Herzberg Two Factor Theory

Nurses are most likely able to influence patient satisfaction as they spend their work hours caring for patients. Patient satisfaction reflects the quality of health care and assures patient returns. It is an essential focus for many healthcare institutions. A third of Medicare reimbursements to hospitals can be affected by patient satisfaction survey scores. Health care institutions tend to focus attention on patients’ satisfaction rather than on satisfaction of their employees. This descriptive, correlational research attempts to illustrate the relationship between nurses’ job satisfaction and patients’ satisfaction by comparing patients’ satisfaction scores with nurses’ ratings of their work environment in a community hospital.

In 2013, 90% of RNs reported satisfaction with their career choice, but only 70 percent were satisfied with their current job (AMN Healthcare, 2013). Over 50 percent fear that their job is affecting their health and slightly under 50 percent feel they have adequate time to spend with patients (AMN Healthcare, 2013). Further, more than 43 percent of nurses’ work up to 50 hours a week, while eight percent report work weeks greater than 50 hours (AMN Healthcare, 2013). This report illustrates a growing level of job dissatisfaction among nurses. Job dissatisfaction has the potential to inculcate negative attitudes in nurses, which in turn, is communicated through their interactions

Job satisfaction is one of the topics that have been studied repeatedly over the past decades and is expected to continue as a topic of interest since the studies of turnover continue (Omar, Abdul Majid, & Johari, 2013). Job satisfaction can be defined in many different ways, one of which is

A literature review of staff satisfaction was completed. The term originally was not limited to strictly healthcare and nursing in this review due to extensive application in other areas such business and economics. The literature review used databases including MEDLINE, CINAHL, and Google Scholar. Key phrases included in this literature search were the following; staff satisfaction, job satisfaction, nursing satisfaction, concept analysis and hospital. Definitions were also included from various English language dictionaries to better define the term in regards to other areas of employment such as business. The purpose of this concept analysis is to clarify the overall comprehensive meaning of staff satisfaction with eventual focus on strictly nursing staff satisfaction with support through literature.

From a five-year research program by The Buhl Foundation on job attitudes, resulting the two-factor theory of job satisfaction. After Herzberg and his colleagues conducted a comprehensive literature review,

Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs". This factors bring positive impact on organizational performance and employees’ commitments.

Chaube, S. (2007). Job Satisfaction. In ABC of Industrial Psychology (First Edition: 2007 ed., Vol. I & II Combined, p. 327, 328). Hyderabad: Neelkamal Publications Pvt.

While living in the United States there is no denying that the fact of a shortage of nurses throughout the country. The role of a nurse cannot be filled by just anyone, the nurse needs has to put in countless hours of hardwork and dedication to be able to provide safe and quality care to a patient. This fact alone is enough to make a person feel as if the career of a nurse is not for them. The purpose of this paper is to inform the reader of possible factors causing the shortage of nurses. The sections of this paper is broken up into three sections: scientific, professional research, and a position paper. There are multiple conditions that factor into the idea of why there is a shortage of nurses spanning across the United States, some of these conditions include: economic levels, retiring nurses, limited experience of newly graduated nursing students, and the demand of nurses being more than the supply that is available within America. With a large percentage of all health related services being provided by nurses, the shortage can play a role on how effective the service is being provided to the patients.

McCann, Graves, Cox (2014:28) posits that the expression "job satisfaction" mirrors a person's state of mind towards their work and the association and can be characterized as an employe's enthusiastic response towards their workplace in view of the assessment of the real outcomes against their desires. Chen as cited by Sougui, Bon, Hassan (2016:5) stated employment fulfillment has been considered essentially in hierarchical and mechanical sciences since the 1930s.

Tayyab (2006) categorized antecedents into intrinsic and extrinsic work motivation. Intrinsic values are derived from individual’s personal feelings and objectives, it comprises of feelings of enjoyment and satisfaction which are derived from work well done, interest in organizational activities, desire to seek higher job and better standards of living, recognition for work effort, and performance. Extrinsic work motivation on the other hand is derived from the attainment of tangible rewards

Most managers agree that employee motivation can be subdivided into intrinsic and extrinsic motivation (Staw, 1976). Per Amabile (1993), an employee is said to be intrinsically motivated when they seek enjoyment, interest, satisfaction of curiosity, self-expression, or personal challenge in the work. While employees are extrinsically motivated when they engage in the work to obtain some goal that is apart from the work itself.

In health care facilities, there is a decrease in motivation to work, as well as issues with satisfaction and frustration for nurses. Due to staffing shortages and a lack of support by managers, nurses feel overloaded and burn out. Because motivation is low, managers need to support and motivate nurses so they can deliver quality care to patients.

Additional, this chapter also going to contention among previous research whether employee’s motivation is affecting the employee’s job satisfaction. In this competitive job market , most of the organisation use different selection factor to measure employees job satisfaction.

Wicker (2011) explains that job satisfaction has been made to refer to a variety of facets throughout the years. One such perspective on job satisfaction would be the sense of inner fulfillment and pride when performing a specific job. In addition, an employee who feels that he or she has completed, something of importance, as well as, worthy of recognition, explains Webster (2010). The presence of pleasurable emotions, that leads an employee towards a positive mind set and upgraded performance at job, occurs with job satisfaction amongst employee, states Wicker (2011). Moreover, elements of creativity, loyalty flexibility and innovation are the core foundations of an employee with job satisfaction.

Job satisfaction is an important aspect that contributes to the overall success realized by an organization. A lot of research has been done on the ways through which job satisfaction of workers can be improved (Tan & Waheed, 2011). Some of the factors studied by these research studies include the samples from academic sector, the hotel sector, the