ORGANIZATIONAL CLIMATE AND JOB SATISFACTION IN MID-LEVEL NURSE MANAGERS.
Contributors: University of Texas at Austin.
Published: 1995
Number of pages: 120
Subjects: Health Sciences, Nursing.; Psychology, Industrial.
Description: This study explored the effect of a personality construct, hardiness, and an organizational characteristic, climate, on Job Satisfaction (JS) and job longevity of Mid-level Nursing Managers (MLNMs). It was hypothesized that organizational climate and hardiness would be positively, moderately related to JS, and together would predict more of the JS scores than either variable. Also hypothesized was a positive but weak relationship between JS and longevity, and lack of relationship between demographic variables and JS.

The variables were measured with Litwin and Stringer's Organizational Climate Questionnaire (OCQ), Torres' Nurse Job Satisfaction Scale, the third generation Personal Views Survey for hardiness, and a questionnaire for demographic variables. A stratified, random sample of 43 hospitals was used, with 281 usable questionnaires. Results from the OCQ were factor analyzed; six scales with respectable reliability scores emerged. Age and gender variables fit the known population. Basic preparation was evenly distributed among ADN, Diploma and BSN programs; 16.5% had a master's in nursing or another field. The mean nursing experience was 18 years; 50% had no previous managerial experience. Mean time in current position was 3 years, with average size of unit 28 beds.

JS and six climate scales and an overall score from the OCQ showed weak to moderate zero-order correlations. Stepwise multiple regression revealed two scales explained 39% of the variance in satisfaction, with the overall scale explaining 37% by itself.

Hardiness and JS were moderately correlated (r =.42, p =.001), and hierarchical multiple regression showed hardiness and two of its subscales (Control and Commitment) explained 28% of satisfaction scores. 47% of the variance in satisfaction scores was explained, with organizational climate and a climate subscale accounting for 38% and control and commitment subscales accounting for 9%. (1) Pearson's correlation between satisfaction and longevity was $-$.08; this hypothesis was rejected. (2) There was no significant prediction of satisfaction from any of the demographic variables.

Perception of organizational climate, for this sample of MLNMs influenced their job satisfaction levels more than did their hardiness. Demographic variables had no predictive effect on their job satisfaction. Nurse executives and other administrators must be made aware of the importance of organizational climate if we are to retain quality MLNMs.
Notes: Source: Dissertation Abstracts International, Volume: 56-10, Section: B, page: 5419.

Thesis (PH.D.)--THE UNIVERSITY OF TEXAS AT AUSTIN, 1995.

School code: 0227.
Table of contents: class: section