DMGS AUN 9973.edited

WORK SATISFACTION AMONG NURSES IN A PRIVATE
HOSPITALS OF AUSTRALIA
2
WORK SATISFACTION AMONG NURSES IN A PRIVATE HOSPITALS OF AUSTRALIA
Table of Contents
Introduction ................................................................................................................................ 3
Methods...................................................................................................................................... 3
Part A-Data analysis ................................................................................................................. 6
Findings and Analysis ............................................................................................................ 6
Part B -Interview transcripts analysis ...................................................................................... 13
Transcripts ............................................................................................................................ 13
Annotation of transcript ....................................................................................................... 14
Conceptualization and Analysation of transcripts ................................................................ 15
Recommendation ..................................................................................................................... 17
Conclusion ............................................................................................................................... 18
Reference list ........................................................................................................................... 20
Appendices ............................................................................................................................... 23
3
Introduction
Job satisfaction is the most critical factor that needs to be considered by the management for
retaining employees in their business organization. Job satisfaction of employees is, therefore
maintained by the business organizations by maintaining and managing the essential factors
that can positively affect job satisfaction. In this research study, factors for job satisfaction of
healthcare workers in the Australian healthcare sector will be analysed for analysing job
satisfaction of Australian healthcare workers. Job satisfaction of healthcare workers are
important to be assessed and analysed as the healthcare of patients are dependent on the
satisfaction of healthcare workers towards their organization and workplace practices. In this
research study, job satisfaction of healthcare workers in Australian organizations will be
analysed for improvement in job satisfaction and a decrease in the employee turnover rate in
an Australian healthcare organization. The measurement of Job satisfaction is mainly used for
several contents with the hospitality job. The high job satisfaction can always be improved
with the specific enthusiasm of the staff. The main success of the firm is generated by the
progress made by the employees annually. The normal influence which creates the overall
stability among the staff members of health care services.
Methods
Ethical consideration
Some ethical considerations are to be essentially followed by the researchers during their
research study. Most importantly, during research on the work satisfaction of nurses towards
the job and organizational practices, some major ethics are required to be considered by the
researcher. These may include the ethical principles of informing and taking consent of the
respondents. Voluntary participation of the nurses is necessary to be maintained during any
sort of interview from them (Kenny, Reeve & Hall, 2016). Their anonymity and
confidentiality need to be maintained. Relevant and important questions were asked and
assessed from the interview and the secondary data collection regarding job satisfaction of
nurses in private hospitals. In addition, this needs to be considered as well that there might
be some sort of gaps and irrelevant data due to the non-availability of exact data from
4
interviews and secondary data collection. In this research, secondary data collection has been
used as well for gaining information and data regarding job satisfaction of nurses in the
private hospital of Australia. The ethical considerations for secondary data collection include
the using of only the relevant data from the site, journal or book and name of the site, author
or research scholar must be included along with the use of its content and sources. In
addition, the name and confidentiality of participants must be anonymous during the use of
secondary data as well.
Primary data
collection Secondary data
collection
Figure 1: Types of data collection used for this research

(Source: Self-created)
Collection and Setting up of data

Data collection for this research study is the most important section that is done by the
researcher to carry on with the research study. The secondary data that needs to be collected
for the detailed research study on work satisfaction of nurses in a healthcare organization is
collected by the researcher (Linz, Zimmermann and Müller-Stewens, 2017). The keywords
like Job satisfaction of nurses, employee satisfaction level in healthcare organizations, work
satisfaction of nurses in Australian private hospitals, effects of job satisfaction in employee
turnover rate in an Australian healthcare organization and more are used in the search engines
for retrieving journals, books, online articles and websites related to the topic. Census and
5
statistical data that includes information on job satisfaction of nurses in their private
healthcare organizations are included for information and data for this research study as well.
Websites like government sites and specific sites that consisted of information of nurses and
their job satisfaction level in their organization.
Interviews from nurses that are working in Australian Private hospitals were taken as well for
gaining their viewpoint and responses to some specific questions. The research questions
involved in the interviews and the secondary data may have been used by researchers for
other researchers (Parveen, Maimani & Kassim, 2017). The research aim must have been
different, along with different objectives and hypotheses. The data collected, along with the
relevant information, are included in this research. The dependent variables and non-
dependent variables were collected and interrelated with each other for gaining relation
between the variables and factors. Interviews that have been carried out on the participants
have been identified as relevant information for analysing the essential factors to impact job
satisfaction of Australian nurses in their workplace. The alternative perspectives have been
analysed as well in this research to get detailed information. The research questions have
been determined. Location of the data has been included as well. Evaluation of the data, its
relevance, validity and reliability have been examined. The credibility of the data gathered
has been done in addition to the analysis of the SPSS data of the secondary data collection.
For the transcription part, relevant questions for interviewing were set up and asked the
respondents (Hou et al. 2020). The nurseries from the participants were then transcribed and
used for analysis on the topic of job satisfaction level of Australian nurses towards their job
and organization.
6
Work Working
Motivation
environment conditions
Salary Flexible
structure hours
Figure 2: Factors responsible for increasing job satisfaction of employees in

organization
(Source: self-created)
Part A-Data analysis
Findings and Analysis
Descriptive
Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
Total work experience 350 1 3 2.09 .842

professional qualification 350 1 2 1.29 .452
Patients assigned 350 1 2 1.22 .413
Designationofstaff 350 1 2 1.07 .258
Valid N (listwise) 350
Table 1: Descriptive Statistics
(Source: SPSS)
The plot of data shows us the statistics about work experience, professional qualification and
the designation of the staff. The maximum unit of total experience is three and Mean 2.09,
7
and professional qualification is 1.29.The maximum standard deviation results for total work
experience with 0.842. The designation of staff stated with 350 numbers of correspondent’s
estimates to be having maximum mean is 1.07.
Frequency
Statistics
Total work work pressure roletoplayinman salary structure equalityinindustr

experience agement y
Valid 350 350 450 342 355

N
Missing 100 100 0 108 95
Total work experience
Frequency Percent Valid Percent Cumulative

Percent
1 110 24.4 31.4 31.4
2 100 22.2 28.6 60.0

Valid
3 140 31.1 40.0 100.0
Total 350 77.8 100.0

Missing System 100 22.2
Total 450 100.0
work pressure

Percent
1 260 57.8 74.3 74.3
2 50 11.1 14.3 88.6

Valid
3 40 8.9 11.4 100.0
Total 350 77.8 100.0

Total 450 100.0
salary structure
8

Percent
1 137 30.4 40.1 40.1
2 100 22.2 29.2 69.3
Valid 3 90 20.0 26.3 95.6
4 15 3.3 4.4 100.0
Total 342 76.0 100.0

Total 450 100.0
equalityinindustry

Percent
1 140 31.1 39.4 39.4
2 100 22.2 28.2 67.6
3 40 8.9 11.3 78.9

Valid
4 50 11.1 14.1 93.0
5 25 5.6 7.0 100.0
Total 355 78.9 100.0

Total 450 100.0
Table 2: Frequency
(Source: SPSS)
The total work experience considers having the percentile option for specific 60.0 units. The
few numbers of options available are the salary structure and equality industry. The total
system is having the cumulative percentile of 67.6 and the valid percentile with 14.1. The
stable increase in the per cent with 24.0 units is estimated to behaving in a good position. The
frequency estimated with the several valid per cents from the output of data. The per cent
output for the total system with 39.4. The frequency of 140 is estimated generated with
several types of valid per cent generated with 21.1 per cent. [Referred to Appendix 1]
The prior data collection method is normally used for approving the several techniques used
in the Data Collection method. The data obtained from the mission are established with
various types of research that are accepted during the research study on job satisfaction. The
method of collection of data is generated by the different respondents taken from Australia.
The Complete data acquired informed generated by the various respondents from the use of
9
SPSS (Munir & Rahman, 2016). The Descriptive main statistics are generated by several data
of the nurses based on the job satisfaction of the specific variables taken. (diva-portal.org,
2020)
Correlation
Correlations
professionalquali employeeleaving workpressure Designationofsta

fication jobs ff
Pearson Correlation 1 .900** .864** .439**
professionalqualification Sig. (2-tailed) .000 .000 .000
N 350 350 350 350

Pearson Correlation .900** 1 .917** .666**
employeeleavingjobs Sig. (2-tailed) .000 .000 .000
N 350 350 350 350
Pearson Correlation .864** .917** 1 .664**
work pressure Sig. (2-tailed) .000 .000 .000
N 350 350 350 350
Pearson Correlation .439** .666** .664** 1
Designationofstaff Sig. (2-tailed) .000 .000 .000
N 350 350 350 350
**. Correlation is significant at the 0.01 level (2-tailed).

Table 3: Correlation
(Source: SPSS)
The professional qualifications are generated with 350 and employee leaving jobs based on
350 parts. The employee leaving jobs are based on Pearson correlation generated with 0.900
and the designation by 0.864. The work pressure also increased for the nurse working in
hospital management. The Pearson correlation is 0.864 result in the output results for the
employee who are leaving the jobs. The designation of the staff with the Pearson correlation
is generated for 0.439 and satisfaction for the job is 0.666. [Referred to Appendix 2]
10
Organization
Work life
they are Education
balance
working for
Their
demographic Designation
profile
Figure 3: Important factors to consider during interviewing Australian nurses

The normal ranking established with the several importance of the components generated by
the six components of the groups. The definite duration services are established with several
types of Pay rank shown in Table 1. The most specific and important component of the job
satisfaction states the specific age and duration to the length of the services — the
requirement of tasks that are arranged in the ranking process. The main focus of the
requirement is generated with the component accepted by the nurses. The various types of
autonomy policies are generated with several types of contributions which are done by the
nurses. The main reasons for the complaint among the various nurses are established with
several types of paperwork which are generated (Pandey & Singh, 2016). The gap created
between the administration of the hospital and all kinds of daily problems of the hospital. The
administrative decisions are generated with many planning services and procedures. There
are some of the opportunities which are insufficient for the advancement of the career by the
nurses. [Referred to Appendix 3]
Regression
11
Variables Entered/Removed
Model Variables Variables Method

Entered Removed
gender equality,
Designationofst
aff,
1 roletoplayinman . Enter
agement,
professionalqual
ificationb
a. Dependent Variable: Totalworkexperience

b. All requested variables entered.
Model Summary
Model R R Square Adjusted R Std. Error of the

Square Estimate
1 .946a .896 .894 .273
a. Predictors: (Constant), genderequality, Designationofstaff,

roletoplayinmanagement, professionalqualification
ANOVAa
Model Sum of Squares df Mean Square F Sig.
Regression 221.624 4 55.406 740.751 .000b
1 Residual 25.805 345 .075
Total 247.429 349

b. Predictors: (Constant), genderequality, Designationofstaff, roletoplayinmanagement,
professional qualifications
Table 4: Annova Test
(Source: SPSS)
The Anova test is generated for the sum of squares generated with 221.624 and the result for
residual is 25.805. The regression for the mean square output established is 0.075. The total
value generated with several processes of analyzing the several total regression of 247.429.
This is generated by the Annova test. The frequency which is estimated for the several types
of figures anticipated is 740.751. The Annova test of the independent variable also is
12
contributed by several variables that are estimated by the generation of calculation the result
of the views of the nurses.
Coefficients
Model Unstandardized Coefficients Standardized t Sig.
Coefficients
B Std. Error Beta
(Constant) .542 .093 5.814 .000
professionalqualification -.043 .103 -.023 -.422 .673
1 Designationofstaff 1.225E-014 .077 .000 .000 1.000
roletoplayinmanagement .636 .017 .963 37.395 .000
gender equality -1.523E-014 .067 .000 .000 1.000

Table 5: Coefficients
(Source: SPSS)
The Constant process is also generated with some 0.542, and the creation of standard error is
0.93. The designation of staff is resulted to be 0.636 and the standard error estimated to have
0.17. The standardize Coefficients regarding the Beta considerations also decreased by -0.023
for the professional qualification system. The general quality of role to play in the
management that is estimated for several types of sigma values that have increased with the
standardized coefficients which are generated. There are also various types of t-test
techniques that are used to compare the average salary of the various types of managers in the
nursing sectors. The selected variables for the analysis are done with the independent
variables. The role to play in management system also increased with 0.017 for the beta
versions among the custodial staff accepting in the organizations.
The satisfaction of the nurses is expressed with several types of reflection done by 84% of the
job who all are agreed for the choice of the career. The percentage of the disagreed number of
nurses is 70%. The two thirds also felt about the generation of a good deal as teamwork. The
cooperation occurred between the various levels of nursing by the various personnel levels
13
are generated due to the cooperation of the management system. The average of IWS is
considered to be the possible outcome of the several private hospitals generated for the
dissatisfaction of the job required for the specified task. From a professional point of view,
most of the nurses are satisfied with the services acquired by them. The various nurses are
created with teamwork for the satisfaction of the cooperation among the management systems
(Noblet et al. 2017). The financial considerations are established with several types of
organizational policies generated with the decision-making practices generated by the
advancements of the career — different types of overburdened clerical paperwork generated
by the different clerks. [Referred to Appendix 4]
Part B -Interview transcripts analysis
Job satisfaction in healthcare organizations is essential to be considered for the organization

to serve their patients better. The negative impact of employees being dissatisfied with their
jobs and organization can negatively deliver organizational performance. Job satisfaction of
employees in a healthcare organization is helpful in successfully delivering positive
productivity and performance towards their patients and clients. Nurses in a healthcare
organization may need specific motivation, work environment, decreased work pressure,
benefits from the organization and more to be mentally satisfied towards their job and
organization they are serving (Aloisio et al. 2018).
Transcripts
Questions and answers

1. Why have you chosen the nursing profession?
Nursing profession serves the patients and helps in promoting the betterment of the health of
the patients.
2. How has the nursing profession has been so far affected you?
The nursing profession has gained me so much reputation as was able to serve them for their
illness and promoted their health with better care against them.
3. What are the positive sides of your workplace?
14
My workplace provides better healthcare treatment and pharmaceuticals to the patients, along
with flexible working hours to nurses.
4. What are the negative sides of your organization?
Lately, hygiene is something that is less cared for in my healthcare organization that can
increase illness in every stakeholder of my healthcare organization.
5. What benefits can be perceived in this organization as an employee?
Flexible working hours, part-time job, the continuation of education while working here,
career assistance, hourly wages are the benefits that can be gained from this organization as
an employee.
6. What is your remuneration?
$65,000 is the remuneration that I receive every year.
7. What are your leave policies and working hours?
I get enough benefits regarding my leave policies with working hours of 9 hours every day.
8. What sort of work environment and benefits are you getting from your organization?
A safe working environment with good flexible working hours is the work environment and
benefits that I am getting from my organization.
9. What are the issues and factors that need improvement for improvement of job
satisfaction level of nurses in their workplace practices and organization?
Issues like work environment, hygiene, work pressure, flexibility in hours and more are the
factors that can be improved for an increase in our job satisfaction level in the organization.
10. What steps does healthcare management need to take for improvement in the working
conditions of nurses?
Hygiene and safety of patients, nurses and healthcare organizations are the most effective
improvement that can be taken by my organization to improve our work condition in the
organization.
11. Any overtime wages you receive for working on holidays and for extra hours of work
outside flexible working hours?
Yes
Annotation of transcript
Field of interview
The general information that was asked by the respondents were:
15
1. Their demographic profile

2. The organization they are working for
3. Designation
4. Experience in workplace
5. Education
6. Marital status
7. Work-life balance
Conceptualization and Analysation of transcripts
Nursing care requires assurance of the quality of healthcare from the patient to determine the
success of the healthcare organization in serving their clients. (ajan.com.au, 2020)
Demographic profile
Enhancement of healthcare in healthcare organizations requires their employees to be
satisfied with their job. Higher job satisfaction of nurses is able to deliver greater
organizational healthcare performance and care towards their patients (Carvajal & Popovici,
2018). Higher satisfaction of employees towards their workplace practices and their own job
is responsible for employees to play an actively important role in the accomplishment of the
organizational goals and objectives. It has been identified that positive interpersonal relations
and interactions with the hospital management regarding any sorts of issues, discussions and
factors are highly effective. This effectiveness improves organizational productivity as the
nurses show more employee engagement towards their job. The organizational work
conditions and flexibility in working hours are effective in increasingly considered in many
healthcare organizations to positively influence job satisfaction level of nurses (Kraus et al.
2018).
The organization they are working for
After the interview, it can be identified that the organizational working conditions and
environment play an important role in determining the job satisfaction of nurses in their
organization. Workplace hygiene must be safe and clean to improve the healthcare of the
patients and positively impact the fulfilment of organizational goals and objectives by nurses.
The demographic profile, designation, age, marital status and work-life balance plays an
important role in increasing or decreasing job satisfaction level in nurses towards their
organization. This implies that wages according to their designation and flexible working
16
hours that are received by nurses in their organizational parfrtoces of healthcare are
responsible for increasing their productivity and performance due to the increased work
satisfaction they are receiving. In addition, it can be observed that most of the nurses in the
healthcare organizations in Australia are receiving good incentives and rewards as part of
positive motivation to increase their satisfaction towards their organizational job (Maynard et
al. 2017).
Designation
The interview also revealed that nurses receive good incentives for working overtime or on
public holidays. This is a major factor that can motivate and increase work satisfaction of
nurses in their work practices as well. The nurses are working in functional and systematic
management instead of facing high pressure and accountability at times. However, this does
not decrease their job satisfaction as they are receiving enough benefits and remuneration for
the number of healthcare services they are giving to the hospital (Busenbark, Lange and
Certo, 2017).
Work-life balance
From the interview, it can be analysed that nurses are serving humanities as they are satisfied
with their job. However, the organizational salary structure, working hours, work conditions
and other benefits play an important and essential role in the engagement of nurses towards
the organizational procedures and productivity. It is analyzed from the interview that the
salary structure, wages and remuneration. Work conditions, working environment, hygiene in
the hospital premises and organizational benefits are highly capable of retaining the
workforce and increases their job satisfaction. (bcec.edu.au, 2020)
Education
From the interview, it can be analysed that nurses are able to complete and progress with
their higher studies due to the benefits, flexible working hours and assistance towards their
career from the healthcare organization (Ketter, Collins and Weerdt, 2017).
Result
The main focus has some statistics that have a recent direction of the relationship about the
coefficient of the negative value. The direction of the relationship generated with several
types of larger classes of the work pressure and salary structure. The effects of nursing
generated a great proportion of the mean variables accepted by the performance of nursing in
the hospitality sector (Schreieck et al. 2017). The higher levels of poverty are accepted
17
generated several income levels and some of the basic functions based on the poverty level.
The higher levels of satisfaction also generated with several types of academic and training
process of the nurses. The important factors are also created with some low class to the
higher performance generated with the full credentials of the performance levels. The linear
regression is also able to predict the several types of variables based on other values. The
independent variables are predicted to some of the independent variables generated for the
linear regression process. The analysis of the data using some of the linear regression which
involves the process of checking the data. The linear regression is also accepted with the
SPSS analysis done with the secondary data extracted. The relationship displayed with
several scatter plot processes which are not considered as linear for performing the
polynomial regression. (JAX.jyu.fi, 2020)
The different organization for the development of dependent variable value which is different
from the other dependent variable that is accepted by the regression line indicating with the
large residual process. The negative effect generated by the various designation of the nurses
in hospitals around Australia. This report includes several types of cross-sectional sampling
designs which are taken from the sample of around 300 health facilities. There are a large
number of questions that are being asked to the nurses. The overall job satisfaction based on
the different types of job conditions that are estimated with the help of multilevel analysis.
The satisfaction level of the various respondents has a definite mean composite for the
adjusted odds ratios with all these kinds of factors available for this process.
(link.springer.com, 2020)
Recommendation
The determination for the satisfaction level of nursing background is evaluated with the
analysis of questions asked to the nurses. Generally, satisfied nursing also plays a different
role in the success of the organization. The basic awareness of the satisfaction of jobs is
related to several types of expectations about the job. The process of establishing the definite
level of job satisfaction is generated to focus on the employees about the various types of
work and the occurrence of relationships in the work environment. The satisfied employees
have some ultimate goal which is expected from the leader of the organization. Satisfied
employees or nurses also tend to be more types of products in an organization. The direct
18
correlation is linked between the satisfaction of the patients and also staff satisfaction. The
research has also shown various types of relationships with co-workers to develop the
environment of the workplace to be better. The effects of the leadership styles also affect the
several managerial decisions taken in an organization. The influence of leadership quality
also affects the level of job satisfaction. The direct impact of independent variables is based
on the proportion of job satisfaction. (ncbi.nlm.nih.gov, 2020)
Benefits, incentives
Improved jib Improved
and rewards from
satisfaction level of organizational
healthcare
nurses towrds the performance and
organization to
organization productivity
nurses
Figure 4: Recommendations for improved job satisfaction of employees in organization

Conclusion
From the above research study, it can be concluded that job satisfaction of employees plays
an important role in delivering excellent performance and productivity by the organization.
The factors that are responsible for improving the job satisfaction level in nurses in private
healthcare organizations have been analysed and assessed by secondary data and interviews
from them. The number of employees who are not satisfied with engaging in different
organizational activities is evident to be not satisfied with their job or organization. It is
observed that work environment, workplace practices, benefits from organization, motivation
from organizational team leaders and more are successful in increasing job satisfaction in
19
organizational employees. In this research study, details regarding the work satisfaction of
Australian nurses in their organization have been received by secondary and primary data
collection. The websites, journals, books and online articles related to job satisfaction of
nurses in Australian healthcare organizations have been used in this research study for
identifying factors that imd\fluence job satisfaction level in nurses in positive or negative
ways.
20
Reference list
Books
Kenny, P., Reeve, R., & Hall, J. (2016). Satisfaction with nursing education, job satisfaction,
and work intentions of new graduate nurses. Nurse education today, 36, 230-235.
Linz, C., Zimmermann, A. and Müller-Stewens, G., 2017. Radical business model
transformation: Gaining the competitive edge in a disruptive world. Kogan Page Publishers.
Journals
Aloisio, L. D., Gifford, W. A., McGilton, K. S., Lalonde, M., Estabrooks, C. A., & Squires, J.
E. (2018). Individual and organizational predictors of allied healthcare providers’ job
satisfaction in residential long-term care. BMC health services research, 18(1), 491.
https://link.springer.com/article/10.1186/s12913-018-3307-3
Busenbark, J.R., Lange, D. and Certo, S.T., 2017. Foreshadowing as impression
management: Illuminating the path for security analysts. Strategic Management
Journal, 38(12), pp.2486-2507.
Carvajal, M. J., & Popovici, I. (2018). Gender, age, and pharmacists’ job
satisfaction. Pharmacy Practice (Granada), 16(4).
http://scielo.isciii.es/pdf/pharmacy/v16n4/1885-642X-pharmpract-16-04-1396.pdf
Hou, J., He, Y., Zhao, X., Thai, J., Fan, M., Feng, Y., & Huang, L. (2020). The effects of job
satisfaction and psychological resilience on job performance among residents of the
standardized residency training: a nationwide study in China. Psychology, Health &
Medicine, 1-13.
Ketter, W., Collins, J. and Weerdt, M.D., 2017. The 2018 power trading agent
competition. ERIM Report Series Reference, (2017-016).
Kraus, S., Meier, F., Niemand, T., Bouncken, R.B. and Ritala, P., 2018. In search for the
ideal coopetition partner: an experimental study. Review of Managerial Science, 12(4),
pp.1025-1053.
Maynard, D.S., Bradford, M.A., Lindner, D.L., van Diepen, L.T., Frey, S.D., Glaeser, J.A.
and Crowther, T.W., 2017. Diversity begets diversity in competition for space. Nature
ecology & evolution, 1(6), pp.1-8.
Munir, R. I. S., & Rahman, R. A. (2016). Determining dimensions of job satisfaction using
factor analysis. Procedia Economics and Finance, 37, 488-496.
21
https://www.sciencedirect.com/science/article/pii/S2212567116301563/pdf?md5=d7dabdb0f
9bf27fe0802d1c1cf3ecb49&pid=1-s2.0-S2212567116301563-main.pdf&_valck=1
Noblet, A. J., Allisey, A. F., Nielsen, I. L., Cotton, S., LaMontagne, A. D., & Page, K. M.
(2017). The work-based predictors of job engagement and job satisfaction experienced by
community health professionals. Health care management review, 42(3), 237-246.
Pandey, J., & Singh, M. (2016). Donning the mask: effects of emotional labour strategies on
burnout and job satisfaction in community healthcare. Health Policy and Planning, 31(5),
551-562. https://academic.oup.com/heapol/article/31/5/551/2355444
Parveen, M., Maimani, K., & Kassim, N. M. (2017). QUALITY OF WORK LIFE: THE
DETERMINANTS OF JOB SATISFACTION AND JOB RETENTION AMONG RNs AND
OHPs. International Journal for Quality Research, 11(1).
https://pdfs.semanticscholar.org/ab9e/d826526beee03f7c1c5260271d416dcfd3a3.pdf
Schreieck, M., Hakes, C., Wiesche, M. and Krcmar, H., 2017, June. Governing platforms in
the internet of things. In International Conference of Software Business (pp. 32-46). Springer,
Cham.
Online articles
link.springer.com (2020). How do nurse consultant job characteristics impact on job
satisfaction? An Australian quantitative study.
https://link.springer.com/article/10.1186/s12912-017-0246-y [Retrieved on: 1/1/2020]
ncbi.nlm.nih.gov (2020). An Investigation of Nurses’ Job Satisfaction in a Private Hospital

and Its Correlates. Retrieved from: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4895062/
[Retrieved on: 1/1/2020]
jyx.jyu.fi (2020), Competitors will seek to standardize their offering, Available at:
https://jyx.jyu.fi/bitstream/handle/123456789/51115/3/Adjusting-software-Ojala-pre-
print.pdf [Accessed on: 01/01/2020]
Websites
22
bcec.edu.au (2020). Retrieved from: https://bcec.edu.au/publications/happy-workers-how-

satisfied-are-australians-at-work/ [Retrieved on: 1/1/2020]
ajan.com.au (2020). Job satisfaction of Australian nurses and midwives: A descriptive

research study. Retrieved from: http://www.ajan.com.au/vol29/29-4_skinner.pdf [Retrieved
on: 1/1/2020]
diva-portal.org (2020), Competitors will seek to standardize their offering, Available at:
http://www.diva-portal.org/smash/get/diva2:543563/fulltext01 [Accessed on: 01/01/2020]
23
Appendices
Appendix 1: Factors leading to job satisfaction
(Source: https://wikispaces.psu.edu/display/PSYCH484/11.+Job+Satisfaction)
24
Appendix 2: Employee satisfaction considerations by organization
(Source:
https://www.google.com/url?sa=i&url=https%3A%2F%2Fwww.frontiersin.org%2Farticles%
2F10.3389%2Ffpsyg.2018.02069%2Ffull&psig=AOvVaw2n4QVLnR4yPVMc7V_QTDbc&
ust=1580989816984000&source=images&cd=vfe&ved=0CAIQjRxqFwoTCMi0yZesuucCF
QAAAAAdAAAAABAD)
25
Appendix 3: Job satisfaction of employees in healthcare organization ensures better

delivery of job by nurses
(Source:
https://www.google.com/url?sa=i&url=https%3A%2F%2Fwww.pinterest.com%2Fpin%2F36
4439794817618030%2F&psig=AOvVaw09MaBZ8uB0LoWWbAxcEYqR&ust=158098996
4382000&source=images&cd=vfe&ved=0CAIQjRxqFwoTCOiG29-
suucCFQAAAAAdAAAAABAD)
26
Appendix 4: Relation between job satisfaction, work environment and quality of care in
nursing practice
(Source:
https://www.google.com/url?sa=i&url=http%3A%2F%2Fpubs.sciepub.com%2Fajnr%2F1%2
F1%2F2%2Findex.html&psig=AOvVaw09MaBZ8uB0LoWWbAxcEYqR&ust=1580989964
382000&source=images&cd=vfe&ved=0CAIQjRxqFwoTCOiG29-
suucCFQAAAAAdAAAAABAJ)

DMGS AUN 9973.edited

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

DMGS AUN 9973.edited

Uploaded by

Copyright:

Available Formats

WORK SATISFACTION AMONG NURSES IN A PRIVATE

Part A-Data analysis ................................................................................................................. 6

Findings and Analysis ............................................................................................................ 6

Part B -Interview transcripts analysis ...................................................................................... 13

Annotation of transcript ....................................................................................................... 14

Conceptualization and Analysation of transcripts ................................................................ 15

Reference list ........................................................................................................................... 20

Figure 1: Types of data collection used for this research

Collection and Setting up of data

Figure 2: Factors responsible for increasing job satisfaction of employees in

Part A-Data analysis

Findings and Analysis

N Minimum Maximum Mean Std. Deviation

Total work experience 350 1 3 2.09 .842

Total work work pressure roletoplayinman salary structure equalityinindustr

Valid 350 350 450 342 355

Total work experience

Frequency Percent Valid Percent Cumulative

1 110 24.4 31.4 31.4

2 100 22.2 28.6 60.0

Total 350 77.8 100.0

Frequency Percent Valid Percent Cumulative

2 50 11.1 14.3 88.6

Total 350 77.8 100.0

Frequency Percent Valid Percent Cumulative

1 137 30.4 40.1 40.1

2 100 22.2 29.2 69.3

Valid 3 90 20.0 26.3 95.6

4 15 3.3 4.4 100.0

Total 342 76.0 100.0

Frequency Percent Valid Percent Cumulative

1 140 31.1 39.4 39.4

2 100 22.2 28.2 67.6

3 40 8.9 11.3 78.9

5 25 5.6 7.0 100.0

Total 355 78.9 100.0

professionalquali employeeleaving workpressure Designationofsta

Pearson Correlation 1 .900** .864** .439**

professionalqualification Sig. (2-tailed) .000 .000 .000

N 350 350 350 350

Designationofstaff Sig. (2-tailed) .000 .000 .000

N 350 350 350 350

**. Correlation is significant at the 0.01 level (2-tailed).

Figure 3: Important factors to consider during interviewing Australian nurses

Model Variables Variables Method

a. Dependent Variable: Totalworkexperience

Model R R Square Adjusted R Std. Error of the

1 .946a .896 .894 .273

a. Predictors: (Constant), genderequality, Designationofstaff,

Model Sum of Squares df Mean Square F Sig.

Regression 221.624 4 55.406 740.751 .000b

1 Residual 25.805 345 .075

Total 247.429 349

a. Dependent Variable: Totalworkexperience

B Std. Error Beta

(Constant) .542 .093 5.814 .000

professionalqualification -.043 .103 -.023 -.422 .673

1 Designationofstaff 1.225E-014 .077 .000 .000 1.000

roletoplayinmanagement .636 .017 .963 37.395 .000

gender equality -1.523E-014 .067 .000 .000 1.000

Part B -Interview transcripts analysis

Job satisfaction in healthcare organizations is essential to be considered for the organization

Questions and answers

Pearson Correlation 1 .900 .864 .439**