Review of related studies

Yldz (2007).

In a study investigated the effects of motivation to work, job satisfaction. The questionnaire used was designed to focus on 23 job satisfaction items, and 4 motivations to work questions. One hundred thirty-six completed questionnaires were used for analyses. Two motivation to work and 8 job satisfaction items were proven to be significant. Clinicians and clinic researchers can be guided by suggestions and insights from this study that organizational, motivation contributes to nurses' job satisfactions to work. According to Spector (1997), some research has attempted to investigate the interaction between job and personal factors to see if certain types of people behave differently towards different types of jobs. This approach states that there will be job satisfaction when characteristics of the job are matched to the characteristics of the person (Spector, 1997 p.3) A meta-analysis of studies of nurses' job satisfaction ( 2007 Wiley Periodicals, Inc. Res Nurs Health 30:445458, 2007) A causal model of nurses' job satisfaction was tested using longitudinal analysis of 13 causal determinants and five correlates measured at Time 1, and job satisfaction measured at Time 2. Data were collected from 370 registered nurses at five hospitals using questionnaires mailed eight months apart. Four different models were analyzed using the LISREL maximum likelihood procedure to estimate the path coefficients. Variables reaching statistically significant levels included, in order of importance, routinization, promotional opportunity, distributive justice, age, day shift, workload, kinship responsibility, and opportunity for jobs outside the employing hospital. With the prior level of job satisfaction controlled, only the effects of day shift remained significant. Presents a theoretical framework for understanding age-related differences in work attitudes and behavior. (PsycINFO Database Record (c) 2012 APA, all rights reserved) Based on a review of more than 185 research studies, age-related differences in 3 major categories of variables are examined: work attitudes, work behaviors, and values, needs, and preferences. The work attitudes include overall job satisfaction; satisfaction with work itself, pay, promotions, co-workers, and supervision; job involvement; internal work motivation; organizational commitment; and turnover intention. Among the behavioral characteristics are performance, turnover, absenteeism, and accidents. Consistent agerelated differences are reported for a number of work attitudes and behaviors, but conceptual and methodological difficulties preclude identifying causal factors in the relationship between age and work attitudes and behaviors. Some theoretical orientations having utility for guiding theory development and research on age differences are discussed. (6 p ref)

Review of related Literature

Herzberg, et al (1959) proposed a theory known with the so-called two-factor theory or in other words known as a two-hierarchy of needs, namely first is motivators or satisfiers are higher needs for achievement or the individuals need for self-actualization in his work. They are the job itself, recognition, achievement, responsibility, and Advancement. These then play role to determine either the job satisfaction or job performance Empowerment. Thomas and Velthouse (1990) define empowerment as personal power that flows from professional growth, which is correlated with job satisfaction. Winslow Taylor (1856 1917) put forward the idea that workers are motivated mainly by pay. Elton Mayo (1880 1949) believes that workers are not just concerned with money but could be better motivated by having their social needs met whilst at work. He introduced the Human Relation School of Thought, which focused on 3 managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realizing that workers enjoy interacting together. Different types of culture mean that different people have a different meaning of work. Things like art, music and literature are understood to be as culture in daily life as described by (Chapman 1992). As adults there is nothing that more preoccupies our lives than work. From the ages of approximately eighteen to seventy we will spend our lives working. We will not spend as much time sleeping, enjoying our families, eating, or recreating and resting as much as we will be working. Whether we love our work or hate it, succeed in it or fail, achieve fame or infamy through it, Sisyphus (Camus 1991) we are all condemned to push and chase that thing we call our job, our career, our work all of our days. Even those of us who desperately dont want to work, wrote famous poet Ogden Nash, must work in order to earn enough money so that they wont have to work anymore. In some culture people dont seem to see the differences between work and leisure time, on the flip side of the coin some do realize the margined between work and leisure. In this feature, any action done people in a country which he or she considers work of leisure is related to that countrys cultural conditions. (Grint 1998, 6) according to Irvine & Evans (1995, 249). At the same time he mentions about how the job content and environmental factors play an important role in influencing job satisfaction among nurses. Job satisfaction is generally regarded as an employees way of manner towards his job and his job situation. Spector (1997, p. 1) defines job satisfaction simply as the degree to which people like their jobs. Some people therefore like to work and understands that it plays a central part on their lives while others do so only because they have to. According to Cranny smith & Stone (1992, 46) Different portions can be formed when job satisfaction is broken down. There are two main categories that can be actually formed. They are individual factors and job environment factors. It has also been noted that the condition and satisfaction a person has from his own life affects job satisfaction of that person, meaning that they are inclined towards whatever events that are occurring in their life, which is outside their work environment. (Spector 1997, 3, 45 53)

INTRODUCTION

Nursing focused on assisting individuals, families and communities in attaining, retaining and maintaining optimal health and functioning. Modern definitions of nursing define it as a science and art that focuses on quality of life as defined by persons and families. Nursing not only concerned about health and functioning but with quality of living and dying, lived experience, and universal lived experiences of health. Nursing is a knowledge based discipline committed to the betterment of humankind. . One of the names that should not be forgotten in nursing is of Florence Nightingale. Florence Nightingale was also known as the Lady with the Lamp. Two of Florences greatest achievements were pioneering of nursing and the reformation of hospitals (Audain, 1999). She used her skills in statistical analysis to argue for reform of the British Army medical system. Nursing, according to Henderson, comprises of both autonomous and interreliant aspects that must be taken into consideration in the development of the nurse and of nursing as a profession (Evers, 2003). Virginia Henderson beliefs were that patient care was, and is, the main objective of nurses (Tourville and Ingalls, 2003) Nursing has a code of ethics thus forming a code of practice according to what nurses work. (Potter & Perry 1995 p.15 18) The nurse spends the most time with the patient and family which makes him/her accountable to the interdisciplinary health care team to share information acquired that may be pertinent to their care. The nurse is also accountable to self for his/her own actions and the actions of co-workers. (Hood and Leddy, 2003 p.23 -48) Nursing is a demanding profession. Nurses are bombarded daily with many tasks and responsibilities. Nursing today is practiced in various settings and is a vital part of the health care system. Nurses are present in hospitals, schools, rehabilitation centers, nursing homes, out-patient centers, clinics, and homes. A consumer perceives these professionals as trained individuals that work to contribute to a patient's maintenance and health issues. Despite limited evidence it may be concluded that staff nurses appear to be motivated. Five categories of factors affecting their work motivation were identied: ( journal homepage: www.elsevier.com/ijns) (1) Work place characteristics, (2) Working conditions, (3) Personal characteristics, (4) Individual priorities, and (5) Internal psychological states In the health care field, attaining health objectives in a population depends to a large extent on the provision of effective, efficient, accessible, viable and high-quality services. The purpose of the study was to describe the relationship among motivation on job satisfaction in characteristics of nursing. There are several, different perspective on work and how to improve productivity and job satisfaction in today`s society, we know that job affects people and people affects job outcomes. People work to achieved positive work and personal outcomes when motivation to work is present. Motivation, the central concept guiding human behavior is defined as which activates, directs and sustains human behavior. Although the significance is of motivation is readily apparent, it is remarkable how little until recently we have been aware of its importance in the work of nursing.

Statement of the Problem This study aim to determine the motivation of staff nurses working at San Marcelino District Hospital and its effect on their job satisfaction. Specifically, these study sought to answer the following question: 1.] What is the profile of respondents in terms of: 1.1 Age 1.2 Gender 1.3 Civil Status 1.4 Number of children (if married) 1.5 Length of service as a Staff Nurse 1.6 Type of Employment 1.7 Highest Educational Attainment 2.] How may the following motivations be rated by the staff nurses in terms of: 2.1 Family 2.2 Passion 2.3 Recognition 2.4 Income 2.5 Achievements 3.] How may the job satisfaction of nurses be rated in terms of: 3.1 Type of work 3.2 Compensation 3.3 Organizational Support 3.4 Opportunities 4.] Is there significant relationship between the nurse motivation in their job satisfaction? 5.] Is there significant difference between the nurse motivation and job satisfaction and their profile?

Conceptual Paradigm

Independent Motivations of Staff Nurses working at San Marcelino District Hospital Family Passion Recognition Income Achievements

Dependent Effects in their Job Satisfaction Type of work Compensation Organizational Support Opportunities

Age Gender Civil Status years of experience as a staff nurse Highest educational Attainment Type of employment

Moderator

Conceptual Framework

The figure on the above illustrated the conceptual paradigm of the study. The first variable is the Independent variable. It is the factors that motivates th staff nurses to work on the hospital which were measured specifically using five indicators: Family, Passion, Recognition, Income, Achievements. The second variable is the dependent variable which is the staff nurses effects of motivation in their job satisfactions which were measured specifically using four indicators: Type of work, Compensation, Organizational Support, Opportunities. On the other hand five variables were studied taking into consideration the moderator variable such as the Age, Gender, Civil Status, years of experience as a staff nurse, Highest educational Attainment, Type of employment.

RESEARCH 101

Submitted to:

Mr. Jesse L. Abella RN,RM,MAN Clinical Instructor

Submitted By:

BSN GROUP III

Karen Rachelle Soriao Effren Roxas Maria Cloudyn Arizala Dana Jean Maglalang Aiza G. Peji 01/25/13