2.50
Hdl Handle:
http://hdl.handle.net/10755/147372
Type:
Presentation
Title:
Factors Influencing Job Satisfaction of Staff Nurses
Abstract:
Factors Influencing Job Satisfaction of Staff Nurses
Conference Sponsor:Sigma Theta Tau International
Conference Year:2005
Author:Oumtanee, Areewan, RN, PhD
P.I. Institution Name:Chulalongkorn University
Title:Asst. Prof., Dr.
Co-Authors:Pol. Lt. Col. Nittaya Sngawong, RN, MS
The purpose of this research is to analyze selected factors affecting job satisfaction. The selected factors composed of psychological empowerment, structural empowerment, and leader-member exchange. A sample of 330 staff nurses at hospitals under the jurisdiction of Ministry of Defense were selected by using multi-stage sampling. Psychological empowerment of Spreitzer (1995), structural empowerment of Kanter (1997), and leader-member exchange of Liden & Maslyn (1998) and job satisfaction of Spector (1997) were used as a conceptual framework and developed study questionnaires. All questionnaires were tested for content validity and reliability with alpha of .96, .96, .96, and .93 respectively. Results from path analysis revealed the followings: 1. Model 1: The variable that explains psychological empowerment is structural empowerment. It is accounted for 72.3% of the variance. 2. Model 2: The variables that explain leader-member exchange are psychological empowerment and structural empowerment. They are accounted for 72.1% of the variance. 3. Model 3 : The variables that explain job satisfaction are leader-member exchange and psychological empowerment. They are accounted for 50.6% of the variance. 4. According to path analysis, job satisfaction are affected by psychological empowerment (direct and indirect effects) and leader-member exchange (direct and indirect effects).
Repository Posting Date:
26-Oct-2011
Date of Publication:
17-Oct-2011
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleFactors Influencing Job Satisfaction of Staff Nursesen_GB
dc.identifier.urihttp://hdl.handle.net/10755/147372-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Factors Influencing Job Satisfaction of Staff Nurses</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">2005</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Oumtanee, Areewan, RN, PhD</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Chulalongkorn University</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Asst. Prof., Dr.</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">areeday@yahoo.com</td></tr><tr class="item-co-authors"><td class="label">Co-Authors:</td><td class="value">Pol. Lt. Col. Nittaya Sngawong, RN, MS</td></tr><tr><td colspan="2" class="item-abstract">The purpose of this research is to analyze selected factors affecting job satisfaction. The selected factors composed of psychological empowerment, structural empowerment, and leader-member exchange. A sample of 330 staff nurses at hospitals under the jurisdiction of Ministry of Defense were selected by using multi-stage sampling. Psychological empowerment of Spreitzer (1995), structural empowerment of Kanter (1997), and leader-member exchange of Liden &amp; Maslyn (1998) and job satisfaction of Spector (1997) were used as a conceptual framework and developed study questionnaires. All questionnaires were tested for content validity and reliability with alpha of .96, .96, .96, and .93 respectively. Results from path analysis revealed the followings: 1. Model 1: The variable that explains psychological empowerment is structural empowerment. It is accounted for 72.3% of the variance. 2. Model 2: The variables that explain leader-member exchange are psychological empowerment and structural empowerment. They are accounted for 72.1% of the variance. 3. Model 3 : The variables that explain job satisfaction are leader-member exchange and psychological empowerment. They are accounted for 50.6% of the variance. 4. According to path analysis, job satisfaction are affected by psychological empowerment (direct and indirect effects) and leader-member exchange (direct and indirect effects).</td></tr></table>en_GB
dc.date.available2011-10-26T09:31:44Z-
dc.date.issued2011-10-17en_GB
dc.date.accessioned2011-10-26T09:31:44Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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