare managers for future decision-making regarding nurses‟ job
satisfaction. Nurses‟ satisfaction with their jobs is an important key to better work
performance and staff retention. The future challenge will be to encourage nurses and
managers to all work together for a better workforce, which will ultimately improve
patient care of high quality
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