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Original Article

A Study on the Job Satisfaction and Organizational Commitment among Perioperative Nurses

Kesook Yoon1
Journal of Korean Academy of Nursing Administration 2010;16(1):86-100.
Published online: March 31, 2010

1Day Surgery Center, Samsung Medical Center, Korea.

Correspondence: Yoon, Kesook. Day Surgery Center, Samsung Medical Center, 50 Ilwon-dong, Kangnam-ku, Seoul, Korea. Tel: 82-2-3410-2907, Fax: 82-2-3410-0062, ks11.yoon@samsung.com
• Received: March 21, 2010   • Revised: March 21, 2010   • Accepted: March 23, 2010

Copyright © 2010 Korean Academy of Nursing Administration

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  • Purpose
    This study was done to examine the relationship of job satisfaction and organizational commitment of perioperative nurses.
  • Method
    The subjects of this study were 500 perioperative nurses from 11 hospitals. The data were collected by self-reporting questionnaires from Sep. 19 to Sep. 27, 2009.
  • Results
    There was statistically significant relationship among the five variables. The analyses of covariance of these five variables revealed overall significant (p<.05). Stepwise linear multiple regression analyses were used to examine the influence of these five variables. Results indicated that the variables for verbal abuse (p<.01), workplace climate (p<.01), internal marketing (p<.001), and job transfer (p<.001) contributed significantly to the job satisfaction (adjusted R square=.426), while the verbal abuse (p<.01), internal marketing (p<.01), leadership style (p<.001) and workplace climate (p<.001) did to the organizational commitment (adjusted R square=.351). Canonical correlation analyses revealed that internal marketing and workplace climate contributed most significantly both to job satisfaction and organizational commitment.
  • Conclusion
    This study found that all these five nursing managerial factors were important influential on both job satisfaction and organizational commitment of perioperative nurses. Addressing these factors with further research will surely improve the commitment of these nurses and ultimately lead to better perioperative nursing care.
  • Key Words: Job satisfaction; Organizational Commitment Workplace climate; Verbal abuse; Internal marketing
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Figure 1
Conceptual framework of this study
jkana-16-86-g001.jpg
Table 1
Personal characteristics of the subjects (N=500)
jkana-16-86-i001.jpg
Table 2
Reasons to choose OR to work (N=397)
jkana-16-86-i002.jpg
Table 3
Organizational characteristics (N=500)
jkana-16-86-i003.jpg

CLS : Clinical ladder System

Table 4
Descriptive statistics of nursing managerial characteristics, job satisfaction and organizational commitment
jkana-16-86-i004.jpg
Table 5
Correlation among nursing managerial characteristics, job satisfaction, organizational commitment
jkana-16-86-i005.jpg
Table 6
Differences of job satisfaction and organizational commitment level according to the personal characteristics (N=500)
jkana-16-86-i006.jpg
Table 7
Differences of job satisfaction and organizational commitment level according to the organizational characteristics (N=500)
jkana-16-86-i007.jpg

CLS : Clinical ladder System

Table 8
The factors influencing to job satisfaction and organizational commitment
jkana-16-86-i008.jpg

CLS : Clinical ladder System

Table 9
Influencing factors to job satisfaction
jkana-16-86-i009.jpg
Table 10
Influencing factors to organizational commitment
jkana-16-86-i010.jpg

Figure & Data

References

    Citations

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    J Korean Acad Nurs Adm. 2010;16(1):86-100.   Published online March 31, 2010
    DOI: https://doi.org/10.11111/jkana.2010.16.1.86
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    A Study on the Job Satisfaction and Organizational Commitment among Perioperative Nurses
    J Korean Acad Nurs Adm. 2010;16(1):86-100.   Published online March 31, 2010
    DOI: https://doi.org/10.11111/jkana.2010.16.1.86
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    A Study on the Job Satisfaction and Organizational Commitment among Perioperative Nurses
    Image
    Figure 1 Conceptual framework of this study

    Figure 1

    A Study on the Job Satisfaction and Organizational Commitment among Perioperative Nurses

    Personal characteristics of the subjects (N=500)

    Reasons to choose OR to work (N=397)

    Organizational characteristics (N=500)

    CLS : Clinical ladder System

    Descriptive statistics of nursing managerial characteristics, job satisfaction and organizational commitment

    Correlation among nursing managerial characteristics, job satisfaction, organizational commitment

    Differences of job satisfaction and organizational commitment level according to the personal characteristics (N=500)

    Differences of job satisfaction and organizational commitment level according to the organizational characteristics (N=500)

    CLS : Clinical ladder System

    The factors influencing to job satisfaction and organizational commitment

    CLS : Clinical ladder System

    Influencing factors to job satisfaction

    Influencing factors to organizational commitment
    Table 1 Personal characteristics of the subjects (N=500)

    Table 2 Reasons to choose OR to work (N=397)

    Table 3 Organizational characteristics (N=500)

    CLS : Clinical ladder System

    Table 4 Descriptive statistics of nursing managerial characteristics, job satisfaction and organizational commitment

    Table 5 Correlation among nursing managerial characteristics, job satisfaction, organizational commitment

    Table 6 Differences of job satisfaction and organizational commitment level according to the personal characteristics (N=500)

    Table 7 Differences of job satisfaction and organizational commitment level according to the organizational characteristics (N=500)

    CLS : Clinical ladder System

    Table 8 The factors influencing to job satisfaction and organizational commitment

    CLS : Clinical ladder System

    Table 9 Influencing factors to job satisfaction

    Table 10 Influencing factors to organizational commitment

    Table 1

    Table 2

    Table 3

    Table 4

    Table 5

    Table 6

    Table 7

    Table 8

    Table 9

    Table 10

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