AIM: The aim of the study is to explore the factors that contribute to job satisfaction among registered nurses at KFH and to determine factors associated with job dissatisfaction among registered nurses at KFH. METHODOLOGY: A quantitative, descriptive, exploratory study was conducted to explore the factors that contribute to job satisfaction among Registered nurses at King Faisal Hospital. A non probability convenience sampling technique was used to include all the available registered nurses doing bedside nursing in the study. A criterion for inclusion into the study was to be a registered nurse working in the area for at least 6 months full time employment. Data was obtained through a questionnaire survey using Job Satisfaction Survey (JSS), to assess factors influencing job satisfaction among nurses at KFH, Kigali-Rwanda. Data were analysed by SPSS 15.0 for Windows. FINDINGS: The findings of this investigation was that the factors, namely; supervIsIOn, coworkers, nature of work and communication were factors that contributed to a greater job satisfaction of registered nurses (45.5%); while factors such as pay, promotion, fringe benefit, contingent reward and operation procedures, were factors that caused moderate job satisfaction (55.5%). Simultaneously, the research found that these results also indicated, to some degree, that these factors are contributing to job dissatisfaction, albeit small. The study recommends strategies that management can utilise by improving income (salary, benefits and rewards), job promotion and working conditions may increase RNs' job satisfaction and therefore improve the overall well being of nursing personnel and quality of health services. These strategies may be used as a tool to keep employees satisfied and motivated in their jobs. It also recommends ways by which management can reduce job dissatisfaction amongst employees by improving and simplifying the hospital policy and administrative matters. CONCLUSION: The results of this study revealed that registered nurses are moderately satisfied with their job. The nurse administrators will know that they need to do more to improve nurses' job satisfaction since registered nurses are only moderately satisfied. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2008.

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Thesis (M.H.A.)--University of Michigan, 1957.

Thesis (M.H.A.)--University of Michigan, 1957.

Thesis (M.S.)--University of Michigan, 1990.

Thesis (M.S.)--University of Michigan, 1990.

No description available.

Introduction: Shortage of doctors and nurses is a global problem. How to retain them in the public sector is one of the most important issues that needs to tackle at the administrative level. There are numerous number of studies focusing on the factors that medical staff considered to be significant in enhancing their job satisfaction so as to make them stay in their existing job. However, there are relatively fewer studies on the intervention that are effective to increase the job satisfaction. In this project, literatures are reviewed on the effectiveness of different management measures in enhancing job satisfaction of the medical staff. Method: Literature search on the effect of different management measures on job satisfaction of medical staff. The review will also cover the combination of various measures in order to maximize their effects in enhancement of job satisfaction. Results: It is suggested that by improving the working environment, which includes unit re-organization, workload re-allocation and new technology adoption, is the most common and effective way to improve job satisfaction among medical staff. Indirectly, by allowing more autonomy and provision of training as well as learning opportunities to the staff can lead to an increase in self-esteem and respect from patients and colleagues. These will in turn improve job satisfaction. However, due to the use of different evaluation methodologies by different investigators, direct comparison of the management measurements is difficult. Conclusion: The management measures like improving the working environment, allowing more autonomy and providing trainings are found to be effective in enhancing job satisfaction of medical staff. Using standardized evaluation tools will allow a more valid comparison between different interventions. / published_or_final_version / Public Health / Master / Master of Public Health

published_or_final_version / Nursing Studies / Master / Master of Nursing in Advanced Practice

Over the past two decades, Taylor (1983; Taylor & Brown, 1988) has explored the tendency of individuals to develop positive illusions in coping with stressful, or traumatic events. These illusions consist of unrealistic positive self evaluations, exaggerated perceptions of control or mastery, and unrealistic optimism. According to Taylor, illusions are important in accomplishing several tasks associated with successful adaptation, namely, search for meaning, regaining a sense of mastery, and restoring self-esteem through processes of social comparison. The purpose of the study was threefold: (a) to explore the construct of positive illusions (PI), (b) to explore employees' use of PI in coping with a stressful work event, and (c) to discover how PI, temporal distance, level of perceived stress, and a priming manipulation affect the type and frequency of inferences made while responding to items taken from a coping inventory. / The study was conducted in two phases. In Phase I, 209 nurses responded to a questionnaire which identified their level of PI, perceptions of occupational climate, and job satisfaction. They were also asked to describe a stressful work situation, and their appraisals and coping strategies used to manage the event. Results demonstrated that the PI construct for this population was best identified by enhanced self-perception, high dispositional optimism, and low internal locus of control. PI were associated with high self-efficacy for resolving the stressful event, appraisals of challenge, positive reappraisal and self-controlling coping, and the nonuse of escape-avoidance coping. / In Phase II, 36 nurses "high" and "low" in PI were assigned to two priming conditions. Nurses participated in a think-aloud procedure during which time they rated 16 coping items in relation to their previously identified work event and gave reasons for their ratings. After protocol analysis, results demonstrated that, (a) the type of prime used affected the consistency of recall even after controlling for temporal distance, and (b) positive illusions, prime, and time interact to produce significantly different patterns of self-statements and contextual inferences for the four groups. The results demonstrate that measures which rely on the recall of coping strategies need to be treated with considerable caution.