Factors influencing job satisfaction
Nowadays, being a professional is byzantine complex journey universally. In most of the profession, the “next gen” is increasingly hunting for a technology-focused globe and constantly transforming. Trede (2012) mention besides being knowledgeable and skillful, the individual must also trait sense of responsibility towards themselves, others and organization. Today for a nurse to hold on and work blissfully in one work place is challenging due to dissatisfaction of their job. Tang and Ghani (2012) argued nowadays, even though there are abundant opportunities available in Malaysia, nursing is no longer popular as it used to be.
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Critically analyzing the cause and to overcome this potential causes using evidence based will be discover too.
According to Toni (2007) job satisfaction has been examined as a major predictor to intent to stay or reducing turnover intention in most of countries healthcare industry. Job satisfaction is outline as the employee’s appraisal to the level of work environment fulfills the individual’s need. Nurse’s perception on job satisfaction is depends on whether their needs in work place are met or not. Tella et al (2007) appraisal from superior or job experience will enhance nurse’s to have positive emotional feeling like pleasurable. Job satisfaction is a result of employee's perception of how well their job provides those things that are viewed as important.
Nurses perceive satisfaction from their job when their job provides those important elements. Herzberg’s two factors of theory of motivation follow Maslow’s hierarchy of needs theory’s major concept. These two theorists attempted to identify factors motivating individuals to satisfy their needs. Lephalala et al (2008) stated Herzberg’s theory of motivation postulates that the phenomenon of job satisfaction or dissatisfaction is the function of two need system namely hygiene factors (known as satisfier) and motivation factors (known as motivators).
So, it is vital to evade unpleasant atmosphere such as discomfort to improve personal development. Herzberg et al (1959) theory is applicable to job satisfaction. He suggested that each wage earner has two sets of needs which is motivator and hygiene needs. The actual and challenging job itself is linked to motivator needs. Motivator needs satisfy an employee if the job is interesting, the responsibility it offers and sovereignty of the job. In contrast, hygiene needs is related to spiritual challenge and physical where the job is performed.
Job aspects like physical working environment will be the amiability of the surroundings, the atmosphere, supervision style, salary and workload. Reflecting on my past experience, I was quite anxious and low self-esteem because it is my first time working in operating theatre so I have no clue on how to move myself in work place. There was a preceptor tag with me for a week only which is insufficient and I spoke to unit manager that I need more time to be with a preceptor. However, it was not granted. It was so devastating but I took it as a challenge and learn more about my work place by myself.
So, I did not get the motivator need when needed most of the time and it does influence my job as I could not concentrate and perform well. Based upon the theories is important for us to identify the hygiene factors which lead to dissatisfaction of Malaysian nurses to deliver quality care. Numerous factors have been identified. Understanding nurse job satisfaction and recognizing areas of dissatisfaction would possibly lead to interventional measures to enhance job satisfaction in nursing through improving...