Intervention: Organizational Engagement The implications of organizational engagement from job satisfaction for nurses within Czech is, “related to the value-fit with the organization” (Zuzana & Krupkova, 2013, p. 1). The idea is job satisfaction among nurses in Czech is based on their fit within the hospital’s broader organization as well as within the department. “Our concept of organizational engagement (OE) is concerned more with the employees’ involvement in organizational goals than with their psychological state of mind.” (Zuzana & Krupkova, 2013, p 1) The psychological state of mind of the nurse is important here because the study chose to focus on the employees’ involvement in organizational goals. The employees’ level of organizational engagement is measured by the employees’ level of involvement with meeting organizational goals rather than focusing on the employees’ psychological state and its impact on job performance. Organizational engagement should enable nurse autonomy, which is “expressed by feeling of control over their job activities, has a very strong relationship with OE (0.418, p < 0.01)” (Zuzana & Krupkova, 2013, p 1). The nurses’ professional role (PRF) is related to the nurses’ fit with the organization but the regression model “did not prove that PRF is significantly contributing to the value-fit between nurse and the organization” (Zuzana & Krupkova, 2013, p. 1). The value-fit between nurses and the hospital can be linked to the possible relationship between job satisfaction and skills and skills development related to job performance. The role of the nurse is also influenced by cultural norms with the nursing industry experiencing cross-border employment. “Cultural norms also influence the nursing role. For example, level of education, as well as gender, defines who is considered able to form opinions of value” (Thompson, 2010, p. 320). The level of organizational engagement between the nurse and the organization can reduce the impact from cultural norms and improve the value-fit between the nurse and the organization. Intervention: Organizational Commitment Organizational commitment (OC) is an intervention that seeks to enable personnel to more greatly identify with the organization (Igbeneghu & Popoola, 2011).
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“Studies have shown that organizational commitment among employees promotes organizational effectiveness through job performance and quality and low levels of tardiness, absenteeism , and turnover (Mathieu & Zajac, 1990, Randall 1990 as cited in Igbeneghu & Popoola, 2011, p. 1). Perhaps arguably, tardiness, absenteeism, and turnover are all factors that exhibit job dissatisfaction. Organizational commitment provides a means to reduce the aforementioned factors and promote organizational effectiveness. Organizational commitment can be influenced by “variables such as age, marital status, gender, locus of control, and job satisfaction” (Igbeneghu & Popoola, 2011, p. 1). Here we see the intervention is influenced by job satisfaction, which points to organizational commitment as influenced by job satisfaction. Locus of control is the target factor when identifying organizational commitment as a nursing intervention. Internal locus of control reflects the nurses’ view regarding their influence over the control of life events, and whether there is an inherent belief of being responsible for influencing those events. External locus of control refers to the nurses’ view that life events are externally controlled by external factors such as powerful people and luck (Igbeneghu & Popoola, 2011, p 1). Organizational commitment can enable internal locus of control for nurses’ and thereby improve job satisfaction for nurses. Intervention: Job Satisfaction Improvement Strategies Job satisfaction for nurses’ in Pakistan hospitals is based on working environment, salary, patient care/services provided, time pressure and unnecessary busy work, lack of direct decision-making ability, lack of development opportunities, lack of resources or poor resources and unsatisfactory work schedule (Bahalkani, Kumar, Lakho, Mahar, Mazhar, and Majeed, 2011). Improving these factors within the job environment can improve job satisfaction. The lack of resources however prevents investment into these human resource factors and therefore there remains an inability for Pakistan hospitals to improve job satisfaction for nurses. The intervention could begin with improvement of work scheduling to create more favorable work schedules. The …show more content…
An internal locus of control improves performance, resilience, and satisfaction. The answer to these questions will inform future changes that must be made in order to attend to Herzberg 's second type of factor: motivational factors. Also, it is possible to argue that an internal locus of control is a necessary aspect of hygiene, as explained in Herzberg 's theory, because it is related to working conditions and the possibility of experiencing satisfaction. Moreover, intrinsic motivation is difficult to achieve with an external locus of
“Studies have shown that organizational commitment among employees promotes organizational effectiveness through job performance and quality and low levels of tardiness, absenteeism , and turnover (Mathieu & Zajac, 1990, Randall 1990 as cited in Igbeneghu & Popoola, 2011, p. 1). Perhaps arguably, tardiness, absenteeism, and turnover are all factors that exhibit job dissatisfaction. Organizational commitment provides a means to reduce the aforementioned factors and promote organizational effectiveness. Organizational commitment can be influenced by “variables such as age, marital status, gender, locus of control, and job satisfaction” (Igbeneghu & Popoola, 2011, p. 1). Here we see the intervention is influenced by job satisfaction, which points to organizational commitment as influenced by job satisfaction. Locus of control is the target factor when identifying organizational commitment as a nursing intervention. Internal locus of control reflects the nurses’ view regarding their influence over the control of life events, and whether there is an inherent belief of being responsible for influencing those events. External locus of control refers to the nurses’ view that life events are externally controlled by external factors such as powerful people and luck (Igbeneghu & Popoola, 2011, p 1). Organizational commitment can enable internal locus of control for nurses’ and thereby improve job satisfaction for nurses. Intervention: Job Satisfaction Improvement Strategies Job satisfaction for nurses’ in Pakistan hospitals is based on working environment, salary, patient care/services provided, time pressure and unnecessary busy work, lack of direct decision-making ability, lack of development opportunities, lack of resources or poor resources and unsatisfactory work schedule (Bahalkani, Kumar, Lakho, Mahar, Mazhar, and Majeed, 2011). Improving these factors within the job environment can improve job satisfaction. The lack of resources however prevents investment into these human resource factors and therefore there remains an inability for Pakistan hospitals to improve job satisfaction for nurses. The intervention could begin with improvement of work scheduling to create more favorable work schedules. The …show more content…
An internal locus of control improves performance, resilience, and satisfaction. The answer to these questions will inform future changes that must be made in order to attend to Herzberg 's second type of factor: motivational factors. Also, it is possible to argue that an internal locus of control is a necessary aspect of hygiene, as explained in Herzberg 's theory, because it is related to working conditions and the possibility of experiencing satisfaction. Moreover, intrinsic motivation is difficult to achieve with an external locus of