EDNA ADAN UNIVERSITY DEPARTENT OF CLINICAL NURSING

FACTOR INFLUENCING NURSES JOB SATISFACTION ATTENDING IN

HARGIESA GROUP HOSPITALS, HARGEISA SOMALILAND

SUBNITTED BY:

NAJMA MOHAMED ABDILLAHI

SALMA ABDIRAHMAN JAMA.

AYAAN ABDIRASHID MOHAMED

NUURAABDI DAHIR.

FAYSA KHALIIF ISMAEL

THE THESIS REPORT SUBMITTED TO EDNA ADEN UNIVERSITY

DEPARTMENT OF CLINICAL NURSING IN PARTIAL FULFILLMENT OF
THE REQUIREMENTS FOR THE AWARD OF A DEGREE OF CLINICAL
NURSING

ADVISOR:

YASMIIN ABDI SOORAN

HARGEISA SOMALILAND

MAY, 2022

I
 Approval

This thesis report is submitted for review with my approval as an advisor of the candidates.

YASMIIN ABDI SOORAN

(RESEARCH SUPERCISOR)
MAY, 2022

Signature____________________

NAWAL ABDIRAHMAN
(DEAN SCHOOL OF NURSING )
MAY, 2022

Signature____________________

HUSSSEIN ABDI ALI

(SCIENTIFIC RESEARCH COORDINATOR)
MAY,2022

Signature:_____________________

II
 DECLARATION

We, the undersigned, declare that this thesis book is our original work and has not been
presented for a Degree in any other University and that all sources of material used for the
assessment report have been duly acknowledged.

Names signature
1. Najma Mahamed Abdillahi _________________________________
2. Salma Abdirahman Jama ________________________________
3. Ayaan Abdirashid Mohamed _________________________________
4. Faysa Khaliif ismaciil _________________________________
5. Nuura Abdi Dahir _________________________________

MAY,2022

III
 DEDICATION
This work is dedications to our to our beloved parents who give us a continuous support during
our study in bachelor degree of nursing, success is in our side, because we have parents like you,
besides dedicated to our dear brothers and sisters.

IV
 ACKNOWLEDGEMENTS

We would like to first thank the Almighty Allah who has made this study possible. Without this generous
support, nothing would have been achieved. We would also like to express our sincere gratitude and
appreciate to (MRS. Yasmin Abdi Sooran) who provided tangible supervision and support throughout
our study. His kind criticism and moral support made us to reach to this level without his technical skills
and professionalism, this proposal would not have been as strong as it is now.

We must also give deep thanks to the staffs of Edna Adan University and also we express our gratitude to
Mrs. Nawal Abdirahman Dean, Department of nursing.

We also give thanks and respect to our beloved family fathers and mothers who have been with us all the
time, providing 100% of support and motivation. We also wish to appreciate the honourable participants
of this project, from their endless support during the writing and multiple visits for collecting the data.

We cannot forget the entire administration and management of Edna Aden University. Also, we cannot
forget to thank our class-mates who were inspirational and supportive throughout our study

V
 LIST OF ABBREVIATIONS

HGH Hargiesa Group of Hospital

HR Human Resource

MOHD Ministry Of Health Development

NDPII National Development Plan II

OECD Organisations for Economic Co-operation and Development
SPSS Statistical Package for Social Sciences
UK United Kingdom
WHO World Health Organisation

VI
 LIST OF TABLES

Table 1: Scoring range of Likert scale of the survey.

Table 2: Distribution of respondents by the demographic information nurses

Table 3: Influence of working conditions on nurse's job satisfaction in Hargeisa Group of

Hospital, Hargeisa Somaliland

Table 4: How the remuneration influence Nurse’s job satisfaction in Hargeisa Group of Hospital

Table 5: Influence of opportunity for personal advancement on nurse's job satisfaction in HGH
Table 6: Descriptive statistics of working conditions, remuneration and personal development
Opportunity of nurses in Hargiesa Group Hospital
Table7: The correlation of overall respondent result in Hargeisa Group of Hospital, Hargeisa
Somaliland,

VII
 ABSTRACT

Background:

Job satisfaction is a feeling of fulfilment or enjoyment that a person derives from their job., which is
widely discussed and studied because it aims at the physical and mental well-being of individual
employees not only from the angle of organizational psychology, but also, from the angle of
organizational management and human resource management, concerns with establishing policies for
management to improve employees' job satisfaction and their job-related behaviour and, hence, to
improve the productivity and profitability of organizations(1).

Objectives:

The main objective of this study is the factors influencing nurses job satisfaction attending Hargiesa
Group hospital, in Hargeisa Somaliland

Methodology:

A cross sectional analytic study was used for raising question of the Presence of an association of the
factors influencing nursesjob satisfaction in Hargiesa Group Hospital its very suitable for this study
because its one step one time collection of data, and less expensive and more expedient to conduct.

Result
Table 6 show us the working conditions mean (3.7722)(std .78925) also the remuneration of nurses were
(3.8481)(.99154) and the working Opportunity were (3.9108)(.89425)
Recommendation

We recommendthe ministry of health MOHD and Hargeisa group of hospitals management team
to provide better working conditions for the nurses to increase their job satisfaction.

Conclusion

According correlation analysis was conducted to examine whether there is a relationship between
working conditions with remuneration. The results revealed that there was a significant and positive
relationship between the nurse's working conditions and remuneration = 0.314 condition and nurse's
opportunity

VIII
 Contents
Approval..................................................................................................................................................II
DECLARATION.............................................................................................................................................III
DEDICATION...............................................................................................................................................IV
ACKNOWLEDGEMENTS...............................................................................................................................V
LIST OF ABBREVIATIONS.............................................................................................................................VI
Table 2: Distribution of respondents by the demographic information nurses.....................................VII
CHAPTER ONE:.............................................................................................................................................1
INTRODUCTION...................................................................................................................................1
1.2 Problem statements..........................................................................................................................3
1.3 Significance........................................................................................................................................4
1.4 General objective...............................................................................................................................4
1.4.1 Specific objectives.......................................................................................................................4
1.5 Research Questions...........................................................................................................................4
CHAPTER TWO:............................................................................................................................................6
LITERATURE REVIEW................................................................................................................................6
2.1 Introduction.......................................................................................................................................6
2.2 Concept of Job Satisfaction................................................................................................................6
2.3 Influence of Working Conditions and nurse's Job Satisfaction in Hargeisa Group Hospital...............6
2.4 Influence of Remuneration on nurse’s Job Satisfaction in Hargeisa Group Hospital.........................7
2.5 Influence of Opportunity for Personal Advancement on nurse's Job satisfaction in HGH Hargeisa
Group Hospital........................................................................................................................................7
2.7 Summary............................................................................................................................................9
2.8 Conceptual framework......................................................................................................................9
CHAPTER THREE:.......................................................................................................................................11
METHODOLOGY.................................................................................................................................11
3.1 Study area........................................................................................................................................11
3.2 Study period....................................................................................................................................11

IX
3.3 Study design........................................................................................................................................11
3.4 Study population.................................................................................................................................11
3.5 Sample size......................................................................................................................................11
3.5.1 Sample technique.........................................................................................................................12
3.6 Inclusion and exclusion Criteria.......................................................................................................12
3.6.1 Inclusion criteria.......................................................................................................................12
3.6.2 Exclusion criteria.......................................................................................................................12
3.7 Variables..........................................................................................................................................12
3.8 Data collection techniques and tools...............................................................................................12
3.9 Operational Definitions of Variables................................................................................................13
3.10 Data processing and analysis.............................................................................................................13
3.11 Pre-Test.........................................................................................................................................13
3.12 Ethical consideration.........................................................................................................................13
3.13 Dissemination................................................................................................................................14
PRESENTATION AND DISCUSSION OF THE STUDY RESULTS...................................................................15
4.0 Introduction.....................................................................................................................................15
4.1 Socio- Demographic Characteristics of respondents.......................................................................15
Table 2. Distribution of respondents by the demographic information nurses (n=158) in....................16
4.2 Influence of working conditions on nurse's job satisfaction in Hargeisa Group of Hospital............16
CHAPTER FIVE:...........................................................................................................................................22
SUMMARYOF FINDINGS, DISCUSSION, CONCLUSIONS AND RECOMMENDATIONS..............................22
5.1 Introduction.....................................................................................................................................22
5.2 Summary of the findings..................................................................................................................22
5.2.1 The influence of working conditions on nurse’s jobsatisfaction...................................................22
5.2.2 The influence of remuneration on nurse's job satisfaction...........................................................22
5.2.3 The influence of opportunity for personal advancement on health workers’ job satisfaction.....22
5.3 DISCUSSIONS OF FINDINGS............................................................................................................22
5.3.2 The influence of remuneration on health workers’ job satisfaction.........................................22
5.3.3 The influence of opportunity for personal advancement on health workers’ job satisfaction. 22
5.5 Recommendations of the study ......................................................................................................22
SECTION A: DEMOGRAPHIC DATA.............................................................................................................22
SECTION B: WORKING CONDITIONS AND NURSES JOB SATISFACTION IN HGH.......................................22

X
SECTION C: REMUNERATION AND NURSES JOB SATISFACTION IN HGH...................................................22
SSECTION D: OPPORTUNITY FOR PERSONAL ADVANCEMENT AND NURSES JOB SATISFACTION IN HGH..22

XI
XII
 CHAPTER ONE:
INTRODUCTION
1.1 Background

Job satisfaction is a feeling of fulfilment or enjoyment that a person derives from their job.,
which is widely discussed and studied because it aims at the physical and mental well-being of
individual employees not only from the angle of organizational psychology, but also, from the
angle of organizational management and human resource management, concerns with
establishing policies for management to improve employees' job satisfaction and their job-related
behaviour and, hence, to improve the productivity and profitability of organizations(1). Many
studies are based on the assumption that job satisfaction and job competence are interwoven. In
other words, people who are satisfied with their jobs tend to perform better.

The World Health organization report in 2006 shows that nursing can be characterized as a
mobile profession. It shows that majority of the nurses especially women migrate in search of
better working conditions and salary, career mobility, better quality of life, personal safety,
sometimes for adventure or for professional development(2).
An approximated amount of 30,000 African nurses are currently employed in seven,
Organisations for Economic Co-operation and Development OECD countries (3).However, there
are barriers that limit the migration of nurses and these same factors may affect the foreign
nurses that had already moved and acquired jobs in foreign countries. These factors include;
adapting to new clinical skills, process of requalification, need to learn a new language, cultural
differences and cost of physical transfer(4)
The prevalence of global shortage of nurses and high turnover among nurses has become a major
problem in the society today in both developed and developing countries. It affects the efficiency
and the effectiveness of the health services being offered and also consumes a lot of time and
resource trying to replace the workers who have left. In regard to this, the question of job
satisfaction sets in(5).

Nursing is a demanding profession, whereby the nurse is responsible of promoting health in the
society, maintaining health, taking care of patients and the family and a duty to ensure a healthy
environment. Nursing is a very important part of the health care system. Nurses are present in
hospitals, rehabilitation centres, nursing homes, outpatient centres, clinics, schools and homes (6).
1
In any Job setting, nurse work plays an important role for organizational achievements. Thus, it
is very important for management to recognize employees' work and provide them with an
opportunity to grow and to look after their well-being. It is true that work has predominantly
occupied most of employees' time than any other single activities, and it also provides an
economic well-being. Therefore, job satisfaction is one of the most important areas of research
for many researchers (7) .

There is high migration of nurses from different countries in search for jobs and also many
international students who are studying abroad. And therefore one has to adapt to the new
culture, which is part of his or her new environment. Culture has a great influence on
relationships with the people that surround us in all areas of our lives including work. At the
place of work the foreign nurse interacts with the patient, the employer and co-worker and these
relationships have an influence on the job satisfaction of the nurse. Every culture has its own
way of delivering care and doing things and to some extent have a contribution to how an
individual reacts and see things (8)

In Denmark, several companies regularly conduct their own job satisfaction surveys and an
employee satisfaction index has been computed for a number of European countries. The
European Union has called the attention of member states to the quality aspects of work and
highlighted the importance of improving job quality to promote employment and social
inclusion(9)

Kenya remains committed to making significant improvements in its human resources for health
situation. However, the country will not achieve the ambitious health milestones set, including
achieving the Millennium Development Goals, without improving the quality, quantity and
distribution of the health workforce. Skilled providers, health workers, nurses and midwives,
assist in only 44% of births, and there are great inequalities in access to health services across
provinces, speaking, the Central region and Nairobi are deemed to have the best facilities,
whereas the North-Eastern region is the most underdeveloped and therefore has the fewest health
facilities. Poor people in rural areas who are ill and choose to seek care usually only have the
option of treatment at primary care facilities. These facilities are often understaffed and
underequipped and have limited drugs and other medical supplies (10)

2
1.2 Problem statements
According the 2014 data from National development plan II (NDPII) the 'Somaliland Women of
reproductive age mortality Survey,' the maternal mortality rate is less than 416 per 100,000 live
births, under-five death rate was 91 per 1,000 live births in 2011, with infant mortality rates of 71
per 1,000 live births179 and neonatal mortality rates of 41 per 1,000 live births (11).

Many variables may have contributed to these accomplishments, including low socioeconomic
status, weak health sectors, and unskilled health staff. It's also linked to a low level of health
care professionals job satisfaction. Job satisfaction is an important factor. Many academic fields,
including psychology, sociology, economics, and management sciences, have investigated job
satisfaction, It has been discovered through research(12)

Therefore In Somaliland, national surveys show a positive trend in terms of health-related issues,
Report Ministry of health development of Somaliland (MOHD) in year 2011 that there was a
shortage of qualified health professionals as a result of war and immigration law socio-economic
status, weak health sectors, health workers work very short hours and attribute this low wage
performance assessment is weak, lack of work promotion and preferential treatment and salaries
are extremely low and this lead to employees spending less time at work These factors effect
woman productive and health of infants(13)

The global scarcity of nurses, as well as high turnover among nurses, has become a major
problem in both developed and developing countries today(14).

The importance of job satisfaction by practicing nurses in increasing the steadiness of the
workforce and addressing the challenges of high turnover and shortage of nurses is undeniable(15)

Generally In 2006 study  Naguru Hospital in Kampala Uganda the main factors influencing nurse
job satisfaction were fairness, salary and responsibility and workload (16). Another study in Kenya
speciality public Hospital in Mombasa, kwale and kilic countries factors influencing job
satisfaction low salaries, working poor environment workload and fairness (17) .In the above
countries, when we see Somaliland, there is nothing better than the problem.

The World health report 2006 shows that many countries the salaries of nursing are below the
minimum living wage. Since equal pay will be hard to achieve in many countries, health workers

3
will search for ways to supplement their low income. Remuneration policies should be carefully
developed bearing in mind the interests of the management and society at large(18)

Therefore, this thesis book was focuse on assessing the factors affecting the job satisfaction
nurses attending Hargiesa Group Hospital. Hargeisa, Somaliland. Results from this study will be
helpful government which is involved on the effectiveness of healthcare delivery, hence
improving it.

1.3 Significance
Several problematic aspects in the delivery of excellent services have influenced the nurses and
continue to do so. As a result, the quality of nurse services provided has decreased, reducing
nurse work satisfaction and, as a result, reducing patient satisfaction. Policymakers and other
healthcare stakeholders will be able to use the findings of this study to pinpoint particular areas
where nurses' job satisfaction needs to be improved. Other scholars and academicians may find
the information gathered useful in the future. The study could be highly useful because it will
add to the existing literature for the government, which is interested in increasing healthcare
delivery efficacy. The researcher will be able to examine the elements that influence nurses as a
result of this investigation.

1.4 General objective

The main objective of this study was factors influencing job satisfaction nurses attending
Hargiesa Group hospital, in Hargeisa Somaliland

1.4.1 Specific objectives

1. To investigate how working conditions influence nurses job satisfaction in Hargiesa
Group Hospital in Somaliland
2. To determine how remuneration influence nurses job satisfaction in Hargiesa Group
hospitals
3. To analysis the influence of opportunity for personal advancement on Nurses job
satisfaction in Hargiesa Group hospitals

4
1.5 Research Questions

The following research questions were formulated

1. How does working conditions influence nurses job satisfaction in Hargiesa group hospital?
2. What is the influence the nurse's remuneration on job satisfaction inHargiesa group hospital?
3. How does opportunity for personal advancement influence nurses job satisfaction inHargiesa
group hospital?

5
 CHAPTER TWO:
LITERATURE REVIEW
2.1 Introduction
This chapter outlines the concept of job satisfaction, working conditions and nurse's job
satisfaction and job satisfaction, remuneration and employee job satisfaction, opportunity for
personal advancement and employee job satisfaction. The chapter also presents summary of
literature review and the conceptual framework of the study,

2.2 Concept of Job Satisfaction

The study of job satisfaction is a topic of wide interest to both people who work in organizations
and people who study them. Job satisfaction has been closely related with many organizational
phenomena such as motivation, satisfaction, leadership, attitude, conflict, moral etc. Researchers
have attempted to identify the various components of job satisfaction, measure the relative
importance of each component of job satisfaction and examine what effects these components
have on employees’ productivity, Job satisfaction and dissatisfaction not only depends on the
nature of the job, it also depend on the expectation what’s the job supply to an employee(19)

According to(20) he defines fairness as equal treatment, receiving the same services and benefits
as other people.

2.3 Influence of Working Conditions and nurse's Job Satisfaction in Hargeisa

Group Hospital
Working conditions refer to physical characteristics/surroundings of the job that make specific
demands of nurses capacity. They may describe physical or mental abilities required to perform
the essential functions of the job. A work condition is significant factor affecting job satisfaction.
According to business dictionary “Working conditions refers to working environment and all
existing circumstance affecting labour in the work place, including: job hours, physical aspects,
legal rights and responsibility organizational culture work load and training”.

Defined working condition as: “working conditions are created by the interaction of nurse
employee with their organizational climate, and includes psychological as well as physical
working conditions’’ Therefore, working conditions refers to the working environment and
aspects of an employee’s terms and conditions of employment (21).

6
According to (22)work conditions are defined as an employee’s work place, work instruments, the
work itself, organization policy, and organizational rules. Arnold and Feldman (1996), promoted
factors such as temperature, lighting, ventilation, hygiene, noise, working hours, and resources as
part of working conditions. The worker would rather desire working conditions that will result in
greater physical comfort and convenience. The absence of such working conditions, amongst
other things, can impact poorly on the worker’s mental and physical well-being (23)

Advocates that working conditions will influence job satisfaction, as employees are concerned
with a comfortable physical work environment. In turn this will render a more positive level of
job satisfaction. (22)

2.4 Influence of Remuneration on nurse’s Job Satisfaction in Hargeisa Group

Hospital
Remuneration is an important element because it is believed to enhance job satisfaction of
employees and is thought to be a fair process to reward people according to their satisfaction
contribution and competence Pay system vary from organization to organization and from
hospital to hospital despite the external factors top management has to approve salary structure
whether it arises from a collective bargaining or from a policy of paying rates so as to ensure that
employees are satisfied in their places of work. Through remuneration employees are able to
cater for their daily needs hence this leads to job satisfaction(24).

The World health report 2006 shows that in many countries the salaries of health workers are
below the minimum living wage and that the pay levels of public sector workers are often unfair
compared to others in similar jobs (25). Since equal pay will be hard to achieve in many countries,
health workers will search for ways to supplement their low income. Certain principles have to
be adhered to: job descriptions should be periodically checked and kept up to date; remuneration
policies should be carefully developed bearing in mind the interests of the management,
satisfaction of nurses employees and the society at large.

2.5 Influence of Opportunity for Personal Advancement on nurse's Job satisfaction

in HGH Hargeisa Group Hospital
Employees are more motivated when they have challenging opportunities at work, including
participating in interesting projects, jobs with satisfying degree of challenge and opportunity for
increased responsibility , It may also be referred as advancement, where people like to feel they

7
are making career progress, promotions refers to a sign of assignment from a job at a lower level
to another at a higher level within the organization (26). Spector carried out a study on local
authorities employees in Britain and found out that employees were likely to be satisfied by their
ability to harness and input into work planning, opportunity to show initiative, ability to have a
say in management decisions, a feeling that their local authority kept them well informed and
that any change was well communicated to them on time. (27)

Global perspective of job satisfaction

Explained that the shortage of nurses is a worldwide phenomenon and is a contributing factor to
resignations and nurses leaving the profession(28). In Hong Kong the nursing profession is highly
valued, due to its high pay and job security, however the shortage of nurses and increased
turnover have increased over decades (29).

The Organisation for Economic Co-operation and Development report indicated that Norway,
Denmark, Finland and Swaziland have the highest number of nurses per capita with a ratio of 14
nurses or more per 1 000 of the population, while Colombia, Indonesia and Brazil had less than
1.5 nurses per 1 000. In Turkey, job satisfaction among nurses is at a moderate level with an
average satisfaction level of 58%(30). These authors identified poor working conditions, adverse
perceptions of the nursing profession, contingent rewards, fringe benefits and pay as the main
causes of job dissatisfaction in this country

In Indonesia the average job satisfaction among nurses we rerated at a level of 48% (26). Japan had
the highest rate of dissatisfied nurses with 66%, followed by China with 55%, South Korea with
50% and UK with 42% (25).

Job satisfaction in East Africa

The East African nurses show high levels of somatic complaints, and nearly one‐third of the
sample would be labelled as burned out. In comparison with a Western European nurses
reference group, the nurses score unfavourably on job conditions that require financial
investment (e.g. workload, staffing, equipment and materials). On aspects related to the social
climate (e.g. decision latitude, cooperation), however, they score more favourably. In
comparison with private hospital nurses, public hospital nurses score similarly on aspects related

8
to the social climate, but worse on the other job conditions. Public hospital nurses have a lower
job satisfaction than private hospital nurses, but show comparable levels of somatic complaints
and burnout. Strongest correlates of low job satisfaction are low supervisor support and low
financial reward. Burnout is mainly associated with high workload and inadequate information
provision, whereas somatic complaints are associated with demanding physical working
conditions(31).

Lastly, Opportunity for advancement Employees are more motivated when they have fascinating
projects to work on and prospects for growing responsibility. This is because people prefer to
feel like they're progressing in their careers. Employees were likely to be satisfied by their ability
to harness and input into work planning, as well as having a say in management decisions (26).

2.7 Summary
The main goal of this chapter was to examine characteristics that influence nurse job satisfaction
by reviewing literature authored by diverse experts from around the world. This chapter briefly
discussed the history of job satisfaction as well as theories linked to job satisfaction. The job
happiness of nurses in South Africa and around the world was investigated. Finally, the chapter
discussed job satisfaction's implications on registered nurses, the organization, and patient care,
as well as elements that influence job satisfaction.

2.8 Conceptual framework

The conceptual framework presented in figure above shows the diagrammatical representation of
the interrelationship among variables of factors influencing health workers job satisfaction. The
framework shows that job satisfaction in public hospitals is affected by several perceived factors
which include working conditions such as organizational work load, physical working conditions
and sufficient equipment, Job specification and task specification, remuneration such as pay
system, salary structure and special awards and also opportunity for personal advancement such
as training, promotion and decision making. These are the independent variables which, when
manipulated would have an impact on health workers job satisfaction. The moderating factors
between the independent variables and the dependent variable

9
 Independent variable( IV)

Working conditions .
 Organizational workload
 Physical working condition
 Sufficient equipment

Remuneration.
DepedentvariDependent variable (DV)
 Pay system
NURSES JOB
 Salary structure
 Special awards SATISFACTION

Opportunity for advancement.

 Training
 Promotion
 Decision making

Fig 1.1: Conceptual framework

Source: Adapted from the literature Review, (2019).

10
 CHAPTER THREE:
METHODOLOGY
3.1 Study area
This study was conducted in Hargeisa group hospital which located in the western part of
Hargeisa and it’s a part of 26 June district, Hargiesa city, also is the largest hospital in
Somaliland, the hospital was established in 1953.

3.2 Study period

This study was carried out from 3rd February to 10thJune 2022.

3.3 Study design

A cross sectional descriptive study we used for raising question of the presence of an association
of the factors influencing job satisfaction nurses in Hargiesa Group Hospital its very suitable for
this study because its one step one time collection of data, and less expensive and more
expedient to conduct.

3.4 Study population

The target population of this study was approximately 260 of nurses staff. According information
from the human resource HR sector of the hargiesa group hospital The population estimated was
represent nurses staff department in Hargeisa group hospital.

3.5 Sample size

The sample size was determined by using formula n=N/1+N(e)2

Based on this data sample size is calculated as following:

N= population

11
n= sample

e=level of significance (0.05)2 = 0.0025

So

Formula n=N/1+N(e)2

n= 260/1+260(0.05)2

=260/1+260(0.0025)

=260/1.65

=157.57

n= 158 nurse staff

3.5.1 Sample technique

The study sampling techniques was used probability sampling, simple random sampling.

3.6 Inclusion and exclusion Criteria

3.6.1 Inclusion criteria
The study included all nurses with in the hospital that working in all departments include
emergency, medical department, Pediatric, department, orthopaedic department, dialysis
department and who were available at that time we collected the data also we were given consent
to participate our study.

3.6.2 Exclusion criteria

Nurses working for an agency, on sick leave, holiday or any other type of leave also professional
like doctors, midwives, pharmacists, lab technicians will also excluded from this study.

3.7 Variables
Independent variable:

 Working conditions including Organizational workload, Physical working condition and

sufficient equipment.
 Remuneration including Pay system, Salary structure and Special awards.
 Opportunity including Training, promotion And Decision making

Dependent variable

12
  The dependent variable was nurse job satisfaction in the Hargiesa Group of Hospital.

3.8 Data collection techniques and tools

In this assessment Questionnaire technique was used for data collection which consist of papers
and process we were used to as medical staff specially nurses, we told more information for
papers and get request to inform then questionnaire and they written their answers. The
questionnaire was consisted different sections including demographic, nurses working condition,
job satisfaction, nurse remuneration and personal advancement opportunity of nurses
satisfaction. The data was collected by the nursing student form Edna Adan University and the
time required to reach the study area was approximately 2 hours and the number of visit was
taken 4 times. The questioner was 158 papers and contained 14 close ended questions. The
research team consisted 5 persons and 3 of them took 32 papers and others took 31 and the
question we was used in questionnaire , the actual time of data collection was the and the anther
marital we used include computer

3.9 Operational Definitions of Variables.

Operational of variables of the factors influencing health workers job satisfaction in public
hospitals, are defined in Table.

Variables and their definitions

 Working condition the physical surround the job that make specific demands of an
employee’s capacity
 Nurses remunerations a faire process to reward people according to their satisfaction
contra
 Opportunity is process of enabling nurses acquire skills in their areas of specialization.

3.10 Data processing and analysis

Quantitative data was analysing using statistical tools for data analysis specifically descriptive
data analysis, the data which was collected from the field was analysed with help of statistical
package for social scientists (SPSS) version 21. The research was analysis through table,
percentage by using (SPSS) program, the different parts of the questionnaire, those questionnaire
was based one the specific objectives of the study.

13
3.11 Pre-Test
The questionnaire in this study were pretested in a similar locality to check for its quality,
validity and consistency and to ensure that feedback for improving the questions are obtained
and for data collectors get an exposure of what kind of data they might obtain.Thepre-test were
done by giving the questionnaire to the nurses staff working in Edna Adan Hospital

3.12 Ethical consideration

Ethical clearance obtained from University of Edna Adan. Permission was also obtained from
human resources HR sector of Hargiesa group Hospital . Informed oral consent were obtained
from the study participants after explaining the purpose and objective of the study. Participants
was told that they had the right to withdraw from the study at any time during the interview. To
ensure confidentiality and privacy of participants their names, telephone number and address
were not applied in any form.

3.13 Dissemination
The finding of the study was presented at Edna Adan University it was also disseminate in
Hargiesa Group Hospital

14
 CHAPTER FOUR:

PRESENTATION AND DISCUSSION OF THE STUDY RESULTS

4.0 Introduction.
This chapter presents the findings of the research as well as the interpretation and analysis of
both the primary data on to determine the factors influencing job satisfaction among nurses
attending HGH, the study was carried out with the aim of providing answers to the research
questions using the methodology described in chapter three. So, it gives the demographic
characteristics of respondents and variables

The range is determined by (5- 1=4) and then divided by five as it is the biggest value of the
scale (4/5=0.80) since the question items used in the questionnaire were constructed according to
the 5-point Likert scale to establish the lowest and maximum length of the 5-point Likert type
scale. Following that, number one, which is the scale value, was added to determine the
maximum value of the first cell, and a similar approach was followed for the subsequent cells.
The length of the cells is calculated as follows:

15
Table 1: Scoring range of likert scale of the survey.
Value Mean Interpretation
1 1-1.80 Highly dissatisfied
2 1.81-2.60 Dissatisfied
3 2.61-3.40 Neutral
4 3.41-4.20 Satisfied
5 4.21-5.00 Highly satisfied

4.1 Socio- Demographic Characteristics of respondents.

According table2 show us gender 50 (31.6%) of the respondents were male and 108 (68.4%)
were female, According the age 20-30 , 120 (75.9%) were aged between , 30 (19.0%) were aged
between 30and 40 years, 6(3.8%) were between 40 and 50 years, while 2(1.3%) aged
respondents were aged between 50 and 60 years.
According by academic qualification most of employees were university education 54 (34.2%)
hat diploma, 95 (60.1%) were degree, 9 (5.7%) were master. While there is no PhD,
By professional Experience 107 (67.7%) of employer were working between 1and 5 years ,35
(22.2%), 6 and 10 years were working 12(7.6%) , 11 and 15 Years While 4 (2.5%) were
working over 16 year. This shows that most of respondents were in the field of nurses. The
selected respondents were in the field of the researchers

Table 2. Distribution of respondents by the demographic information nurses

(n=158) in Hargeisa Group of Hospital, Hargeisa Somaliland, May 2022.
Gender Male 50 31.6%
Female 108 68.4%
Total 158 100%
Age 20-30 120 75.9%
30-40 30 19.0%
40-50 6 3.8%
50-60 2 1.3%
Total 158 100%
Academic qualification Diploma 54 34.2%
Degree 95 60.1%

16
 Master 9 5.7%
PhD 0 0%
Total 158 100%
Professional experience 1-5 107 67.7%
6-10 35 22.2%
11-15 12 7.6%
16 and above 4 2.5%
Total 158 100%

4.2 Influence of working conditions on nurse's job satisfaction in Hargeisa

Group of Hospital.

Table 3 demonstrates results about the factors influencing job satisfaction nurses attending in
Hargeisa Group Hospital in Hargeisa Somaliland, which is 14.6% of the respondents agreed to
that hospital environment determine workers ability to do their job effectively and efficiently
while 85.4% disagreed to the question , while 14.6% of the study participant’s respond states that
they have responded positively to the researcher’s question relating to the design features of the
work place and how it affects the employees job satisfaction, while 85.4% of the study
participant’s responded negatively to his particular questions. While Statement mean responses
on the influencing of working condition of nursing job satisfaction that (1.6709)(std
0.63289)were highly dissatisfied with work relationships with people around them. Also
(2.6013)(st1.59992)were l were dissatisfied with working environment of the hospital.(2.4177)
(std 1.15221)were dissatisfied with their overall job security .(2.5886)(std:1.45912) also they
were dissatisfied with their job location.(3.5570)(std:1.15925) were satisfied of work conditions
is significant factor affecting job satisfaction.(2.5000)(std:1.53826) dissatisfied that they were
satisfied with relation of their colleagues. (2.3608) (std:1.44195) were dissatisfied with the
organizational culture. .(2.6013)(st:1.46700) also dissatisfied with their condition of employee

17
Table 3; Influence of working conditions on nurse's job satisfaction in Hargeisa Group of
Hospital, Hargeisa Somaliland, May 2022 (1= highly dissatisfied 2=dissatisfied 3=neutral
4=satisfied 5=highly satisfied)

Category Frequenc Percentage

y
Does hospital environment determine Yes 23 14.6
workers ability to do their job
No 135 85.4%
effectively and efficiently?

Total 158 100%

Yes 23 14.6%
No 135 85.4%
Do the design features of the work
place increase job satisfaction
Total 158 100%
Statement Mean Std. Interpenetration
Deviation
Iam satisfied with work relationship 1.6709 .63289 Highly dissatisfied
with the people around me?

Iam satisfied with the working 2.6013 1.59992 Dissatisfied

environment of the hospital ?
Iam happy with my overall job 2.4177 1.15221 Dissatisfied
security?
Iam satisfied either my job location? 2.5886 1.45912 Dissatisfied

work condition is significant factor 3.5570 1.15925 Satisfied

affecting job satisfaction?
Iam satisfied with relation with my 2.5000 1.53826 Dissatisfied
colleagues?
Iam satisfied with the organizational 2.3608 1.44195 Dissatisfied
culture?
Iam satisfied with my condition of 2.6013 1.46700 Dissatisfied

18
 employment?
Polled mean and std 2.5372 1.3063 Dissatisfied

4.3Remuneration influence Nurse’s job satisfaction in Hargeisa Group of

Hospital, Hargeisa Somaliland.
According table 4 results about the factors influencing job satisfaction nurses attending in
hargeisa group hospital in hargeisa S/land for nurses, majority 23.4% strongly agreed the nurse
responded by communicating that they rewarded for working hard hospital, 34.2% the
respondents agreed to that rewarded for working hospital while 42.4% disagreed to the
questions. 72.2% of the study participants agreed to the main question of the questionnaire which
is discussing about their level of understanding of their job and responsibility at the work place,
while 27.8%disagreed to the question. This result can show you the number of the interviews
have no clear understanding of their role and responsibility at the work place. While statement of
meanof respondents were (2.4747)(st:1.33879) were dissatisfied that employees in their
organization are fairly rewarded. (1.5380)(st:1.05054) were highly dissatisfied with the existing
salary structure of the hospital of the hospital works and contributions. Also(2.4810)(st:1.33889)
are dissatisfied That they are happy with the recognition and rewards for their outstanding work.
(1.4494)(st:0.92073) were highly dissatisfied with the long term benefit and insurance policies
of the organization . (2.5253)(st:1.42632) are dissatisfied that remuneration enhance job
satisfaction.(2.6835)(st:1.35951) are neutral with compensation they get while(1.7595)
(st:1.27908) are highly dissatisfied of the question of that they are able to cater for their need.

Table 4.How the remuneration influence Nurse’s job satisfaction (n=158) in Hargeisa
Group of Hospital, Hargeisa Somaliland, May 2022 (1= highly dissatisfied 2=dissatisfied
3=neutral 4=satisfied 5=highly satisfied).

Category Frequency Percentage

To which are you Large extent 37 23.4%
rewarded for working
Small extent 54 34.2%
hard in the hospital?

19
 No extent 67 42.4%

Total 158 100%

when employees are Yes 114 72.%

highly satisfied ,does No 44 27.8%
the production in the
organization increase?

Total 158 100%

Statement Mean Std. Deviation Interpenetration

Employees are fairly 2.4747 1.33879 Dissatisfied

rewarded
Iam satisfied with 1.5380 1.05054 Highly Dissatisfied
salary structure of the
hospital's works and
contributions
Iam happy with the 2.4810 1.33889 Dissatisfied
recognition and
rewards of my
outstanding work
Iam satisfied with the 1.4494 .92073 Highly Dissatisfied
long benefit and
insurance of the
organization
remuneration enhance 2.5253 1.42632 Dissatisfied
job satisfaction
Iam satisfied with the 2.6835 1.35951 Neutral
compensational get
and I think it matches
with my responsibility
Iam able to cater for 1.7595 1.27908 Highly Dissatisfied
my daily needs
Polled mean and std 2.1302 1.24432 Dissatisfied

20
4.4Influence of opportunity for personal advancement on nurse's job
satisfaction in HGH

Table5 Shows that mean (4.1962)(st:.94740)are satisfied that fulfilling abilities gives them a
feeling of satisfaction and personal achievement .(3.6582)(std1.19585) are satisfied that they
are satisfied and able to minimum a healthy balance between work and family life . (3.7532)
(st:1.23478) also are satisfied that human resource department is always notified of the
promotion vacancies . (3.8291)(st:1.18479) were satisfied which means some were agree while
others disagree that promotion is done on merit while (3.8038)(st:1.16454) are also satisfied
that promotion is accompanied by pay rise. According the frequency and percentage shows , that
118(74.7%) said yes that means they have challenge opportunities at their work , while rest of
the participants 40(25.3%) said no and never meet any challenge in their work. Also 113(71.5%)
said yes that they have received training since they joined this hospital and other participants
have not received any training since they joined to the hospital and the nurse leadership style
were 48(30.4%) were on authoritarian, the majority said 89(56.3%) were democratic leadership
style. Also 11(17.0%)of nurses were said that they were laissez faire style and lastly 10(6.3%)
Autocratic leadership style.

Table 5; Influence of opportunity for personal advancement on nurse's job

satisfaction in HGH May 2022 (1= highly dissatisfied 2=dissatisfied 3=neutral

4=satisfied 5=highly satisfied).

Statement Mean Std. Deviation Interpenetration

Full filling my 4.1962 .94740 Satisfied
responsibilities gives
me a feeling of
satisfaction

21
Iam satisfied and able 3.6582 1.19858 Satisfied
to maintain a health
balance between work
and family life

Human resource 3.7532 1.23478 Satisfied

department is always
notified of the
promotion fancies

Promotion in the 3.8291 1.18479 Satisfied

hospital is done on
merit
Promotion is 3.8038 1.16454 Satisfied
accompanied by
increase pay status

Pooling mean 3.8481 1.39297 Satisfied

Category Frequency Percentage
Do you have Yes 118 74.7%
challenging No 40 25.3%
opportunities at work Total 158 100%

Have you ever Yes 113 71.5%

received any training No 45 28.5%
since you joined this Total 158 100%
hospital
which words descry
be your supervisor Authoritarian 48 30.4%
leadership style?

Democratic 89 56.3%

Laissez-faire 11 7.0%

22
 Autocratic 10 6.3%

Total 158 100%

4.6 descriptive statistics of working conditions, remuneration and personal

development Opportunity of nurses in Hargiesa Group Hospital
Table 6 show us the working conditions mean (3.7722)(std .78925) also the
remuneration of nurses were (3.8481)(.99154) and the working Opportunity were
(3.9108)(.89425)
Mean Std. Deviation
Working conditions 3.7722 .78925
Remuneration 3.8481 .99154
Working Opportunity 3.9108 .89425
Table 6: descriptive statistics of working conditions, remuneration and
personal development Opportunity of nurses in Hargiesa Group Hospital .

4.6.1The overall correlation respondent result nurses in Hargiesa Group of

Hospital
Table 7according correlation analysis was conducted to examine whether there is a relationship
between working conditions with remuneration. The results revealed that there was a significant
and positive relationship between the nurse's working conditions and remuneration = 0.314
which statically (p=<0.01), N = 158. The study found a positive relationship between working
conditions and remuneration, also the analyse between nurse's working condition and In the

23
analyse between working condition and nurse's opportunity. The results revealed that there was a
significant and positive relationship between nurse's working conditions and nurse's opportunity
r = 0.234,which statically (p= 0.01) N = 158. The correlation positive relationship in both nurse’s
working condition and nurse's opportunity. Therefore the correlation analysis was conducted to
examine whether there is a relationship between nurse's remuneration and Opportunity results
revealed r=0.518 ,which statically (p=<0.05) N=158 that there was a significant and positive

relationship between remuneration and opportunity .

Table 7;The correlation of overall respondent result (n=158) in Hargeisa Group of

Hospital, Hargeisa Somaliland, March 2022 (1= highly dissatisfied 2=dissatisfied 3=neutral
4=satisfied 5=highly satisfied)
Overallworking condition Overall remuneration

Overall working condition in nurses

job satisfaction

Overall remuneration in nurses job 0.314**

satisfaction

Overall personal advancement 0.234** 0.518**

opportunity in nurses job satisfaction

Note n=158
* P (<0.05)
**p(<0.01)

24
 CHAPTER FIVE:
SUMMARYOF FINDINGS, DISCUSSION, CONCLUSIONS AND
RECOMMENDATIONS
5.1 Introduction 
This chapter presents the summary of the findings, discussions, conclusions reached, study
recommendations and suggestions for further investigations. The objectives of the study was to:
establish how working conditions influence health workers’ job satisfaction ,  to assess how
health workers’ working conditions influence job satisfaction, determine how remuneration
influence health workers’ job satisfaction, establish the influence of opportunity for personal
advancement on health workers’ job satisfaction. Findings of the study confirm that health
workers’ job satisfaction is determined by institutional and individual factors.

5.2 Summary of the findings

Data collected from sampled respondents enabled the study to evaluate factors influencing health
workers job satisfaction in Hargeisa Group Hospital . Factors examined by the study include;
working conditions, remuneration and opportunities for personal advancement. Each of these
factors was assessed on the extent to which it influences job satisfaction in
HargeisaGroupHospital. Relying on the responses given by the respondents, the researcher came
up with findings which were used to make conclusions and recommendations. 

25
5.2.1 The influence of working conditions on nurse’s jobsatisfaction.
responses on the influencing of working condition of nursing job satisfaction that (1.6709)(std
0.63289)were highly dissatisfied with work relationships with people around them. Also
(2.6013)(st1.59992)were l were dissatisfied with working environment of the hospital.(2.4177)
(std 1.15221)were dissatisfied with their overall job security .(2.5886)(std:1.45912) also they
were dissatisfied with their job location.(3.5570)(std:1.15925) were satisfied of work conditions
is significant factor affecting job satisfaction.(2.5000)(std:1.53826) dissatisfied that they were
satisfied with relation of their colleagues. (2.3608) (std:1.44195) were dissatisfied with the
organizational culture. .(2.6013)(st:1.46700) also dissatisfied with their condition of employee

5.2.2 The influence of remuneration on nurse's job satisfaction 

The nurse's remuneration shows that (2.4747)(st:1.33879) were dissatisfied that employees in
their organization are fairly rewarded. (1.5380)(st:1.05054) were highly dissatisfied with the
existing salary structure of the hospital of the hospital works and contributions. Also(2.4810)
(st:1.33889) are dissatisfied That they are happy with the recognition and rewards for their
outstanding work. (1.4494)(st:0.92073) were highly dissatisfied with the long term benefit and
insurance policies of the organization . (2.5253)(st:1.42632) are dissatisfied that remuneration
enhance job satisfaction.(2.6835)(st:1.35951) are neutral with compensation they get
while(1.7595)(st:1.27908) are highly dissatisfied of the question of that they are able to cater
for their need.

5.2.3 The influence of opportunity for personal advancement on health workers’ job
satisfaction.
The mean (4.1962)(st:.94740)are satisfied that fulfilling abilities gives them a feeling of
satisfaction and personal achievement .(3.6582)(std1.19585) are satisfied that they are satisfied
and able to minimum a healthy balance between work and family life . (3.7532)(std1.23478) also
are satisfied that human resource department is always notified of the promotion vacancies .
(3.8291)(st:1.18479) were satisfied which means some were agree while others disagree that
promotion is done on merit while (3.8038)(st:1.16454) are also satisfied that promotion is
accompanied by pay rise.

26
5.3 DISCUSSIONS OF FINDINGS
5.3.1 The influence of working conditions on nurses job satisfaction in
Hargiesa Group Hospital

The study confirmedthat majority (52.2 %) of nurses in Hargiesa Group Hospital were satisfied
with their working conditions, and that they had poor working relationship with the people
around them and that they were dissatisfied with their working environment while others
(47.8%) were dissatisfied with their work conditions .

As pointed out(21), Working conditions include equipment and supplies, infrastructure, support
services, regulations at work and lines of authority and decision-making, all of which are
important determinants for job satisfaction. However, nurses was not dissatisfied with the
hospitals work environment and the hospital management team should act on it.

States that, work conditions are defined as an employee’s work place, work instruments, the
work itself, organization policy, and organizational rules. Arnold and Feldman (1996), promoted
factors such as temperature, lighting, ventilation, hygiene, noise, working hours, and resources as
part of working conditions(22).

The worker would rather desire working conditions that will result in greater physical comfort
and convenience. The absence of such working conditions, amongst other things, can impact
poorly on the worker’s mental and physical well-beinglikewise, the study findings strongly
suggests that working conditions is a significant factor affecting job satisfaction and if not taken
care of it would lead to dissatisfaction. However, the study also found out that the nurse were
dissatisfied with the organizations’ culture and conditions of employment and this has decreased
their job performance and satisfaction(23)

5.3.2 The influence of remuneration on health workers’ job satisfaction

According to our study established that remuneration enhance job satisfaction for the nurse ,so
that the(78%) of nurses were not satisfied with their remuneration while rest of the others(22%)
were satisfied. existing salary structure must be improved. There was need to harmonize the pay
disparities felt they were not compensated and rewarded fairly . This agrees with (20)
who states
that Fairness is equal treatment, receiving the same services and benefits as other people.

27
Remuneration is an important element because it is believed to enhance job satisfaction of
employees and is thought to be a fair process to reward people according to their satisfaction
contribution and competence(27).The study also concurs with the World health report 2006 which
states that in many countries the salaries of health workers are below the minimum living wage
and that the pay levels of public sector workers are often unfair compared to others in similar
jobs(28). Remuneration policies should be carefully developed bearing in mind the interests of the
management and satisfaction of employees.

5.3.3 The influence of opportunity for personal advancement on health workers’ job
satisfaction
According to our study , it confirmed that the nurses had a challenging opportunities at work ,
And that majority of nurses (44.7%) were satisfied and while others (55.3) were not satisfied. As
noted by (29)
, Employees are more motivated when they have challenging opportunities at work,
including participating in interesting projects, jobs with satisfying degree of challenge and
opportunity for increased responsibility.

The study further established that, majority of health workers in the middle level management
was satisfied with the existing opportunities for personal advancement especially in promotions.
However the top and lower management level disagreed that the human resource is notified of
promotion vacancies and that they were done in merit.

5.4 Conclusions of the Study

According correlation analysis was conducted to examine whether there is a relationship

between working conditions with remuneration. The results revealed that there was a significant
and positive relationship between the nurse's working conditions and remuneration = 0.314
which statically (p=<0.01), N = 158. The study found a positive relationship between working
conditions and remuneration, also the analyse between nurse's working condition and In the
analyse between working condition and nurse's opportunity. The results revealed that there was a
significant and positive relationship between nurse's working conditions and nurse's opportunity
r = 0.234,which statically (p= 0.01) N = 158. The correlation positive relationship in both nurse’s
working condition and nurse's opportunity. Therefore the correlation analysis was conducted to
examine whether there is a relationship between nurse's remuneration and Opportunity results

28
revealed r=0.518 ,which statically (p=<0.05) N=158 that there was a significant and positive
relationship between remuneration and opportunity .

5.5 Recommendations of the study .

Based on the findings of the study , the following were recommendations:

1. We recommend the ministry of health development MOHD and hargiesa group of

hospital management team to provide better working conditions for the nurses to
increase their job satisfaction.
2. We recommend government hargiesa group of hospital management team of hospital to
improve remuneration of nurses better so as to increase their job satisfaction.
3. We recommend the management of hospital to improve that the nurses notified to present
working hours and work responsibilities.
4. Also we recommend the government and hospital management team to insure that the
nurses are well acquired and required skills for the job.
5. Lastly we recommend the Hospital to improve and motivated the working Opportunity
because it locally Hospital and it good for that point for Opportunity.

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32
 EDNA ADAN UNIVERSITY

DEPARTMENT OF NURSING

Questionnaire about the Hospital Hargeisa, Somaliland, A primary data review of

patients recorded data

Subject: Consent letter (Request for collection of Primary data)

Dear Hospital Administration

We are senior nursing students at Edna Adan University, who are currently working on a thesis
book project titled “ factors influencing nurses jobsatisfaction attending in Hargiesa group
hospital, Hargiesa Somaliland”. The major reason of this study is to fulfil a partial requirement
for the eligibility of a bachelor’s degree in nursing.

Kindly requesting you to fill in this questionnaire accurately as it is for only academic purpose.
Your views will be treated with confidentiality. It is an essential for us to complete a research
paper, so you can help us to complete this study by responding to below mentioned question.
Please answer all question in the questionnaire it is important information for my study make
tick one of best appropriate answers Tick the option of your choice
Sincerely,

33
 SECTION A: DEMOGRAPHIC DATA
1 Please tick against your gender

Male [ ] Female [ ]

2 What is your age?

20 – 30 years [ ] 30 – 40 years [ ]

40 – 50 years [ ] 50 – 60 years [ ]

3 What is your academic qualification?

Diploma [ ] Degree [ ] Masters [ ]

PhD [ ]

Others (specify) _____________________________________

4 Indicate your professional experience in years (tick one)

1 – 5 years [ ] 6 – 10 years [ ]

11 – 15 years [ ] 16 years and above [ ]

SECTION B: WORKING CONDITIONS AND NURSES JOB

SATISFACTION IN HGH
5. Does the hospital environment determine workers ability to do their job effectively and
efficiently?
No [ ] Yes [ ]

Do the design features of the work place, ventilation, lighting, arrangement of furniture
increases job satisfaction and staff turnover?

No [ ] Yes [ ]

34
 b) If no, indicate why

……………………………………………………………………………………………
……………………………………………………………………………………………

6. Indicate the extent to which you agree with the following items using the provided key:

SD Strongly disagree D Disagree

A Agree N Neutral SA Strongly disagree

Item SD D N D SA
I am satisfied with work relationships with the people
around me.
I am satisfied with the working environment of the
hospital
I am happy with my overall job security.
I am satisfied with my job location.
Work conditions is significant factor affecting job
satisfaction
I am satisfied with relations with my colleagues
I am satisfied with the organizational culture
I am satisfied with my conditions of employment

35
SECTION C: REMUNERATION AND NURSES JOB SATISFACTION IN
HGH
9. To which extent are you rewarded for working hard in the hospital?

Large Extent [ ] Small Extent [ ]

No extent [ ]

10. When employees are highly satisfied, does the production in the organization increase?

Yes [ ] No [ ]

Indicate the extent to which you agree with the following items using the provided key:

SD Strongly disagree D Disagree

A Agree N Neutral SA Strongly disagree

Item SD D N A SA

Employees in my organization are fairly rewarded

I am satisfied with the existing salary structure of the

hospitals’ works and contributions
I am happy with the recognition and rewards for my
outstanding work
I am satisfied with long term benefit & insurance policies
of the organization
Remuneration enhance job satisfaction

I am satisfied with the compensation I get and I think it

matches with my responsibility.
I am able to cater for my daily needs

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SSECTION D: OPPORTUNITY FOR PERSONAL ADVANCEMENT AND
NURSES JOB SATISFACTION IN HGH
11. Do you have challenging opportunities at work?

Yes [ ] No [ ]

12. Have you ever received any training since you joined this hospital?

Yes [ ] No [ ]

13. Indicate the extent to which you agree with the following items using the provided key:
SD Strongly disagree D Disagree

A Agree N Neutral SA Strongly disagree

Item SD D N A SA

Fulfilling my responsibilities gives me a feeling of

satisfaction and personal achievement
I am satisfied and able to maintain a healthy balance
between work and family life.
Human resource department is always notified of the
promotion vacancies
Promotion in the hospital is done on merit

Promotion is accompanied by increased pay status

14. Which words describe your team supervisor leadership style?

Authoritarian [ ] Democratic [ ] laissez-faire [ ] autocratic [ }

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