Chapter 1

The problem

Introduction

Job satisfaction is one of the most researched variables in the area of workplace

psychology, and has been with psychosocial issues ranging from leadership to job design

(International Journal of Nursing Studies, 2012). This article seeks to outline the key

definitions relating to job satisfaction towards caregiving job in nursing home, the main

theories associated with explaining job satisfaction, as well as the types of and issues

surrounding the measurement of job satisfaction. While it is also important to explore what

factors precede and are impacted by job satisfaction (Staples and higgins,1998).

Various theories have been constructed to explain what makes people satisfied with

their job. According to (Nicholas G Castle, 2005), job satisfaction is important for nursing

home staff and nursing home management, as it is associated with absenteeism, turnover,

and quality of care. However, we know little about factors associated with job satisfaction

and dissatisfaction for nursing home workers. Job satisfaction has been studied as the

outcome of some factors or as the cause of some consequences, such as job performance,

absenteeism, labour market mobility, and general life satisfaction (Staples & higgins,

1998).

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 According to (Holland 2012) job satisfaction is dependent on a variety of factors,

many of which are within your control. With a little effort, you can either find the job that

is best suited to meet your individual needs to learn to find fulfillment in the one you

already have.

There have been so many definitions of job, satisfaction by different scholars.

However, the definition used most is that of Locke (1976), who defined job satisfaction as

a positive emotional state resulting from the appraisal of one’s job or job experiences. Job

satisfaction is as a result of employees viewed as important. It is generally recognized in

the organizational behavior field that job satisfaction is the most important and frequently

studied attitude (Mitchell and Lasan). Ayeni and Popoola (2007) pointed out that Luthan

(1998) posited that there are three important dimensions of job satisfaction.

This study attempted to find out the relationship of work performance job

satisfaction and among caregivers in nursing home of Talamban Cebu City Philippines. A

total 30 caregivers taking care in nursing home in were selected and descriptive correlations

design was used in order to see relationships of the variables included in the study. Survey

questionnaires were distributed to the 30 care givers respondents are female married, with

long term health care. Regarding work performance rating it was rated very satisfactorily.

The age, factors, to dissatisfaction/satisfaction and length of service were significant of the

job satisfaction.

Job satisfaction is an emotional response to a job situation. As such it cannot be

seen, it can only be inferred.

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 Job satisfaction is often determined by how well outcome meet or exceed

expectations. For instance, if organization participants feel that they are working much

harder than others in the department but are receiving fewer rewards they will have a

negative attitude towards the work, the boss and or coworkers. On the other hand, if they’re

being treated very well and are being paid equitably, they are likely to have positive

attitudes toward the job.

Job satisfaction represents several related attitudes which are most important

characteristics of job about the work itself, pay, promotion, opportunities, supervision and

coworkers.

This study aimed to assess caregivers’ satisfaction in nursing homes and to identify

potential factor affecting their satisfaction, including: organizational support, superiors, co-

workers, and conditions to work. Outcome factors, at the organizational and individual

level, are also explored.

Job stressors or demands Increased pay or satisfaction with pay is a strong predictor

of job satisfaction or retention and can reduce turnover (Bishop et al.,2009, Decker et

al.,2009; Mittal et al.,2009; Ejaz, Noelker, and Meme, 2008; Wiener et al.,2009; Morris,

2009 job with a partnership,2003; Butler et al.,2013). Rosen however, found that pay was

not a predictor of turnover intent or turnover (Rosen Stieh, Mittal, & Leana, 2011).

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 Studies have found inconsistent findings on the relationship between benefit or

health insurance and direct care worker job satisfaction Ejaz and colleagues (2008) found

a positive relationship between availability of retirement/pension benefits and health

insurance coverage with job satisfaction.

Worker characteristics most of the studies examining home head workers have

found that older workers have greater job satisfaction than their younger peers

(McCaughey et al.,2012; Delp et al.,2012; Denton, Zeytinoglu, Davies & Lian, 2002;

Benijamali, Jacoby, & Hagopian,2014). However, in a study of the consumer-directed

model in California, older workers are less likely to intend to leave their jobs and have

longer job tenure compared with their younger counterparts. (McCaughey et al.,2012;

Butler et al.,2013; Butler,Wardamasky, & Brennan-Ing,2012;Morris,2009).

Home Care structure and Policies Home health workers job satisfaction was found

to be lower for-profit home health agendas (McCaughney et al.,2012). Two studies among

nursing home assistants, however, did not find a significant association between overall

job satisfaction and nursing home ownership status (for-profit versus non-for-profit)

(Decker et al., 2009; Bishop et.) overall job satisfaction and nursing home ownership status

(for-profit versus non-for-profit) (Decker et al., 2009; Bishop et al., 2009) study finding

also show intention to leave the job and turnover may be greater in for-profit nursing homes

are associated with high turnover organizations (Brannon, Zinn, Mor, & Davis, 2002).

Banazak -Holl and Hines (1996) reported turnover rates were 1.7 times higher in for-profit

nursing homes compared to not-for-profit nursing homes.

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 Workplace Characteristics the direct care workers assessment the quality of the

relationship between the supervisor and the aid as well as having supportive leadership

have been shown over a large number of job satisfaction in nursing home and home care

settings ( karantzas et al.,2012; Gerstner & Day 1997; Decker et al.,2009; Beulow,

Winburn, & Hutcherson,1999; Bishop et al.,2008;McGilton,Hall,Wodchis

&Petroz,2007;Deleoch & Monroe, 2004; Castle et al.,2006, Dawson, 2007; Parson et al.,

2003; Karsle et al.,2005; Bishop Squillace, Meagher, Anderson, & Weiner, 2009).

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Statement of Purpose

The purpose of this research is to determined how employee satisfied to their job.

The researchers conduct this research to know the satisfaction rate of employee.

Specifically, it aims to answer the following questions:

1. Is there a significant relationship between tools and your job?

2. Is there a significant relationship between technologies and your job?

3. Is there a significant relationship between your personal life and your job?

4. Is there a significant relationship between working environment and

caregiving services?

5. Is there any significant issue between the employees and patients regarding to

their gender?

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Statement of Null Hypothesis

Ho1: The lesser the employee's job satisfaction the lesser their commitment.

Ho2: There is a negative a relationship between employees to their technological

job.

Ho3: There is a negative outcome between their personal life and their job.

Ho4: Organizational commitment well have negative relation with intention to quit.

Ho5: Demographic variables namely age, gender, education, job change, experience

and position well have significant relation with organizational commitment and intention

to quit for each subgroup.

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Significance of the Study

This research is beneficial to the following people:

Students This may serve as a guide and reference undertaking similar study.

Company owner This research helps them improving their knowledge about

consisting the employee intact in the organization.

Researchers Through this study, researchers will help them to accumulate different

activities that molds on how the solution will process.

Future researchers This research will be useful reference for the researchers who

plan to make any related study precisely the standard underlying the Bachelor of Science

in Nursing Aid.

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Definition of Terms

The significant terms have been defined accordingly based on how they used in the

study:

Satisfaction Refers to the job that is best suited to meet your individual needs to

find fulfillment in the one you already have.

Psychosocial Refers to the interaction between the caregiver and the care receiver

in the home for the aged.

Absenteeism Refers to the absence of the caregivers to their duty.

Appraisal Refers to of result of employees viewed as important. It is generally

recognized in the organizational behavior field.

Psychology Refers to the behavior of the employee’s the way they treat their

patient.

Equitably Refer to the quality treatment on how the employers deal fairly with

their employees.