A STUDY ON WOMEN NURSES SATISFACTION IN PRIVATE HOSPITALS

SPECIAL REFERENECE TO SULTHAN BATHERY THALUK

Submitted by
ANUSREE.H.M.
REG.NO: GM15BR0019
Under the supervision of
SHAIJU ABRHAM
ASSISTANT PROFESSOR
PG DEPARTMENT OF COMMERCE
GOVT.COLLEGE MANANTHAVADY
In partial fulfilment of the requirement for the award of
Bachelor degree in
PG DEPARTMENT OF COMMERCE

Government College Mananthavady

Kannur university
2018
 KANNUR UNIVERSITY
BONAFIDE CERTIFICATE
This is Certify that ANUSREE.H.M. is a Bonafide Student of the P.G Department of
Commerce, Government College Mananthavady, and this Report entitled A STUDY ON
WOMEN NURSES SATISFACTION IN PRIVATE HOSPITALS SPECIAL
REFERENECE TO SULTHAN BATHERY THALUK, has been prepared by her in
partial fulfilment of the requirements for the Award of the Degree of Bachelor of Commerce
of the Kannur University under my Guidance. She is permitted to submit the report.
Signature
Head of the Department

Signature
Supervising Teacher
Place
Date:

2
 DECLARATION

I, ANUSREE.H.M. hereby declare that the project entitled as the “A STUDY ON

WOMEN NURSES SATISFACTION IN PRIVATE HOSPITALS
SPECIAL REFERENECE TO SULTHAN BATHERY THALUK,”has been
prepared by me and submitted to Kannur University in partial fulfilment of the requirement
for the award of Bachelor of PG Department of commerce, is record of original work done
by me under the supervision of Asst.Prof.SHAIJU ABRAHAM PG Department of
commerce.
I also declare that this project work has not been submitted by me for the award of any
degree, diploma or other similar title of any other university ,earlier.

ANUSREE.H.M

3
 ACKNOWLEDGEMENT

The successful completion of the project has been the results of the help
extended to me by a number of people. Hence I would like to place of record of
my acknowledgement. I am deeply indebted to
SHAIJU ABRAHAM (Lecturer of commerce) the guide, for his valuable
guidance and encouragement throughout the project.
I would like to express my heartfelt thanks to Prof.BEENA
SADASIVAN and all faculty members for providing me the opportunity to
complete this study in the desired manner.
I am also thankful to Asst.Prof.Dr.SAJITH.M. Head of the Department,
Government College Mananthavady, for his approval for the project and his
valuable guidance.
Above all express great full thanks to “God-Almighty” who
accompanied me throughout this study. I extend my gratitude to my parent’s,
my friends and all other well-wishers who have helped me to produce this
project work in this present form.

Place: Mananthavady ANUSREE.H.M.

Date: GM15BR0019

4
 INDEX
Chapter
Chapter Title Page No.
No.
1 Introduction and design of the study 8-11
2 Private hospitals, an overview 12-19
3 Nurse’s job satisfaction in private hospitals 20-25
4 Data analysis and Interpretation 26-50
5 Findings, suggestions and conclusions 51-55
6 Bibliography 56
7 Appendix 57-58

5
 LIST OF TABLES
TABLE TABLE TITLE PAGE
NO. NO.
4.1 Age distribution of women nurses 28

4.2 Years of Experience 29

4.3 Primary Working Place or not 30

4.4 Job Satisfaction according to skills and qualifications acquired 31

4.5 Job satisfaction according to working hours 32

4.6 Experience Sharing mentality of women nurses 33

4.7 Opinion about getting appreciation and rewards for work 34

4.8 Job Satisfaction according to welfare facilities 35

4.9 Motivating factors to work of women nurses 36

4.10 Job Satisfaction according to salary 37

4.11 Overall satisfaction with job 38

4.12 Opinion about family support 39

4.13 Opinion on already had any maternity leave 40

4.14 Opinion about suffering from overtime work 41

4.15 Availability about getting overtime allowance 42

4.16 Opinion about having problems while working 43

4.17 Problems faced by women nurses in private hospitals 44

4.18 Opinion about difference in qualification and job 45

4.19 Opinion about getting training programmes 46

4.20 Opinion about number of time getting training programmes in a 47

year

4.21 Health Programmes for family members 48

4.22 Number of shifts duty of women nurses in private hospital 49

4.23 Job satisfaction accordance with attitude of management 50

6
 LIST OF CHARTS
CHART CHART TITLE PAGE
NO. NO.
4.1 Age distribution of women nurses 28

4.2 Years of Experience 29

4.3 Primary Working Place or not 30

4.4 Job Satisfaction according to skills and qualifications acquired 31

4.5 Job satisfaction according to working hours 32

4.6 Experience Sharing mentality of women nurses 33

4.7 Opinion about getting appreciation and rewards for work 34

4.8 Job Satisfaction according to welfare facilities 35

4.9 Motivating factors to work of women nurses 36

4.10 Job Satisfaction according to salary 37

4.11 Overall satisfaction with job 38

4.12 Opinion about family support 39

4.13 Opinion on already had any maternity leave 40

4.14 Opinion about suffering from overtime work 41

4.15 Availability about getting overtime allowance 42

4.16 Opinion about having problems while working 43

4.17 Problems faced by women nurses in private hospitals 44

4.18 Opinion about difference in qualification and job 45

4.19 Opinion about getting training programmes 46

4.20 Opinion about number of time getting training programmes in 47

a year

4.21 Health Programmes for family members 48

4.22 Number of shifts duty of women nurses in private hospital 49

4.23 Job satisfaction accordance with attitude of management 50

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 CHAPTER 1
INTRODUCTION AND DESIGN OF STUDY

8
INTRODUCTION
In the history of human development women have been as vital in the history making
as men have been. Work and employment performed by women in a society is a significant
indicator of nations overall progress. Traditionally Indian women had been home makers but
in recent decade, proper education and better awareness, in addition to ever increase in cost
of living has made them to go out and choose careers. India is still believed that a man is the
primary bread winner of his family. Although Indian women have started working outside
their homes but still they have a long way to go both culturally, socially and economically.
To bring in positive attitudinal changes in the mindset of people. While majority of women
still face discrimination and gender bias. In the last few decades the number of women
successful in politics, technology, business etc .Society has started seeing women in various
sectors .They work as lawyers, Nurses, Teachers etc. There is no profession today where
women are not employed. However it is true that working women has to face many more
problems.
Nursing is a dynamic field that offer a career opportunities at many level. It is a
profession within the health sector focused on the care of individuals, families and
community. Nurse develop a plan of care, working collaboratively with physicians, the
patient, patient’s family and other team members that focus on treating illness to improve the
quality of life. Nurses may co-ordinate the patient care performed by other members of a
multidisciplinary health care team. Nurses are always available for others for care.....
Status of women can be broadly defined as the degree of socio-economic equality and
freedom enjoyed by women. Women have been playing vital roles in household since ages.
Now women are also recognized for their for their value in the workplace and engaged in the
wide range of activities of work in addition to their routine domestic work. Building a society
where women can breathe freely without fear of exploitation and discrimination is the need of
the hour, to ensure a better future for the next generation.
In a hospital satisfaction of nurses means a work force that is motivated and
committed to high quality performance. There are various component limit are consider to be
vital to nurse satisfaction. They are promotion, benefits, work condition, communication etc.
Each of these factors figures in tom an individual’s satisfaction differently. Nurses are more
concerned with working in an environment they enjoy. To the nurses satisfaction brings a
pleasurable emotional state that often leads to a positive work attitude of satisfied worker is
more likely to be creative, flexible and loyal...

9
STATEMENT OF THE PROBLEM
Nurses are the assets of all hospitals. It is through nurses the hospitals may achieve its
objectives. It is very important from the hospital’s point of view to keep them satisfied. The
purpose of the study is to understand the level of satisfaction among nurses in private
hospitals and suggest the area for improvement, if any
A sample respondent’s of 50 on total women nurses of private hospitals constitute the
universe of study.

SIGNIFICANCE OF STUDY
Nurse’s satisfaction is an important aspect as far as a hospital consider. Nurses plays a
key role in the development of all hospitals. So it is the duty of management to keep the
nurses to contribute more. It is said that satisfied nurses are more productive. So every
hospital is giving high priority to keep their nurses satisfied by providing several facilities
which improve satisfaction and reduce dissatisfaction.
I want to know whether the nurses in private hospitals are satisfied or not. So I
had to addressed problems in my own way.

OBJECTIVES OF THE STUDY

1. To find the satisfaction level of women nurses in private hospitals
2. To understand the problems of women nurses in working condition
3. To know nurses opinion about work place, pay &benefits
4. To study various factors affecting job satisfaction level of nurses.

METHODOLOGY OF STUDY
The project has been done in very good manner during the specified period of study.
Methodology adopted for study in visiting the private hospitals and collecting the required
data from the women nurses.
Primary and secondary data have been used for the study.
1. Primary Data
The data has been collected personally interacting and conversing with nurses
working in various sections. i.e. Data was collected through personal discussion with
women nurses in the private hospital.
2. Secondary Data

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 Data have been collected through the published books and websites helps to get more
information’s.

SOURCE OF DATA
The data are collected from primary source and mainly on secondary source published
books and website.

SCOPE OF THE STUDY

This study aims to understand the women nurses satisfaction in private hospitals
special reference to Batheri thaluk. Which covers the various working schedule,
remuneration, work freedom, job position etc. The scope is to understand the women nurses
satisfaction in private hospitals. This study is conducted covering 50 nurses and data
collected based on the questionnaire prepared.

LIMITATIONS OF THE STUDY

1. Duration of the study is not sufficient for a detailed analysis of the hospitals, so the
sufficient data is not available for the study.
2. This is subjected to the bias of respondents. 100% accuracy cannot be assured.
3. Within a short span of time, it was very difficult to get all information’s.
4. The findings are based on the answers made by nurses, so any error may be affect the
validity of findings.

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 CHAPTER 2
PRIVATE HOSPITALS, AN OVERVIEW

12
AN OVERVIEW

Indians care about work life balance more than money. The modern economy has
resulted in better opportunities, jobs and salaries. The flip side of the coin is that this has also
brought in extended working hours, leaving very little time for individuals to balance their
work. It is not surprising that Indians consider work life balance as their main concern
although job security remains central to all activities of life. Concerns such as health,
children’s education and caring old parents, etc; also figures in the work life cycle to cope
with. The Indian concern of parents’ welfare and happiness is a unique and typical mind-set,
rarely seen in any other society the world over. But concerns differ across regions and even
individuals. Rising Indian rupee and a slowing down of US’s economy have forced
companies, especially in the information technology and service sectors to optimize
efficiency and increase capacities, resulting in employees working for longer durations to
meet targets at the expense of their personal lives. Despite the westernization influencing
Indians, India is still a close knit society and parents’ welfare is one of the top priorities.
Indians are confident that whatever problems they would face, money will not be a cause of
concern for that. This unique feature has been demonstrated in Indian history as well, time
and again. Most of the opinion is that it is a standard fixed by each of the company/
institution for every staff working in the organization. However the Work life Balance having
two side affair. The other way it refers to self centric to the employee and this may be a
meaningful achievement and enjoyment in everyday life. The primary way companies can
help facilitate work life balance for their employees are through work life programs and
training. Achievement and enjoyment are 2 critical part of anyone’s work life balance
programme. At the same time achievement and enjoyment are critical in one’s family life,
friends circle and self as well. 1.2 A brief history During 60s and 70s, the corporate were
feeling that managing balance of life issues only restricted to working women only, who were
facing problem to manage the expectations of professional life and family life. Moreover, it
was mainly a western concept till then. During 80s, the mindset of the employers changed
and accordingly the new policies were implemented related to employee benefits. These
includes maternity leave, staff counseling program, flexibility of working hours, crèche
facility for the children of working women and also home based work to some extent. During
that period the men also started raising concern about their work life balance. In 1990s the
importance of the work life balance seriously felt and it was realized that the problems not
restricted to female staff only and its imbalance affecting male work force, organizations and

13
also on culture of mankind. Work life balance is a settled concept in modern times. The
generations have followed choosing jobs based on their own work life issues and employers’
culture. Unfortunately, implementation of work life balance policies became an issue
although companies were adopting family friendly policies. Some felt even more overworked
and out of touch with their non -work lives most of the time. During the early years of the
twenty first century the disappointing results of the over stretched work schedules started
showing signs of concern and the intends effects failed to be achieved

HEALTHCARE SYSTEMS IN KERALA

India has a vast health care system, but there remain many differences in quality
between rural and urban areas as well as between public and private health care. Despite this,
India is a popular destination for medical tourists, given the relatively low costs and high
quality of its private hospitals. International students in India should expect to rely on private
hospitals for advanced medical care.
Studying in India offers a number of health challenges that students from developed
countries may be unused to, so it is important to know how the health care system in India
operates in the event you need it. Health care in India is a vast system and can be much like
the rest of the country: full of complexity and paradoxes.
Definition of Hospital According to the directory of hospitals in India (1988), “A
hospital is an institution which is operated for the medical, surgical and/or obstetrical care of
in-patients and which is treated as hospital by the Central/State Government/Local body or
licensed by the appropriate authority.” The World Health Organization (1997) defines “The
modern hospital is an integral part of social and medical organization, the function of which
is to provide for the population complete healthcare both curative and preventive and whose
out-patient services reach out to the family in its home 3 environment. The hospital is also a
centre for training of health workers and for bio – social research.” On the basis of the above
definitions Goyal (1993) evolved a comprehensive definition, “A modern hospital is an
institution which possessed adequate accommodation and well-qualified and experienced
personnel to provide services of curative, restorative and preventive character of the highest
quality possible to all people regardless of race, colour creed or economic status, which
conducts educational and training programmes for the personnel particularly required for
efficient medical care and hospital service, which conducts research assisting the
advancement of medical science and hospital services and which conducts programmes on
health education.” Over the years, India has experienced a significant increase in the number

14
of hospital beds to meet the growing health demands of its population. Hospitals as
organizations face a number of challenges as they are exposed to greater risk compared to
other industry, primarily because of the complexity of its operation, ensuring appropriate
quality of care, humanitarian issues and various ethical dimensions facing health care
(Government of India,2003). Hospital is an economic institution with a significant social role
in the community. It is not possible to discuss problems in medical and health care
intelligently without reference to hospitals in terms of what they are, what they do, and how
they do it. Hospitals in India have been organized on the British lines with strict hierarchical
structure.

India and its growth in Health Sector Health is an important indicator of economic
development of any country. The increasing health status of the people reflects the socio
economic 61 development of the country, and is shaped by variety of factors such as level of
income ,educational level ,life style health consciousness ,personal hygiene, sanitation facility
,housing facility ,and access to health care services .It is widely accepted that poor health
status of low income countries is the product of poor nutritional level , lack of drinking water
supply ,improper sanitation facility ,housing conditions. The government of India has taken
keen steps to improve the health standard of the people through spending more on public
health. The increasing advancement in science and technology has extended the life years of
the people in general and India is not excluded one. Since independence stringent effort have
been made to booster medical research and to improve and enhance the reach and capability
of our health infrastructure. Comparing Indians with low income countries have unfavourably
in terms of availability of health infrastructure and its utilization as well as the overall disease
burden .The first landmark in official health policy of independent India was the acceptance
of Bhore committee Recommendation of 1946, which laid the foundation of comprehensive
rural health services through the concept of primary health centres and he emphasized that
health service should be available to all citizens irrespective of their ability to pay for it and
as near the location of the people as possible in order to ensure the maximum benefits to the
communities to be served. The WHO sponsored Alma Ata declaration in 1978 had made
remarkable change in the thinking of all the governments towards health sector.

The private expenditure on health in the year 2000 was 77.8percentage and increased
by 81percentage in the year 2005(WHO Reports, 2008).Comparing to the private expenditure
on health the public health expenditure was very low. In the year 2000 the government

15
expenditure on health as percentage of total expenditure on health was 22.2 percentage and
further declined 19.0 percentage in the year 2005.This indicates that in providing health care,
private participation is more prevalent rather than government. The expenditure by the
government of India on medical care and health services has been increasing over the years.
The increase over each year is steady, from 4.9 percentage in 1989- 64 to90 to in 19.1
percentage in 1994-95 (National Accounts statistics, central statistical Organization, 1996).
Health Care Sector in Kerala Kerala has a long history of organized health care. When the
State was founded in 1956, the foundation for a sound health care system had already been
laid. Thereafter, there was remarkable growth and expansion of government health services.
The number of beds in government hospitals rose from 13,000 in 1960 to 38,000 in 1996.
The annual compound rate of government expenditure on health during that period was
higher than the compound rate of total government expenditure and higher than the annual
compound rate of growth of the state domestic product .The easy accessibility and coverage
of medical care facilities has played a dominant role in shaping the health status of kerala.
Some of the hospitals in Kerala are more than 50 years old. Health had been a major area of
spending in the budget from early years in kerala. . The growth of health facilities in Kerala
offers many lessons in development. The active role of the state government has seen a key
factor in the expansion of health care facilities. The initial period of rapid growth in health
facilities was dominated by the public sector up to the 1980s. By the mid 1980s because of
fiscal and other problems, there was a slowdown in the growth of government health
institutions. This affected not only the growth in absolute number of beds, but probably the
maintenance of quality as well. However, by this time, the private sector was paired for
growth and it took the lead in the growth of health care facilities in Kerala. The growth of the
private sector in Kerala should not be seen as independent phenomena. The public sector
paved the way for its development by sensitizing the population to the need for sophisticated
care and creating demand. The government continues to play leadership role in the training of
all strata of health 65 professionals, who are then largely absorbed by the private sector.
Factors outside the health field, such a growing income, improvement of literacy and
population ageing all contributed to this trend. Kerala knows for its model of ‘Good Health at
Low Cost’ achieved through universal availability, accessibility and performance of
government healthcare delivery system to even poorer sections of the society. Competition
from govt. facilities often serves as an important factor in determining treatment cost in
private hospitals. (Singh, 1996) In Kerala 35 percentage of the hospitals are in government
sector and balance in private sector. There are about 4,288 private hospital in the state

16
compared to 1,317 in the government sector as per 2001. There are 30,318 registered medical
practioners in modern medicine in kerala. Majority of the doctors are working in private
sector and only 5,692 doctors are working in government sector. A survey conducted in 1995
by the Department of Economics and Statistics shows that the number of doctors working in
private sector was 19,963.(Economic Review,2010) The annual growth rate of government
health care expenditure has been showing a steady increase. India’s first ever Human
Development Report published in 2002, placed the southern State of Kerala on top of all
other states in India, because of easy accessibility and coverage of medical care facilities.
Kerala is one state where private health sector, both indigenous and western systems of
medicine, has played a crucial role. In the field of modern medicine system, missionary
hospitals have contributed profusely by even going into the interiors of the state. High level
of education especially among women and greater health consciousness has played a key role
in the attainment of good health standards in Kerala. Today with the mushrooming of private
hospitals that offer quality services, matching international standards and with the tie up of
the health care industry with the tourism 66 sector, health care in Kerala is growing by leaps
and bounds. (Human Development Report, 2002). The standard of living of a population is
mainly dependent upon the state of general health of the population. In Kerala special
attention is being given to increase health care facilities. With the advancement of science
and technology and access to modern medicines, health facilities increased a lot. In a state
like Kerala with higher level of education and considerable chunk of population living in
urban areas and where much modern medical amenities are available, the health standard of
the people is comparatively high. The available health indicators provide evidence of a good
healthy background to our people. Compared to other states, Kerala has the highest percapita
public health expenditure. The 52nd round NSS survey reveals that the total average
expenditure per hospitalization at the National level in the private sector is Rs 4,300 in rural
areas and Rs 5,344 in urban areas and for the public hospitals it is Rs 2080 for rural areas and
Rs 2,195 for urban areas. The survey results show that taking together all types of hospitals
(both in the private and public sectors) the average total expenditure per hospitalization in
Kerala stood at Rs 1,927 which was the lowest among the 15 major states in India. Due to the
high health awareness of the Kerala people health facility utilization rate is high in the state.
(Guptha, 1999). Mortality indicators show that health status of Kerala is far advanced than
the rest of the country and are even comparable with developed countries. This outstanding
progress of health status has no doubt been achieved through widespread growth of
institutions in public, private, cooperative sectors. (Finch, 2002) 67 3.1.7 History of Health

17
care sector in Kerala Kerala has a long history of organized health care. Before the advent of
European medicine, families of practitioners of indigenous system like Ayurveda handed
their traditions from generation to generation. People were accustomed to approaching
caregivers when they were sick, rather than turning to self-treatment. When the colonial
powers established their presence in the region, they brought their medical system with them.
(Ramankutty, 2000) In 1900 as per the direction of maharaja of Travancore, a hospital was
started at Neyyatinkara, which was considered as the first government hospital in Kerala.
After this, many hospitals came up in Travancore, central Travancore and Malabar regions
under public Health system. As such the public health system of Kerala has glorious
traditions of hundred and seven years. But actually the public health system strengthened
only after the formation of united Kerala. After 1957, for about 25 years, the graph of the
public health system in Kerala shot up. However there were some shortfalls in the sector
during the last twenty five years. (Gangadharan, 2007) 3.1.8 Health Sector Development in
Kerala Kerala's healthcare system has garnered international acclaim. The state has a very
good medical facility. The United Nations Children's Fund(UNICEF) and the World Health
Organization designated Kerala the world's first "baby-friendly state" because of its effective
promotion of breastfeeding over formulas. For example, more than 95percentage of Keralite
births are hospital-delivered. Aside from ayurveda(both elite and popular forms), siddha, and
unani many endangered and endemic modes of traditional medicine, including kalari,
marmachikitsa,and vishavaidyam, are practiced. These propagate via gurukula discipline ship
and comprise a fusion of both 68 medical and supernatural treatments, and are partly
responsible for drawing increasing numbers of medical tourists. A steadily aging population
(11.2percentage of Keralites are over age 60) and low birthrate (18 per 1,000) make Kerala
one of the few regions of the Third World to have undergone the "demographic transition”
characteristic of such developed nations as Canada, Japan, and Norway. In 1991, Kerala's
total fertility rate (children born per women) was the lowest in India. However, Kerala's
morbidity rate is higher than that of any other Indian state118 (rural Keralites) and 88 (urban)
per 1,000 people. (Prakash, 2003) Kerala’s remarkable achievements in health care were to a
large extend based on its vast network of public health institutions which enabled her to earn
the fame of “Kerala Model of Health” worth emulating even by advanced countries. The hall
mark of this model was the low cost of health care, universal accessibility and availability to
the poor sections of the society. This health model was made possible by many socio -
economic conditions, important among which was the high female literacy rate in the state.
Apart from these, the extensive network of medical institutions in modern medicine has also

18
made this possible .Despite all these, Kerala faces some major problems in the health sector
at the beginning of the 21st century. Difficult access to health care owing to high out of
pocket health care expenditure has resulted in the impoverishment of a sizeable segment of
the population. A major programme of the state in the11th plan has been to strengthen the
public health system and provide universal health security. (Economic Review,2010)

Private Hospitals
A private hospital is a hospital owned by a for-profit company or a non-profit
organization and privately funded through payment for medical services by patients
themselves, by insurers, Governments through national health insurance programs, or by
foreign embassies.Health care is one of the most complex activities in which human beings
engage. Hospitals are basically service organizations. The professional area of an
organization is influenced by its user’s satisfaction. Healthcare services make up a significant
portion of national expenses, and thus it is essential that the nature and quality of services be
explored. Patient satisfaction is one of the primary outcome variables when considering
healthcare services. Patient satisfaction has become an important performance indicator for
the delivery of quality medical care services.
Private agencies are the agencies, where the care is provided on the basis of fee-for
service, for example private-practitioner, Nursing homes etc. The hospital, a major social
organization, offers considerable advantages to both the patient and the society. Certain
health problems require intensive medical treatment and personal care which normally cannot
be made available at home or in the clinic of a doctor, this is possible only in a hospital where
a large number of professionally and technically skilled people apply their knowledge and
skill with the help of
World class advanced and sophisticated equipment. The first and foremost function of
a hospital is to give proper care to the sick and injured without any social, economic or racial
discrimination. In the past, the hospitals were set up as charity institutions, especially for poor
and weaker sections of the society. The only function of those institutions was to care for the
sick and poor. Of late, the hospitals are set up with a motto to serve all sections of the society.
In addition, some of them are also engaged in conducting and promoting medical education,
training and research.

19
 CHAPTER 3
NURSE’S JOB SATISFACTION IN PRIVATE HOSPITALS

20
JOB SATISFACTION

Job satisfaction remains an important consideration for both employer and employee
and, despite numerous investigations, many questions about it remain unanswered Many
research metholologies have been used with varying degrees of success However, the trend is
now away from simple correlational studies towards modelling techniques Data from 221
female nurses working full-time in hospitals were collected using questionnaires delivered
with monthly salary cheques The model presented had many statistically significant path
coefficients including (in order of size) benefits, participation in decision making, education,
routine, promotion, and opportunity for advancement outside their institution The level of
salary was not found to be a statistically significant factor in determining job satisfaction.

Job satisfaction is of great importance to nurses for several reasons First, for many
nurses job satisfaction is an intrinsic aspect of work, something to be values in itself .This is
an important occupation which is quite vaned and may have moments of great stress as well
as joy second, there is the potential impact of nurses job satisfaction on patient care
Brooke(1986).

Nursing human resources represent the largest contingent among work forces
dedicated to health care .Acting on medical care ambulatories, nursing wards and several
other sections, those professionals are present in virtually all health institutions in which they
assume various roles and positions and with a continuous participation during all year. In
such areas, nursing care is responsible for the comfort, care and well-being of patients,
providing services, coordinating departments to provide assistance and promoting autonomy
to patients through health education.

Considering the importance of this group on assistance provided and its great
proportion regarding other health professionals, it is vital that nursing care members feel
satisfied concerning their performed work. The worker's general satisfaction exert a direct
influence on quality care while work dissatisfaction is related to deliberated rotation of
employees, constant demotivation for the team and a decrease of safety and satisfaction of
patients. In this context, to investigate the work satisfaction (WS) of the nursing team may
contribute to identify problems on health services, planning of possible solutions and
consequently the improvement on work space and service quality.

21
 On the national scenario, several studies have been investigating WS among nurses,
technicians and nursing auxiliaries. However, few of them have described the satisfaction
levels according to institutional and personal factors, such as education, position and working
place. Among the exceptions, a research carried out with nurses working in a private hospital
verified that men and women presented different WSs, with higher scores for the second
group. Other studies presented results for nursing professionals working specifically in
Intensive Care Units, without, however, comparing with other working places.

Thus, it is observed that evidences about specific factors of WS are rare for nursing
professionals on national scenario. Such condition limits the actions that could be taken to
improve WS in this category, consequently benefiting the quality of the care offered.

Job satisfaction is a multidimensional, enduring, important and much researched

concept in the field of organizational behaviour (Bassett, 1994). The concept is an outgrowth
of the human relations movement that began with the classic Hawthorne studies in the late
1920s. There is a lack of consensus as to what job satisfaction is (Hall, 1986), and how the
job satisfaction of employees should be assessed. Buss (1988), for example, described job
satisfaction as an employee’s perception that his or her job allows the fulfillment of important
values and needs. In this regard, according to Siegel and Lane (1982), motivational theories,
such as equity theory, Maslow’s need-hierarchy theory, and Herzberg’s two-factor theory, all
have substantial implications for understanding job satisfaction. Herzberg’s theory is
especially important as it distinguished between general types of work motivations, namely,
intrinsic motivators and extrinsic motivators. These two groups of motivators were associated
with job satisfaction and dissatisfaction

Job satisfaction among health professionals is a topic of global interest for a long time
. The topic persists to be important because it affects the employees’ (professionals’) job
performance and subsequently quality of hospital and healthcare services . Job satisfaction
and job stress are highlighted by nurses, for which job satisfaction is significant negatively
correlated to stress and intention to leave employment and affecting the turnover within the
nursing profession. The main reasons for affecting job satisfaction, as frequently cited in
literatures, are heavy workload and poor peer support. Studies have also showed that the
effects of poor organizational climate, autonomy and salary are factors related to the
consequence of nurses’ job satisfaction. Factors affecting job satisfaction, as frequently cited

22
in nursing literature, are heavy workload, poor conditions in peer support, organizational
climate, autonomy, and salary , in which all may ultimately lead to high staff turnovers.

IMPORTANCE OF JOB SATISFACTION IN NURSES

Job satisfaction is the extent to which an employee likes or enjoys his/her jobs. It can be
referred to the individual’s general attitude or perceptions towards his/her work. The level of
job satisfaction can be based on the level of importance that an employee has placed on the
rewards and/or benefits in their employment. Employees will be more satisfied with their job
if it provides a reward that is very important for them. An employee shows a pleasant
emotional state resulted from the benefits of his/her job and have greater job satisfaction.
Therefore, nurses’ job satisfaction is one of the important staff-concerning issues in recruiting
and maintaining nursing manpower in hospitals].

Nursing manpower shortage is a global problem that influences the accessibility of health
care services, the quality of patient care and the overall resource management of healthcare
system. Nurses’ job satisfaction is a crucial factor to understand the impact of continuing
nursing shortage. In 2000, the Advisory Board Company Nursing Executive Center examined
the relationship between job satisfaction and intention to leave; and its report suggested that
over half of the nurses who had reduction of job satisfaction in the first two years planned to
leave their organization and nearly half of them did not have long-term commitment in their
current position. This negative attitude of nurses towards their work would increase the
nurses’ intention to quit, which can be considered the ‘push’ factors on their turnover rate.

In addition, a high level of nurses’ job stress is associated with their poor job satisfaction,
increasing absenteeism, turnover and nursing shortage, and further increasing the productivity
cost and instability and lowering the quality of care in healthcare organization involved.

Siu and Gruss indicated job satisfaction is an important predictor on absenteeism. It

interrupts schedule, creates a need for over-staffing, and raises an organizational costs;
absenteeism is also highly correlated with turnover as the final decision. Of which, turnover
is even more costly as the result of recruiting and training replacement employees. Therefore,
job satisfaction is a main ‘pull’ factors against the nurses’ turnover. Nurses who are more
satisfied with their job environment, benefits and situation are less likely to leave the

23
workplace. It is important to conduct further study on the relationship between job
satisfaction and turnover of nurses in different developed countries such as Hong Kong.

FACTORS INFLUENCING NURSES JOB SATISFACTION

Job satisfaction is crucially important in the nursing field where team spirit and
cooperation between team members are key elements in providing quality and continuous
patient care. Studies showed that job satisfaction would enhance the establishment of
optimistic attitude, which creates the rapport between nursing staff, increases their peer
interactions and between nurses and patients, and enhances confidence of individual nurses.
Subsequently, job satisfaction can improve teamwork and thus increase patient satisfaction
with care by collaborative and partnered patient care. However, sources of job satisfaction
vary across different settings and countries, which are worth to be investigated and compared.

Researchers have attempted to identify the components of job satisfaction; and several
factors such as interpersonal relationship and communication, professionalism and career
development, organization policy, autonomy, and pay are commonly found. Most studies
reported positive relationship between nurses’ job satisfaction with pay and benefit.
Besides, Studies have also revealed the importance of professionalism, and professional
development for job satisfaction. Bratt et al. also pointed out the opportunities for
promotion would have great impact on satisfaction. A Chinese study also found that nurse
were less satisfied because of the decrease career advancement opportunity and
promotion where emphasizes on critical thinking and decision making]. However, Tzeng]
conducted a study in Taiwan Chinese people did not agree salary and promotion have
strong relationship with job satisfaction as nurses’ reported that they have less control on
it.

Job related stress has been considered as an important element on job satisfaction.
Studies have identified the sources of stress in nurse as workload, leadership or
management improficiency, professional conflicts and emotional demands of caring.
Bratt, et al. studied the influence of stress and nursing leadership on job satisfaction in a
sample of 1973 paediatric nurses in intensive care units. The results showed that there
was a significant negative correlation between job stress and job satisfaction of these
nurses. The stress received by nurses would decrease the job satisfaction affecting their

24
performance, contributing to inefficient labour market would be considered a ‘push’
factor towards turnovers. Thereby, several studies supported that reducing the workload
would lessen the job stress, resulting in an increase of job satisfaction.

Other associated factors, including individual predisposing characteristics such as age,

years of experience and education level are found to have associations or impacts on
nurses’ job satisfaction. A study suggested that younger and higher educated nurses are
more likely to have less satisfaction with their jobs than older and less educated nurses,
because well educated nurses have higher expectation towards their job. However, there
are contradictory results showed in a cross-sectional study using 1,973 staff nurses, and
found that the degree of nurse job satisfaction did not differ across age groups, education
levels or years of clinical experience. For gender, Siu showed that male nurses were less
satisfied with their job than the female nurses, while McGilton et al. indicated lower
levels of job satisfaction are more common in females due to higher job-related stress and
less collegial support received. Differences on environmental (external),
situational/interactional, and personal (internal) factors influencing job satisfaction can be
resulted from the socio-ethnic, cultural and contextual variations across settings.

While there are a few instruments measuring job satisfaction, the Index of Work
Satisfaction (IWS) and McCloskey/ Mueller Satisfaction Scale (MMSS) are more
frequently used. The IWS is frequently successfully adapted in measuring nurses’ job
satisfaction for 25 years because this scale was developed with nurses in healthcare
settings and has shown very satisfactory reliability and validity in Western and Asian
countries. In addition, intention to quit of nurses can be measured with a simple and user-
friendly questionnaire, the Michigan Organizational Assessment Questionnaire, rated on a
5-point Likert scale and demonstrated adequate reliability (i.e., Cronbach’s alpha of 0.70).

25
 CHAPTER 4
DATA ANALYSIS AND INTERPRETATION

26
INTRODUCTION
This chapter presents the data and interpretation of the results of data analysis. An
understanding of the profile of the respondents will be useful in interpreting the results.

The women nurses working in private hospitals been surveyed to know the result of the
study. Questionnaire having different questions relating to the study conducted was prepared
and provided to these nurses. Most of the questions are related to the problems and the factors
which determining job satisfaction.
A total of 50 nurses had been provided with the questionnaire and their responses have
been recorded. As mentioned above a convenience sample survey was conducted. Thus from
the responses of the nurses, the following is the analysis with respect to the different area
under the study.
The nurses were provided with different options in the form of likert five scale. Thus the
nurses could respond to the various questions according to the perception of the various
problems they had.For the purpose of analysis, especially for the calculation of the
percentage the responses have been assigned with values.

27
 Table 4.1

Age distribution of women nurses

Age No of respondents Percentage
20-30 29 58
30-40 16 32
Above 40 5 10
Total 50 100
(Source: Primary data)

Inference: The above table shows that the age distribution of women nurses working in
private hospitals. The majority that, 58% of respondents are belonging to 20-30 years age
group, 32% of them are in between 30-40 and left 36% respondents are above 40 years.

Chart 4.1

Age distribution of women nurses

60

50

40

58 Age in Percentage
30

20
32

10
10

0
20-30 30-40 Above 40

28
 Table 4.2

Years of experience
Opinion No of respondents Percentage
0-3 12 24
3-5 15 30
5-7 9 18
7-10 8 16
Above 10 6 12
Total 50 100
(Source: Primary data)

Inference: The above table shows that the years of experience of women nurses working in
private hospitals.24% of women nurses have an experience of 0 to years of service, 30% of
them have 3-5 years of experience, 18% have 5-7 years of experience, 16% have 7-10 years
of experience and rest 12% have above 10 years of experience in this field.

Chart 4.2

Years of experience

30

25

20

15 30 Years of Experience in
24 Percentage
10
18
16
5 12

0
0-3 Years 3-5 Years
5-7 Years 7-10 Years
Above 10 Years

29
 Table 4.3

Primary working place or not

Opinion No of respondents
Yes 28
No 22
Total 50
(Source: Primary data)

Inference: The above table shows, the current hospital is the first Working place or not. 56%
of female nurses are newcomers and working for first-time and rest 44% of them are not.

Chart 4.3

Primary working place or not

44
Yes
No
56

30
 Table 4.4

Job Satisfaction accordance with skills and qualifications acquired

Opinion No of respondents
Strongly Agree 10
Agree 25
Neutral 12
Disagree 2
Strongly Disagree 1
Total 50
(Source: Primary data)

Inference: The above table shows that the respondent’s works are accordance with skills and
qualifications acquired by them. 20% of the respondents strongly agree with this, 50% of
them agreeing to this opinion.24% of the women nurses show a neutral opinion about this,
4% of them disagree and 2% of them strongly disagree with the opinion that their work is
according to their skills and qualifications.

Chart 4.4

Job Satisfaction according to skills and qualifications acquired

60

50
50

40

30 Percentage
24
20
20

10
4
2
0
Strongly Agree Agree Neutral Disagree Strongly
Disagree

31
 Table 4.5

Job satisfaction according to working hours

Opinion No of respondents
Strongly Agree 6
Agree 28
Neutral 13
Disagree 2
Strongly Disagree 1
Total 50
(Source: Primary data)

Inference: The above table shows that the does the respondents are satisfied with their
working time. 12% of the respondents strongly agree with this, 56% of them agreeing to this
opinion.26% of the women nurses show a neutral opinion about this, 4% of them disagree
and 2% of them strongly disagree with the opinion that their working time is satisfy them.

Chart 4.5

Job satisfaction according to working hours

60 56

50

40

30 26
Percentage

20
12
10
4
2
0
Strongly Agree Agree Neutral Disagree Strongly
Disagree

32
 Table 4.6

Experience Sharing mentality of women nurses

Opinion No of respondents
Yes 47
No 3
Total 50
(Source: Primary data)

Inference: The above table shows that the experience sharing mentality of nurses working in
private hospitals. The majority that, 94% of respondents would like to share experience to
help each other and left 6% respondents are not.

Chart 4.6

Experience Sharing mentality of women nurses

Yes
No

94

33
 Table 4.7

Opinion about getting appreciation and rewards for work

Opinion No of respondents
Strongly Agree 3
Agree 12
Neutral 21
Disagree 9
Strongly Disagree 5
Total 50
(Source: Primary data)

Inference: The above table shows that the opinion about getting appreciation and rewards for
their work by women nurses working in private hospitals. 6% of the respondents strongly
agree with this, 24% of them agreeing to this opinion, 42% of the women nurses show a
neutral opinion about this, 18% of them disagree and 10% of them strongly disagree with the
opinion about getting appreciation and rewards for work.

Chart 4.7

Opinion about getting appreciation and rewards for work

45

40

35

30

25
42 Percentage
20

15
24
10 18

5 10
6
0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

34
 Table 4.8

Job Satisfaction according to welfare facilities

Opinion No of respondents
Yes 35
No 15
Total 50
(Source: Primary data)

Inference: The above table shows job satisfaction accordance with welfare facilities
provided to nurses working in private hospitals. The majority that, 70% of respondents are
satisfied with welfare facilities and left 30% respondents are not.

Chart 4.8

Job Satisfaction according to welfare facilities

30

Yes
No
70

35
 Table 4.9

Motivating factors to work of women nurses

Opinion No of respondents
Salary 29
Promotion 4
Bonus 2
Less Supervision 10
Working Condition 5
Total 50
(Source: Primary data)

Inference: The above table shows that what the factors are motivating the women nurses to
work in private hospitals. 58% of respondents are motivated by salary,8% of them are by
promotion,45 are by bonus,20% of them are by less supervision and left 10% are motivated
by working conditions provided to them by hospitals.

Chart 4.9

Motivating factors to work of women nurses

70

60 58

50

40

30 Percentage

20
20
10
10 8
4

0
Salary Promotion Bonus Less Working
Supervision Condition

36
 Table 4.10

Job Satisfaction according to salary

Opinion No of respondents
Strongly Agree 2
Agree 10
Neutral 15
Disagree 18
Strongly Disagree 5
Total 50
(Source: Primary data)

Inference: The above table shows that responses about does the current salary scale satisfy
their job by women nurses in private hospitals. 4% of the respondents strongly agree with
this, 20% of them agreeing to this opinion.30% of the women nurses show a neutral opinion
about this, 36% of them disagree and 10% of them strongly disagree with the opinion that
does salary satisfy their job.

Chart 4.10

Job Satisfaction according to salary

40
36
35
30
30

25
20
20
Percentage
15
10
10

5 4

0
Strongly Agree Agree Neutral Disagree Strongly
Disagree

37
 Table 4.11

Overall satisfaction with job

Opinion No of respondents
Strongly Agree 3
Agree 23
Neutral 15
Disagree 8
Strongly Disagree 1
Total 50
(Source: Primary data)

Inference: The above table shows that the opinion about overall job satisfaction of women
nurses in private hospitals. 6% of the respondents strongly agree with this, 46% of them
agreeing to this opinion.30% of the women nurses show a neutral opinion about this, 16% of
them disagree and 2% of them strongly disagree with the opinion about overall satisfaction
with job.

Chart 4.11

Overall satisfaction with job

50
46
45

40

35
30
30

25
Percentage
20
16
15

10
6
5 2
0
Strongly Agree Agree Neutral Disagree Strongly
Disagree

38
 Table 4.12

Opinion about family support

Opinion No of respondents
Yes 43
No 7
Total 50
(Source: Primary data)

Inference: The above table shows that the opinion about family support to nurses working in
private hospitals. The majority that, 86% of respondents have family supports to work and
left 14% respondents are not.

Chart 4.12

Opinion about family support

14

Yes
No

86

39
 Table 4.13

Opinion on already had maternity leave

Opinion No of respondents
Yes 2
No 48
Total 50
(Source: Primary data)

Inference: The above table shows that the opinion on whether the nurses working in private
hospitals already got maternity leave or not. The majority that, 96% of respondents didn’t
take any maternity leave and left 4% respondents got.

Chart 4.13

Opinion on already had maternity leave

Yes
No

96

40
 Table 4.14

Opinion about suffering from overtime work

Opinion No of respondents
Yes 45
No 5
Total 50
(Source: Primary data)

Inference: The above table shows that the opinion about suffering from overtime works by
nurses working in private hospitals. The majority that, 90% of respondents favour to this
opinion that they are suffering from overtime work and left 10% respondents are not.

Chart 4.14

Opinion about suffering from overtime work

10

Yes
No

90

41
 Table 4.15

Availability about getting overtime allowance

Opinion No of respondents
Yes 3
No 47
Total 50
(Source: Primary data)

Inference: The above table shows that the opinion about if the nurses working in private
hospitals get any overtime allowance or not. The majority that, 94% of respondents didn’t get
any payment for overtime work and left 6% respondents are getting extra payment for this.

Chart 4.15

Availability about getting overtime allowance

Yes
No

94

42
 Table 4.16

Opinion about having problems while working

Opinion No of respondents
Yes 42
No 8
Total 50
(Source: Primary data)

Inference: The above table shows that the opinion about nurses who working in private
hospitals facing any problems while working or not. The majority that, 84% of respondents
facing problems while working and left 16% respondents are not.

Chart 4.16

Opinion about having problems while working

90

80

70

60

50
84 Percentage
40

30

20

10
16
0
Yes No

43
 Table 4.17

Problems faced by women nurses in private hospitals

Types No of respondents
Harassment by supervisors 3
Harassment by co-workers 2
Low wages 25
No Promotion 20
Other if any 0
Total 50
(Source: Primary data)

Inference: The above table shows that the types of problems faced by women nurses while
working in private hospitals. 6% of the respondents suffering from harassment by
supervisors, 4% of them are suffering because of the harassment by co-workers in the same
hospital, 50% of them suffering from low wages by management and rest 40% of them are
suffering by not getting any promotions.

Chart 4.17

Problems faced by women nurses in private hospitals

50
50
45 40
40
35
30
25
Percentage
20
15
10 6
4
5 0
0
Harassment Harassment Low wages No Other if any
by by co- Promotion
supervisors workers

44
 Table 4.18

Opinion about difference in qualification and job

Opinion No of respondents
Yes 3
No 47
Total 50
(Source: Primary data)

Inference: The above table shows that the opinion about whether the nurses working in
private hospitals have difference in qualification and their job. 6% of respondents have
difference in qualification and job and left 94%, the majority respondents are not.

Chart 4.18

Opinion about difference in qualification and job

100
90
80
70
60
Percentage
50 94

40
30
20
10 6
0
Yes No

45
 Table 4.19

Opinion about getting training programmes

Opinion No of respondents
Yes 44
No 6
Total 50
(Source: Primary data)

Inference: The above table shows that the opinion about getting training programmes
conducted by management to nurses who are working in private hospitals. The majority that,
88% of respondents favouring this and rest 12% respondents are not.

Chart 4.19

Opinion about getting training programmes

88
90
80
70
60
50 Percenatge

40
30
12
20
10
0
Yes No

46
 Table 4.20

Opinion about number of time getting training programmes in a year

No of times No of respondents
0-1 18
1-3 28
Above 3 4
Total 50
(Source: Primary data)

Inference: The above table shows that the details about how many times the management
conduct training programmes within a year to nurses who are working in private hospitals.
36% of them got 0-1 times, 56 of them got 1-3 times and balance 8 % got more than three
times training within a year.

Chart 4.20

Opinion about number of time getting training programmes in a year

60

50

40

30
56 Percentage

20
36

10

8
0
0-1 3-Jan Above 3

47
 Table 4.21

Health Programmes for family members

Opinion No of respondents
Yes 7
No 43
Total 50
(Source: Primary data)

Inference: The above table shows that whether the management conduct any health
programmes to the other family members of nurses working in private hospitals or not. The
majority that, 86% of them against to this opinion and left 14% respondents are said that they
are getting that.

Chart 4.21

Health Programmes for family members

100
86
80
60
40 Percentage
14
20
0
Percentage
Yes
No

48
 Table 4.22

Number of shift duty of women nurses in private hospital

No of times No of respondents
0-1 17
1-2 32
Above 2 1
Total 50
(Source: Primary data)

Inference: The above table shows that the number of shift duties to be attended by women
nurses who working in private hospitals. 34% of the respondents have 0-1 times, 64 % of
them have 1-2 times and rest 2% have above times of shift duties.

Chart 4.22

Number of shift duty of women nurses in private hospital

70

60

50

40

64 Percentage
30

20
34

10

0 2
0-1 2-Jan Above 2

49
 Table 4.23

Job satisfaction accordance with attitude of management

Opinion No of respondents
Highly satisfied 0
satisfied 2
Neutral 18
Dissatisfied 25
Highly dissatisfied 5
Total 50
(Source: Primary data)

Inference: The above table shows that the attitude of management satisfies the nurses who
are working in private hospitals. 4% of them are satisfies, 36% of them have an neutral
opinion about this, 50% that the majority dissatisfied with the attitude of management and
left 10% are highly dissatisfied with the attitude of management.

Chart 4.23

Job satisfaction accordance with attitude of management

60

50
50

40 36

30
Percentage

20

10
10
4
0
0
Highly satisfied satisfied Neutral Dissatisfied Highly
dissatisfied

50
 CHAPTER 5
FINDINGS, SUGGESTIONS, CONCLUSION,
BIBLIOGRAPHY AND APPENDIX

51
 FINDINGS
The findings from the analysed data are as follows,

 The majority that, 58% of respondents are belonging to 20-30 years age group, 32%
them are in between 32% and left 10% respondents are above 30 years. It can be
conclude that most of the nurses working in private hospitals young and freshers.
 24% of women nurses have an experience of 0 to years of service, 30% of them have
3-5 years of experience, 18% have 5-7 years of experience, 16% have 7-10 years of
experience and rest 12% have above 10 years of experience in nursing field.
 56% of female nurses are newcomers and working for first-time and rest 44% of them
are not and they are already worked for other hospitals.
 20% of the respondents strongly agree with the opinion that their work is according to
the skills and qualifications acquired by them, 50% of them agreeing to this
opinion.24% of the women nurses show a neutral opinion about this, 4% of them
disagree and 2% of them strongly disagree with the opinion that their work is
according to their skills and qualifications.
 12% of the respondents strongly agree with the opinion that they are satisfied with
their working time, 56% of them agreeing to this opinion.26% of the women nurses
show a neutral opinion about this, 4% of them disagree and 2% of them strongly
disagree with the opinion that their working time is satisfy them.
 The majority that, 94% of respondents would like to share experience to help each
other and left 6% respondents are not like to share it.
 6% of the respondents strongly agree with this, 24% of them agreeing to the opinion
about getting appreciation and rewards for their work, 42% of the women nurses show
a neutral opinion about this, 18% of them disagree and 10% of them strongly disagree
with the opinion about getting appreciation and rewards for work.
 The majority that, 70% of respondents are satisfied with welfare facilities and left
30% respondents are not satisfied.
 58% of respondents are motivated by salary,8% of them are by promotion,45 are by
bonus,20% of them are by less supervision and left 10% are motivated by working
conditions provided to them by hospitals. These are the motivating factors to be work
for women nurses in private hospitals.
 4% of the respondents strongly agree with the opinion that does the current salary
scale satisfy their job, 20% of them agreeing to this opinion.30% of the women nurses

52
 show a neutral opinion about this, 36% of them disagree and 10% of them strongly
disagree with the opinion that does salary satisfy their job.
 6% of the respondents strongly agree with the opinion about overall job satisfaction,
46% of them agreeing to this opinion.30% of the women nurses show a neutral
opinion about this, 16% of them disagree and 2% of them strongly disagree with the
opinion about overall satisfaction with job.
 The majority that, 86% of respondents have family supports to work and left 14%
respondents are doesn’t have any family support.
 The majority that, 96% of respondents didn’t take any maternity leave and left 4%
respondents got that kind of leaves and allowances.
 The majority that, 90% of respondents favor to this opinion that they are suffering
from overtime work and left 10% respondents are not suffer from any extra time
duties.
 The majority that, 94% of respondents didn’t get any payment for overtime work and
left 6% respondents are getting extra payment for this.
 The majority that, 84% of respondents facing problems while working and left 16%
respondents doesn’t have any problems while working.
 6% of the respondents suffering from harassment by supervisors, 4% of them are
suffering because of the harassment by co-workers in the same hospital, 50% of them
suffering from low wages by management and rest 40% of them are suffering by not
getting any promotions. These are the problems faced by the women nurses who are
working in private hospitals.
 18.6% of respondents have difference in qualification and job and left 94%, the
majority respondents doesn’t have any difference between their qualification and
work.
 The majority that, 88% of respondents favoring to the opinion about getting training
programmes conducted by management to nurses who are working in private
hospitals this and rest 12% respondents doesn’t get any kind of training programmes.
 36% of the women nurses working in private hospitals got 0-1 times training
programmes in a year, 56 of them got 1-3 times and balance 8 % got more than three
times training within a year.

53
  The majority that, 86% of them against to this opinion that whether the management
conduct any health programmes to the other family members of nurses working in
private hospitals or not and left 14% respondents are said that they are getting that.
 34% of the respondents have 0-1 times of shift duties to be attended, 64 % of them
have 1-2 times and rest 2% have above times of shift duties.
 23.4% of them are satisfies that the attitude of management satisfies the nurses who
are working in private hospitals, 36% of them have an neutral opinion about this, 50%
that the majority dissatisfied with the attitude of management and left 10% are highly
dissatisfied with the attitude of management.

SUGGESTIONS
 The top management should schedule the working hours by considering the situations
of female nurses because.
 The Government should take initiatives to setting a basic salary to female nurses.
 The top management must provide adequate training and conduct awareness
programmes
 The Government should enquire whether the hospitals have minimum working
requirements and facilities
 The Management should give appropriate appreciation and rewards for the excellence
of workers
 The management should enquire and solve the problems faced by the women nurses
in their hospitals
 The human resources management of private hospitals must aware about the
motivators and consider nurses are the valuable assets of hospitals.
 Participate women nurses in meetings, collect their opinions, and make them to feel
they are responsible one to the hospitals.
 Advice rather than scold, it will create enthusiasm among the women nurses
 Make sure that the assigning of duties must be feasible to female nurses

54
CONCLUSION
Nurses in hospitals are the inevitable part. For the effective and smooth functioning of a
hospital there must an active nurse.Nursing is the integral part of healthcare system globally.
This study was identified a need to reform the polices for nursing profession, because nurse’s
working in private sectors are not fully satisfied with their job. After completing my project
in job satisfaction of women nurse’s in private hospitals is in the way of success with
experience and good response of nurses. The hospitals are performing in terms of good
services to public.
The main objectives of nurses are to provide best service to patients. The analysis and
interpretation of data helps to reach the conclusion that the job satisfaction levels of women
nurses in private hospitals special reference to sulthan bathery thaluk are satisfactory.
Hospitals are creating a good relationship with staff. So working conditions are
satisfactory but not completely. If the hospital keeps good relations with staffs, they can work
more and hence to reach the hospital is to its greater.

55
BIBLIOGRAPHY

BOOKS
1. The Nurses: A year of secrets, Drama and Miracles with the heroes of the
hospital’s
Alexandra Robbins
2. Work and Rewards
Jr.William F.Roath
3. Job Satisfaction and Organizational structure
Stebbins

WEB SITES

1. www.shodhganga.in
2. www.en.wikepedia.org
3. www.slideshare.org

56
 APPENDIX

QUESTIONNAIRE

(For women Nurses in private hospitals)

1. Name :
2. Age :
20-30 30-40 Above 40
3. Working place :
4. From how many years you have been working with this sector?
0-3 3-5 5-7 7-10 Above 10
5. If it is your 1st working place?
Yes No
6. Your work is according to your qualification and skills?
Strongly agree Agree Average Disagree Strongly disagree
7. If working hours at this hospital is satisfactory?
Strongly agree Agree Average Disagree Strongly disagree
8. Nurses in this hospital share experience to help each other?
Yes No
S
9. Nurses get appreciation
t & reward if the desired work?
Strongly agreer Agree Average Disagree Strongly disagree
t t t
10. Welfare facilities
o provided r by hospital to nurses are satisfactory?
r r
Yes Sn No o S o o
11. Which of thetfollowing factors
n t motivates
g you most?
n n
Salary promotion
rl S Bonus Less supervision working condition
g r t g t g t t
12. Hospital provide
oy t satisfactory
l osalary
r according to your work?
l r l r r
Strongly agree
n Agree
y n oAverage Disagree Strongly disagree
r y o y o o
13. Rate your overall
ga o satisfactiong with
n your job? n n n
Strongly agree Agree
a l gAverage
l gn Disagree Strongly disagree
a g a g g
14. If your familyysupported
rg gyouyin this
l job?
g l g l l
Yes Noe
l r y r y r y y
ae y e a e e
g e g a e a e a a
r Aa r g 57 g g g
eg g A e r A r A r r
er r g e e g e g e e
15. Do you have any maternity leave in your hospital?
Yes No
16. Do you work over time in any case?
Yes No
17. If yes do you get any overtime allowance?
Yes No
18. Do you have any problems in your hospital?
Yes No
19. If yes, which are they?
Harassment by superiors Harassment by co-workers Low wages
No promotion other, if any
20. If any differences occur in your job. Like education, qualification, experience etc?
Yes No
21. Do you have any training programs according to your job?
Yes No
22. If yes, how many times in a year?
0-1 1-3 Above 3
23. If your hospital provide any health facility to your family members?
Yes No
24. Number of shift duty in your hospital?
0-1 1-2 Above 2
25. Are you satisfied with the attitude of top management towards you?
Highly Satisfied Satisfied average Highly dis-satisfied
Dis satisfied

58