JOB SATISFACTION AMONG NURSES IN HOSPITALS HAVING COLLECTIVE BARGAINING IN THE STATE OF OHIO (HERZBERG THEORY, SATISFIERS DISSATISFIERS).
Contributors: University of Akron.
Published: 1985
Number of pages: 148
Subjects: Health Sciences, Nursing.
Description: The problem investigated in this study was to determine what nurses perceive to be job satisfiers and job dissatisfiers in Ohio hospitals having collective bargaining and to test Herzberg's (1964) theory of motivation to work.

Herzberg's (1964) dual continua theory about intrinsic and extrinsic factors influencing job satisfaction/dissatisfaction was tested with staff nurses. A modified version of Friedlander's questionnaire was distributed to five hospitals. Thirty-three percent, or 152, nurses returned useable questionnaires.

Statistical methods used to analyze the data included Cronbach's alpha coefficient to determine reliability of the instrument. Pearson's product-moment correlation coefficient was used to determine relationships which might exist between pairs of factors for good and bad experiences, thus testing the dual-continua theory. Descriptive statistics and the t test were used to examine the notion that only intrinsic factors contribute to job satisfaction and only extrinsic factors contribute to job dissatisfaction. Chi square was used to identify any associations which existed between demographic data and the independent variables.

Examination of the data revealed factors that contributed strong support for job satisfaction: intrinsic factors were work itself, achievement, best abilities, and growth; extrinsic factors were relations with peers, security, and relations with subordinates. Those factors contributing moderately strong were recognition, responsibility, relations with superiors, status, technical supervision, salary, and working conditions. The only major contributor to job dissatisfaction was administrative policies. Achievement and recognition, intrinsic factors, contributed moderately to job dissatisfaction. Advancement, an intrinsic factor, contributed to neither satisfaction nor dissatisfaction.

The study supported Herzberg's theory of dual continua for job satisfaction/dissatisfaction. However, the notion that only intrinsic factors contribute to job satisfaction while only extrinsic factors contribute to job dissatisfaction was not upheld. Among the seven strongest contributors to satisfaction, three were extrinsic factors; and with dissatisfaction, two were intrinsic.
Notes: Source: Dissertation Abstracts International, Volume: 46-05, Section: B, page: 1513.

Thesis (ED.D.)--THE UNIVERSITY OF AKRON, 1985.

School code: 0003.