Influence of growth need strength on the relationship between predictors and job satisfaction among state registered nurses at selected General Hospitals (Abstract and Table of Content)
The psychological well-being for State Registered Nurses [SRN] is determined to a large extent by that person’s satisfaction with the individual experience of job satisfaction. Therefore, the purpose of this study is to determine the influence of Growth Need Strength [GNS] between predictor variables consists of individual attribute (self-esteem), job-related variables (job characteristics and career salience), non job-related variables (overall life satisfaction, family satisfaction and work-family conflict) and job satisfaction among 390 of SRN’s at selected General Hospitals. After stratified random sampling, descriptive statistical was used to describe the population in this study and analyses the respondent’s level of job satisfaction. Pearson correlation indicates there is significant relation between study variables except the components of self-esteem and work-family conflict with GNS. Based on six hypotheses, the major findings in this study indicate that for the result of linear regression showed that all predictor variables significantly influence job satisfaction. On hierarchy regression result, GNS does not play moderating roles between individual attribute variable and job satisfaction also job related-variables and job satisfaction. However, GNS moderates the relationship between non job-related variables and job satisfaction. The finding of the study contributes in the specific area of literature, theory and also in research design. The results of this study suggest that the GNS as moderator have played significant important role between predictor variables and job satisfaction. The implication of this study that the policy maker should not instead of merely focusing on individual attribute and job-related variables as the only factors for SRN’s to be concerned about, indeed they also must pay attention to other factors, such as the selected non – job related variables as potential sources of providing a much better conducive working environment and by incorporating policies that can improve job satisfaction. [ABSTRACT BY AUTHORS
