TABLE OF CONTENTS Page
Title Page …. …. …. i
Approval Page …. …. …. ii
Certification …. …. …. iii
Dedication …. …. …. iv
Acknowledgements …. …. …. v
Table of Contents …. …. ….
vii
List of Tables …. …. …. xi
Abstract …. …. ….
xii
CHAPTER ONE: INTRODUCTION
Background
to the Study …. …. …. 1
Statement
of the Problem …. …. ….
4
Purpose
of the Study …. …. …. 6
Research
Questions …. …. …. 6
Research
Hypotheses …. …. ….
7
Significance
of the Study …. …. ….
7
Scope
of the Study …. …. ….
8
Operational
Definition of Terms …. …. ….
8
CHAPTER
TWO: LITERATURE REVIEW
Introduction …. …. …. 10
Overview of Nigeria’s Health System …. …. …. 10
Component Issues in the Nigeria Health System …. …. 13
Conceptual Issues on Job Satisfaction and Motivation …. 21
Theoretical Review on Job Satisfaction …. …. 29
Maslow’s Hierarchy of Needs Theory …. …. 29
Frederick Herzberg’s two Factor Theory …. …. 31
Edwin Locke’s Range of Affect Theory …. …. 32
Timothy Judge’s core Self-Evaluation
Model …. …. 32
Conceptual Framework on Nurses’ Job
Satisfaction …. 33
Empirical Studies on Professional
Nurses’ Job Satisfaction …. 35
Summary of the Literature Review …. 41
CHAPTER THREE: RESEARCH METHOD
Research
Design …. …. …. 43
Area of Study …. …. …. 43
Population of the Study …. …. …. 44
Sampling Procedure …. …. …. 45
Instrument for Data Collection …. …. …. 45
Validity of Instruments …. …. …. 46
Reliability of
Instruments …. …. …. 46
Ethical Consideration …. …. …. 46
Procedure for Data
Collection …. …. …. 47
Method of Data Analysis …. …. …. 47
CHAPTER
FOUR: DATA PRESENTATION AND ANALYSIS
Presentation of Results …. …. …. 48
Research Question One …. …. …. 49
Research Question Two …. …. …. 50
Research Question Three …. …. …. 51
Research Question Four …. …. …. 52
Hypotheses Testing …. …. …. 53
Hypothesis One …. …. …. 53
Hypothesis Two …. …. …. 53
Hypothesis Three …. …. …. 54
Hypothesis Four …. …. …. 55
CHAPTER FIVE: DISCUSSION OF FINDINGS, CONCLUSIONS
AND RECOMMENDATIONS
Discussion of Findings …. …. …. 56
Nurses’ Satisfaction from Job Security …. …. 56
Nurses’ Satisfaction from Recognition …. …. 57
Nurses’ Satisfaction from Opportunity
for Advancement …. 57
Nurses’ Satisfaction from Job
Control/Responsibilities …. 58
Difference
in satisfaction from job security between nurses
in Public and Private Hospitals …. …. …. 58
Difference
in satisfaction from recognition between nurses
in Public and
Private Hospitals …. …. …. 58
Opportunity
for Advancement and Job Satisfaction …. 58
Effect
of Job Control on Job Satisfaction …. …. 59
Conclusion …. …. 59
Implications
of the Study …. …. 60
Limitations
of the Study …. …. 60
Recommendations …. …. 61
Contribution
to knowledge …. …. 62
Suggestion
for further studies …. …. 62
References …. …. 64
Appendices …. …. 73
Appendix A …. …. 74
Appendix B …. …. 75
Appendix C …. …. 79
Ethical Approval Letter …. …. 84
List
of Tables
Table 1: Study
Sample ….
47
Table 2: Sex
and Age Distribution ….
51
Table 3: Mean
Analysis of Satisfaction Derived from Job Security 51
Table 4: Mean Analysis of Satisfaction Derived from Job Security 52
Table 5: Mean Analysis of Satisfaction Derived from
Opportunity for Advancement 53
Table 6: Mean Analysis of Satisfaction Derived from Job Control 54
Table 7: t-test Analysis of Nurses’ Response on Satisfaction
with Job Security 55
Table 8: t-test Analysis of Nurses’ Response on Satisfaction
with Recognition 56
Table 9: t-test Analysis of Nurses’ Response on Satisfaction with
Opportunity for Advancement 56
Table 10: t-test Analysis of Nurses’ Response on Satisfaction
Job Control 57
ABSTRACT
This
study investigated the job satisfaction of professional nurses in public and
private health sectors in Anambra State.
A survey design was employed and a study population of 5903 comprising
all professional nurses in private and public hospitals was used. Proportionate
stratified random sampling technique was used in selecting a sample of 375
nurses for the study. Instrument for data collection was a structured
questionnaire. Data collected were analyzed using mean and standard deviation
statistical tool to answer the four research questions and t-test statistical
tool was used to test the four hypotheses. Findings showed that nurses in
public hospitals were satisfied from job security unlike nurses in private
hospitals. Nurses in public and private hospitals were satisfied from job
control/ responsibilities. Also, it was found that opportunity for advancement
guarantees job satisfaction to nurses in public and private hospitals. Based on
the findings, it was recommended that hospital management should create a work
environment that is free from dissatisfiers in order that nurses would carry
out their duties effectively towards the actualization of organization’s goal. Few relevant areas that the present study did
not cover were suggested for further investigation.
CHAPTER ONE
INTRODUCTION
Background to
the Study
Output in terms of performance in any given organization is a function of many variables which job satisfaction is one of them. Job satisfaction which is equally understood and sometimes referred to as “work satisfaction” has been variously defined in the literature. Job satisfaction is the extent to which an employee expresses a positive orientation towards a job. It also describes how content an individual is with his or her job. Job satisfaction has also been defined as a pleasurable emotional state resulting from the appraisal of one’s job, an affective reaction to one’s job and an attitude towards one’s job (Chimanikire, Mutandwa, Gadzirayi, Muzondo, & Mutandwa, 2007; Thompson & Phua, 2012). Job satisfaction is a worker’s sense of achievement and success on the job. It is generally perceived to be directly linked to productivity as well as to personal well-being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for one’s efforts. Job satisfaction further implies enthusiasm and happiness with one’s work. Job satisfaction is the key ingredient that leads to recognition, income, promotion, and the achievement of other goals that lead to a feeling of fulfilment (Kaliski, 2007).
Job satisfaction
has continued to be a major area of interest in the study of industrial and
organizational psychology because of the presumed and common-sense linkages
between satisfaction and other mainstream concepts like leadership, performance,
reward system and group process (Poole & Warner, 2000). Furthermore, job satisfaction has been an
interesting construct for researchers in understanding employee behaviours and
attitudes (Zurn, Dolea & Stillwell, 2005).
Despite the number of studies that dealt on different aspects of job
satisfaction, Boles, Wood and Johnson (2008), stated that more studies are
needed on job satisfaction because of several reasons. According to them satisfaction with the job
is directly related to organizational commitment, behaviours and actions. To
