Determinants Of Nurse Job Satisfaction In China: A Comprehensive Study

Background

This research purposes to ascertain the determinants of nurse job satisfaction in China. Job satisfaction is a significant aspect of organizational psychology and behavior, which has received a lot of attention by researchers and organizational management due to its impact on the physical and mental well-being of individual staff both from the perspective of the organizational management and organizational psychology. Furthermore, employee job satisfaction is associated with formulation of policies for management to increase satisfaction at work and conducts related to their work, and thus, to foster the organizations profitability and productivity (Cook, 2010). Most importantly, employee job satisfaction in the health sector has been studied from various perspectives with most of the studies attributing it to have a substantial impact on the healthcare quality (Ellenbecker et al., 2008; Friese et al., 2008).

However, minimal research have emphasized on specific factors of job satisfaction in China (Hwang et al., 2009; Ning, 2009; Hayes, Bonner, and Pryor, 2010; Lu et al., 2012; Wang et al., 2012). There has been huge and important development in China since these studies were conducted. Therefore, there is need for a current comprehensive study that examines the determinants of nurse’s job satisfaction in China so as to help develop Chinese nurses’ satisfaction at work and productivity.

This section includes an outline of the proposed approach and procedure to be used in the study. It includes the process that the researcher will utilize to collect and analyze data. It comprises of research design, proposed target population, research tools, sampling method, and data collection analysis.

Job satisfaction is as a result of perceived attainments and accomplishments of an individual employee. Vijayalakshmi and Kalidoss (2015) considers job satisfaction to be directly associated with labour productivity and individual wellbeing. Job satisfaction is also an indication of one’s feeling towards work and their psychological needs (Aziri, 2011). Alternatively, job satisfaction involves the employees’ view of their job as a whole which is reliant on their attitude. Therefore, it is significant to examine the determinants of job satisfaction from both from within and without the individual worker.

1. How does intrinsic job conditions influence nurse job satisfaction in China?
2. To what extent does extrinsic job conditions affect nurse job satisfaction in China?
3. What is the influence of individual characteristics on job satisfaction of nurses in China?

The objectives of the research will be to ascertain whether nurse job satisfaction is influenced by factors within and without an employee. For instance, the study will assess if nurse job satisfaction is determined by intrinsic, intrinsic job conditions, or individual characteristics.

1. To determine how intrinsic job conditions influence nurse job satisfaction in China.
2. To ascertain the extent to which extrinsic job conditions affect nurse job satisfaction in China
3. To assess the influence of individual characteristics on nurse job satisfaction in China.

This research will adopt interpretivism philosophical approach for research. Interpretivism contends that society is too intricate to generalize, and there exists no objective reality, but a subjective reality in which it’s significant to comprehend the inspirations, intentions, and actions of people (Bunniss and Kelly, 2010). Nurse Job satisfaction is a complex social aspect because there exists varying definitions of job satisfaction. Furthermore, nurse job satisfaction is determined by various aspects that range from individual characteristics to the nature of the workplace. This therefore makes it difficult to objectively generalize the determinants of nurse job satisfaction but instead to subjectively approach the study. Hence, the justification of the use of interpretivism for this research.

Objectives of the Research

The survey will adopt a descriptive survey research design. Creswell and Creswell (2017) observes that descriptive survey design is most appropriate in exploratory studies because it permits the researcher to collect data, summarize, present and deduce for the aim of clarification. McMillan  and Schumacher (2010) also argues that descriptive survey design best fits in the study of behavioral sciences because it aims at ascertaining factors related with the manifestation of specific events and contexts of behaviors. The adoption of this design will also ensure that the researcher doesn’t influence any of the control variables but only provides a description of the scenario in its actuality and provides the association between them. Therefore, this design will enable the investigator to ascertain the determinants of nurse job satisfaction in China.

Target population has been defined by Creswell and Creswell (2017) as a whole group of people, events or objects with unique observable features. Guangdong general hospital has two major categories of nurses’ namely Top level (300) and low level nurses (2,250). This makes a total of 2,550 nurses.

Sampling is a procedural selection of representative objects from an extensive population Creswell and Creswell (2017). Thus, a sample can be described as a representative cluster that considers all the features and qualities in the population (Lodico, Spaulding, and Voegtle, 2010). The absence of time and resources will dictate that a representative sample be selected from the hospital nurses that could be easy to assess and the inferences to the extensive population made. Sampling will enable the researcher to gain access to accurate empirical data at economical cost would have been incurred in examining the entire population. The respondents will be selected using simple random technique. Singh and Masuku (2014) contends that a small sample is appropriate for a homogeneous context, whereas a large sample is required in heterogeneous situation; which is characteristic of this study population. The nurses at Guangdong general hospital will be grouped into two main groups on the basis of employee categories: lead nurses (top management) and subordinate nurses (low level nurses). Simple random technique will be used to select the nurses into the respective strata.

The Taro Yamane formula is to be applied to determine the size of the sample in each stratum as shown below (Yamane 1973 in Singh, and Masuku, 2014). 

Where

n – Sample size

N- Population

e- Precision Level (0.05)²

Calculation of sample size

N = 2,550

Research Design

n

= 345.7

n~=346

Sample size = 346

The application of the above showed formula will ensure representation of the selected sample for the heterogeneous population of study. The proposed sample generated by the formula was slightly above the 5% recommended minimum level. The researcher will examine a sample size of 346 nurses in Guangdong general hospital using simple random sampling.

Table 1.1 Sampling Matrix

A self-administered questionnaire designed by the researcher will be used in data collection from nurses regarding their job satisfaction. Gomm (2008) defines a questionnaire as a research instrument that is used to collect data over a large sample. A questionnaire is mostly applicable in a large sample and takes short time.  It is obligatory that the questions in the questionnaire be specific with regard to the research questions and objectives (Singh and Masuku, 2014). The researcher chose the use of questionnaire because of its ability to reach a larger population within a short time period. A questionnaire has several benefits: the individual administering it can create a rapport, explain the objective of the research and definitions of items that appear ambiguous. Gillham (2008) observes that questionnaires provide respondents the autonomy to freely express their views or opinions and even make recommendations.

The questionnaire (see appendix 1) will comprise of two main sections. Section A comprises of demographic information and section B will consist of the factors that influence job satisfaction among nurses’ namely intrinsic, extrinsic job conditions and individual characteristics. The participants will be expected to designate their consensus level on a five-point Likert scale with corresponding values from 1 to 5. The constructs of survey intrinsic, extrinsic job conditions and individual characteristics were fundamentally based on Maslow’s theory and Herzberg’s two factor theory.

An introduction letter is to be obtained by the researcher from the University to enable him to gain access to the Guangdong general hospital to conduct the research. Then an introduction letter will be sought from the head of the hospital which will then be used to book appointments with various lead and subordinate nurses for data collection. The researcher is to individually collect data and will offer guidance to the nurses on how to respond after being anonymity. The collected data will then be categorized on the basis of the features of each item. Then the respective scores of the participants will be demonstrated with the help of  descriptive statistics using tables and percentages, and analyzed using mean, standard deviation, percentage and frequencies and the correlation coefficient used to ascertain the presence or absence of significant and positive association between the study variables. Statistical Package for Social Sciences (SPSS) will be used for analysis and presentation.

Target Population

Reliability is a measure of the extent to which a research tool produces steady outcomes after repetitive tests when administered more than once (Drost, 2011). The questionnaire is to be re-tested at the Guangdong general hospital using five respondents who will not be included in the actual research. The researcher is to use the Pearson’s product moment correlation coefficient formula. A coefficient that is greater than or equal to 0.80 indicates high data reliability (Neuman, 2013). The formula is shown below:

Validity of an instrument is the measure of the extent to which the outcomes acquired using the instrument are an actual representation of the phenomenon under study (Drost, 2011). A pilot study is to be undertaken to help ascertain the content of the validity instruments. The researcher designed the questionnaire using valid phrasings with coherent flow of the questions to ensure that the thought process of the participants flows alongside the required information. Neuman (2013) indicates that an instrument’s validity is improved through the judgment of the professionals, and hence, the questionnaire is to be reviewed and corrected by professionals in the area of study.  

The generalizability of the study is made possible because of the simple random sampling method used. The sampling method ensures that the sample size is representative and not biased thus making it possible for inferences to be generalized in different contexts.

Time Scale

In an endeavor to achieve respondents’ anonymity, the researcher will implement three principles of research ethics. The respondents will not be identified by name throughout the study period. Each respondent is to be assigned a specific identification number which will be used in the entire study. Furthermore, the respondents will not be expected to indicate their names on the questionnaire except for their related characteristics such as job experience and position. Full consent of all the participants will first be sought prior to the actual study. An introduction letter will be attached to the questionnaire and the prospective respondents will be required to go through it and agree to be involved in the research after signing. The introduction letter will also contain the purpose of the study and the institution’s approval for the research. The researcher will also assure all the respondents of confidentiality and the data collected to be used only for the objective initially intended and disclosed (Recker, 2012).

References 

Aziri, B., 2011. Job Satisfaction: A Literature Review. Management Research & Practice, 3(4).

Bunniss, S. and Kelly, D.R., 2010. Research paradigms in medical education research. Medical education, 44(4), pp.358-366.

Cook, A.L., 2010. Job satisfaction and job performance: is the relationship spurious? (Doctoral dissertation, Texas A & M University).

Creswell, J.W. and Creswell, J.D., 2017. Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications.

Drost, E.A., 2011. Validity and reliability in social science research. Education Research and perspectives, 38(1), p.105.

Ellenbecker, C.H., Porell, F.W., Samia, L., Byleckie, J.J. and Milburn, M., 2008. Predictors of home healthcare nurse retention. Journal of Nursing Scholarship, 40(2), pp.151-160.

Friese, C.R., Lake, E.T., Aiken, L.H., Silber, J.H. and Sochalski, J., 2008. Hospital nurse practice environments and outcomes for surgical oncology patients. Health services research, 43(4), pp.1145-1163.

Gillham, B., 2008. Developing a questionnaire. A&C Black.

Gomm, R., 2008. Social research methodology: A critical introduction. Macmillan International Higher Education.

Hayes, B., Bonner, A.N.N. and Pryor, J., 2010. Factors contributing to nurse job satisfaction in the acute hospital setting: a review of recent literature. Journal of nursing management, 18(7), pp.804-814.

Hwang, J.I., Lou, F., Han, S.S., Cao, F., Kim, W.O. and Li, P., 2009. Professionalism: the major factor influencing job satisfaction among Korean and Chinese nurses. International nursing review, 56(3), pp.313-318.

Lodico, M.G., Spaulding, D.T. and Voegtle, K.H., 2010. Methods in educational research: From theory to practice (Vol. 28). John Wiley & Sons.

Lu, H., Barriball, K.L., Zhang, X. and While, A.E., 2012. Job satisfaction among hospital nurses revisited: a systematic review. International journal of nursing studies, 49(8), pp.1017-1038.

McMillan, J.H. and Schumacher, S., 2010. Research in Education: Evidence-Based Inquiry, MyEducationLab Series. Pearson.

Neuman, W.L., 2013. Social research methods: Qualitative and quantitative approaches. Pearson education.

Ning, S., Zhong, H., Libo, W. and Qiujie, L., 2009. The impact of nurse empowerment on job satisfaction. Journal of Advanced Nursing, 65(12), pp.2642-2648.

Recker, J., 2012. Ethical considerations in research. In Scientific Research in Information Systems (pp. 141-147). Springer, Berlin, Heidelberg.

Singh, A.S. and Masuku, M.B., 2014. Sampling techniques & determination of sample size in applied statistics research: An overview. International Journal of Economics, Commerce and Management, 2(11), pp.1-22.

Vijayalakshmi, P. and Kalidoss, K., 2015. Determinants of job satisfaction of bank employees: A study with reference to public sector banks in mayiladuthurai town. International Journal of Multidisciplinary Research and Development, 2(4), pp.175-177.

Wang, L., Tao, H., Ellenbecker, C.H. and Liu, X., 2012. Job satisfaction, occupational commitment and intent to stay among Chinese nurses: a cross?sectional questionnaire survey. Journal of advanced nursing, 68(3), pp.539-549.

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