Ryan Ray G.

Gatbonton
MA Nursing
Oral Defense: March 14, 2012

The Relationship between the

Decisional Involvement and
Job Satisfaction among
Staff Nurses of CGHMC
Introduction

Hospital • Bureaucratic structure

Expansion • Takes too long to decide (Domingo, n.d.)

Decisional • Engage employees (Ohno, 1995)

Involvement • Fast to correct failures (Hocutt, 1998)

Job • Retain experienced staff nurses

Satisfaction • Reduce costs of turnover (Bae, 2009)
Purpose of the Study

Improve
• Decisional • Without
involvement increasing
and job
• Staff
performance cost of
satisfaction
among staff and patient healthcare
nurses outcomes
Relate Save
 Literature Review
• Effects of empowering • Job satisfaction is influenced
management system:
– Promotes cooperation
(Brown & Cregan, 2008)
– Feels importance
(Sarkar, 2009)
– Good job attitudes
(Bakan, 2004)
– Fulfillment in job
(Spence Laschinger, 2009)
by the following:
– Interpersonal relationships
(Utriainen & Kyngas, 2010)
– Job significance to clients
(Russell, 2008)
– Access to organizational
structures (Lautizi, 2009)
– Empowering work
environment
(Cai & Zhou, 2009)
Literature Review (cont.)

Economic
Culture
hardships
Lacks data in
local setting
General sense of Organization
empowerment culture
Framework and Paradigm

Theoretical Framework:
Herzberg’s Motivation vs. Hygiene Theory
Motivation
Factors Job Satisfaction
• Decisional (Dependent Variable)
Involvement
(Independent Variable)

Research Paradigm
Research Questions
• What are the demographic characteristics of the
respondents?
– Employment Status, type of nursing unit, length
of experience and educational level
• What is the actual and preferred decisional
involvement of staff nurses at CGHMC?
• What is the job satisfaction of staff nurses at
CGHMC?
• What is the relationship of the actual decisional
involvement and job satisfaction among staff
nurses of CGHMC?
Research Methods

Design Sample Instruments

• Correlation • Simple • Decisional

study random Involvement
• IV: Actual sampling Scale (DIS)
Decisional • 257 staff • Work
Involvement nurses Quality
• DV: Job employed Index (WQI)
Satisfaction (181
replied, 76
dropped
out)
Research Methods (cont.)

Ethics Data Presentation

• Secured permission • Descriptive

from institution. Statistics: Mean,
• No personal SDs and Pearson r
information/results • Inferential
divulged. Statistics: T-test for
• Provided consent to Pearson r
participants
Research Methods (cont.)

Limitations Strengths

• Personal and • Random Sampling

organizational issues • Ability to understand
• Inability to identify decisional
true causal involvement, job
relationship satisfaction and their
relationship
• Confidentiality and
anonymity
Research Process
Research Process (cont.)
Results

• Employment Status of Nurses

Employment Status Frequency Percentage
Number of Hours Worked
Full-time (35 hours/week or more) 181 100.00%
Part-time (less than 35 hours/week) 0 -
Total 181 100.00%
Employment Type
Permanent 175 96.69%
Temporary 0 -
Others:
Probationary 6 3.31%
Total 181 100.00%
Results
• Type of Unit
Unit Type Frequency Percentage
Ambulatory Care 1 0.55%
Emergency Department 11 6.08%
Intensive Care 45 24.86%
Medical/Surgical 54 29.83%
Obstetrics 28 15.47%
OR/Recovery Room 6 3.31%
Pediatrics 18 9.94%
Surgical 5 2.76%
Others:
Endoscopy Unit 3 1.66%
Hemodialysis Unit 10 5.52%
Total 181 100.00%
Results
• Length of Experience
Length of Experience Frequency Percentage
As Registered Nurse
0 – 3 years 103 56.91%
4 – 7 years 46 25.41%
8 – 11 years 24 13.26%
12 – 15 years 3 1.66%
16 – 19 years 5 2.76%
Total 181 100.00%
Mean = 4.22 SD = 3.82 Range = 17.75
As Registered Nurse at CGHMC
0 – 3 years 107 59.12%
4 – 7 years 43 23.76%
8 – 11 years 27 14.92%
12 – 15 years 2 1.10%
16 – 19 years 2 1.10%
Total 181 100.00%
Mean = 3.95 SD = 3.43 Range = 17.75
As Registered Nurse at Current Unit
0 – 3 years 110 60.77%
4 – 7 years 45 24.86%
8 – 11 years 25 13.81%
12 – 15 years 0 -
16 – 19 years 1 0.55%
Total 181 100.00%
Mean = 3.69 SD = 3.07 Range = 17.75
Results

• Educational Level
Educational Level Frequency Percentage
Bachelor’s Degree in 181 100.00%
Nursing
Bachelor’s Degree in 0 -
Another Field

Graduate Degree 0 -
Total 181 100.00%
Results

• Data Interpretation for DIS:

– High score = High decisional involvement
– Low score = Low decisional involvement
– Midpoint mean score (2.50 to 3.50) = state of sharing
• Data Interpretation for WQI
– High mean score = High satisfaction
– Low mean score = Low satisfaction
– Midpoint mean score (4) = neutral job satisfaction
 Results

• Decisional Involvement of Staff Nurses

Actual Involvement Preferred Involvement
Mean SD Involvement Mean SD Involvement

Overall 2.31 1.20 Low 2.78 0.99 Shared

Subscales:
Unit staffing 2.78 1.21 Shared 3.07 1.00 Shared
Professional practice 2.35 1.15 Low 2.78 0.93 Shared
Recruitment 1.67 1.02 Low 2.23 1.02 Low
Governance and leadership 2.15 1.17 Low 2.76 0.97 Shared
Support staff practice 2.26 1.07 Low 2.84 0.83 Shared

Collaboration/liaison activities 2.94 1.16 Shared 3.16 0.93 Shared

Results

• Job Satisfaction of Staff Nurses

Job Satisfaction
Mean SD Satisfaction
Overall 4.67 1.36 Moderately satisfied
Subscales:
Professional work environment 4.37 1.36 Slightly satisfied
Autonomy of practice 4.99 1.14 Moderately satisfied
Work worth to self and others 5.19 1.19 Moderately satisfied
Professional relationships 5.07 1.11 Moderately satisfied
Professional role enactment 4.93 1.27 Moderately satisfied
Benefits 3.96 1.50 Slightly dissatisfied
Results

• Relationship of Decisional Involvement and

Job Satisfaction
H0: There is no significant relationship between the
actual decisional involvement and job satisfaction
among staff nurses of CGHMC.
Results Description
r 0.47 Moderately positive
relationship
t 2.03 Significant
(Reject null hypothesis)
p 0.022 Significant
(Reject null hypothesis)
Conclusion

Job
Decisional Satisfaction
Involvement
Recommendations