JOB SATISFACTION OF NURSES 1

Introduction

Nurses worldwide has been identified as a discipline with high rates of absenteeism and

voluntary turnover, with many nurses leaving the profession due to diminished health and

dissatisfaction with their working environment (Pisarski & Brook, 2013). Beyond the time-

honored reputation for compassion and dedication lies a highly specialized profession, which is

constantly evolving to address the needs of society. However, nurses are at high risk of

experiencing work stressors. These stressors include, but are not limited to, heavy workloads,

staff shortages, and restrictive policies as stated by Amarneh (2017). Moreover, nurses feel that

they do not have enough authority to change patient procedures (Gerrish & Clayton, 1998, as

cited in Mrayyan, 2015). Empirical evidence was also found out for an interaction between job

stress and availability of close family and friends support, indicating that the experience of stress

produces less emotional exhaustion in nurses with high availability of support coming from this

source (Greenglass et al. 1994, as cited in Marin & Ramirez, 2008). Hence, autonomy and

perceived social support are factors that often play a role in the quality of an individual’s work

environment. Thus, the current study is a correlational type of research for it aims to determine if

job satisfaction is correlated to both perceived social support and work autonomy among nurses.

Working tirelessly to ascertain and protect the needs of the individual from ensuring the

most accurate diagnoses to the ongoing provision about critical health issues; nurses––or front-

line soldiers are indispensable in safeguarding public health. Through this study, the researchers

were able to understand how significant a nurse's satisfaction is, in regards to both of his or her

perceived social support and work autonomy. It is also assumed that if the satisfaction of nurses

increases, a better care can be provided to the patients. Although, the impact of autonomy on job

satisfaction is present throughout the existing literature, many studies are brief on their
JOB SATISFACTION OF NURSES 2

discussion of the topic. Amarneh (2017) documented that nursing studies regarding social

support behaviors have only recently been published. In the present study, the researchers also

aim to determine if a relationship exist between job satisfaction and perceived social support

because the association of the two variables has received at least, a little empirical attention

particularly in the extant local literature. In addition, previous studies are not cross-sectional in

nature, whereas the current study includes respondents who belong not just in one but different

institution. Many studies have limited their sample to a single institution (Finn, 2001; Hayburst,

Saylor, & Stunkel, 2005; Williams & Mc Gowan, 1995, as cited in Taylor, 2008). But, among

health care professionals, the relationship between autonomy and job satisfaction has been

examined mostly with nurses (Davis & Bodieri, 1987, as cited in Altuntas, 2013). In which this

correlational study underpins the need to know whether the perceived social support and work

autonomy within the working environment are of influence and related to the job satisfaction of

nurses.

The significance of this study is to specifically deal with the dissatisfaction of nurses. It

seeks to find answers whether these nurses are satisfied or not with the autonomy and supportive

atmosphere that they have in their work. The cycle of dissatisfaction and limited scope of

practice will continue to hinder nurses, and will continue to plague the nursing workforce

(Taylor, 2008). At the same time, nurses who are empowered and committed to the profession

will ultimately increase rates of retention and recruitment. With the state, on-going nursing

shortage, and escalating changes in the nursing field, this undertaking contributes, however little,

to the current knowledge. It includes the knowledge that information collected through the study

could potentially assist nurses and healthcare organizations in improving the support systems

from friends, family and significant others and support nursing autonomy.
JOB SATISFACTION OF NURSES 3

This study will primarily be beneficial to the various medical institutions, nurses, and the

patients. In furtherance with this, the hospital management will have an idea on how to enhance

these predictors of job satisfaction needed by their employees to promote growth and

professionalism. The researchers came up with this study to know the linkage of job satisfaction

to both perceived social support and work autonomy, as such will be of great importance to the

nursing community as a whole with the existing nursing shortage, and potential retention and

recruitment strategies of nursing administrators. This study confirms the previous research which

may lead to possible solutions toward improving the working conditions for nurses. Recognizing

the importance of social support and work autonomy, and its implications for job satisfaction,

patient care and quality of work will continue to improve.

Review of Related Literature

Nurses assume many roles within the health care system and are essential players in the

provision of health care services (Taylor, 2008). Nurses form the backbone of the healthcare who

takes pride in the care they provide each day. But, nurses also face many challenges in today's

complex healthcare environment. The hospital nursing staff has been identified as one of the

groups at risk of suffering emotional exhaustion, a preliminary stage of burnout syndrome, due to

nature, intensity and diversity of the stressors related to their job tasks (Leiter 1993, Maslach &

Leiter 1997, Maslach, Shaufeli & Leiter 2001, as cited in Marin & Ramirez, n.d.). Besides, the

combination of shiftwork and stressful environment places considerable strain on nurses

(Pisarski & Brook, 2013). Moreover, recent reports from the review of Journal of the American

Medical Association suggest that the shortage of nurses could exceed one million nurses by 2020

(Kuehn, 2007, as cited in Taylor, 2008). This is one of the numerous concerns in the nursing

field that has become sustainably prominent. Given the existing data, studying the importance of
JOB SATISFACTION OF NURSES 4

job satisfaction will then be given coherent connection to perceived social support and work

autonomy.

Job Satisfaction

Jobs play an important role in human life, and job satisfaction is an effective factor on

individual work life (Cam & Yildirim, 2010; Karaman & Altunoglu, 2007, as cited in Altuntas,

2013, p. 513). It is the fulfilling emotional state resulting from the appraisal of one’s job as

achieving or facilitating the achievements of one’s job values. Consequently, if a person is

dissatisfied with his work, this could somehow lead to the lack of interest in other areas of his

life. Thereof, a satisfied working environment enables one to do his job more effectively.

Altuntas (2013, p. 514) emphasized that “job satisfaction is a factor that reduces individual

performance and leads to negative outcome of employee loss.” There are various definitions of

job satisfaction; however, it is generally defined as “people’s feelings about their jobs and the

various dimensions of their jobs” (Spector, 1997, as cited in Altuntas, 2013, p. 513) and

“individual perception level and emotional reaction to a job” (Cam & Yildirim, 2010, p. 513). It

takes about whether a person is satisfied or dissatisfied with his job. According to AMN

Healthcare’s (2015) survey of Registered Nurses, 85% of nurses reported that they feel satisfied

with their nursing career, down from 90% in 2013. In essence, nurses are satisfied, just about

everyone else will be, too and are likely to provide the quality of care needed by their patients.

In addition, studies have documented factors associated with nursing job satisfaction and found

out that group cohesion, promotional opportunities, supervisor support, variety of work, low

work-to-family conflict, low organizational constraint and high levels of autonomy were

important to job satisfaction (Kovner, Brewer, Wu, Cheng, & Suzuki, 2006, as cited in Taylor,

2008).
JOB SATISFACTION OF NURSES 5

Hospital work environments that contribute to nurse job dissatisfaction have been linked

to poor patient outcomes (Aiken, Clarke, Sloane, Sochalski, & Silber, 2002, as cited in Taylor,

2008). In order for nurses to be satisfied, essential factors that contribute and improve their job

satisfaction should be determined. Likewise, it is recognized that increased job satisfaction

results induce better retention and improved productivity (Lyubomirsky, King, & Diener, 2005,

as cited in Altuntas, 2013).

Social Support

The demands place on nurses by their job increase their work stressors and stressors

should be assessed and managed early and in ongoing manner (Amarneh, 2017). This means,

there’s a need to reduce these stressors. It is because according to Pisarski and Brook (2013)

severe stress is serious as it results to burnout, absenteeism, and an increase in turnover.

Amarneh (2017) posited that the provision of an appropriate social support system of behaviors

may help to reduce stressors for nurses at work. Pisarski and Brook (2013) reported that social

support is conceptualized more broadly in the literature in terms of the psychological sense of

support a person feels (perceived support), and the support actually received or enacted (who

helped and what they did). In other words, it means of having a sense of belonging and

acceptance in which a person experiences a sense of being gratified. Decreasing work stressors

have been shown to positively influence employees’ commitment to work, job performance and

productivity, retention of staff and recruitment, client satisfaction, and the image and reputation

of the organization (Amarneh, 2013). Thus, it underpins the matter that when these stressors are

reduced and support is received, subsequently, nurses tend to become fulfilled with that of a

satisfaction.
JOB SATISFACTION OF NURSES 6

Social support can be provided by four main sources, that is families, friends, work

colleagues and immediate supervisor, every source should include the following four items: a.)

informational––reports can be obtained from colleagues on a critical matter, b.) emotional––

providing care, love, and trust, c.) instrumental––providing facilitation behaviors to help the

person meet work tasks, and d.) appraisal––obtaining evaluation and feedback on one’s

performance from the immediate supervisor (Li, Ruan, & Yuan, 2015). For that matter, social

support involves having a genuine relationship to––but are not limited to those sources which

provides a safe and comforting feeling even if these nurses are confronted with a variety of

stressors. In the previous study, involving Zhang, Lin, and Wan (2015) concluded that social

support is a key resource to predict job satisfaction. However, in the field of nursing, studies

concerning social support are limited (Amarneh, 2017).

In particular, perceived social support refers to an individual’s cognitive appraisal of

support a person receives from his/her social network (Azim & Islam, 2018). Authors of the

extant literature also noted that “however, it is reasonable to assume that the level of PSS may

vary depending upon the characteristics of the individuals and the nature of their job.” The

support may emerge in three forms: (a) emotional (e.g., empathy, caring, love, and trust); (b)

informational (e.g., advice, suggestions, access to information, etc.); and (c) instrumental (e.g.,

sharing of tasks and responsibilities, aid in kind, skills acquisition, etc.) as taken into account by

Azim and Islam (2018). As a further matter, the Multidimensional Scale of Perceived Social

Support (MSPSS) developed by Zimet et al. (1988) was used by Azim and Islam (2018) to

measure perceived social support that includes 12 items, which cover three dimensions: Family,

Friends, and Significant Others, in the cross-sectional quantitative study of surveying Saudi

nurses.
JOB SATISFACTION OF NURSES 7

Work Autonomy

In the field of nursing, there is a discussion which states that the achievement of a higher

level of autonomy by the nurse can provide a higher value and social recognition regarding the

professional’s work and role (Melo et al., 2016). As discussed by Aiken et al., (2001, as cited in

Taylor, 2008) factors that enhance job satisfaction include management responsiveness, and

participation in the decision making. Therefore, the professionals of the area of health must work

with a certain level of autonomy, because each care task is singular and requires the decision of

adequate proceedings to the health necessities presented by the users (Melo et al., 2016). This

only means that the enhancement of job satisfaction stems from a feeling of greater responsibility

for the quality of their work.

A nurse is prepared and authorized to engage in the general scope of nursing practice,

including the promotion of health, prevention of illness, and care of physically ill, mentally ill,

and disabled people of all ages and in all health care and other community settings. Nursing is an

autonomous, self-governing profession, a distinct scientific discipline with many autonomous

practice features ("Definition of Nursing", n.d.). On the top of that, whatever department it may

be, there should be someone who has a general knowledge over something, or is capable of

performing whatever the physician says.

Autonomy is a complex mental formulation of experience (Chinn & Kramer, 1995, as

cited in Taylor, 2008). In nursing, work autonomy consists of making unconstrained decisions

and being able to act on these decisions (Melo et al., 2016). It is expected that when nurses have

autonomy, they may have control over their practice environments (Wade, 1999, as cited in Melo

et al., 2016), and may have better relations with physicians (Mcparland et al, 2000; Snelgove &

Hughes, 2000, as cited in Melo et al., 2016) which may result in higher nurses’ job satisfaction
JOB SATISFACTION OF NURSES 8

(Fletcher, 2001, as cited in Melo et al., 2016). Meaning, freedom to make discretionary and

binding decisions consistent with one’s own scope of practice and freedom to act on those

decisions make nurses satisfied as given the opportunity to perform them.

Sarata (1984, as cited in Davis & Bordieri, 2011) saw autonomy as the freedom an

individual has to decide how and when to undertake a work activity. Autonomy has been

conceptualized as a predictor of job satisfaction, an antecedent to retention, and an outcome of

organizational characteristics (Taylor, 2008). A large portion of the literature regarding job

satisfaction and autonomy explored organizational structures and work characteristic of

registered nurses. These characteristics led to the discovery of key findings of work

environments with higher rates of retention and recruitment of nurses (Taylor, 2008). Hence,

nurses feel empowered if their decisions to perform independently are acknowledged particularly

in some of the inadvertently given situations in the allied health field.

Nurses do have this “scope of practice” which refers to the legal restrictions governing

what nurses and doctors can and cannot do (Fischer, 2016). Besides that, in this care model the

physician is socially and legally recognized as the sole holder of knowledge in the area of health

and is placed in central position of care practices, a situation that places all other health

professionals performing their roles as supporting elements to the physician task (Melo et al.,

2016). Considering the issues of absenteeism and turnover among nurses, further complications

can be prevented and resolved if nurses are given the autonomy to enact, as sometimes it takes

time to get approval from a physician. In return, those kinds of decisions have a huge impact on a

patient’s outcome and happiness, as well as the nurse’s job satisfaction. Additionally, this is

supported by Finn (2001, as cited in Taylor, 2008) who utilized the Index of Work Satisfaction

(IWS) to determine nursing job satisfaction among 178 nurses in large Brisbane teaching
JOB SATISFACTION OF NURSES 9

hospital in Australia. Results of this study showed that autonomy ranked highest among factors

affecting job satisfaction, however many of the nurses felt that their tasks were programmed for

them, allowing too much responsibility and not enough authority (Taylor, 2008).

Also, Alexander, Weisman, and Chase (1982, as cited in Davis & Bordieri, 2011)

reported that a logical first step in promoting job satisfaction among nurses was to increase

autonomy. Similarly, Weisman, Alexander, and Chase (1981, as cited in Davis & Bordieri, 2011)

concluded that the loss of perceived autonomy was the first step in a chain of events that led to

staff turnover among nurses.

Increased job satisfaction has significant implications for healthcare organizations with

the nursing shortage (Taylor, 2008). By examining the available related studies, it is evident that

autonomy of nurses has largely been associated to job satisfaction; however, the explored

previous researches regarding perceived social support as linked to job satisfaction are somehow

scarce and evidently limited. Thus, the literature review confirms the importance of autonomy

and perceived social support in nursing in order to stimulate nurses to perform at their best.

Nevertheless, the lack of job satisfaction among nurses may yield to undesired results such as

alienation indifference to the job, a decreasing sense of attachment to the employing institution,

constant complaints about the job, falling productivity, absenteeism, and quitting the job

(Dericiogullari et al., 2007; Saglam, 2011; Serinkan & Bardakci, 2009, as cited in Altuntas,

2013).

Statement of the Problem

JOB SATISFACTION OF NURSES 10

The current study wants to find out if there is a significant relationship between these

variables namely, Job Satisfaction, Social Support and Work Autonomy. The following research

questions were formulated and answered through the process of the study:

1. Is Job Satisfaction significantly related to Work Autonomy among nurses?

2. Is Job Satisfaction significantly related to Perceived Social Support among nurses?

Hypotheses

Nurses consider factors like the physical work environment and recognition of their

accomplishments which can affect their job satisfaction. Perceived social support and work

autonomy can have an impact as to why nurses are gratified with the careers they are taking.

Based on the purpose of the study, hypotheses were expressed:

Ho: There is no significant relationship between job satisfaction of nurses with their perceived

social support and work autonomy.

Ha: There is a significant relationship between job satisfaction of nurses with their perceived

social support and work autonomy.

Conceptual Framework
JOB SATISFACTION OF NURSES 11

Figure 1

Perceived Social
Support

Job Satisfaction

Work Autonomy

Conceptual model of the relationship of Job Satisfaction to the Perceived Social Support and

Work Autonomy

The figure representation above illustrates the relationship of the three mentioned

variables. It is shown through the double-headed arrows their connection with one another. Job

satisfaction of an employee will be based on the support and encouragement of the people

around him, and the ability to do work independently. The autonomy given by the employers to

their employees also shows that they’re given the trust and the opportunity to stand on their own.

Having a good rapport to the co-workers can make work easily. The researchers believe that

there is a relationship between job satisfaction of nurses to both perceived social support and

work autonomy. Therefore, each factor can greatly affect the others.
JOB SATISFACTION OF NURSES 12

Significance of the Study

The significance of this study is to somehow decrease the percentage of nurses who are

dissatisfied with the profession they chose if implications about the volition of work are

considered. This is by means of providing a conducive work environment among nurses. The

hospital can take actions as to the given issues that the nurses are facing today. This will also

give answers and opportunities to enhance the management of the hospital in giving importance

and care not only to their patients but also to their staff specifically to the nurses. Work

environment has a big impact in the lives of the employees. This will help the nurses to have

awareness with their co-nurses and establish a strong relationship with them. Every work will be

done smoothly if all will work together as a team.

The findings of this study will benefit not only the nurses and other professionals who are

somehow dissatisfied with the profession they chose, but also the students who are pursuing

nursing and those who are setting forth the first step in their career path. In addition, taking into

account these essential factors––perceived social support and work autonomy may contribute to

offset the issues of concern in the healthcare industry resulting into higher productivity and the

achievement of organizational goals. Regardless of the area or department to which care is

delivered, this study can be of help to provide higher value and social recognition regarding the

professional’s work and role in its working condition.

Caring can lead to trust that help the nurses be more confident of themselves and be

motivated to report to work every day; it is the essential nursing characteristic. Care and trust are

two big factors in the job satisfaction of the nurses. It doesn’t only help them feel supported, but

they are also emboldened to evolve or to improve as professionals in their field. Furthermore,
JOB SATISFACTION OF NURSES 13

they are also given chances to acquire new knowledge, analyze situations and find effective

solutions independently. If one would be sensible of his or her work environment and colleagues,

how rewarding it is in the part of the nurses.

Method

Participants

Population of this study included 83 registered nurses from Pampanga Medical Specialist

Hospital, Rosario Memorial Hospital, Diosdado P. Macapagal Memorial Hospital, and San

Fernandino Hospital between the ages of 20 to 55 years old with the mean age of 31 (SD = 6.64).

Out of 107 potential respondents, 87 returned the questionnaires, 4 of which were invalid, thus

having a total of 83 respondents all in all. The majority of the participant who took part in the

study were female (71.10%), male (24.10%) and the remaining (4.80%) were missing. Most of

the participants are 26 years old (15.70%), followed by 32 years old (13.30%), 33 (10.80%), 28

(8.40%), 26 and 29 (7.20%), 27 (4.80%), 30, 31 and 35 (3.60%), 42 (2.40%), and ages 20, 22,

24, 40, 44, 46, 47, 48, 52 and 55 having the same percentages of (1.20%). There are 1.20% of the

participants who have incomplete information. Majority of the surveyed participants answered

that they have been working for almost five years (12.00%) while the others have been working

for 4 years (9.60%), 1 and 3 (8.40%), 10 (7.20%), 2 and 7 (6.00%), 12 (4.80%), 15 (3.60%), 3

months, 6 months, 7 months and 8 years having the same percentage of (2.40%), 1 month, 5

months, 9, 11, 17 and 20 years having the same percentage of (1.20%), and the remaining

(9.60%) are missing. The process of selection of participants was convenience sampling since

the researchers relied with the help of the Chief Nurse in choosing the subjects that are readily

available.
JOB SATISFACTION OF NURSES 14

Research Design

The study employed a surveyed design, more specifically a multi-correlational research

design, since the intent of the study is to determine if the Job Satisfaction of Nurses is

significantly related to Perceived Social Support and Work Autonomy. Thereafter, the

relationship among the mentioned variables was determined as it was measured through the

questionnaires that they have answered.

Procedure

Conducting the study, the researchers first seek the approval of the authors for use of

materials. From then on, approval was asked for the administration of the study in which the

researchers handed out the letter of permission to the Chief Nurse and the purpose of the study

was then orally explained. Four out of six hospitals granted the researchers the permission to

conduct the study. Convenience sampling technique was used, wherein the questionnaires were

distributed to the nurses through coordination with the Chief Nurse. The researchers obtained

permission from the participants by having the latter signed on the informed consent form (see

appendix) and filled-out the personal data sheet (PDS) attached together with the questionnaire.

More than a week was given to the participants in lieu with their convenience for them to answer

the questionnaires. Thereafter, survey forms were returned to the Chief Nurse and were given

back to the researchers. In the susceptibility of having invalid returned questionnaires, valid ones

were classified. Then, excel was used for data entry and for quickly manipulating rows and

columns prior to the statistical analysis. Subsequently, data obtained was processed with the aid

of Statistical Package for Social Sciences (SPSS V.25.0). From then on, the researchers set the
JOB SATISFACTION OF NURSES 15

alpha at .05. The relationship of job satisfaction to both perceived social support and work

autonomy was determined by calculating a Pearson correlation coefficient.

Measures

Informed consent form was given to all the participants. In it were the research’s purpose

and the participation of the informant in the study. The absence of any risk and the benefits of

their participation were also indicated. The form includes the confidentiality that their responses

will only be utilized based on the mentioned purpose of the study. The contact number of one of

the researchers was also indicated for means of inquiries and clarifications. Attached with it is

the personal data sheet (see appendix) filled out by the participants for information purposes

which will be used in the present study.

In measuring the job satisfaction of nurses, the 20-item Short-Form Minnesota

Satisfaction Questionnaire (see appendix) of Weiss, Dawis, England, and Lofquist (1967) (see

appendix) was used. The short form MSQ was administered to a heterogeneous group of 1,460

employed men. The resulting data were factor-analyzed and therefore can be scored on three

scales: Intrinsic Satisfaction, Extrinsic Satisfaction, and General Satisfaction. Sample items are

as follows: “On my present job, this is how I feel about… the praise I get for doing my job” and

“the feeling of accomplishment I get from the job,” in which each item was answered on a

Likert-type scale ranging from very satisfied to very dissatisfied. A percentile score of 75 or

higher is ordinarily taken to represent a high degree of satisfaction; a percentile score of 25 or

JOB SATISFACTION OF NURSES 16

lower would represent a low level of satisfaction; and scores in the middle range of percentiles

(26-74) would indicate average satisfaction (Weiss et al., 1967).

The reliability coefficients of the quantitative job satisfaction are reported to be high. For

the Intrinsic Satisfaction Scale, the coefficients ranged from .84 to .91. For the Extrinsic

Satisfaction Scale, the coefficients varied from .77 to .82. On the General Satisfaction Scale, the

coefficients varied from .87 to .92 (Weiss et al., 1967). Test-retest correlation of General

Satisfaction scale scores yielded coefficients of .89 over a one week period and .70 over a one-

year interval. Much of the evidence of validity supporting construct validity of the MSQ is

derived indirectly from construct validation studies of the Minnesota Importance Questionnaire

(MIQ), based on the Theory of Work Adjustment (Weiss et al., 1967).

The Work Autonomy Scale (WAS) (see appendix), as developed by Breaugh (1985), was

used in this study to measure the dependent variable, work autonomy. It involves 9 items,

measuring three different types of autonomy: method, scheduling, and criteria; each type has

three items. Participants rated their responses to items such as “I have some control over what I

am supposed to accomplish” and “ I am allowed to decide how to go about getting my job done”

on a Likert scale from “Strongly agree” (1) to “ Strongly disagree (6). The results of the

instrument show that the higher the score, the greater the degree of autonomy is experienced by

the individual in practice. Internal Consistency for the Work Autonomy Scale has been estimated

by the Cronbach’s alpha. The reliability of the instrument was established by Breaugh (1985)

with later studies investigating its validity (Breaugh & Becker, 1987; Evans & Fischer, 1992;

Breaugh, 1999). Reliability coefficient for WAS reported by Breaugh (1985) was 0.915. Validity

of the construct was assessed with used of Confirmatory Factor Analysis. Items with factor

loading 0.4 or greater are considered practically significant (Hair et al., 2006).
JOB SATISFACTION OF NURSES 17

For the other dependent variable, Multidimensional Scale of Perceived Social Support

(see appendix) was used in this study to assess the perceptions of support from three sources:

families, friends, and significant others. Formerly, MSPSS consisted of 24 items but because of

the repeated exploratory factorial analyses, the current version consists of 12 items––4 items

each source. The MSPSS developed by G. Zimet, Dahlem, S. Zimet, and Farley (1988) is a 12-

item scale, e.g., “There is a special person who is around when I am in need,” “My friends really

try to help me,” and “I can talk about my problems with my family,” with a seven-point Likert-

type scale ranging from 1 (Very Strongly Disagree) to 7 (Very Strongly Agree).

Zimet et al. (1988) used the scores of 275 undergraduate students from a university to

identify the psychometric properties of the current version of the instrument. Cronbach’s alpha

was used to obtain its internal consistency. With a score of 0.93-0.98, the MSPSS has a strong

internal reliability. Sixty-nine of the 275 subjects was retested 2 to 3 months after initially

completing the questionnaire. The test-retest reliability for the Significant Other, Family, and

Friends subscales were .72, .85, and .75, respectively. For the whole scale, the value obtained

was .85. Correspondingly, the support for this prediction was demonstrated by correlations

between MSPSS subscales and the Depression and Anxiety subscales of the HSCL which

yielded in construct validity. In effect, the MSPSS demonstrated good internal reliability and

adequate stability over the time period indicated. Also, the variability of responses from 5-point

was enhanced to 7-point. Each subscale may result from 4 being the lowest to 28 being the

highest. Hence, the total scores can range from 12 to 84. It shows that level of perceived social

support is reflected by the higher scores.

Results
JOB SATISFACTION OF NURSES 18

Pearson product-moment correlation was employed to know the relationship among job

satisfaction (M= 75.62, SD= 8.55), work autonomy (M= 46.96, SD= 8.01) and perceived social

support (M= 70.21, SD= 9.54). Results indicate that job satisfaction have a positive weak

relationship with perceived social support (r (81)= .174, p= .115). This means that the

relationship between nurses’ job satisfaction and perceived social support is not significant.

Thereby, the researchers accept the null. Nonetheless, it is determined that job satisfaction and

work autonomy (r (81)= .515, p< .000) have a significant positive moderately strong

relationship. Therefore, the researchers reject the null between the association of job satisfaction

and work autonomy among nurses. In addition, the relationship of perceived social support and

work autonomy (r (81)= .424, p< .000) was also determined, though it was not hypothesized. In

a nutshell, job satisfaction is not significantly associated with perceived social support, whereas

it is significantly linked with work autonomy. It only means that job satisfaction is directly

proportional with work autonomy. In total, when the work autonomy increases the job

satisfaction follows.

Discussion

The study findings supported the hypothesis that a positive moderate strong correlation

exists between job satisfaction and work autonomy among nurses. This finding is consistent with

previous research studies (Campbell, Fowels, & Weber, 2004; Curtis 2007; DeLoach, 2003;

Finn, 2001; Kovner et al., 2006, as cited in Taylor (2008). This finding also supports the notion

that nurses who perceive higher levels of autonomy within their practice are more satisfied

within their jobs. The current study therefore indicates that the nurses within this study represent

a high degree of satisfaction.

JOB SATISFACTION OF NURSES 19

Kurtner’s (1984, as cited in Davis & Bordieri, 2011) findings show that older workers

tend to be in positions of greater autonomy and experience higher job satisfaction. As a result,

given the majority of having participants between the ages of 20 to 55 years old with the mean

age of 31 means that age is also a determining factor as to why nurses perceived to be

autonomous within their setting resulting for them to be satisfied. This is probably because

young nurses (under age 25) are just beginning their careers which set boundaries or limits to act

on such decisions. Wynd (1999, as cited in Taylor, 2008) also suggested that there is an existing

link between factors of age and experience with higher levels of autonomy, higher educational

degrees and certification. Similarly, a significant factor that impacts nursing satisfaction within

their practice is the ability to provide nursing care within their scope of practice (Taylor, 2008).

It was hypothesized that job satisfaction is significantly related with perceived social

support among nurses however, a not significant association was obtained. One explanation for

the inconsistency could be associated with the use of Multidimensional Scale of Perceived Social

Support (MSPSS) wherein this only covers three dimensions of support; family, friends, and

significant others excluding questions about work colleagues and supervisory support wherein

fact, social support might be gained from these sources as well. This is supported with the

previous study indicating that social support can be provided by four main sources; families,

friends, work colleagues, and immediate supervisor (Li, Ruan, &Yuan, 2015). Another

explanation that could account for the not significant relationship of perceived social support and

job satisfaction is the use of non-random selection of participants ending up with a bias sample.

Despite the not significant relationship between job satisfaction and perceived social

support, the present study also found out that there is a significant relationship between work

autonomy and perceived social support. This finding is consistent with the results acquired from
JOB SATISFACTION OF NURSES 20

the previous study conducted by Hosseini, Borhani, Maleki, Ahmadi, and Anboohi (2016) as it

documented a clear relationship between perceived social support and work autonomy. It is

therefore necessary to consider certain variables that might contribute to the onset and

maintenance of satisfaction among nurses. The significant findings of this study indicate that this

is an area that is worthy of continued and more comprehensive study for further research.

Social support therefore doesn’t only come from family, friends and significant others but

support can also be generated from their supervisors and work colleagues. As mentioned, this is

supported with the previous study explored by Li, Ruan, and Yuan (2015). This current study

also implies that it’s not just nurses with more advance practice education are to be considered

autonomous in their setting but, age is also a contributing factor as to why nurses perceived to be

autonomous in their field

Limitations of the Study

The current study reached its aims which were to know if there is a significant

relationship between the nurses’ job satisfaction in relation to their perceived social support and

work autonomy, but it is subject in the light of some limitations. Initially, because Convenience

sampling was employed in which it did not involve random selection of participants. Thus, this

limits the ability of the researchers to generalize the results outside of its particular sample. The

second limitation concerns that the surveyed respondents was only limited to the nurses of

Pampanga Medical Specialist Hospital, Rosario Memorial Hospital, Diosdado P. Macapagal

Memorial Hospital, and San Fernandino Hospital. Also, it is not applied into a specific nursing

department. Besides, no local literature was found to support conclusions. Furthermore,

Multidimensional Scale of Perceived Social Support used in this study permits only to assess the

perceptions of support from three sources: families, friends, and significant others, excluding
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questions about their supervisors making the result between perceived social support and job

satisfaction not significant, partaking a positive weak relationship. Moreover, because of the

possibility that the items were misunderstood by the respondents or worse, even answered by

guessing given their situation of being in a fast-paced work environment leading towards

negativity of not considering the support from their families, friends, and significant others. In

addition, as such tests were done for reliability and validity of the measures using a self-

completion questionnaire is however in itself a limitation in the study as well.

Recommendation

With reference to the findings within this study of having a positive moderately strong

relationship between nurses’ job satisfaction and work autonomy, the researchers recommend

that the nursing administrators stimulate satisfaction of nurses through the action of expanding

their scope of practice, particularly for advance nurses with more education. This is by means of

possibly considering a room for legislative action from simply allowing them to participate in

certain situations involving process of decision making that surrounds their practice. Also, the

provisions of empowerment and recognition by the nursing administrators are recommended to

improve patient outcomes through the ability of the nurse to meet patients’ needs and enhance

trust and rapport. It is recommended that the healthcare institutions determine systems that

support nursing autonomy, and thus increase job satisfaction among nurses. Moreover, the

researchers suggest nurses who tend to be dissatisfied to make use of their discontentment as an

opportunity to come up with creative solutions to perform better rectifying the situation. In

particular, nurses can provide the best of care to their patients in ways of having an end-goal in

mind.

Future Directions
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Given the positive weak relationship between job satisfaction and perceived social

support, the need to bridge the gaps should be taken into account. A larger sample utilizing a

probability sampling could be used by future researchers to increase the likelihood of being able

to generalize results. It is also suggested to provide an orientation among the participants as to

the way the survey must be answered to avoid missing responses due to misinterpretation of the

item’s thought. Similarly, if they choose to use quantitative research, regression analysis may be

considered. Future researchers who would want to continue the same study may consider other

sources of support like supervisory support that could result in a different outcome than

previously determined from the current study. Further research could also examine the effect of

the job satisfaction among perceived social support and work autonomy with the use of another

research design such as Causal-comparative.

Conclusion

In this study, the researchers failed to demonstrate any direct relationships between

nurses’ job satisfaction and perceived social support. However, a significant relationship

between job satisfaction and work autonomy was determined. It also shows that perceived social

support is significantly related to work autonomy. Thereof, nurses tend to be satisfied despite the

struggles and simultaneous demands at hand with the provision of being part of an autonomous

decision-making and when empowerment and sense of recognition are gained.

The current study also postulated that nurses’ experience and education are tantamount to

promoting nurses’ work autonomy. This will result in positive outcomes for nurses and patients

such as the satisfaction of both parties, and in turn the survival of the organizations thus,

somehow increases rates of retention. The future of nursing and patient care as a whole could

potentially suffer with nurses who are less autonomous. Hence, by recognizing the importance of
JOB SATISFACTION OF NURSES 23

autonomy to nursing, and its implications for job satisfaction, the nursing community and patient

care as a whole will continue to improve.