NATIONAL HEALTH CARE

(CASE STUDY)

OBJECTIVE:-
1) To analyse the current degree of job satisfaction among the
hospital nurses.
2) To recommend changes that can be employed by the
hospital administrations in order to retain their nurses.

Submitted to:- Submitted by:-

Dr. Sandhya Makkar Kunal Chadha
(095/2018)
Manya Aggarwal
(098/2018)
SUMMARY OF THE CASE
The National Health Care Association’s concern about the shortage of nurses throughout the
country is growing for the near future. Hence, sponsored by the association, a study was
conducted of hospital nurses throughout the country. A sample of 30 nurses indicates their
degree of satisfaction with their work, pay and opportunities for promotion. Each of the
aspects were measured on a scale of 0 to 100 with higher values indicating higher degree of
satisfaction. Three broad categories of hospitals were included in the study, namely Private,
Veterans Administration(VA) and University. On analysing the data collected through the
study, it was found that different aspects have different job satisfaction levels and the same
varies for different types of hospitals taken into account. Following is a detailed analysis of
the study.
CASE ANALYSIS
On thoroughly analysing the case, the following inferences were made:

FIG 1: A comparison of the average for different aspects of job satisfaction

According to Fig 1:
 14 nurses were surveyed from private Hospitals having highest average work
satisfaction(79.21) and lowest average pay satisfaction(46.71)
 Amongst the 7 nurses surveyed from University Hospitals, average work satisfaction
was highest(79.14) and average promotion satisfaction(55.14) being the lowest
 The survey of 9 nurses from VA Hospitals showed that average work
satisfaction(78.11) and average pay satisfaction(49.33) was the lowest
 FIG 2: A comparison of the Median for different aspects of job satisfaction

According to Fig 2:
 Median of pay satisfaction was highest for university hospitals(55) and lowest for
private hospitals(46)
 Median of promotion satisfaction was highest for private hospitals(63.5) and lowest
for both university and VA hospitals(55)
 Median of work satisfaction was highest for private hospitals(83) and lowest for VA
hospitals(73)
 FIG 3: A comparison of the Standard Deviation for different aspects of job satisfaction
According to Fig 3:
 Standard Deviation for pay satisfaction was highest for VA hospitals(15.166) and
lowest for Private hospitals(14.499)
 Standard Deviation for promotion satisfaction was highest for University
hospitals(27.62) and lowest for Private hospitals(11.19)
 Standard Deviation for work satisfaction was highest for VA hospitals(9.791) and
lowest for Private hospitals(8.505)
 FIG 4: A comparison of maximum and minimum levels of satisfaction for all categories

FIG 5: A scatter plot for all aspects of the data

According to fig 5:
In private hospitals,
 Promotion is clustered near the average value
In university hospitals,
 Pay is clustered near the average value
In VA hospitals,
 Promotion and work are clustered near their average values
CONCLUSIONS
Based on the above analysis, the following conclusions were made:-
 The most satisfying aspect of the job for the nurses is their work, with an average
satisfaction level of 78.9 out of 100 and the least satisfying aspect of the job is their
pay, with an average satisfaction level of 49 out of 100.
 According to the measures of variability, the aspect of the job that generates the
greatest difference of opinion among the nurses varies for different hospitals.
o For Private hospitals, maximum variation occurs for pay satisfaction(12.499)
and minimum variation occurs for work satisfaction(8.505)
o For University hospitals, maximum variation occurs for promotion
satisfaction(27.62) and minimum variation occurs for work satisfaction(9.406)
o For VA hospitals, maximum variation occurs for promotion
satisfaction(16.88) and minimum variation occurs for work satisfaction(9.791)
o Overall, maximum variation occurs for promotion satisfaction(17.61) and
minimum variation occurs for work satisfaction(8.799)
 For each hospital type, there is a certain aspect which is better than the rest.
o Pay satisfaction is highest for University hospitals and lowest for private
hospitals
o Promotion satisfaction is highest for Private hospitals and lowest for
University hospitals
o Work satisfaction is similar for all 3 hospitals types with a difference of
merely 1 unit
o Overall all the hospitals have highest work satisfaction levels
 Skewness for the pay satisfaction levels of the three hospital types, it was found that
skewness was highest for Private hospitals(0.17) and lowest for University
hospitals(0.03).
 Skewness for the promotion satisfaction levels of the three hospital types, it was
found that skewness towards right was highest for VA hospitals(0.217) and lowest for
private hospitals(0.019). For university hospitals skewness was found to be
moderately towards left(-0.062).
 Skewness for the work satisfaction level of the three hospital types, it was found
that for private hospitals the data is highly skewed towards left(-1.335), for university
hospitals the data is highly skewed towards right(1.321) and for VA hospitals the data
is highly skewed towards right(1.566).
RECOMMENDATIONS
Nursing shortages will continue to increase in the future. The main reason behind this is that
staff retention is associated with job satisfaction. It is therefore recommended that the
hospital’s administrations take proactive steps to retain their staff.
On analysing and understanding the above data, the following recommendations are
suggested:-
 An increase in pay for all the hospital types needs to be considered as nurses are least
satisfied with their pay
 University and VA hospital administration should also consider improving their
promotion standards as in both categories the average falls below 50
 For Private hospitals,
o Improvement needs to be made in the pay satisfaction. This is one of the major
steps any hospital needs to take to retain their nurses. An increase in pay will
not only increase the minimum level of satisfaction but also increase the
maximum level of pay satisfaction. This will also escalate the average pay
satisfaction level for the hospitals.
o It is recommended that in depth analysis needs to be done for those whose
satisfaction level is the highest and lowest. This will indicate that why there is
a difference in opinion amongst a select few from the entire group. The
analysis would help in decision making to improve the overall promotion
satisfaction for private hospitals.
 For University hospitals,
o Since, most of the data signifies that pay satisfaction is low, it is recommended
that the pay should increase if the hospitals want to retain their nurses.
o The data shows that there is a huge difference in the opinion of each nurse in
this context. So, this specific area requires an in-depth analysis and it is
recommended that the promotions should be unbiased amongst all the nurses.
 For VA hospitals,
o There is a huge difference in the opinion of each nurse in this context. This
means that there is a biased system of pay due to which some nurses are
highly satisfied whereas some have a very low satisfaction rate. So, it is
recommended that an unbiased payment method be employed if the hospitals
want to retain their nurses in the future.
o There is a huge difference in the opinion of the nurses. Again, this might be
due to biased promotions in the hospitals. The hospital needs to ensure
unbiased and more attractive promotions in order to retain their nurses.