Professional Documents
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Relationship Between Organizational Comm
Relationship Between Organizational Comm
Relationship Between Organizational Comm
DOI: https://doi.org/10.15520/jassh41276
Manuscript Central
36375
Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
MANUSCRIPT CENTRAL SONIA CHERIAN
social conditions of the workplace. Job satisfaction commitment are clear indicators to the harmony
is also a catalyst that leads to high levels of between the team of employees and their
individual performance and positive work management (Tonges et al., 1998). According to
relationships. Job Satisfaction, in simple terms tells Meyer et al. in 2002, job satisfaction is a
us how content someone is with regard to his or her determining factor of organizational commitment.
job and the sense of accomplishment they get from While organizational commitment refers to
doing it. It can come from the rewards or incentives employees’ emotional responses towards their
one gets as they do their job. Rewards can vary organization, job satisfaction differs by referring
from a mere feeling of content and gratification, to towards employees’ responses towards their job.
monetary gains to the feel of recognition and Again, past research study in 1990, by Mathieu &
prestige at work. While a good pay works well for Zajac found a conclusive correlation between job
some, there are a few who stay satisfied with their satisfaction and organizational commitment. A
job due to the emotional gratification they get from direct link between job satisfaction and
simply doing their job (For example: nurses get organizational commitment was found by Williams
greatly encouraged when their patients thank them and Hazer (1986), wherein job satisfaction was an
with a smile). There are others for whom reputation antecedent of organizational commitment. This
and regard works (eg: politicians). Therefore, it is thought assumes the fact that an employee’s
very important that leaders realize what factors orientation towards a particular job precedes his or
keep their subordinates motivated, dynamic and her orientation toward the whole organization. But
progressive. Some hard working employees will few other past empirical researches have indicated
feel rewarded when they get promoted. Promotion a low correlation between job satisfaction,
is a method of staff recognition for their work and organization related commitment, and the intention
helps them to feel good about their job and the to leave the organization which suggests that no
company. Another aspect of job satisfaction is the direct relationship exists. There are committed,
sense of security; the feel of preservation many get satisfied employees who think of leaving, and
by just knowing their organization is stable. It is ambivalent, dissatisfied employees who decide to
very important for some to feel secure. The steadfastly remain at their jobs (Nunn, 2000;
working atmosphere and coworkers also influence Norizan, 2012). Kovach (1977) defined that “job
one’s job satisfaction. M. Topa and O. Gider, satisfaction is recognized as a component of
(2012) pointed out that absolutely satisfied organizational commitment”, while other
employees contribute greater achievement and researchers have clearly stated that job satisfaction
value to the growth of their organization. is a predictor of organizational commitment (Porter
Job satisfaction and Organizational et al., 1974; Price, 1977; Spector, 1997). Whether
Commitment job satisfaction is a predictor of or a component of
From way back the Hawthorne studies until the 21st organizational commitment, the differences
century, satisfaction towards job and commitment between organizational commitment and job
to organizations have been a hot topic for related satisfaction can be viewed in various ways
discussion amongst academicians and (Mowday et al., 1982). Several professions have
practitioners. It has increased greatly since then, researched the relationship between organizational
due to the significant impact they have on commitment and satisfaction towards job. Most of
organization and individual behaviors (Al-Aameri, these studies whether in the nursing profession or
2000). It was found that employee satisfaction and other professions found a positively significant
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
MANUSCRIPT CENTRAL SONIA CHERIAN
relationship between them (Kirsch, 1990; Al-meer, employee may exhibit high levels of job
1995; Knoop, 1995; Mc Neese-Smith, 1996). Job satisfaction without having a sense of attachment
satisfaction is more of a response to a specific job to, or obligation to remain in, the organization.
or aspect of a job, while commitment is a more Similarly, a highly committed employee may
global response (Weiner, 1980). Mowday et al., dislike the job he/she is doing (exhibiting low
(1979) too argued that organizational commitment levels of job satisfaction) (McPhee & Townsend,
is a more holistic and general emotional response 1992). While generally research supports a positive
to the organization while job satisfaction “reflects association between commitment and satisfaction
one’s response either to one’s job or to certain the causal ordering between these two variables
aspects of one’s job”. remains both controversial and contradictory
Organizational commitment is a bigger indicator (Martin & Bennett, 1996)
employee’s bond with the organization than to the
specific job tasks or the work environment OBJECTIVES:
(Gardner, 1990). In fact, according to Allen and 1. To find the relationship of nurses’ job
Meyer, (1990); Meyer and Herscovitch, (2001), satisfaction with their selected demographic
employees’ emotional attachment to their characteristics
organization may arouse a strong personal 2. To find the relationship of nurses’
commitment and enable them to experience a sense organizational commitment with their selected
of belonging. Organizational commitment is less demographic characteristics
influenced by daily events than job satisfaction; it 3. To evaluate the relationship between nurses’
develops more slowly but consistently over time, organizational commitment towards their
and therefore is seen to be a more complex and organization and their job satisfaction at Dubai
enduring construct (Mowday et al., 1979). Job hospital.
satisfaction is one of the attitudinal constructs that Hypotheses
has been shown to be related to organizational Null Hypothesis related to Objective 1: To find the
commitment (Steers, 1977), but its treatment as an relationship of nurses’ job satisfaction with their
independent construct should be emphasized. A selected demographic characteristics
number of factors distinguish job satisfaction from Null Hypothesis H0(1a): There is no significant
organizational commitment. Thus organizational relationship between nurses’ age and their job
commitment focuses on attachment to the satisfaction level.
employing organization as a whole, including the Null Hypothesis H0(1b): There is no significant
organization’s goals and values, while job difference in the levels of job satisfaction among
satisfaction focuses on the specific task nurses working in different specialties in Dubai
environment where an employee performs his or Hospital.
her duties (Mowday et al., 1979). Organizational
commitment is less influenced by daily events than
job satisfaction; it develops more slowly but Null Hypothesis H0(1c)):. There is no significant
consistently over time, and therefore is seen to be a relationship between the nurses’ total work
more complex and enduring construct (Mowday et experience in Dubai Health Authority and their job
al., 1979). Furthermore, job satisfaction and satisfaction levels.
organizational commitment do not necessarily
occur simultaneously: it is possible that an
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
MANUSCRIPT CENTRAL SONIA CHERIAN
Null Hypothesis H0(1d): There is no relation method. Using a standardized questionnaire, the
between Nurses’ willingness to recommend their researcher asks questions pertaining to the levels of
hospital to others and their nationality commitment towards organization and job
Null Hypothesis related to Objective 2: To find the satisfaction among nurses led by the above Nurse
relationship of nurses’ organizational commitment Leaders. Finally, the research examines the
with their selected demographic characteristics correlation between the nurses’ commitment
Null Hypothesis H0(2a): There is no significant towards organization and job satisfaction.
relationship between the nurses’ age and their Sample Plan
levels of organizational commitment towards the Research Setting
organization. The study was conducted in a multispecialty public
Null Hypothesis H0(2b): There is no significant sector hospital in Dubai, i.e.; Dubai hospital. This
relationship between the nurses’ educational status 600 bedded hospital is one of the four major
and their levels of organizational commitment. hospitals under Dubai Health Authority. The Dubai
Null Hypothesis H0(2c): There is no significant Health Authority (DHA) is a government
difference in the levels of organizational organization overseeing the health system in
commitment among nurses working in different Dubai, one of the seven emirates in the United Arab
specialties in Dubai Hospital. Emirates.
Null Hypothesis H0(2d): There is no significant Research Population
relationship between the nurses’ total work The target nurse population in this study includes
experience in Dubai Health Authority and their all the nurses who work at the bedside in Dubai
intention to leave the organization. Hospital. This group excludes all the Nurse
Null Hypothesis H0(2e): There is no significant Leaders (Nurse Supervisors, Charge Nurses and
relationship between nurses’ intention to leave the Shift Incharges) who lead team of nurses. There are
organization in case of a good offer with respect to 23 inpatient wards and they fall under various
their age. specialties like Critical Care Units, Pediatrics,
Null Hypothesis related to Objective 3: To evaluate Neonatology, Maternity, Surgical, Medical,
the relationship between nurses’ organizational Nephrology, Oncology, Hematology, Cardiology
commitment towards their organization and their and VIP areas. Besides these, there are day-case
job satisfaction at Dubai hospital. beds for Emergency, Antenatal, Outpatients,
Null Hypothesis H0(3):: There no significant Dialysis, Rheumatology, Infusion centre,
relationship between the nurses’ commitment Operation theatres, Cath Lab and Interventional
towards their organization and their job Radiology departments. Data was collected from
satisfaction. all the Nurses working in these areas except the
Research Design Nurse Leaders.
Sample Design
The study undertook an exploratory design to gain Random Sampling method was used for the
an insight into nurses’ commitment towards selection of the nurses to test their Organizational
organization and job satisfaction and their few commitment and Job Satisfaction levels. Data on
selected demographic variables. Secondly, this organizational commitment and job satisfaction
research moves to the descriptive research design, was collected from these 380 nurses (i.e.; 38% of
wherein the study uses the traditional Survey the remaining 1000 nurses in Dubai Hospital). The
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
MANUSCRIPT CENTRAL SONIA CHERIAN
sample of respondents was classified on the basis 5 (The same Likert scale used above) and the other
of their age, gender, marital status, country/region, asks about their intention to leave the organization.
job title and their specialty and their varying range The second tool is the Organizational
of education. The samples were also assessed on Commitment Scale (OCQ) by Meyer & Allen’s
their total nursing experiences and their (1997) utilized by Brown B. B (2003) will be used
experiences in Dubai Health Authority. This to measure organizational commitment. A 7-point
classification will help in ensuring a representative Likert type scale is used to rate three eight-item
sample. components, that ranges starting with strongly
disagree (score of 1) to strongly agree (scored as 7).
RESEARCH METHODOLOGY The three forms of organizational commitment
380 questionnaires were sent to the nurses in Dubai (affective, continuance, and normative) are
hospital, with 380 completed questionnaires being addressed by questions on interest to continue in
returned (100% return rate). In addition, the tool organization, if it is hard to leave organization and
comprised of questions related to demographic if organization itself deserves employee’s loyalty.
data, to obtain information on nurses’ age, gender, A covering letter and consent form explaining the
marital status, country/region and their varying nature and purpose of the research and assuring the
range of education, their total nursing experiences respondents of absolute confidentiality
and their experiences in Dubai Health Authority, accompanied the above questionnaires. The
job title/designation and the specialty they respective ward Charge Nurses who had been
belonged to. The first tool is the Job Satisfaction enlightened about the purpose of the study, were
Scale (the Minnesota Satisfaction Questionnaire assigned to distribute and collect the
(MSQ) short form) This MSQ short form by Weiss questionnaires. The process of distribution and
et al., (1967), comprises of 20 questions that focus collection of the questionnaires was conducted
on intrinsic as well as extrinsic reinforcement over two weeks and the entire data collection from
factors affecting nurses’ attitude. We can score the all specialties, was completed in a period of one
form on three separate scales: intrinsic, extrinsic month. For the purposes of testing the research
and general satisfaction. Using a Likert-type scale, hypotheses, a number of statistical techniques were
this MSQ form gives alternative of five responses employed. These included both descriptive and
for each of the 20 questions, ranging from ‘very inferential statistical techniques. The data were
dissatisfied’ (score 1) to ‘very satisfied’ (score 5). analyzed with the use of the Statistical Package for
Two questions are added in the end; one asks for the Social Sciences.
their overall job satisfaction level on a scale of 1 to
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
MANUSCRIPT CENTRAL SONIA CHERIAN
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
MANUSCRIPT CENTRAL SONIA CHERIAN
The Nurse Respondents comprised of Registered per cent by 2015. Dr Fatima Al Rifai, Board
nurses and Assistant nurses in Dubai Hospital. Secretary and Member of the Council said that
Among the 380 nurse respondents, 368 were increasing Emirati nurses was a challenge in the
nurses; they occupied 96.8% of the 380. The rest of nursing field of the country and it said this could be
the 3.2% (12 out of 380) were Assistant nurses. done by removing bottlenecks in nursing education
Among these respondents, Table 1 shows that only and making the profession attractive with healthy
10.3 percent (39 nurses) were males and rest of the work environments and benefits, easing licensing,
89.7% was female nurses (341 nurses). This data and increasing federal funding mechanisms to
supported the previous findings by the ANA prepare more nurses. Another executive mentioned
(American Nurses Association) Fast facts ‘The that through laws and provisions, the image of
Nursing Workforce’ in 2014 stated there were only nursing should change to attract new Emirati nurses
11 percent of male nurses licensed between 2010 into the profession. In a later article published in
and 2013. The researcher found that the nurses the National – UAE Edition, 2015, the WHO said
population classification under five different age the UAE was lagging behind regionally and
groups. Largest group nurses (225 out of 380) 59.2 globally in the number of nurses and midwives
percent were aged between 26 to 35 years of age. working in the country. The World Health
Another 26.3 percent (100 out of 380) were middle Organization’s 2015 World Statistics Report found
aged between 36 to 45 years. Only 0.8 percent (3 the UAE lagging behind with just 31 nursing and
out of 380 nurses) fell under the youngest age midwifery personnel for every 100,000 population.
group (18 to 25 years of age). Another small 3.2 In comparison, the other GCC neighbours like
percent (12 out of 380) nurses comprised the oldest Kuwait has 45 per 100,000, Saudi Arabia has 48,
age group of 56 to 60 years. Oman 53 and Qatar 118. Only Bahrain had a fewer
number (23). The article stated there was a lack of
This is contradictory to the ANA findings in 2014 interest in nursing and midwifery in this country.
that found as high as a 53 percent of working nurses The director of nursing and midwifery at Al Ain
over the age of 50 years. Table 1 also explains the Cromwell Hospital said nurses’ work was not well
classification of nurses with respect to their understood and in the UAE culture they
nationality. Again, Indians comprised the largest misunderstood nurses as people who served or even
proportion (58.9%) of nurses among the 380 nurse sadly, as maids. Another hospital administrator at
population, which were 224. Filipino nurses made Brightpoint Royal Women’s Hospital said the
for the second highest number (126 out of 380, i.e.; country totally relied on overseas recruitment for
33.2%). 4 out of 380 were from Pakistan and 6 out nurses; nurses no longer want to be at the bedside
380 (1.6%) were from Africa. 20% of the nurses because they aspire to be in leading positions that
were Arabs but unlike the Nurse Leader did not require them to work long hours or night
population, there were neither Emiratis/Locals nor shifts. Nurses also feel that they are not
Iranians among these nurses. The above data is remunerated sufficiently for the amount of effort
consistent with the Gulf News Health updates they put into their work, especially since they work
published in March 2013 that stated only three per in very high-risk conditions. 3.4 percent (13 out of
cent of the total nursing workforce in the UAE were 380) have completed their Masters and one of the
Emiratis. The total figure is expected to reach eight nurses (0.3%) is working on PhD. 13.7 percent of
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
MANUSCRIPT CENTRAL SONIA CHERIAN
nurses (52 out of 380) are Diploma holders in (American Nurses Association) Fast facts ‘The
Nursing. The researcher found that 314 out of 380 Nursing Workforce’ in 2014 which stated that 55%
nurses were Degree holders in Dubai Hospital. In of the nursing workforce held a bachelor’s or
other words, 82.6% of nurses had completed their higher and predicted 80 percent of registered nurses
Bachelors programme in nursing. This data to hold a bachelor’s degree or higher by 2020.
supported the previous findings by the ANA
In contrast to the leader group, 47.1% nurses nurses with at least a decade’s experience had left
among the 380 respondent nurses had a total the profession last year. The Royal College of
experience between 6 to 10 years. Nursing (RCN) said nearly twice (591) as many
senior nurses, who had been working for 10 years
Surprisingly, more than half of the nurses (52.1% or more, decided to quit the profession last year
i.e.; 198 out of 380) had a DHA experience of 0 to compared to 323 during the same period three years
5 years only, which indicated the hospital had a ago i.e.; in 2013-2014. Janet Davies, the RCN’s
good bunch of new nurses. The researcher found chief executive blamed the staff shortages,
that 85.8% of the nurses (328 out of 380) had an relentless pressure and poor pay for the apparent
experience range between 0 to 15 years in DHA. exodus of experienced nurses as revealed by the
There is a steady fall in the count for a DHA analysis of organization’s membership data.
experience of 16 years and above. The above
findings were in line with very recent news by Data Interpretation for Objective 1, Null
Forster, K. (2017) that announced an almost 600 Hypothesis H0(1a): There is no significant
relationship between nurses’ age and their job
satisfaction level.
36383
Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
MANUSCRIPT CENTRAL SONIA CHERIAN
Table 3: Age of the Respondent in relation with different types of Job Satisfaction Range
(Intrinsic/Extrinsic/General JS Range) Demographic Variables of Nurses (N=380)
Age of the TOTAL TOTAL TOTAL GENERAL
Respondent INTRINSIC EXTRINSIC RANGE (G)
RANGE (I) RANGE (E)
Low Med Hig Low Med Hig Low Med Hig
h h h
Belo 30 to Abo Below 10 to Abo Belo 3 to 7 Abo
w 30 50 ve 10 25 ve w3 ve 7
50 25
18-25 Count & 0 3 0 0 3 0 0 1 2
yrs % within 0.0% .9% 0.0% 0.0% .8% 0.0% 0.0% .4% 1.4%
TOTAL
I/E/G JS
RANGE
26-35 Count 9 197 19 1 211 13 3 148 74
yrs % within 64.3 60.2 48.7 25.0% 59.4 61.9 75.0 62.7 52.9
TOTAL % % % % % % % %
I/E/G JS
RANGE
36-45 Count 4 85 11 1 94 5 1 61 38
yrs % within 28.6 26.0 28.2 25.0% 26.5 23.8 25.0 25.8 27.1
TOTAL % % % % % % % %
I/E/G JS
RANGE
46-55 Count 1 33 6 2 36 2 0 21 19
yrs % within 7.1% 10.1 15.4 50.0% 10.1 9.5% 0.0% 8.9% 13.6
TOTAL % % % %
I/E/G JS
RANGE
56-60 Count 0 9 3 0 11 1 0 5 7
yrs % within 0.0% 2.8% 7.7% 0.0% 3.1% 4.8% 0.0% 2.1% 5.0%
TOTAL
I/E/G JS
RANGE
Total Count 14 327 39 4 355 21 4 236 140
% within 100. 100.0 100. 100.0 100.0 100. 100.0 100.0 100.
TOTAL 0% % 0% % % 0% % % 0%
I/E/G JS
RANGE
Pearson Chi- .685 .496 .482
Square
Asymptotic
Significance (2-
sided)
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
MANUSCRIPT CENTRAL SONIA CHERIAN
The above table illustrates the relationship 18-35 age bracket felt the same. With fewer years
between age of the Respondent with the ranges of in the workforce, it is possible that young people
different types of Job Satisfaction are still optimistic about their career and job
(Intrinsic/Extrinsic/General). There were 3 prospects and are not yet burned out. While
respondent nurses from the age group of 18-25 yrs, workers in later stages of their careers feel they
225 nurse respondents between age of 26-35 yrs, possess skills that are aligned with their jobs,
100 from age of 36-45 yrs, 40 between age of 46- exercise greater influence and more freedom at
55 yrs and 12 responded from age between 56-60 work, and are tapping their strengths—which can
yrs. The youngest group of nurses voted for contribute to happiness. Again, a study by Clark,
medium intrinsic and extrinsic job satisfaction, A., Oswald, A. and Warr, P. (1996) provided strong
nevertheless 2 out of 3 agreed for high general job evidence towards a U-shaped relationship between
satisfaction levels. This is similar to the oldest age age and job satisfaction. Young employees felt
group (55-60 years of age) ; maximum nurses in satisfied with their job not only because of the
this age group claimed to have medium intrinsic- novelty of their situation but also because they felt
extrinsic and high general job satisfaction levels. In pleased to have a job in comparison with their
contrast, most of the nurses from the rest of age unemployed peers. However, their expectation
groups agreed on medium levels of all three types may rise towards middle age, as more of their peer
of job satisfaction. This implies that while the group finds attractive jobs, with a consequential
younger nurses were enthusiastic and eager to decline in their level of job satisfaction. Also, as
explore and learn, the senior group above 56 was workers gain labor market experience, they also
satisfied having lined up their skills with their jobs, acquire information about the nature of work to
had greater influence and freedom and hence were compare against their prior expectations regarding
generally more satisfied. Nevertheless, there is no their own job, and this later comparison may be
significant relation between age and job dissatisfying. The upward sloping part of the U
satisfaction levels (Chi square of all three types of shape could come from reduced aspirations,
Job Satisfaction levels > 0.05). realizing there were few alternative jobs, older
These findings are in line with the news article in workers are more satisfied not only because they
Fortune by Bach, N. (2017) which said it’s the age are better rewarded but also because they expect
that causes to dislike the job when the novelty of less or because they care less about such
work officially wears off. A survey of more than comparisons.
2,000 employees by Happiness Works on behalf of
human resource firm Robert Half concluded that Data Interpretation for Objective 1, Null
older workers tend to be much more miserable at Hypothesis H0(1b): There is no significant
work than younger colleagues. It said that one- difference in the levels of job satisfaction among
third of the survey-takers over 35 found their jobs nurses working in different specialties in Dubai
stressful, whereas only a quarter of those in the Hospital.
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
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Mgt Care
Unit, Cath Lab
Oncology, VIP
Department &
Pediatric units
ICUUnits
Nephrology &
& Cardiology
Dialysis Units
units & Case
Hematology,
Critical care
Outpatients
& Neonatal
Emergency
Operation
Maternity
units and
Theatres
Medical,
TOTAL JS
clinics
units
Coronary
Surgical
RANGE
Belo Count 0 0 1 0 1 0 1 0 1
w 40 % within 0.0% 0.0% 3.8% 0.0% 2.4% 0.0% 3.4% 0.0% 1.6%
Specialty
40 – Count 5 36 13 24 16 22 19 8 29
70 % within 27.8 48.6 50.0 41.4 39.0 51.2 65.5% 28.6 46.0
Specialty % % % % % % % %
Abo Count 13 38 12 34 24 21 9 20 33
ve % within 72.2 51.4 46.2 58.6 58.5 48.8 31.0% 71.4 52.4
70 Specialty % % % % % % % %
Tota Count 18 74 26 58 41 43 29 28 63
l
% of Total 4.7% 19.5 6.8% 15.3 10.8 11.3 7.6% 7.4% 16.6
% % % % %
The hospital is divided into 9 different complexes Lab and Cardiology specialty also voiced high
or specialties; each of these is controlled by a single satisfaction levels. Other specialties like Surgical
Nurse Supervisor and a number of Charge Nurses. units and Pediatric/Neonatal Specialties also had a
The study examined the job satisfaction levels in more number of nurses voting for high levels of
each of the specialty. 74 out of 380 (19.5%) satisfaction. Nurses from two of the specialties
participated from the Emergency and Critical care voiced almost same levels medium and high levels
departments. The second highest participation was of job satisfaction, the Emergency and Critical
by 63 nurses from Medical, Nephrology and Care specialty and the Medical, Nephrology and
Dialysis units. The least number of nurses (18 out Dialysis complex. More nurses from Operation
of 380 i.e.; 4.7%) participated from the Outpatients Theatre, Maternity and Hematology
department; however they had the highest job /Oncology/VIP/Case Management complexes
satisfaction levels (13 out 18 i.e.; 72.2%). 71.4%, showed medium levels of job satisfaction. Very
20 among the 28 nurses from Coronary care, Cath few nurses had low levels of job satisfaction. This
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
MANUSCRIPT CENTRAL SONIA CHERIAN
included one nurse each from Operation Theatre, similar factors like grade, salary, leave and room
Surgical, Hematology/Oncology/VIP/Case for growth. Landy FJ (1989) said the differences in
Management and Medical/Nephrology/ Dialysis job satisfaction among different units in an
complexes. A Chi square value of 0.216 shows the organization can be diagnostic of potential trouble
finding was insignificant. (Value<0.05) Difference spots.
in satisfaction levels in different specialties could Data Interpretation for Objective 1, Null
be due to differences in a range of factors like Hypothesis H0(1c)): There is no significant
extent of work/life balance, flexibility in duty/off relationship between the nurses’ total work
schedules relationship with coworkers, educational experience in Dubai Health Authority and their job
assistance available, leadership and management. satisfaction levels.
Nevertheless, all these departments had some
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
MANUSCRIPT CENTRAL SONIA CHERIAN
The Chi Square value of 0.778 indicates findings organization to others. The Chi Square value of
are insignificant (value >0.05). Although this is 0.00 (<0.05) shows the findings were significant.
true, there seems a clear pattern between the
nurses’ total work experience in Dubai Health Data Interpretation for Objective 2, Null
Authority and their job satisfaction levels. 65.2% Hypothesis H0(2a): There is no significant
(which is 15 out of 23) with 21-25 years of relationship between the nurses’ age and their
experience in DHA voted for high job satisfaction levels of organizational commitment towards the
levels. Again, 55.6% (110 nurses out of 198) from organization.
experience level of 0-5yrs had high levels of job Most of the nurses from all age groups favored
satisfaction. It was seen that 100% of all between moderate levels of commitment towards the
experiences of 31 to 40 years had high satisfaction organization; 90.8% for Affective commitment,
levels. In contrast, 7 out of 10 (70%) of nurses with 80.8% for Continuance commitment and 92.4% for
an experience of 26-30 years had medium Normative Commitment. The second largest
satisfaction levels. Similarly, more nurses with a number of respondents agreed on high levels of
DHA experience of 11 to 20 years agreed on commitment towards organization (30 nurses
medium level of job satisfaction. This data (7.9%) for Affective commitment, 62 nurses
eventually leads us to believe that job satisfaction (16.3%) for Continuance commitment and 22
levels are high among the novice nurses, dips to nurses (5.8%) for Normative Commitment).
medium levels above 5 years of working and later
tends to rise back to high levels with longer years However, a very small number of 5 nurses (1.3%)
of experience. marked low levels of Affective commitment, 11
The above findings were similar to the recent study nurses (2.9%) for Continuance commitment and 7
conclusions of Riza, S.D., Ganzach, Y. & Liu, Y. nurses (1.8%) for Normative commitment. These
(2015) that people became less satisfied as their were mainly between the ages of 26 to 45 years of
tenure within a given organization increased, yet as age. Surprisingly, a good number from the same
people aged – and transitioned from organization to age group had voted for high levels of commitment
organization – their satisfaction increased too. The Chi Square values stands insignificant for
all types of commitment levels (all values > 0.05).
Data Interpretation for Objective 1, Null Mwangi, K.M. (2014) performed a study among
Hypothesis H0(1d): There is no relation between Police officers in Kenya; the findings indicated that
Nurses’ willingness to recommend their hospital to age and job rank were positively related to
others and their nationality Willingness to employee commitment. It found the older the
recommend own organization to others is an officers are and the higher the ranks they hold, the
important metric related to employee satisfaction. more likely they are to continue working in the
100 percent of nurses from Pakistan, Africa and police service. In contrast, Jones, A. (2015), carried
Philippines were willing to recommend the out a study on 145 nurses in the state of Alabama,
organization to others. The largest group of where he looked at whether nurses from different
respondents were from India and 96.4 percent of generations differ in their levels of organizational
them were motivated enough to recommend the commitment using a questionnaire. Nurses from
hospital to others. 16 out of 20 (80 percent) of the different generations showed the same levels of
Non-local Arab nurses also agreed to recommend
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
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Table 6: Cross tabulation of Nurses’ willingness to recommend this hospital to others with respect to
their Nationality (N=380)
Nurses’ willingness to Nationality Total
recommend this
Pakistan
Filipino
African
Indian
Arabs
Local
Non-
hospital to others?
i
No Count 4 8 0 0 0 12
% within 33.30% 66.70% 0.00% 0.00% 0.00% 100.00%
willingness to
recommend
hospital to
others?
% within 20.00% 3.60% 0.00% 0.00% 0.00% 3.20%
Nationality
% of Total 1.10% 2.10% 0.00% 0.00% 0.00% 3.20%
Yes Count 16 216 126 4 6 368
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
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Table 7: Age of the Respondent in relation with different types of Organizational Commitment Range
(Affective/Continuance/Normative JS Range) Demographic Variables of Nurses (N=380)
Age of TOTAL TOTAL TOTAL
Respondent AFFECTIVE OC CONTINUANCE NORMATIVE OC
RANGE OC RANGE RANGE
Belo 20-40 Abo Belo 20-40 Above Belo 20-40 Abo
w 20 ve w 20 40 w 20 ve
40 40
18-25 Count 0 3 0 0 2 1 0 3 0
yrs % within 0.0% 100.0 0.0% 0.0% 66.7 33.3% 0.0% 100.0 0.0%
Age % % %
26-35 Count 4 206 15 7 189 29 5 209 11
yrs % within 1.8% 91.6% 6.7% 3.1% 84.0 12.9% 2.2% 92.9 4.9%
Age % %
36-45 Count 1 87 12 3 81 16 1 92 7
yrs % within 1.0% 87.0% 12.0 3.0% 81.0 16.0% 1.0% 92.0 7.0%
Age % % %
46-55 Count 0 37 3 0 28 12 1 37 2
yrs % within 0.0% 92.5% 7.5% 0.0% 70.0 30.0% 2.5% 92.5 5.0%
Age % %
56-60 Count 0 12 0 1 7 4 0 10 2
yrs % within 0.0% 100.0 0.0% 8.3% 58.3 33.3% 0.0% 83.3 16.7
Age % % % %
Count 5 345 30 11 307 62 7 351 22
% within 1.3% 90.8% 7.9% 2.9% 80.8 16.3% 1.8% 92.4 5.8%
Total Age % %
Pearson Chi- 0.731 0.109 0.829
Square
Asymptotic
Significance (2-
sided)
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
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Medical, Nephrology
Coronary Care Unit,
Oncology, VIP units
Maternity units and
Operation Theatres
Cardiology units
Surgical Units
Neonatal ICU
Hematology,
Critical care
Total
& Case Mgt
Emergency
clinics
Count 0 0 0 0 1 0 1 0 0 2
Below 20 % within 0.0% 0.0% 0. 0.0% 50.0 0.0% 50.0% 0.0% 0.0% 100.0%
Total OC 0 %
RANGE %
% of 0.0% 0.0% 0. 0.0% .3% 0.0% .3% 0.0% 0.0% .5%
Total 0
%
20 - 40 Count 18 73 25 52 38 40 28 27 57 358
% within 5.0% 20.4% 7. 14.5% 10.6 11.2% 7.8% 7.5% 15.9% 100.0%
Total OC 0 %
RANGE %
% of 4.7% 19.2% 6. 13.7% 10.0 10.5% 7.4% 7.1% 15.0% 94.2%
Total 6 %
%
Above 40 Count 0 1 1 6 2 3 0 1 6 20
% within 0.0% 5.0% 5. 30.0% 10.0 15.0% 0.0% 5.0% 30.0% 100.0%
Total OC 0 %
RANGE %
% of 0.0% .3% .3 1.6% .5% .8% 0.0% .3% 1.6% 5.3%
Total %
Total Count 18 74 26 58 41 43 29 28 63 380
% within 4.7% 19.5% 6. 15.3% 10.8 11.3% 7.6% 7.4% 16.6% 100.0%
Total OC 8 %
RANGE %
% of 4.7% 19.5% 6. 15.3% 10.8 11.3% 7.6% 7.4% 16.6% 100.0%
Total 8 %
%
The above table shows varying levels of Medical & Nephrology units. The outpatient
commitment among the different specialties of the department and the Operation theatre reflected
hospitals. The highest commitment levels noted comparatively lower commitment levels. However
was in the section of Emergency and Critical care the chi-square value 0.228 (>0.05) implies no
units (19.5%) and the second highest (16.6%) in the significant relation between the two. In contrast, a
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
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cross-sectional survey of family physicians by relationships, and not time pressure, income, or
Karsh, B.T., Beasley, J.W. and Brown, R.L. in autonomy.
2010 said commitment to one's workgroup was Data Interpretation for Objective 2, Null
predicted by relationships with one's workgroup. Hypothesis H0(2d): There is no significant
One of the conclusions were that the strongest relationship between the nurses’ total work
predictors of satisfaction and commitment experience in Dubai Health Authority and their
variables were variables representing social intention to leave the organization.
Table 10: The relationship between Nurses’ total experience in DHA and their intention to leave the
organization in case of a good offer
0 - 5 yrs
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
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The above table reflects significant relationship (p= Masum, A.K.M. et.al. in Turkey said Intention to
0.006) and exhibits a pattern between the quit was significantly and negatively correlated
with age and experience; the older and more
experience and intention to leave organization. experienced nurses reported less intention to quit
56.6% of nurses with experience between 0 to 5 than younger nurses.
years wanted to leave the organization. Almost Data Interpretation for Objective 2, Null
equal number (almost 16%) of nurses with 6 to 10 Hypothesis H0(2e): There is no significant
years of experience agreed on intention to stay and relationship between nurses’ intention to leave the
leave. As the experience increased above 21 years, organization in case of a good offer with respect to
more nurses wanted to stay. Similar findings were their age.
noted in a recent 2016 study by
Table 11: The relationship between Nurses’ intention to leave the organization in case of a good offer
and their age
Age of the Respondent Total
18-25 26-35 36 – 46-55 56-60
45 P value
Count 0 43 24 15 8 90 0.000
Intention to % within 0.0% 19.1% 24.0% 37.5% 66.7% 23.7%
leave the No Age of the
organization Respondent
in case of a
good offer Count 3 182 76 25 4 290
% within 100.0% 80.9% 76.0% 62.5% 33.3% 76.3%
Yes Age of the
Respondent
Count 3 225 100 40 12 380
Total % within 100.0% 100.0 100.0 100.0 100.0% 100.0%
Age of the % % %
Respondent
Table 12: Correlation between Total Job satisfaction and Organizational Commitment Levels
Correlations
TOTAL JS RANGE TOTAL OC RANGE
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
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There is higher intention to leave organization found by M. Topa and O. Gider in 2012; their study
between ages 26 and 45 and steadily falls thereafter found a significant and positive relationship was
until retirement. The study findings are significant between job satisfaction and organizational
(Chi-square 0.00). A 2016 study by Masum, commitment among nurses and medical secretaries
A.K.M. et.al. in Turkey also found significant and of three hospitals in Turkey. However, as per Celik
negative correlation between nurses’ intention to in 2008, these two variables are highly interrelated.
quit and nurses’ age, which was again consistent But even when employee have positive feelings
with another recent research by Delobelle, et.al. in towards their organization, it was still possible for
2011. such employees to be dissatisfied with their jobs in
Data Interpretation for Objective 3, Null that organization. Furthermore, it said both job
Hypothesis H0(3): There no significant satisfaction and organizational commitment do not
relationship between the nurses’ commitment necessarily occur simultaneously: it is possible that
towards their organization and their job an employee exhibits high levels of job satisfaction
satisfaction. without having a sense of attachment to, or
The above values imply significant relationship obligation to remain in the organization. Similarly,
between Job satisfaction and Organizational a highly committed employee may dislike the job
commitment levels among the Dubai hospital he/she is doing (exhibiting low levels of job
nurses (2 tailed <0.01). Similar findings were satisfaction) (McPhee & Townsend, 1992).
Table 13: Correlation between Nurses’ Total Job Satisfaction with different types of Organizational
Commitment
Correlations
TOTAL TOTAL TOTAL TOTAL TOTAL
JS AFFECTIVE CONTINUANCE NORMATIVE OC
RANGE OC RANGE OC RANGE OC RANGE RANGE
TOTAL JS Pearson 1 .168** .099 .113* .140**
RANGE Correlation
Sig. (2-tailed) .001 .054 .028 .006
N 380 380 380 380 380
**. Correlation is significant at the 0.01 level (2-tailed).
Nurses’ total job satisfaction was significantly commitment) increases, jobs satisfaction increases
related to their affective commitment (2 tailed – too. And when organizational commitment
0.001) and total commitment levels (2 tailed -.006). (affective and normative commitment) decrease
Daneshfard and Ekvaniyan found in their recent faculty member's and mangers job satisfaction
study in 2012 that when organizational decrease too.
commitment (both affective and normative types of
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Sonia Cherian. " Relationship Between Organizational Commitment and Job Satisfaction of Nurses in Dubai Hospital."
Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.
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Table 14: Correlation between Nurses’ Total Organizational Commitment with different types of Job
Satisfaction
Correlations
TOTAL TOTAL TOTAL TOTAL TOTAL JS
OC INTRINSIC JS EXTRINSIC JS GENERAL JS RANGE
RANGE RANGE RANGE RANGE
TOTAL Pearson 1 .085 .141** .079 .140**
OC Correlation
RANGE Sig. (2-tailed) .096 .006 .123 .006
N 380 380 380 380 380
Similarly the study found the nurses’ total total job satisfaction was significantly related to
Organizational commitment levels were their affective commitment and total commitment
significantly correlated to their extrinsic job levels. Similarly the study found the nurses’ total
satisfaction (2 tailed -.0.006) and total job Organizational commitment levels were
satisfaction levels (2 tailed -.0.006). Consistent significantly correlated to their extrinsic job
findings were noted in a 2013 study by Srivastava, satisfaction and total job satisfaction levels. The
S. explored and found that Job satisfaction was findings of this study were comparable with other
positively related to Organizational Commitment. international studies. Low satisfaction and
Similarly, a study by Markovits, Y., Davis, A.J., commitment levels among the nurses hamper the
Fay, D & Dick, R.V. (2010) on a sample of 617 quality of healthcare services. Consequently,
Greek employees from the private and public organizations might suffer from different direct and
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Journal of Advances in Social Science and Humanities. 2018; 4(1): 36373-36400.