A

PROJECT REPORT

ON

“A STUDY OF JOB SATISFACTION AND WORKPLACE COMMITMENT OF THE NURSES IN

PUNE CITY.”

SUBMITTED

To

CENTRE FOR ONLINE LEARNING

Dr. D. Y. PATIL VIDYAPEETH, PUNE

IN PARTIAL FULFILMENT OF DEGREE OF

MASTER OF BUSINESS ADMISTRATION

BY

LEARNER NAME: AKASH BHARATSINGH HADE

PRN: 2105022124

BATCH 2021-2023

i
 Dr. D.Y. Patil Vidyapeeth’s
CENTRE FOR ONLINE LEARNING,
Sant Tukaram Nagar, Pune.

CERTIFICATE

This is to certify that Mr./Ms. Akash Bharatsingh Hade.

PRN - 2105022124

has completed his/her internship at Vishwaratna Dr. Babasaheb Ambedkar Charitable Trust,
Maharashtra starting from April-23 to May-23.

His / Her project work was a part of the MBA (ONLINE LEARNING)

The project is on STUDY OF JOB SATISFACTION AND WORKPLACE COMMITMENT OF THE

NURSES IN PUNE CITY.

Which includes research as well as industry practices. He/ She was very sincere and committed in
all tasks.

Course Coordinator Director

Prof. Nirmala Kuris

Assistant professor

Dr.D Y Patil Vidyapeeth,Pune

Date 4 May-2023 ___________________

ii
Date – 4-June-2023

INTERNSHIP LETTER

Vishwaratna Dr. Babasaheb Ambedkar Charitable Trust, Pune, Maharashtra

To whomsoever it may concern

This is to certify that Mr./Ms. Akash Bharatsingh Hade

PRN - 2105022124

Has completed his/her internship at Vishwaratna Dr. Babasaheb Ambedkar Charitable Trust,
Maharashtra

starting from April-23 to June-23.

His / Her project work was a part of the MBA (ONLINE LEARNING)

The project is on Job Satisfaction and Workplace Commitment of Nurses in Pune

Which includes research as well as industry practices. He/ She was very sincere and committed in
all tasks.

Signature & Seal of Industry Guide

[Link] More
BMM, MSW(TISS), PGDM, LLB
Project Manager- Vishwaratna [Link] Ambedkar Charitable
Trust,Pune,Maharashtra

iii
 DECLARATION BY LEARNER

This is to declare that I have carried out this project work myself in part fulfillment of the M.B.A
Program of Centre for Online Learning of Dr. D.Y. Patil Vidyapeeth’s, Pune – 411018

The work is original, has not been copied from anywhere else, and has not been submitted to any
other University / Institute for an award of any degree / diploma.

Date: - 01/06/2023 Signature: -

Place: Pune Name: Akash Bharatsingh Hade

iv
 ACKNOWLEDGEMENT

On completion of this study, I would be always grateful to my guide, Prof. Nirmala Kuris madam,
Project guide in Masters of Business Administration (HAHCM) for being abundantly helpful and
offering her invaluable support and guidance; inspiring and motivating me at every step, to work in
the field of Health care management.

I would like to thank of the Ms. Gauri Kulkarni (Course Mentor). It was because of their insightful
remarks and able guidance that I could successfully accomplish this work.

I would express my sincere thanks to Mr. Amol more sir (Industry guide) for providing valuable
suggestions in the research project work.

I thank all participants of government/private sector hospitals (nurses) who consented for this study
as without them it would not have been possible to complete this project.

I would like to express my heartfelt thanks to my brother [Link] Hade and especially to Mr.
Imraan Sayed for their help and wishes for the successful completion of this uphill task.

No words of thanks can ever express my deepest regards towards my family who had been the
pillars of support throughout my life.

Akash Bharatsingh Hade

([Link] , DNHE, MBA HAHM)

v
 Contents

Description P. No.
Certificate by Supervisor i
Declaration ii
Acknowledgements iii-v
Contents vi
CHAPTER 1 INTRODUCTION 1-14
1.1 Conceptual Framework
(a) Job Satisfaction
(b) Workplace Commitment
1.2 Importance of Job Satisfaction and Workplace Commitment
1.3 Determinants of Job Satisfaction and Workplace Commitment
1.4 Chapterization
CHAPTER 2 REVIEW OF LITERATURE 15-26
2.1 Existing Literature
2.1.1 Review on Job Satisfaction
2.1.2 Review on Workplace Commitment
2.1.3 Review on Job Satisfaction and
WorkplaceCommitment
2.2 Research Gap
2.3 Need of Study
2.4 Significance of Study
2.5 Scope of Study
2.6 Limitations of Study
CHAPTER 3 OBJECTIVES, HYPOTHESES AND RESEARCH 27-45
METHODOLOGY

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 3.1 Objectives of Study
3.2 Hypotheses
3.3 Research Methodology
3.3.1 Sampling
3.3.2 Data Collection Techniques
3.3.3 Conceptual Development of Constructs
3.3.4 Techniques of Data Analysis
3.4 Socio-Economic Profile of Sampled Respondents
CHAPTER 4 ANALYSIS AND INTERPRETATION 46-79
4.1 Exploring Statistical Appropriateness of Constructs
4.1.1 Assessing Normality and Reliability of Data
4.1.2 Dimensionality of Constructs
4.1.3 Structural Validity of Constructs
1. Construct Validity and Reliability
2. Results of Model Fit Indices

CHAPTER 5 FINDINGS, CONCLUSION AND SUGGESTIONS 80-92

5.1 Major Findings
5.2 Suggestions
5.3 Implications and Checklist of Future Research
Bibliography (Books, Journals, research work) 93
ANNEXURES 94-102
I Questionnaire

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 Executive summary

This executive summary provides an overview of the job satisfaction and workplace commitment
of nurses in Pune, India. The summary highlights the key findings and insights from relevant
research conducted in this area.

Job satisfaction and workplace commitment are crucial factors in determining the overall well-
being and performance of nurses. A satisfied and committed nursing workforce is more likely to
provide high-quality care, experience lower turnover rates, and contribute to a positive work
environment.

Research on the job satisfaction of nurses in Pune reveals a mixed picture. Several factors
contribute to the overall job satisfaction levels of nurses, including work-life balance, salary and
benefits, career growth opportunities, work environment, and the relationship with colleagues and
supervisors.

On the positive side, nurses in Pune generally report satisfaction with the meaningfulness of their
work and the opportunity to make a difference in patients' lives. They also appreciate the
supportive and collaborative work environment, which fosters teamwork and professional growth.

However, some areas of concern regarding job satisfaction among nurses in Pune have been
identified. These include issues related to workload, staffing levels, and the perception of
inadequate recognition and rewards for their contributions. Nurses often report feeling
overwhelmed due to heavy workloads, which can lead to job dissatisfaction and burnout.

Workplace commitment among nurses in Pune is influenced by various factors as well. A strong
sense of organizational commitment is observed when nurses perceive their employer as
supportive, fair, and invested in their professional development. Adequate training and career
advancement opportunities also contribute to higher levels of commitment.

viii
 CHAPTER 1
INTRODUCTION
1. Introduction of the company profile:
Vishwaratna dr. B. R. Ambedkar charitable trust established on 21st July 2017 by the Health care
& social worker Mr. Mahadev More. The trust is working for the Public health, Mental health
specially in Maternal child health , HIV/AIDS, TB, Non communicable disease, ICDS, human
development, social justice, equality, free education, free medical aid, environment protection,
development and protection of downtrodden, distressed and destitute, physically handicapped
people and to provide food and shelter education and vocational training establishing, schools and
colleges, slum area development, etches activities are undertaken.

• Organization name: Vishwaratna dr. Babasaheb ambedkar charitable trust, satara, pune,
maharashtra.
• Organization type: /trust (social welfare & public health organization)
• Registration no: e-2004-satara
• City: pune, satara, maharashtra
• Founded on: 21st July 2017
• Contributed by: marginalized group/ social welfare & public health

Objectives of the trust:

• Public Health (Mental health specially in Maternal child health , HIV/AIDS, TB, Non
communicable disease, ICDS)

• Educational

• Medical relief life of the poor

a) orphanages
b) homes for aged /neglected/distressed women kind
c) socio-economic welfare

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 • Others object of general public utility
a) community development
b) to undertake various projects
c) to acquire immovable property construct for public

2. General Introduction of the topic:

The intense competition worldwide has led organizations to focus on employees as human assets.
Employees, being individuals, possess varied skills and capabilities that cannot be copied like
other assets, such as, machine, material, method, etc. All the other assets/resources of the
organizations can be replicated by the other rival business organizations but the skills, aptitude-
based decision-making capability of employees, their foresightedness and their competencies
cannot be copied by the rivals until and unless the same employee joins the other rival business
organization (Magotra and Sharma, 2015). This makes employees as one of the key central areas
for the business organizations and indicates the need to focus on facets that will enable them not
only to attract and retain the most efficient human assets but also to yield maximum out of them.
Among the catalogue of such aspects, job satisfaction and workplace commitment of employees
have been considered as the most imperative aspects. The focus of business organizations on both
the aspects enables the business organizations to hire and retain best talent and to utilize their
skills, abilities, competencies, etc. towards the accomplishment of the bottom line objective which
is enhanced profitability and sustainability at the competitive marketplace (Fabiene and
Kachchhap, 2016). When employees are willing to work in the organization and are happy with
their work and workplace, they tend to perform the requisite tasks, thereby, ensuring expected
employee performance leading towards the ultimate goal of the organization, i.e., enhancing the
profitability (Khan and Jan, 2015; Naqvi et al., 2011). This explanation makes the magnitude of
job satisfaction and workplace commitment more apparent in ensuring the success of the business
organisations. Thus, business organisations have already started focusing on the dynamics
channelizing both the aspects (Fabiene and Kachchhap, 2016). Alike other business organisations,
healthcare sector has also started focusing on satisfaction as well as commitment of their
employees (Rouleau et al., 2012). Certainly, both the aforesaid aspects are being considered more
crucial in-service sector than other industries as the employeesin the service industry are the face
of the organization for the customers (Nischithaa and Rao, 2014). More specifically, the

2
importance of both the aforesaid aspects among nurses in the healthcare is of utmost importance
as this industry is related with the wellbeing of customers (both physical and psychological) and
the customers (i.e, patients and their relatives) chose the organization (i.e., hospital) where the
staff (along with the required treatment) is supportive, knowledgeable, courteous, dedicated
towards their work and cooperative (WHO, 2003). This underlines the need to explore the job
satisfaction and workplace commitment of nurses working in hospitals. But before this, it is
pertinent to study the scenario of nursing as an insight into the nursing scenario will shape the
scope of job satisfaction and workplace commitment among the nurses.

Nurses form the backbone of the medical sector. Indeed, nurses are being considered as cost-
effective yet the largest and more effective workforce of healthcare sector (Edmonson et al.,
2017). However, the nurse manpower scenario is alarming around the globe including India (Gill,
2016). The nurse population ratio in India is 1:1100 which is low as compared to other
nations, such as, Europe (1:100-150) and Thailand (1:850) and the nurse-doctor ratio is 1.5:1
(unlike 5: 1 ratio of developed nations) (Kumar, 2013). While the ideal ratio as per WHO is
1:500 (IBEF, 2017). Also, the reports have highlighted the requirement of 2.4 million nurses for
meeting the growing demand in the healthcare sector (IBEF, 2017). Adding more, many of the
skilled and qualified nurses are also found to take jobs in developed nations, such as, Canada,
Australia, Europe, etc. instead of India, thereby, deepening the deficiency of nurses in the nation
(IANS report, 2016).
1.1 Conceptual Framework

An insight into the conceptual background will lay the foundation of a study. It makes not only
makes the concept of the facet into consideration clear but also aids in understanding its scope,
importance and relevance. Moreover, it will allow enable the researcher in understanding various
concepts, processes, assumptions and theories related with the facet in consideration more
clearly. For this reason, the conceptual background of job satisfaction and workplace
commitment has been studied and the same has been discussed in the following paragraphs.
Doing so will not only provide comprehensive insight into the conceptualization of both the facets
but also aids in understanding the aspects which needs to be focused while attempting to enhance
the level of contentment and commitment among the nurses.

(a) Job Satisfaction

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The concept of job satisfaction has its root from the time when the concept including industry,
competition, etc. came into practice (Judge and Church, 2000). Since then till present, job
satisfaction has remained as one of the significant determinant of the success of any business
organization (Sohail et al., 2014). It has been defined distinctly by different researchers at
different point of time. Sohail et al. (2014) defined it as the feeling of employees when they
came for their job and the extent to which they are enforced to perform at their workplace. It has
also been considered as a state of emotional delight experienced by employees (Glisson and
Durick, 1988).
(i) Need Hierarchy Theory

The Maslow‟s need hierarchy theory is the earliest yet most robustly utilized theory of
motivation. Developed by Maslow (1943), the theory has its premises on five categories of needs,
namely, physiological needs, safety & security, belongingness & love; self-esteem and self-
actualization. These needs are often explained in the form of pyramid as shown in Figure 1.1with
basic need at the bottom (i.e., physiological needs) and the most complex need at the top (i.e.,
self-actualization need).
Physiological Needs: The first and foremost need of individuals has been named as physiological
need. These are the basic needs which are requisite for the survival of human beings and include
need for air, water, food and clothes. Maslow highlight that the mind andbody of human beings
cannot function without the fulfillment of these needs.

Figure 1.1 Maslow’s Need Hierarchy Theory

4
Source: Maslow (1943)

Safety Needs: The theory states that the fulfillment of physiological needs will lead towards the
arousal of other category of needs, i.e., safety and security. It includes secure source of income,
freedom of speech, workplace safety, job security, health insurance, etc.
Social Needs: Once the safety and security needs of individuals are met, they look for the other
set of needs known as belongingness and love. These are the needs which demands integration
into the social groups; part of a community or groups; affectionate relationship, etc. Precisely,
need of belongingness includes acceptance of individuals by their social group to which they
belong or wish to be associated. Love needs include giving and receiving affections. When
individuals are not satisfied with these needs, there will be lack of friends, peers, partners, etc.
Many individuals also suffer from loneliness, nervousness, social isolation, clinical depression,
etc.
Self-Esteem: Self-esteem needs are the needs which arouse once the aforementioned need of
belongingness and love get completed. Esteem refers to the expectation of individuals towards
receiving value, appreciation and respect by others. Thus, self-esteem needs are the needs,
wherein the individuals demand for appreciation, recognition and respect from others. Individuals
5
also want to be valued by others in their social group. Further, Maslow segregated self-esteem
needs into two sub-needs, namely, a „lower‟ version and a „higher version‟. Former includes
need for attention, prestige, status from others, while, the latter comprises of need of
independence, freedom of self-confidence, etc.
Self-Actualization: Maslow has indicated self-actualization needs as the highest order need. He
indicated this need as „need to accomplish everything that one can, to become the most that one
can be‟. These needs reflect the aspiration of the individuals to grow and develop to the fullest
of their potential.

(ii) Reinforcement Theory

Skinner (1957) propounded reinforcement theory to explain the phenomenon of motivation.

Although this theory is amongst the oldest theories of motivation, yet it seems to be relevant and
utilized by various researchers aiming to explain the facets associated with motivation of
employees. The theory explains the behaviour, i.e., what employees do and why they do so.
Elaborating further, the theory has highlighted that the behaviour of employees is the function of
consequences and thus, focuses on the behaviour of employees which can be observed unlike the
other theories which focus on need theory. Focused on operand conditioning, the reinforcement
theory states that the behaviour of employees can be molded either by positive reinforcement or
negative reinforcement or by punishment. Positive reinforcement can be understood as attaching
some kind of reward with good performance of employees. It acts as encouraging a particular
behaviour of employees. While, negative reinforcement can be understood as attaching some
kind of reverse stimuli with particular behaviour of employees in order to refrain them from
behaving in that manner. Further, Skinner (1957) also explained that punishment is designed to

(iii) Acquired Needs Theory

McClelland (1961) proposed that the needs of individuals are acquired over the period of time and
are shaped by their life experiences. Thus, he described three types of motivational need in the
theory named as Acquired Need Theory, namely, need of achievement, authority and affiliation.
Need of achievement is the need to attain something at workplace and that can be career growth,
better compensation, etc. Further, the need of authority is the desire of theemployee to take
actions, decisions, etc. or make impact on the decision of the others. Besides, the need of

6
affiliation is the need to get associated with the counterparts or other employees at their workplace
with the aim to make informal or friendly relationships at work place.
(iv) Expectancy Theory

Through the development of expectancy theory, Vroom (1964) proposes that the behaviour of
individuals in a particular pattern is the resultant of their conviction towards that behaviour. With
reference to employees in mandatory setting, the theory emphasizes that the performance of the
employees should be connected with the rewards directly and it should be ensured that the
deserving employees should get the rewards based on their performance of any other pre-specified
criteria. The theory includes three components, namely, expectancy, instrumentality and valence.
a. Expectancy: effort → performance (E→P)

Expectancy is the belief that the effort of employees will lead towards the requisite performance
and it is based usually on self-efficacy, perceived control and desired obscurity.
b. Instrumentality: performance → outcome (P→O)

It is the belief that the employees will be rewarded if their performance will match with the
expected performance and the rewards can be monetary (increased salary, bonus, etc.) or non-
monetary (recognition, appreciation, etc.).
c. Valence: V(R) outcome → reward
Valence can be defined as the extent to which employees value the given reward or outcome. This
is the expected level of satisfaction by the employees and not the actual level of [Link] is
denoted as
-1 →0→ +1

Where, -1= avoiding the outcome; 0 = indifferent to the outcome; +1 = welcomes the outcome.

Accordingly, Motivational Force (MF) = Expectancy x Instrumentality x Valence

(v) Equity Theory

Adam (1963) propounded equity theory under the premises that the employees, at workplace,
compare their inputs at job with the outcomes they receive with the input-outcomes of their
7
counterparts and need equality. The theory emphasizes that the employees felt motivated when
they are being treated fairly and equitably in terms of their efforts and costs. In other words, if
employees perceive that their ratio of input-output is equal to the input-output ratio of reference
person/persons, their motivation level rises up and vice-versa.
Figure 1.2 Input and Output: Equity Theory

Source: Adam (1963)

(vi) Motivator-Hygiene Theory
One of the imperative theories of motivation is the two factor theory given by Herzberg (1968)
known as Motivator-Hygiene Theory. The premises of the theory underlines that there are certain
factors at workplace which will satisfy employees and there will be certain factors which will
dissatisfy the employees. Accordingly, the factors which will satisfy employees are known as
motivators and the factors which will dissatisfy employees are known as hygiene factors.
Herzberg highlighted that the opposite of satisfaction is no satisfaction and dissatisfaction is no
dissatisfaction. This implies that the presence of motivators, such as, achievement, rewards and
recognitions, job relatedness, nature of work, advancement, and responsibility will induce
employees to perform above average performance criterionVIE Model

(vii) Discrepancy Theory

The discrepancy theory (Locke, 1969) was found on the premises that employees feel satisfied or
8
dissatisfied depending upon the deficiency between what they are receiving and what they have
expected to receive. For instance, what salary employees are receiving and what they have
expected to receive. Any discrepancy on part of actual receiving will enhance job dissatisfaction
as employees may believe that they have received less than what they have expected. Thus,
managers should consider their expected levels so as to keep the satisfaction level of employees
high and intact.
(viii) ERG Theory
ERG theory is a theory in psychology developed on the premises laid by Maslow (1943) and it
has been developed by Alderfer (1969). „E‟ in ERG means existence, „R‟ represents relatedness
and „G‟ denotes growth. Alderfer states that there are three categories of human needs which
affect the work behaviour of employees and they are need of existence, relatedness and growth.
Existence needs are the physiological and safety needs, whereas, relatedness needs are the social
and external-esteem needs. Moreover, growth needs are the internal-esteem needs and self-
actualization needs.
(ix)Cognitive Evaluation Theory

Deci (1975) has designed this theory to explain the effects of external consequences on internal
motivation of employees with the utilization of three propositions. Firstly, external events will
impact intrinsic motivation for optimally exaigent actions to the extent that they influence
perceived capability, within the context of self-determination theory. Secondly, events related to
regulation of behaviour entails three potential aspects, which are informational aspects,
controlling aspects and motivating aspects. Thirdly, personal events vary on the basis of the
qualitative aspects and external events.

(x) Job Characteristics Model

The theory states that the three critical psychological states, namely, meaningfulness,
responsibility for outcomes and knowledge of outcomes are affected by five core characteristics
of the job, namely, skill variety, task identity, task significance, autonomy, and feedback. Further,
Hackman and Oldman (1976) have added that the three critical psychological states influence the
work outcomes, such as, job satisfaction, work motivation, absenteeism, turnover, etc. In the
theory, meaningfulness of work has been described as something that employees can relate to

9
their work, like, contribution of the work in the success of the organization.

Responsibility has been defined as the opportunity to be part of success or liability towards loss.
Employees are being provided with the freedom of action so as to make necessary changes and
take decision to accomplish their work, thereby, making them accountable for the performance.
Further, knowledge of outcomes means that the employees should be awarded for their output so
that they can learn from their mistakes in case of faulty output and felt motivation in case the
output is above the expected level.
(xi) Range of Affect Theory
The range of affect theory was proposed by Locke (1976) and it states that the satisfaction of
employees depends on the difference between what employees expect from their job and what
they actually receive. A minute or no difference will enhance the job satisfaction and huge
difference between what they expect and what they receive will reduce lead towards job
dissatisfaction. Further, the theory unveils that the employees will give priority to atleast one facet
of their job and the facet may differ from employee to employee. For instance, oneemployee may
give importance to working conditions, while the other may give priority to salary. Hence, such
facets should be explored and emphasized for enhancing job satisfaction among employees.
(xii) Social Learning Theory

Bandura (1977) has put forth that new behaviour can be acquired by imitating others or observing
others. Being one of the prominent theories in social sciences, social learning theory states that
learning is a cognitive process that can take place in social set up by copying others or observing
others. The theory also highlights that learning also prevails through the observation ofrewards
and punishments attached to the learned behavior and this is known as vicarious reinforcement.
When employees noticed that a particular behavior is being rewarded regularly, they also tend to
adopt it and vice-versa.
(xiii) Opponent Process Theory

The opponent process theory (Landy, 1978) underlines that every expedition from hedonic
impartiality is accompanied by an endeavor to bring the expedition back within "normal" limits.
This return to normal is accomplished via an opponent process. The theory further suggests that
the opponent process grows in strength with use. The theory is applied to some current questions

regarding relationship between job satisfaction and work motivation. The major parameters of

10
the theory are represented by a series of research hypotheses and corollaries in order to provide
practical implications to the mangers as well as business organizations.
(b) Workplace Commitment

Apart from job satisfaction, commitment of employees towards their workplace has also been
considered as one of the effective ways of enhancing competitive advantage. Thus, is attracts the
attention of both researchers and business organization. In this context, Morrow (1993) has
stated that commitment towards workplace can take various forms (Morrow, 1993). With
reference to the business organizations, the terms „workplace commitment‟, „organizational
commitment‟, „work commitment‟ and „workers‟ commitment‟ have been utilized
interchangeably by various researchers in different contexts and settings. In this context, Porter
(1968) defines commitment as the willingness of employees to stay connected with their present
organization and integrate their personal goals with the objectives of the organization. While,
Kanter (1968) viewed commitment as the willingness of social actors to remain loyal to their
organization and to perform their tasks effectively. With similar notion, Porter et al. (1974) states
commitment as the relative strength of the employees‟ identification with and involvement in
their organization and Vance (2006) explained workplace commitment as the psychological bond
characterized by the feeling of attachment of the employees, their perceived obligation and loyalty
towards the organization. It can also be understood as the acceptance of the organizational goals
and objectives by employees and their willingness to work toward specified goals and objectives
(Manetje and Martins, 2009). While explaining commitment, researchers have considered it as a
multi-dimensional phenomenon and advocated the need to considered its multi-dimensionality for
more effectual outcomes (Mowday et al., 1982; Allen and Meyer, 1996; Meyer and Allen, 1997;
Meyer and Herscovitch, 2001; Krishna and Marquardt, 2007; Jaros, 2007; Gangai and Agrawal,
2015; Samudi et al., 2016). In this context, Mowday et al. (1982) have highlighted commitment as
amalgamation of attitudinal commitment and behavioral commitment. The former refers to the
identification of employees with the organizational goals and their willingness to work towards
the accomplishment of organizational goals. While the behavioral commitment has been termedas
the willingness of employees towards particular behaviour in the organization rather than the
commitment towards the entity.
(a) Lower Turnover: When employees are happy and committed towards their job, they will not
leave the organization. As a result, the turnover will be low, thereby, saving the cost and time

11
 involved in recruiting new talent and training them.
(b) Higher Productivity: When employees are contended with their work and are willing to work
in the existing organization in future also, they will work with more devotion and dedication,
thereby, leading towards the accomplishment of their tasks with efficiency and effectiveness and
enhancing the organizational productivity.
(c) Loyalty: The employees, satisfied with their jobs, are usually committed towards their
workplace and this, in turn, makes them loyal towards their organization. The ultimate result is the
retention of employees in the organization, thereby, avoiding the chances of rivals to hire or poach
the most non-imitable asset of the organization, i.e., the employees with distinct skills and
capabilities.
(d) Lower Absenteeism: When satisfaction is high, absenteeism will be low and vice-versa.

Likewise, commitment also serves inverse relationship with absenteeism. But in both these

cases, the nature of absenteeism, which will be reduced, is the unauthorized absence which
includes absence of employee from the workplace without prior intimation or because of fake
reasons. However, the genuine reasons, such as, sickness or other emergency (which are
unavoidable) may remain unaffected by the level of satisfaction and commitment.
(e) Customer Delight: When employees are contended and dedicated with their jobs, they tend to serve
the customers in better and more efficient manner, thereby, enhancing customer satisfaction and retention.
Indeed, dedicated and happy employees may lead towards customer delight.
(f) Better Organizational Climate: When employees are happy with their jobs and are willing to
remain associated with the respective organization, they tend to be more helpful and friendly with
their counterparts at workplace. This leads towards cordial relationship at workplace and more
specifically, it ensures healthy and supportive organizational climate.
(g) Enhanced Profitability and Sustainability: All the factors resultant of high job satisfaction
and high workplace commitment will lead towards accomplishing the bottom-line objective of
the organization, i.e., enhanced profitability and sustainability. When employees chose to remain
attached with the existing organization, taken less unauthorized leaves, works withefficiency and
effectiveness, their productivity get enhanced. Moreover, the satisfied and committed employees
also serve the customers in better and efficient manner, thereby, enhancing customer’s attraction,
retention and satisfaction. All this, will eventually, lead towards theachievement of augmented
profitability and enhanced sustainability of the business organization. Determinants of Job

12
Satisfaction and Workplace Commitment

(a) Salary: The monetary benefits may affect the level of satisfaction as well as commitment
among the employees. Salary can be understood as the specific payment made to employee by
employer on periodic basis for serving the specified tasks. When employees are being paid salary
which is either high or at par with the expectation of the employees, their satisfaction with job and
commitment towards work will also get enhanced (Malik et al., 2012).
(b) Rewards and Recognition: Rewards are the monetary accolade paid to employees for
performing effectively and efficiently at workplace (Lawler, 2003). Usually, rewards and its
payment criteria will be communicated to employees ahead of their performance. Rewards boost
the morale of employees towards achieving the desired performance. Likewise, recognitions is
also said to motivate employee towards performing as per expectation of the employers. It is
defined as the non-monetary accolade, such as, appreciation letter, employee of the month/year
award, etc. When employees are being offered attractive rewards and recognitions in lieu of their
hard work and devotion, their satisfaction towards their job will be more and they will be willing

to work in the respective organization in the near future also (Vijayakumar and Subha,
2013; Danish and Usman, 2010).
(c) Working Conditions: These are the facets in the environment within which employees have
to perform the assigned roles and responsibilities. The facets includes hours of work, work
schedules, rest timings, lunch timings, etc. (ILO, 2017). Further, the physical conditions, such as,
ventilation, lighting, sitting area and arrangement, etc. are also part of working conditions (ILO,
2017). When employees are being facilitated with adequate working conditions, they may feel
contended towards their job which also leads towards shaping their willingness to remain attached
with their existing workplace (Raziq and Maulabakhsh, 2015).
(d) Safety: It is defined as the practices and policies introduced by the organizations towards
ensuring protection of employees from any kind of health hazard at workplace (Business
Dictionary, 2017). When employees feel safe at their workplace, they will be more satisfied and
committed towards their job (Gyekye, 2013).
(e) Job Security: The dictionary meaning of job security is the assurance provided to employees
that their will continue working with the organization without the risk of being unemployed and
usually, it becomes apparent from the contract of employment, collective bargaining agreement or
labour legislation (Cambridge Business English Dictionary, 2017). The employees are found to

13
 be more satisfied and willing to continue their services with their existing organization in case the
respective organization assures them that they will not be fired suddenly or without any appropriate
reason or necessity (Jandaghi et al., 2011).
(f) Feeling about Organization: It is comprised of the perception of the employees regarding the
future of the organization in terms of profitability, image and sustainability. The employees,

who consider that their workplace has a promising future are more likely to remain attached with
their workplace and are more contended with their job (Jyoti, 2013).
(g) Qualitative Services: It includes the support of management towards providing quality
services to the customers. The employees, with the belief that their organization adheres strictly to
the quality standards while serving the customers, are usually happy with their workplace and are
keen to remain associated with the respective workplace (Raziq and Maulabakhsh, 2015).
(h) Supervision: It is termed as the act of ensuring that the employees are performing their roles
and responsibilities as required and providing them direction for the smooth conduction of their
roles and responsibilities (Cambridge Business English Dictionary, 2017). When employees are
being provided with continuous and effective supervision, they tend to me more contended and
committed towards their job (Gangai and Agrawal, 2015).
(i) Transparency: It is characterized as the fairness implemented by the organizations while
practicing policies, rules, regulations, etc. within the organization. The employees, with thebelief
that their existing employer is impartial while implementing rules, regulations, etc., will be more
satisfied and committed towards their workplace (Yiseth and Kenan, 2016).
(j) Interpersonal Relationship: The connection, association or affiliation between two or more
employees at their workplace is known as interpersonal relationship. This depends on the level of
intimacy, closeness, sharing, etc. between the employees and it is channelized by the
organizational climate explicitly or implicitly (Srivalli and Vijayalakshmi, 2015). When
employees are being provided with the chance of developing interpersonal relationship at their
workplace, their satisfaction may rises up and they even decided to remain associated with the
existing workplace (Lee and Chen, 2013).

(k) Cooperation: The support of counterparts at workplace may also enhance the satisfaction and
commitment level of the employees towards their workplace. The presence of peer supportat
workplace boosts the morale of the employees, thereby, leading towards enhanced level of
satisfaction and commitment towards their workplace (Yang et al., 2015).
(l) Nature of Job: The nature of job, such as, challenging, demanding, interesting, contributory

14
 towards profit, etc. is also said to affect satisfaction and commitment level of employees. The
employees will be more satisfied and committed towards their workplace when they consider their
job valuable for the growth, profitability and sustainability of the organization (Raziq and
Maulabakhsh, 2015).
(m) Socio-Economic Characteristics: The demographic profile of the employees, such as, age,
income, gender, educational qualification, nature of organization, etc. may also shape the
satisfaction as well as commitment level of employees (Konya et al., 2016 and Watanabe, 2010).
The aforementioned discussion has served twin purpose. It has made the role of job satisfaction
and workplace commitment in the success of organization apparent and has also provided wide
array of probable antecedents of both the facets. Considering all this and the current nursing
scenario (which has demanded the need to focus on both these aspects) into contemplation, the
present study has aimed to explore the phenomenon of job satisfaction and workplace commitment
among nurses.
1.2 Chapterization

The present study has been segmented into five chapters including the present one. The present
chapter is introductory in nature and indicates the theoretical as well as conceptual background
pertaining to job satisfaction and workplace commitment. The second chapter reviews the existing
relevant and related literature including both theoretical and empirical evidences.

15
 CHAPTER 2 REVIEW OF
LITERATURE

The present chapter throws light on the relevant theoretical as well as empirical literaturepertaining to job
satisfaction and workplace commitment. The previous chapter describes both the concepts alongwith its
eminence and probable antecedents. In the light of that, the present chapter pierces the existing literature in
order to explore the phenomenon of job satisfaction and workplace commitment studied by distinct researchers
in different contexts, settings and at different points of time. Accordingly, the present chapter has been
segmented into seven parts, including studies focused on job satisfaction and workplace commitment alongwith
need, significance, scope and limitations of the study.

2.1 Existing Literature

The literature pertaining to job satisfaction and workplace commitment has been segregated into three parts,
wherein, the first part presented the studies including job satisfaction and the second part included the studies
with focus on workplace commitment. The third part presented the studies focused on both job satisfaction and
workplace commitment simultaneously.

2.1.1 Review on Job Satisfaction

The research attempts pertaining to job satisfaction have been started way back in the 19th century. In this
regards, Stechmiller and Yarandi (1992) have developed a conceptual model explaining effects of professional
as well as personal factors affecting satisfaction of nurses working in critical care unit. The factors include
motivation, workplace stress and situational stress. The conceptual mode was backed by empirical testing which
covers nurses employed in various hospitals in Florida. The results have shown significant impact of
motivation, expectation and stress associated with the job of the nurses. Moreover, the factors, namely,
importance of work, knowledge of work results, career plans, task identity, supervision, opportunities at
workplace, salary and job security also found to influence the level of satisfaction among the nurses.

Further, Cruz et al. (1994) have also assessed job satisfaction and its antecedents among the nursing staff. The
study has deduced that the factors considered highly important in shaping the satisfaction of nurses were
interpersonal relationship and nature of work assigned. While, the least importance factors were promotional
opportunities, over-time and tension associated with job.

16
Likewise, Chaboyer et al. (1999) conducted a study on the nurses working in hospitals situated inremote areas
of Central Australia. The prime rationale of the study was to examine relationshipof job satisfaction with work
content and work environment. The results of the descriptive analysis unveiled feedback, job variety and
collaboration with medical staff as the strongest antecedents of job satisfaction. Also, the relationship was found
of satisfaction with variables, namely, cohesion among nurses and task identity was found too significant but
moderatelyimportant. With same notion, Shader et al. (2001) attempted to gain insight into the factors affecting
job satisfaction among nurses in Academic Medical Center through a cross-sectional data. Accordingly, it was
found that higher group cohesion, less work-related stress and stable work schedule lead towards higher level
of satisfaction.

Similarly, Shah et al. (2001) carried out study focused on exploring determinants of job satisfaction among
nurses in Kuwait. The results have indicated that the nurses were fairly satisfied with their jobs and various
aspects related with job except salary. With the intention to identify relationship of satisfaction and selected
personality characteristics of nurses, Manojlovich and Spence (2002) conducted an empirical study. The
said study collected data

from 347 nurses working in various specialty areas. The result of the study showed that 38 per cent of the
variance in satisfaction is accountable to structural and psychological factors.

With similar notion, Chung et al. (2003) conducted a research work focused on the factors affecting job
satisfaction among registered nurses in South Carolina. The data was collected with the aid of postage paid
envelopes and multivariate statistics was employed to study antecedentsof satisfaction. The results showed
that the level of satisfaction (of two third of nurses, from the total sample of 17,500 registered nurses) remained
same over the past two years. Further, the level of satisfaction among the sampled nurses was found to be
statistically significant on account of facets, namely, total years of experience, job position, geographic area
and hospital retirement plan.

Elaborating the phenomenon of job satisfaction among nurses in Lebanon, Yaktin et al. (2003) and Shah et al.
(2004) have found significant impact of personal characteristics of nurses on their job satisfaction. Age,
educational qualification, work experience, marital status and job position were found to influence the
perception of the nurses pertaining to their job. Particularly, the nurses, younger in age, were found to be more
dissatisfied with their jobs. Further, the technically trained nurses, who were unmarried and hold relatively
higher positions, were found

to be less satisfied with their job. It was also noticed that the discontentment among the sampled nurses was
also attributed to the factors, namely, salary and attractive chances of promotion.

17
Likewise, Hu and Liu (2004) utilized job descriptive index scale to explore job satisfaction among nurses in
China. The primary survey was a nationwide survey with 402 nurses employed in various hospitals in China
and the results have validated relationship of satisfaction with salary, rewards, recognitions, work experience
in the Chinese context. Adding to the catalogue ofantecedents of job satisfaction, Buciuniene et al. (2005) have
found social status and work load alongwith compensation as significant predictors of satisfaction in case of
nurses working in Lithuania with wide catalogue of variables, Al-Hussami (2009) studied job satisfaction
among nurses in the Maimi-Dade nation. The empirical attempt unveiled organizational support as the relatively
highest antecedent of satisfaction followed by leadership style and level of education of the nurses. While the
research review of Konstantinos and Christina (2008) has narrated the importance of psychological stress and
leadership quality in shaping the level of satisfaction among the nurses regarding their job. Further, Al-Enezi
et al. (2009) have conducted an empirical study on the nurses employed in healthcare sector in Kuwait. The
results of the study have validated significant role of promotional opportunities and extrinsic rewards in shaping
the contentment of the nurses with their job. Precisely, it was noticed that the nurses were not happy with the
professional opportunities and extrinsic rewards offered to them. Also, age, gender, education, nationality,
salary, work experience and marital status was found to impact satisfaction of the sampled nurses with their
job.

However, Wu and Wang (2010) have suggested that job satisfaction not only relates to extrinsic factors but are
also associated with individual differences of dispositional tendency. It was found that nurses with positive
evaluation and expectation towards self and others tend to report higher job satisfaction and vice-versa. Besides,
Patil and Choudhari (2011); and Rao and Malik (2012) have explored significant difference in the level of
satisfaction among nurses working in Government and private hospitals. The research attempt showed that the
nurses working in Government hospitals were more satisfied than the nurses working in private
[Link] more, Khan et al. (2012) have examined the impact of hygiene factors on job satisfaction
among nurses working in autonomous medical institutions in Pakistan. The results highlighted that salary,
rewards, recognition, working conditions, autonomy attached with job, interpersonal relationship, supervisory
support and nature of job shapes the level of satisfaction among the nurses. Not only supervisory support, Kuzey
(2012) has also explored significant relationship between job satisfaction and attitude of the management
towards nurses.

Elaborating the relationship between various factors and job satisfaction, Cortese (2012) have stated that
satisfaction of the nurses with their job diminishes as their work experience enhances. Further, job satisfaction
was also found to be associated with salary, position in hospital, organizational policies and nature of hospital.

Singh and Jain (2013) probed into the predictors of job satisfaction among the nurses working in private
hospitals in Manipur, India. The study found significant connection between job satisfaction and factors,
18
namely, salary and other compensation benefits, interpersonal relationship, training and career growth
opportunities. Amongst all these factors, salary and othercompensatory benefits were found to the most crucial
factors related with satisfaction. Widening the aforesaid catalogue of antecedents, Elarabi and Johari (2013)
also found important role of workplace treatment to nurses, work comfort and evaluation criteria alongwith
salary and incentives in shaping the level of satisfaction of nurses working in Government hospitals in Libya.

Further, Hamid (2014) carried out a qualitative study considering tertiary care hospitals in Pakistan. The
findings of the study suggested that public sector nurses were overburdenedbecause of the shortage of nurses,
limited resources availability, lack of promotion and pay structure opportunities, Whereas in the private
sector, nurses bear the workload burden and utilize this prospect for the abroad employment. They also
considered strict supervision and higher accountability as stressors lowering their satisfaction from the job.
Though nurses of both public and private division felt overburdened but the underneath causes were found to
bedifferent depending upon the type of hospital.

However, Al-Maqbali (2014) has conducted literature review pertaining to the factors affecting job satisfaction
among nurses. The study undertook 1500 research papers published from theyear 2007-2012 and found
relevant contribution of various hygiene factors and motivators (such as, salary, working environment,
interpersonal relationship, supervision, organizational policies, nature of job, rewards and recognitions, nature
of job, etc.) in enhancing satisfaction among the nurses with their job. Further, demographic features, namely,
age, education, marital status, gender, etc. were also being noticed as significant contributors towards job
satisfaction but the direction of relationship was found to vary in different contexts and settings.

Also, Imendra et al. (2014) have attempted to gain insight into the dynamics of job satisfaction among nurses
working in Srilanka. The results found significant direct impact of both intrinsic and extrinsic factors on
satisfaction. Further, the nurses were found to be averagely satisfied withtheir jobs.

With the intention to evaluate state of job satisfaction of nurses, Nelson et al. (2015) executed an extensive
literature review based on 1681 relevant research papers from the year 2006-2011. Thestudy has not only
highlighted the strengths of the existing literature but also unveils the research gaps, thereby, widening the
research opportunities for the future studies. The study highlighted that the instruments used by the researchers
to measure satisfaction in the past included other constructs, such as, work environment, productivity, etc. which
are the antecedents of satisfaction and not constituents. Thus, the study suggested the need to develop an
[Link] satisfaction. Further, the study also found lack of global applicability of the results of the
past research evidences and thus, suggested the need to validate the results in different contexts and settings.

However, Reddy et al. (2015) have tested the impact of intrinsic and extrinsic factors on job satisfaction of
nurses with reference to Tertiary care teaching hospitals in Hyderabad, India. The results of the study have
19
validated significant impact of intrinsic factors, namely, achievement, feedback, personal growth,
responsibility, fairness and salary on satisfaction of nurses pertaining to their job. Likewise, the extrinsic factors
including supervision, workload, interpersonal relationship and working conditions have also exhibit significant
impact on job satisfaction. Moreover, the impact of both intrinsic and extrinsic factors was found to be equally
important while shaping satisfaction of the sampled nurses with their job.

Also, Zahaj et al. (2016) have analyzed job satisfaction among nurses working in public sector hospitals in
Valora, Albania. Accordingly, the intrinsic and extrinsic factors affecting satisfaction were found to be salary
and career opportunities. Further, the level of satisfaction was noticed to be far below the average level of
satisfaction.

Jagadale and Chinchpur (2016) also attempted to explore the antecedents of job satisfaction of nurses working
in some selected hospitals in the Pune city, India. The outcome of the study revealed significant impact of
safety, communication opportunities, salary and other related benefits, professional growth opportunities and
interpersonal relationship on job satisfaction and thus, suggested the need to focus on these factors.

Also, Yong et al. (2016) explained the phenomenon of job satisfaction among the nurses working in hospitals
in Guangdong province, China. The factors, found to exhibit significant effect on satisfation, were work stress,
work- family conflict and the relationship with patients. Further,

occupation, educational qualification, professional status, work experience, annual income and work shifts also
noticed to have significant impact on job satisfaction.

With similar notion, Chien and Yick (2016) unveiled that the satisfaction of the nurses workingin private
hospitals in Hong Kong is related with their age, work experience, job stress, salaryand autonomy. To
elaborate, it was found that job stress was inversely related with satisfaction but exhibit positive relationship
with salary and autonomy. It was also found that the nurses, with comparatively higher age and more work
experience are more satisfied than the other nurses.

Likewise, Ameen (2017) has also emphasized on the imperative role of salary, work environment, rewards and
recognitions in deciding the level of satisfaction among nurses since the study found lack of adequate
satisfaction among the nurses pertaining to their job. Also, Oktizulvia et al. (2017) have assessed the status of
job satisfaction nurses. Accordingly, it was found that the nurses were moderately satisfied with their job and
the factors affecting satisfaction included promotional opportunities, fringe benefits and working environment.
The results have also divulged that the nurses were highly satisfied with their peers, communication
opportunities and supervision.

20
Not only in healthcare sector, the dynamics of job satisfaction has also been studied in different contexts and
settings. In this regards, Centres and Cantril (1946) have stated that the socio- economic characteristic of
employees i.e., their marital status affects their level of satisfaction towards the job. The results narrated that
the married employees love their job more than the unmarried employed manpower. Likewise, Inflow (1951)
and Shoukry and Otis (1964) have indicated that tenure of employee in the organization affects their level of
satisfaction. The empirical evidence made it apparent that the employees are more dissatisfied in the first
twoyears of their joining. However after two years, the employees were found to be more satisfied

with their jobs. Further, gender of employees has also been found to impact their level of satisfaction with their
job. In this context, Gannon and Hendrickson (1967) have highlighted that the female employees are more
contended with their jobs than the male counterparts. Theunderlying rationale was found to be the job
involvement of employees, i.e., female employees were found to be more involved in their jobs, thereby, leading
towards higher job satisfaction.

With the aim to identify factors leading towards enhanced job satisfaction, Starcevich (1972) found that
utilization of skills at workplace, felling of achievement, challenging tasks, growth and recognition shape the
level of satisfaction of employees. Similarly, Orpen and Pinshaw (1975) conducted an empirical study on the
sample of 100 insurance clerks on the basis of need hierarchy theory propounded by Maslow (1943) and the
results of the study confirmed the impact of job content factors on satisfaction. Adding further, pay, job
diversity and tasks complexity were also highlighted as the significant predictors of job satisfaction with level
of education as significant moderating variable.

Taking Herzberg’s theory of motivation into consideration, Prakasam (1976) conducted a quantitative research
and found that the level of satisfaction of employees at higher level of management depends on motivators.
While in case of employees holding various positions at lower levels, the level of satisfaction depends both on
motivators (rewards and recognitions) and hygiene factors (salary, interpersonal relationship, supervision, etc.).
Further, Renu et al. (1984) have unveiled that age and total number of dependents affects job satisfaction of
emloyees. The empirically-focused research elaborated that as the age of employees enhances, their level of
satisfaction with job tends to diminish and vice-versa. Also, employees, with more number of dependent
persons, are also found to be more dissatisfied with job. Besides, Mendhi (1985) has depicted that job
dissatisfaction relates with the nature of industry. Specifically, it has been found

that the employees working in public sector, who have never switched their job to other organization, are more
dissatisfied than the employees who have changed their job even if they were employed in public sector.

Considering employees working in private sector, Dattuar and Prasad (1986) found that the employees working
in different managerial level are satisfied with their jobs with the exceptionof employees working at middle
21
level of management. Further in an attempt to explore relationship between job satisfaction and demographic
attributes of employees, Irene and Albert (1989) explored statistically significant impact of occupation, age and
tenure on job satisfaction. While, gender and educational qualification failed to exhibit statistically significant
impact on satisfaction in case of mangers employed in various organizations in Singapore.

Moreover, Dayanandan (1997) attempted to explore factors affecting job satisfaction among employees
working in co-operative banks in Kerala, India. The study revealed that satisfaction among the senior level
employees is channelized through the factors, namely, working environment, working conditions and support
of counterparts. While, Thomas (2001) conducted empirical research with focus on employees working in non-
credit division of co-operatives and found salary as the prime reason for the job dissatisfaction of the employees
in Kerala.

Likewise in another research attempt focused on employees in apex co-operative in Kerala, Thomas and
Sasikumar (2002) have highlighted job security, skill variety, authority to take decision pertaining to one’s job
and job relatedness as the significant predictors of satisfaction of employees. With similar notion, Wilson (2003)
attempted to explore difference in the level of satisfaction across employees working in public and private
sector. The results have highlighted rewards system as significant predictor of job satisfaction among
employees. Further, it has also been found that employees working in private sector are not contended with the
reward system unlike employees working in public sector. Likewise, Jha and Pathak (2003) stated that job
security, nature of job and salary are the factors which accounts for difference in the level of satisfaction among
employees working in public and private sector organizations in northern and eastern part of India. Although
the study conducted by Chakraborty (2004) has also indicated significant association of job satisfaction with
job security, salary, working conditions, institutional scenario and standard of students, yet no significant
relationship between nature of job and satisfaction has been found with reference to teachers in West Bengal,
India. Adding more to the catalogue of antecedents, Saari and Judge (2004) have explored that the satisfaction
among employees tend to be low in case of existence of factors, namely, grievances, unionization, decision to
retire and lateness.

2.1.2 Review on Workplace Commitment

Oscar (1966) stated that the intention of employee to stay within the organizations depends on the rewards
system followed by the organization. While, Robert (1970) observed that the occupation of employees
channelized the workplace commitment of employees in his study. Specifically, it was observed that the
employees with low status occupation have less commitment towards their job in comparison with those
employed in high status occupation. Further, Gupta et al. (1971) unveiled significant contribution of recognition

22
in shaping thecommitment of employees towards their workplace. However, Staw (1976) has noticed that
negative consequences attached with the job would leads towards enhanced commitment of employees towards
their workplace. Focusing only on workplace commitment and its antecedents, Steers (1977) found close and
significant relationship of commitment of employees with personal and job characteristics, such as, age,
education, experience, promotions opportunities, etc.

Further, Marsh and Mannari (1977) explored difference in the level of commitment in employeesworking in
America and Japan. The results have depicted that the Japanese employees weremore commitment towards
their workplace than the American employees. Besides, Fottler

(1977) reported that the commitment level of employees working at lower level will be low if the commitment
level of the employees working at higher level is lower and vice-versa.

Furthermore, Aryeh (1978) examined relationship between workplace commitment and ethics and the results
were found to be statistically significant. It was found that the employees with high protestant ethic are more
committed towards their workplace, whereas, those with low protestant ethics are found to have low
commitment towards workplace Likewise, Cook and Wall (1980) have highlighted supervision and
interpersonal relationship as the prominent factors affecting the level of commitment among employees. Adding
more to literature, Angle and Perry (1981) have unveiled that workplace commitment is positively and
significantly related with organizational effectiveness and organizational adaptability.

Morris and Sherman (1981) have also examined the phenomenon of workplace commitment. The empirical
results of the study have indicated inverse but significant relationship of commitment with education and role
conflict. While, sense of competence, initiating structure, age and consideration were found to exhibit
positive significant impact on commitment ofnurses. Moreover, Glisson and Derrick in Adeyemo and Aremu
(1999) have stated that the leadership style and age of the organization affects commitment of employees. The
results of the study werebased on the data collected from 319 human service organizations.

Also, Miodeenkutty et al. (2001) confirmed the association of commitment with organizational support and
situational factors through empirical evidence. The results deduced that perceived organizational support
mediates the relationship between commitment and situational factors.

Considering the multi-dimensional nature of workplace commitment into contemplation, Wasti (2003) carried
out a primary study. The aim of the study was to investigate impact of cultural values on commitment.
Accordingly, the results have indicated that affective and normative commitment of employees is affected by
the promotional opportunities offered to them and their contentment with their work and are being inspired by

23
the individual values. However, supervision was found to be the more effective antecedent of employees, over
and above,promotion and happiness with work in case of employees who values collectivist values.

Further, Kumar (2005) have explored that the continuance commitment of employees is affected by their
perceived cost of leaving the organization, chances of career growth & development; and rewards &
recognitions alongwith employability of employee. Further, Lok et al. (2005) have noticed significant
relationship between commitment and organizational sub-culture.

2.1.3 Review on Job Satisfaction and Workplace Commitment

The research reservoir is found to be equipped with studies focusing on the relationship between job satisfaction
and workplace commitment. In this context, Bateman and Strasser (1984); Raju and Srivastava (1986) and
Brooke et al. (1988) have stated that job satisfaction and commitment are positively correlated with each other.
Elaborating further, job satisfaction was found to impact commitment of employees. Enhancement in job
satisfaction also raises commitment levelof employees and vice-versa.

Further, Romzek (1989) has highlighted that stronger commitment is associated with greater satisfaction and
career growth. Cramer (1993) have also found significant role of salary on job satisfaction and workplace
commitment. Likewise, Balacnandran and Anantharaman (1996) have found strong relationship between
satisfaction, commitment and organizational stress.

Adding to it, Buffardi and Erdwins (1997) have found that the focus of organization on child care needs and
the related satisfaction had significant impact on satisfaction and commitment in case of females employees.
Particularly, child care needs were found to be related to affective commitment and job satisfaction.

2.2 Research Gap

The afore-discussed review of literature pertaining to job satisfaction and workplace commitment has indicated
that both the concepts been given due considerations by distinct researchers at distinct point of time, with varied
objectives and with reference to difference contexts and settings. However, the studies focused on
comprehensive analysis of the phenomenon of job satisfaction and workplace commitment simultaneously are
found to be scarce. Accordingly, a summary of literature evidences related to job satisfaction and workplace
commitment alongwith the research gaps has been detailed in the Annexure I.

2.3 Need of Study

An insight into the past research evidences have indicated that the studies are limited with its scope to consider
all the probable antecedents of job satisfaction and workplace commitment comprehensively in one study, such
as, safety, job security, salary sufficiency, support for quality, etc. Keeping all these backdrops in mind, the

24
present research has made an attempt to explore the phenomenon of workplace commitment and job satisfaction
considering all the probable antecedents comprehensively.

2.4 Significance of Study

Nurses form the backbone of the hospitals as they are in more regular and continuous contact with patients.
Thus, all the facets related with the efficient working of nurses needs thorough enquiry. Accordingly, an insight
into the present status of JS and WC along with the factors affecting both the constructs will enable hospitals
in exploring the current status and to find out the areas which need to be strengthened and/or improved for
enhancing JS and WC among the nurses with the aim to ensure effective performance of the nurses.

2.5 Scope of Study

The focus of the present research work is on the nurses. Among the present literature evidences, the studies
pertaining to India are found to be scarce and more specifically, the research with special reference to the
regions, namely, Pune Maharashtra state of the Indian nation has not been found in the literature to the best of
our knowledge. Thus, the present study focused on hospitals in Pune region. Doing so will enable to explore
the factors affecting workplace commitment and its relationship with job satisfaction. Further in the present
study, hospital has been defined as an institution providing medical and surgical treatment and nursing care
to sickor injured people and nurses refers to the registered employees working in the hospitals.

2.6 Limitations of the Study

The present study is exploratory as well as primary in nature since the attempt of such kind has not been made
with reference to Pune region of the Maharashtra state of the Indian nation.

The present study not only attempts to examine the phenomenon of workplace commitment and job satisfaction
at aggregate level but also at disaggregate level, thereby, widening its applicability. But while interpreting the
results of the present study, certain limitations and challenges of the study must be taken into consideration.

a) The present study focuses on primary data, thereby, making the data more vulnerable to the subjective
approach of the nurses at the time of data collection. It might be possible that the mood, mental
condition, etc. of the nurses has affected their responses although the check for the same has been made
through the common method variance approach.
b) Further, the study focuses only on Pune region of Maharashtra. Thus, before generalizing the results of
the present study to other parts of the state and other state of the Indian nation, caution should be taken.
Empirical validations in other regions can be done to enhance the generalization of the results of the
present study.
c) Further all the hospitals in the Pune region were not accessible as permission was not given to meet the

25
 nurses for data collection and even in many cases, the nurses in the hospitals were not willing to fill the
questionnaire, thereby, posing great challenge in the data collection process.
d) Also, the present study focuses on cross-sectional data with casual inferences and it might be possible
that the workplace commitment and job satisfaction of the nurses changes with time. Thus, adding
longitudinal research may further deepen the understanding into the phenomenon of workplace
commitment and job satisfaction.

26
 CHAPTER 3

OBJECTIVES, HYPOTHESES AND RESEARCH METHODOLOGY

3.1 Objectives of Study

Objectives of a study serve as reference point as it describes what has been expected to achieve
through the study. Usually, aim and objectives have been used interchangeably by researchers
but both the concepts are related not identical. Aim of a study is usually a statement of intent and
are written in broad terms. Aim set out what can be hoped to achieve at the end of the study. While
objectives are the specific statements that define measurable outcomes, i.e., what steps should be
taken to achieve the desired outcome. Objectives are framed on the basis of aim of a study. In
simple terms, it can also be said that objectives are the sub-components of aim or objectives are
the disaggregate form of aim.

Accordingly, aim of the present study is to explore phenomenon of workplace commitment and
job satisfaction among the nurses Pune, Maharashtra. In order the serve the aim, the objectives of
the study are:

1. To explore the relationship and dynamics of job satisfaction with workplace commitment.
2. To ascertain the difference and extent of job satisfaction and workplace commitment
among nurses in Government and private hospitals.
3. To determine difference in the perception of nurses working in both type of hospitals on
the basis of various facets.

3.2 Hypothese
Hypotheses are the suppositions or proposed explanations made on the basis of evidences as a starting
point for further investigations. In simple words, hypotheses are the explanations for something that
is based on known facts but yet has not been proved. Hypothesis test the objectives of a study in
more concrete form. Multiple hypotheses can be framed for testing a single objective of the study
depending upon the existing literature pertaining to the subject matter. Indeed, objectives are the
reference points for framing the hypothesis. Further, there are two hypothesis, i.e., null hypothesis
and alternative hypothesis. The setting and testing of hypothesis is based on the objectives of the
study under the light of literature evidences. Null hypothesis is a statement in which there is no
27
significant relationship between two variables in consideration, while the alternative hypothesis is
inverse of null hypothesis. Usually, the null hypothesis is the reverse of the literature evidence
regarding the subject matter and the research attempt will be made to accept or reject null hypothesis
on the basis of appropriate hypothesis test (which uses sample data for deciding whether to reject or
accept the null hypothesis).

Accordingly in the present study, the aforementioned objectives form the following requisite
hypothesis.

H1: There is no significant impact of job satisfaction on workplace commitment.

H2: Motivational factors, hygiene factors and demographics have no impact on workplace
commitment and job satisfaction.

H2.1: Motivational factors do not affect workplace commitment among nurses.

H2.2: Hygiene factors do not affect workplace commitment among nurses.

H2.3: Motivational factors do not affect job satisfaction among nurses.

H2.4: Hygiene factors do not affect job satisfaction among nurses.

H2.5: There is no significant impact of demographics on the workplace commitment of the

nurses.

H2.6: There is no significant impact of demographics on the job satisfaction of nurses.

H2.7: There is no significant impact of motivational factors on workplace commitment of nurses

at aggregate level.

H2.8: There is no significant impact of motivational factors on workplace commitment of nurses

at disaggregate level.

H2.9: There is no significant impact of hygiene factors on workplace commitment of nurses at

aggregate level.

28
H2.10: There is no significant impact of hygiene factors on workplace commitment of nurses at
disaggregate level.

H2.11: There is no significant impact of motivational factors on job satisfaction of nurses at

aggregate level.

H2.12: There is no significant impact of motivational factors on job satisfaction of nurses at

disaggregate level.

H2.13: There is no significant impact of hygiene factors on job satisfaction of nurses at aggregate
level.

H2.14: There is no significant impact of hygiene factors on job satisfaction of nurses at

disaggregate level.

H3: There is no significant difference in the extent of job satisfaction and workplace commitment
among nurses in Government and private hospitals.

H3.1: There is no significant difference in the level of job satisfaction of nurses in Government
and private hospitals.

H3.2: There is no significant difference in the level of workplace commitment of nurses in

Government and private hospitals.

H4: There is no difference in the perception of nurses working in both type of hospitals on the
basis of various facets.

H4.1: There is no significant difference among nurses working in Government and private
hospital on account of hygiene factors.

H4.2: There is no significant difference among nurses working in Government and private
hospital on account of motivational factors.

3.3 Research Methodology

Research methodology is a way to systematically solve the research problem. It can be termed as
a science of studying how research is done scientifically. The research methodology consists of
research design which is survey design in case of social sciences. Further, research methodology
consists of set of elements, namely, universe of the study, sampling, sample size, sampling
29
techniques, data collection methods and tools used for computing results with the intention to test
hypothesis and accomplish the objectives of the study. Accordingly, this part of the chapter
discussed research methodology adopted to accomplish objectives of the study and testing the
hypothesis.

3.3.1 Sampling

This part includes description regarding sample design utilized in the present study. Accordingly,
it includes information regarding universe of the study, population of the study, sampling source,
sample size and sampling techniques utilized to serve the purpose of the present study.

The universe of the study includes all the survey elements that qualify for inclusion in research
depending upon the objective of the study. Thus in the present study, universe includes all the
nurses in the Pune, Maharashtra state in India. In the present study, hospital has been defined as
an institution providing medical and surgical treatment and nursing care to sick or injured people.

Further, the population of the study includes the total number of nurses working in all these
hospitals during the period April, 2023 to June, 2023 in day shift, i.e., between 9 AM to 2 PM
(IST) since the data have been collected at this duration. From the total population of more than
20 hospitals, twelve hospitals have been selected out of which six hospitals were Government
hospitals and six were the private hospitals (since the hospitals are not willing for the names to be
shared, the description of the hospital and the names have not been given). The selection of
hospitals was based on convenience sampling approach as only these hospitals were accessible.
Further, the selection of the nurses was based on random sampling approach whereinthe nurses
working at the aforementioned time in the hospital and during the aforementioned duration were
contacted. Also, for ensuring that the sample should include nurses working innight shifts,
multiple visits have been made to each hospital depending on the change in shift of the nurses. A
total of 815 nurses working in both type of hospitals have been contacted personally by the
researcher and the scrutinization of the collected data against outliers, missing responses,
incomplete responses, etc. has led to the removal of 35 responses, thereby, reducing the size of
usable data to 780 responses.

3.3.2 Data Collection Techniques

Since the focus of the present study is on the nurses working in Government as well as private
hospitals, primary data have been collected to analyze the phenomenon of workplace commitment
30
and job satisfaction among the nurses through self-reported measures. For collecting the data, a
pre-tested structured questionnaire has been developed. Considerable time and efforts have been
devoted to finalize the components as well as contents of the questionnaire keeping in view the
objective and research questions of the present study. Further, the development of questionnaire
is based on the extensive review of the available relevant literature.

The preliminary draft of the questionnaire has been put forth to some experts in the related field
which includes academicians and senior research associates. Also, a total of 110 nurses working
in both types of hospitals in the Pune, Maharashtra, India have been contacted for the purpose of
pilot testing the drafted questionnaire.

To elaborate, 55 nurses each, from both Government and private hospitals, have been contacted
on the basis of convenience sampling approach and the initial draft of the questionnaire has been
put forth to them for exploring and ensuring the aptness of the questionnaire in serving the purpose
of the study. During the collection of the data, it has been observed that the nurses were able to
understand the subject matter and answer the questions except for the informationpertaining to
technical qualification. It was observed that nurses were not able to differentiated between
technical qualification and highest educational qualification as they were answeringboth the
questions with same answer. This led to the decision of retaining one of the two aspects,i.e., highest
educational qualification. Further, the data collected from these nurses has also been examined
statistically with the help of tools, namely, mean, standard deviation, skewness, kurtosis and
reliability analysis. In this context, the values of mean, standard deviation,skewness, kurtosis
were found to meet the referential criteria suggested by Hair et al. (2012).However, the
responses pertaining to reliability has led to the reduction of 3 items from the scaleassessing job
satisfaction among nurses and 2 items assessing workplace commitment since incase of these
statements, the pattern of responses were identical with other items and the valuesof ‘if item
deleted criterion’ of cronbach alpha indicates the deletion of these items. This reducesthe scale of
job satisfaction from 12 to 9 and the scale of workplace commitment from 17 to 15. On the basis
of the recommendations of the experts and the responses of the nurses, the structure and the
contents of the questionnaire have been finalized and the same has been presented in theAnnexure
II. Further, the conceptual development of various facets used in the questionnaire has been
discussed in the forthcoming paragraphs.

3.3.3 Conceptual Development of Constructs

31
With reference to the present context, job satisfaction (JS) has been conceptualized as the
affective orientation held by the nurses towards their job, either due to their feeling about the job
or related collection of attitudes towards various aspects related with their job. The construct of JS
has been assessed through a nine-item inventory (refer Table 3.1) developed by referring the
research work done by Zahaj et al. (2016); Gangai and Agrawal (2015); Iden (2014); Odembo
(2013); Martins and Proenca (2012) and Macdonald and MacIntyra (1997).The responses have
been taken on five-point scale, wherein, 1 represents ‘Strongly Disagree’ and 5 represents
‘Strongly Agree’ for positive measures and vice-versa.

Table 3.1 Coding and Description of Job Satisfaction

Item No. Items Portrayal

JS1 I enjoy my work almost all the days.

JS2 I am always interested in performing challenging tasks assigned to me.

JS3 I am happy with my work.

JS4 The level of responsibilities assigned to me is acceptable.

JS5 I often think about leaving or changing my job.

JS6 I feel that my opinions are being counted in the hospitals.

JS7 I feel that I am doing a worthwhile job.

JS8 I am being fairly paid by the hospital.

JS9 I feel that I am being valued by the administration.

Further, workplace commitment (WC) has been conceptualized as the psychosomatic

connection of the nurses with the respective hospital, characterized by the feeling of attachment,

32
their perceived obligation to continue working with the existing hospital and loyalty towards the
existing hospital. This conceptualization depicts the multi-dimensional nature of WC. Moreover,
Fabiene and Kachchhap (2016); Ismail (2012); Manetje and Martins (2009); Al-Hussami (2009)
and Meyer and Allen (1997; 1991) have also stated WC as a multi-dimensional aspect. Thus, the
decision to consider WC as a multi-dimensional approach has been finalized. Accordingly, WC
has been assessed through three sub-facets, namely, affective commitment (AC), continuance
commitment (CC) and normative commitment (NC). In the present context, AC has been defined
as the emotional and sentimental connection of nurses with their existing workplace (hospital).
Further, CC can be understood as the voluntary willingness of the nurses to remain associated with
their exiting hospitals after conducting cost-benefit analysis involved in leaving the existing
hospitals. NC has been conceptualized as the decision of the nurses to remain associated with the
present hospital due to their perceived moral obligation. The measures assessing all the three
aforesaid WC facets (i.e., AC, CC and NC) have been developed on the basis of the research work
conducted by Fabiene and Kachchhap, (2016); Pillay (2015); Irefin and Mechanic (2014); Al-
Hussami (2009) and Meyer and Allen (1997: 1991). Accordingly, a fifteen-item inventory

(with five items each assessing all the three sub-components) anchored on a five point-Likert
type scale, ranging from 1 to 5 (wherein, 1 represents ‘Strongly Disagree and 5 represents
‘Strongly Agree’ for positive measures and vice-versa), has been developed and the same has been
elaborated in the Table 3.2.

Table 3.2 Coding and Description of Workplace Commitment

Item No. Items Portrayal

AC1 I am very happy to spend the coming years of my career in this hospital.

AC2 I enjoy telling people about the hospital where I Work.

AC3 I feel hospital is a family and I am a part of it.

AC4 I don’t feel a strong sense of belongingness with hospital.

AC5 I don’t feel emotionally attached with my hospital.

33
 CC1 It would be difficult for me to leave the hospital right now-even if I wanted to.

I don’t level this hospital because what I am getting here will not be provided by
CC2

other hospitals.

One of the issues in leaving this hospital is the scarcity of available alternatives
CC3

outside.

I am not afraid what might happen if I quit my job without having another
CC4

opportunity.

CC5 Currently, remaining with my organization is a matter of necessity as much as desire.

NC1 I believe that these days, nurses change their workplace frequently.

Nurses in this hospital will continue working in this hospital because they believe
NC2

that loyalty is important.

Nurses in this hospital feel sense of moral obligation towards working in this
NC3

hospital.

Currently even if I found some opportunity outside, I will not leave this hospital as I
NC4

would it is not right time to change.

NC5 I do not believe that a person must always be loyal to his / her organization.

Besides, an insight into the relevant literature has unveiled that a total of twelve facets affecting
JS as well as WC. These facets have been summarized into two categories, namely, hygiene factors
(HF) and motivational factors (MF) including ten facets in HF, i.e., safety, job security, felling
about hospital, working conditions, support for quality, supervision, fairness/quality of
management, salary sufficiency, interpersonal relationship and worker support. While, MF

34
include two facets, namely, rewards and recognitions; and interest in the job. Thus, these facets
have been included in the present study with the rationale of getting more comprehensive insight
into the phenomenon of JS and WC.

Accordingly, the first facet (under the category, namely, HF) can be understood as the condition
of being protected by any kind of danger/hazard in the hospital. Termed as Safety (ST), it has been
assessed through a four-item inventory as depicted in the Table 3.3.

Table 3.3 Coding and Description of Safety

Item No. Items Portrayal

ST1 Sufficient attention is being provided to ensure our safety in the hospital.

ST2 The administration takes proper measures to avoid any kind of hazard to us.

ST3 Our safety is one of the prime tasks of the hospitals.

ST4 Wherever necessary, we are being provided with safety measures.

Further, job security (JSe) can be understood as the situation where nurses are aware regarding the
fact that they are less likely to be dismissed without any notice or cause or without providing fair
chances to made improvement in their work. It has been assessed through four measures as
elaborated in the Table 3.4

Table 3.4 Coding and Description of Job Security

Item No. Items Portrayal

JSe1 We have job security in the hospital.

JSe2 The hospital does not follow hire and fire policy.

Whenever the hospital decided to fire an employee, the exit of the employee is dine
JSe3

35
 in a transparent manner with proper explanation.

Employees are being provided with the chances of improvement in case they does not
adhere to the policies and procedures of the hospital in spite of firing them from the
JSe4
job.

The next facet is the feeling of the nurses regarding hospital (FH) and it includes thoughts about
the bright future of the hospital in terms of profitability and sustainability. It also includes the
perception of the nurses regarding the hospital as a favourable place of employment to others in
their social circle. It has been assessed through four items (refer Table 3.5).

Table 3.5 Coding and Description of Feeling about Hospital

Item No. Items Portrayal

FH1 My colleagues think that this hospital has bright future.

FH2 I think my colleague would suggest her relative, etc. for employment in this hospital.

FH3 I think that my colleagues are happy with the policies and procedures of the hospital.

FH4 The hospital is generally well thought of its employees.

Working conditions (WoC) have been conceptualized as the physical amenities and facilities
provided to the nurses in the hospital including rest rooms, lockers, proper and scheduled breaks,etc.
and it has also been assessed through four items elaborated in the Table 3.6.

Table 3.6 Coding and Description of Working Conditions

Item No. Items Portrayal

WoC1 I am being provided with proper space like almirah for my stuff.

WoC2 The physical conditions (such as, light, heat, dust, noise) etc. are generally acceptable.

WoC3 My hospital has proper restrooms for us.

36
 WoC4 The administration provides adequate facilities to the staff.

Further, support for quality (SQ) has been defined as the feeling of the nurses pertaining to the fact
that the hospitals focus on providing the promised services to the customers (patients) without any
fault. In the present study, it has been assessed through five measure inventory (refer Table 3.7).

Table 3.7 Coding and Description of Support for Quality

Item No. Items Portrayal

SQ1 We, in the hospital, are being clearly told about policies and procedures for quality
patients.

SQ2 The administration put delivery of quality services over and above financial

considerations.

The administration support professional standards for patient care.

SQ3

SQ4 The administration allows us to take timely decision in order to accomplish our

responsibilities.

The administration is generally supportive of the applicable work standards governing

SQ5

my area of work.

Further, the facet of supervision (Su) has been assessed through five measures. It has been
visualized as the process of providing directions to the nurses by the respective authority for
ensuring the smooth conduction of the assigned roles and activities. The measures developed are
represented in the Table 3.8.

Table 3.8 Coding and Description of Supervision

37
Item No. Items Portrayal

Su1 My supervisor answers all my queries very well.

Su2 My Supervisor handles his/her job well.

Su3 Job assignments are being distributed fairly by the administration.

Su4 We are being given timely trainings from performing our jobs well.

Su5 Decision of the supervisors is seldom affected by favoritism.

The next facet, i.e., transparency (Tr) has been defined as the fairness practiced by the management
of the hospital while dealing with complaints, issues and problems of the nurses. It also includes
lucidity involved in framing and following various policies and procedures in the hospital. It has
been assessed through four measures and the same have been mentioned in the Table 3.9.

Table 3.9 Coding and Description of Transparency

Item No. Items Portrayal

Tr1 Hospital rules and policies are equally applied to all employees.

Tr2 Complaints and problems are handled fairly here.

Tr3 Management believes the well-being of employees is important.

Tr4 The administration follows transparency in policies and procedures.

Further, the perception of the nurses regarding salary sufficiency (SS) has also been considered
as one of the most vital hygiene factors affecting JS as well as WC. Thus, it has also been
included among the catalogue of facets. Salary has been defined as a fixed regular monetary
component paid to the nurses on monthly basis and the perception regarding the sufficiency of
salary has been assessed through four measures (refer Table 3.10).
38
Table 3.10 Coding and Description of Salary Sufficiency

Item No. Items Portrayal

Salary offered to us is competent with the salary provided to nurses in my

SS1

unit/department.

Salary offered to us is competent with the salary provided to nurses in other units in
SS2

my hospital.

SS3 The hospital policy on pay increases is administered fairly.

SS4 Salary offered to us is competent with the salary in other hospitals.

Interpersonal relationship (IR) at workplace has also been found to play significant role in shaping
JS and WC in the existing literature. Thus, it has also been included in the present study. It is
conceptualized as the extent to which the nurses are allowed to share their thoughts,opinions,
problems, etc. (whether personal or professional) with their colleagues in an informal environment.
It has been assessed through four measures and the same have been elaborated in the Table 3.11.

Table 3.11 Coding and Description of Interpersonal Relationship

Item No. Items Portrayal

IR1 Periodic informal gatherings are being organized.

We are being allowed to share our feelings, thoughts and emotions with our
IR2

colleagues.

IR3 The administration supports the exchange of thoughts and emotions.

IR4 We are being restricted for talking to employees other than our team/unit.

Further, worker support (WC) has also been included in the present research. It has beenassessed
through four-item measure. It has been narrated as the voluntary willingness of the nurses to help
each other in accomplishing their roles and responsibilities efficiently and effectively in hospitals.
39
Table 3.12 Coding and Description of Worker Support

Item No. Items Portrayal

WS1 The members of my team are generally cooperative.

WS2 Cooperation among the various departments in the hospital is good.

WS3 There is a good spirit of cooperation between employees and management.

WS4 We, in hospital, always help each other irrespective of our task/unit/shift.

Besides HF, MF includes facets, namely, rewards and recognitions; and relatedness. The facet of
rewards and recognitions (RR) has been explained as the scope of monetary (apart from salary)
as well as non-monetary benefits offered to nurses in lieu of their hardwork at their workplace
which includes praise, appreciation, gratitude towards their hard work and devotion. It has been
assessed through a six item-measure as depicted in the Table 3.13.

Table 3.13 Coding and Description of Rewards and Recognition

Item No. Items Portrayal

RR1 The good performance of the employees is always praised by the administration.

Whenever the tasks are being performed extraordinary by employees, the

RR2

administration recognizes the efforts.

RR3 The administration always appreciates good performance.

RR4 The administrations always motivate to work with dedication and devotion.

RR5 Acceptable recognition in any form is provided to us for performing our duties well.

RR6 The performance of the nurses are being fairly reviewed and appraised.

40
Apart from this, the facet of relatedness (Re) has been defined as the perception of the nurses
regarding their contribution towards the effective working of the hospital. It also includes the
nature of job, such as, interesting, challenging, demanding, etc. It has been assessed through four
measures as depicted in the Table 3.14.

Table 3.14 Coding and Description of Relatedness

Item No. Items Portrayal

Re1 I think that I am into a noble profession.

Re2 My job provides me with challenging tasks.

Re3 My job is important in the success of hospital.

Re4 My job is very demanding and I sometimes feel worn out with my work.

Further, all the above mentioned 12 facets, namely, ST, JSe, FH, WoC, SQ, Su, T, SS, IR, WS,
RR and Re have been developed on the basis of research work done by Fabiene and Kachchhap
(2016); Pillay (2015); Martins and Proenca (2012); Tsai and Hunag (2008); Castle et al. (2006);
Kavanaugh et al. (2006); Nicholas et al. (2006); Ellenbecker & Byleckie (2005); Lynch et
al.(2005); Ellenbecker et al. (2005); Brodaty et al. (2003); Miller et al. (2002). Furthermore, all the
above mentioned 12 facets have been assessed on five point scale ranging from Strongly Disagree
(denoted by 1) to Strongly Agree (denoted by 5) in case of positive measures and vice- versa for
negative measures.

3.3.4 Techniques of Data Analysis

The present study utilizes various statistical tools to achieve the objectives of the study and to
test the hypotheses. The advance tools include Exploratory Factor Analysis (EFA), Confirmatory
Factor Analysis (CFA), Structural Equation Modeling (SEM). Besides, some simple statistical
techniques have also been employed which includes measures of central tendency, reliability
analysis, multiple regression, chi-square statistics (χ2) and independent sample t-test. Further, the
software utilized for computing the results are Statistical Package for Social Sciences (SPSS)
version 22 and AMOS version 20.

a. Measures of Central Tendency: The measures of central tendency, namely, mean, standard
deviation (SD), skewness (sk) and kurtosis (kt) have been utilized to observe the pattern of the
41
data. In other words, these measures have been used to test the normality of the measures and

scale assessing all the facets utilized in the present study, such as, job satisfaction, workplace
commitment, safety, job security, feeling about hospital, rewards and recognitions, etc.

b. Reliability Analysis: The internal consistency of all the constructs has been examined by
utilizing the cronbach alpha (α) statistics. It is the method wherein the extent to which the measures
are free from random error (XR) can be identified. The value of XR = 0 indicates perfectly reliable
measure. But in practice, the values of cronbach α ≥ 0.50 are being considered preferable, thereby,
reflecting that the measures are significantly representing the respective construct. Thus, in the
present study, the values of cronbach α ≥ 0.50 have been considered for establishing internal
consistency. Also, the ‘if item deleted criterion’ has been utilized to identify the measures whose
deletion can improve internal consistency of all the aforesaid constructs.

c. Exploratory Factor Analysis (EFA): EFA can be understood as the method used to explore
the dimensionality of the constructs. Under this method, one of the common yet effective approach
for checking the dimensionality is to utilize principal component analysis with varimaxrotation. In
the present study, EFA has been employed on all the afore-considered scales one by one since all
are conceptually and empirically different from each other. The dimensionality of the constructs
was assured by utilizing latent root criterion, i.e., eign value ≥ 1; values of communalities and
factor loadings ≥ 0.50 and percentage of variance explained ≥ 50 per cent.
d. Confirmatory Factor Analysis (CFA): CFA approach verifies structural validity of the
constructs. It re-confirms the results of EFA. In the present context also, CFA has been utilized
to confirm the structural validity of all the constructs possessing dimensionality. Under CFA
approach, the estimation of the results were based on the maximum likelihood approach as it is
considered to one of the most effective method wherein the data summarized with iterations and
with minimal loss of information. The structural validity of all the aforementioned constructs has

been assessed through four components, namely, face validity, nomological validity, convergent
validity (including factor loadings and average variance extracted values) and discriminant
validity.

e. Structural Equation Modeling (SEM): It is the statistical method that examines the structure
of interrelationship between variables through the series of equations collectively identical to
calculating series of multiple regression equations. It is known as one of the effective methods

42
through which the relationship between variables (who are interrelated and have multiple
dependence relationship) can be studied collectively in one go. In the present study, SEM has been
employed to study the relationship of job satisfaction with workplace commitment and various
antecedents affecting both the facets.
f. Multiple Regression Analysis: This analysis aimed at analysing the effect of more than one
independent variable on one dependent variable in one single equation provided that the dependent
variable is metric in nature. While, the independent variable may belong to any of the scales (i.e.,
nominal, ordinal, interval or ratio). In this analysis, adjusted R square is examined as it undertakes
the effect of multiple independent variables. Further, F ratio and t values should also been
considered as the former determines the statistical appropriateness of the model and t- values
depicts statistical reliability on the coefficient values of the respective independent variables. In
the present study, multiple regression analysis has been utilized to explore the antecedents of job
satisfaction and workplace commitment at micro level.

g. Chi-Square Statistics: The chi-square (χ2) statistics is used to explore difference in the
expected frequencies and observed frequencies in one or more categories provided that the
categories should be nominal in nature. In the present study, χ2 has been utilized to
exploredifference in the level of workplace commitment and job satisfaction of the nurses
employed on the basis of the type of hospital, i.e., Government and private hospitals.
h. Independent Sample t-Test: This test determines statistically significant difference between
the mean of two unrelated groups. The groups are usually nominal and the testing variable is either
in ratio scale or interval scale. In the present study, independent sample t-test has been utilized to
explore difference among the nurses working in different type of hospitals on account of various
facets affecting workplace commitment and job satisfaction.
3.4 Socio-Economic Profile of Sampled Respondents
The socio-economic characteristics of the employees possess significant relationship with their
workplace commitment and job satisfaction. Thus, the socio-economic profile of the nurses has
been enquired and the same has been discussed in the forthcoming paragraphs.

Table 3.15 Socio-Economic Profile of Respondents

43
 Total Year of
Descriptive Statistics Age (in years) Monthly Income (₹)

Experience

Mean 34.633 21519.23 13.35

Standard Deviation (SD) 6.907 9432.093 6.750

Range 23-57 3000-48000 2-35

Source: Field Study

An outlook at the descriptive statistics (refer Table 3.1) revealed that the average age of the
sampled nurses is 34 years (with SD = 6.907). The range of the age is found between 23 to 57
years. Further, the average monthly income of the nurses is found to be INR 21519 (SD =
9432.093) with minimum income equals to Rs. 3000 and maximum was Rs. 48,000 at the time of
data collection. Adding more, the sampled nurses are found to have an average of 13 years of
experience (SD = 6.750). The minimum experience was found to be 2 years while the sample
includes nurses having maximum of 35 years of experience at the time of data collection.

The classification of the sampled respondents, on the basis of their highest educational
qualification, has unveiled (refer Figure 3.1) that majority, i.e. 62.1 per cent of the sampled nurses
were either graduates or have qualification less than that. In this context, it has been observed that
majority of the nurses were found to have completed courses, such as, A.N.M, G,N.M, [Link]
nursing, etc. Only 38 percent nurses were found to have qualification abovegraduation level.

Figure 3.2 Pie-Chart Representation of Respondents on the basis of Nature of Hospital

44
 Government
Private
Hospitals
Hospitals 49.2%
50.8%

Further, it has been found (refer Figure 3.2) that almost half of the sample nurses, i.e., 50.8 per
cent of the nurses were working in private hospitals. While 49.2 of the sampled nurses were found
working in Government hospitals.

Figure 3.3 Pie-Chart Representation of Respondents on the basis of Marital Status

Unmarried
35%

45
 CHAPTER 4

ANALYSIS AND INTERPRETATION

The focus of analysis and interpretation part in research is on explaining, reframing, orotherwise
showing the understanding of the subject matter in consideration. It is carried out with the aim to
evaluate the subject matter in the light of objectives as well as hypotheses of the study.
Accordingly, the present part of the study aimed at analysing and interpreting the results pertaining
to the phenomenon of JS and WC with reference to nurses. The same has been doneby utilizing
various statistical approaches, such as, descriptive statistics, cronbach alpha, EFA, CFA, SEM,
Chi-square, independent sample t-Test and multiple regression analysis.

4.1 Exploring Statistical Appropriateness of Constructs

At the outset, all the aforesaid constructs, considered in the present study for accomplishing the
purpose of the study, have been scrutinized for their statistical aptness. The same has been done
by testing normality, reliability, dimensionality and structural validity of all the aforesaid fourteen
constructs and the same has been elaborated in the present section of the study.

4.1.1 Assessing Normality and Reliability of Data

Primarily, the data have been scrutinized against the normality and reliability norms (Sharma et
al., 2017). For analyzing the data normality, arithmetic mean (Standard deviation; SD), skewness
(sk) and kurtosis (kt) have been analyzed. Accordingly, the values are SD are found to be steady
and evenly distributed (refer Table 4.1). Further, the values of SD, sk and kt are also found to meet
the criteria prescribed by Hair et al. (2012); Curran et al. (1996); and West et al. (1995),i.e.,
SD close to one, while, sk and kt within ±2 range. This establishes data normality.

46
Table 4.1 Assessing Normality and Reliability of Data

Constructs Measures Mean SD Sk Kt

JS1 3.992 0.624 -0.216 0.478

JS2 3.962 0.674 -0.158 -0.238

JS3 3.915 0.809 -0.165 -0.797

JS4 3.746 0.827 -0.410 -0.204

JS JS5 2.209 0.828 -0.585 0.432

JS6 3.826 0.976 -0.500 0.045

JS7 3.728 0.915 -0.182 -0.823

JS8 3.828 0.820 -0.217 -0.567

JS9 3.830 0.900 -0.369 -0.542

JS
9 3.862 0.832 -0.484 -0.233

(Construct-Wise)*

WC

AC1 4.244 0.768 -0.419 -0.511

AC2 4.086 0.757 -0.243 1.248

AC AC3 4.311 0.737 -0.894 0.475

AC4 4.355 0.790 -0.850 0.233

AC5 4.374 0.718 -1.154 1.679

47
 AC
5 4.252 0.765 -0.857 0.741

(Construct-Wise)*

CC1 3.950 0.745 -0.348 -0.156

CC2 3.982 0.746 0.993 2.455

CC CC3 4.093 0.665 -0.317 0.031

CC4 3.714 0.596 -0.127 -0.113

CC5 3.512 0.728 0.166 -0.291

CC (Construct-Wise)* 5 3.586 0.855 -0.404 -.875

NC1 3.714 0.965 -0.127 -0.113

NC2 3.512 0.728 0.166 -0.291

NC NC3 3.525 0.757 -0.247 0.350

NC4 3.593 0.824 -0.101 -0.385

NC5 3.725 0.905 -1.052 0.818

NC (Construct-Wise)* 5 3.912 0.897 -1.127 0.329

Other Facets

ST1 3.906 0.902 0.814 0.810

ST2 3.980 0.803 -0.487 -0.195

ST
ST3 3.973 0.848 -0.`569 0.021

ST4 3.605 0.706 -0.378 -0.028

ST (Construct-Wise)* 4 3.920 0.670 -0,445 -0.179

48
 JSe JSe1 3.182 0.810 -0.025 -0.393

JSe2 3.253 0.881 -0.068 0.016

JSe3 3.052 0.567 0.221 1.657
JSe4 3.071 0.801 0.110 -0.085
JSe (Construct-Wise)* 43.140 0.620 0.158 -0.113
FH1 3.425 0.780 -0.12 -0.344
FH2 3.516 0.774 -0.256 -0.280
FH
FH3 3.471 0.855 -0.282 0.083
FH4 3.489 0.856 -0.350 0.161
FH (Construct-Wise)* 43.491 0.663 -0.512 0.172
WoC1 3.430 0.779 -0.038 -0.263
WoC2 3.542 0.791 -0.288 -0.142
WoC
WoC3 3.496 0.847 -0.242 -0.004
WoC4 3.503 0.844 -0.307 0.146
WoC (Construct-Wise)* 43.493 0.647 -0.546 0.315
SQ1 2.775 1.032 0.192 -0.362
SQ2 2.683 0.948 -0.010 -0.414
SQ SQ3 2.698 1.098 0.087 -0.762
SQ4 2.685 1.068 -0.076 -0.877
SQ5 2.887 0.748 -0.311 -0.060
SQ (Construct-Wise)* 52.710 0.920 -0.044 -0.572
Su1 2.553 1.103 1.052 0.531
Su2 2.385 0.833 0.498 -0.332
Su5 Su3 2.422 0.065 0.299 -0.510
Su4 2.642 0.960 0.299 -0.069
Su5 2.676 1.219 0.569 -0.707
Su (Construct-Wise)* 52.539 0.924 1.045 0.043
Tr1 3.206 0.8552 -0.495 0.109
Tr2 3.069 0.920 -0.147 -0.876

49
 Tr Tr3 3.042 0.816 0.418 0.110
Tr4 3.078 0.926 -0.039 -0.044
Tr (Construct-Wise)* 43.097 0.693 0.055 0.032
SS1 3.865 0.844 0.079 0.145
SS2 3.817 0.868 0.026 -0.451
SS
SS3 3.773 0.788 -0.204 -0.398
SS4 3.893 0.794 -0.115 -0.703
SS (Construct-Wise)* 43.837 0.834 -0.208 -0.361
IR1 2.102 1.19 0.088 -0.412
IR2 3.262 1.30 -0.020 -1.249
IR
IR3 3.102 0.932 0.050 -1.439
IR4 3.098 1.069 -0.167 -0.690
IR (Construct-Wise)* 43.211 0.925 -0.071 -1.550
WS WS1 3.021 1.107 0.196 -1.143
WS2 3.174 1.120 -0.183 -1.194

WS3 3.206 1.207 -0.068 -1.356

WS4 3.211 1.346 -0.136 -1.262

WS (Construct-Wise)* 4 3.153 1.104 -0.207 -1.622

RR1 3.873 0.879 -0.22 -0.255

RR2 3.765 0.877 -0.373 0.404

RR3 3.712 1.043 -0.203 -0.925

RR
RR4 3.884 0.906 -0.476 -0.310

RR5 3.928 0.906 -0.387 -0.673

RR6 3.817 0.840 -0.726 0.957

50
 RR (Construct-Wise)* 6 3.790 0.741 -0.565 -0.170

Re1 3.416 0.901 -0.213 0.109

Re2 3.429 0.805 0.119 -0.451

Re
Re3 3.496 0.830 -0.102 -0.553

Re4 3.633 0.763 -0.082 -0.171

Re (Construct-Wise)* 4 3.862 0.763 0.054 -0.030

Note: *The values are the average values.

Also, the internal consistency of all the aforementioned constructs has been examined by utilizing
cronbach alpha (α) statistic. For the refinement of the scale, the ‘if item deleted criterion’ has been
employed as per the recommendations made by Hair et al. (2012) andStarkweather (2012). The
said criterion has led to the deletion of one item each from the scales assessing JS (i.e., JS5); SQ
(i.e., SQ5) and RR (RR6), thereby, reducing size of the scales to 8, 4 and 5 measures, respectively.
Further, the values of cronbach α statistic (as presented in the Table 4.2) are found to meet the
minimum acceptable limit of 0.50 as preferred by Hair et al. (2012) and Starkweather (2012).
Adding more to the point, the cumulative cronbach α value for the scale assessing WC comes out
to be 0.746 which is also above the prescribed limit, thereby, substantiating the internal consistency
of the WC construct.

Table 4.2 Results of Reliability Analysis

Cronbach α Value
Construct No. of Measures
Before Deletion After Deletion

JS 8 0.761 0.864

AC 5 0.833 0.833

CC 5 0.822 0.822

51
NC 5 0.745 0.745

WC 15 0.746 0.746

ST 4 0.835 0.835

Jse 4 0.782 0.782

FH 4 0.802 0.802

WoC 4 0.803 0.803

SQ 4 0.815 0.909

Su 5 0.933 0.933

Tr 4 0.741 0.741

SS 4 0.745 0.745

IR 4 0.883 0.883

WS 4 0.941 0.941

RR 5 0.875 0.878

Re 4 0.841 0.841

4.1.2 Dimensionality of Constructs

The dimensionality of all the sixteen aforementioned constructs has been checked through the
Exploratory Factor Analysis (EFA) approach and by utilizing the criteria suggested by Hair et al.
(2012); Sabharwal et al. (2010) and Flynn et al. (1991). The said criteria states that primarily, the
sampling adequacy of the constructs should be checked through Bartlett’s test of sphericity
(Bartlett, 1950) and Kaiser-Meyer-Olkin (KMO) test (Kaiser, 1970; Kaiser and Rice, 1974). For
the data to possess sampling adequacy, the values of Bartlett’s test of sphericity (represented

52
through χ2 value) should be statistically significant and the value of KMO test should be > 0.60
(Williams et al., 2012). Further, Hair et al. (2012) have recommended that the analysis should be
based on the Principal Component Analysis with Varimax rotation and Latent Root Criterion (eign
value ≥1). Also, the values of communalities as well as factor loadings should be ≥ 0.50and
single factor solution should originate in case of measures assessing identical construct (Sharma
et al., 2017). On the basis of this approach, EFA has been run. Accordingly, the values of Bartlett’s
test of sphericity (χ2 values) and KMO are found to meet the prescribed criterion values. While
assessing the values of communalities, the said are found to be below 0.50 in case of two items
assessing JS (JS8 and JS9); one item assessing AC (AC1) and NC (NC5); two items assessing CC
(CC1 & CC2); and one item assessing RR (RR5). Consequently, these items have been dropped
from the respective scales and again, EFA has been applied.

Table 4.3 Testing Sampling: Adequacy of Constructs

Percentage
of
Bartlett's Test of Sphericity Eign
Construct KMO Values Sig. Variance
(χ2 Values) Values
Explained

JS 0.840 1742.628 0.00 56.023 3.361

AC 0.590 702.274 0.00 53.736 2.149

CC 0.669 1912.294 0.00 82.553 2.477

NC 0.724 1218.128 0.00 62.220 2.489

ST 0.722 1130.989 0.00 62.074 2.483

Jse 0.759 957.611 0.00 61.890 2.476

FH 0.780 993.175 0.00 63.150 2.526

WoC 0.776 1008.547 0.00 63.285 2.531

53
SQ 0.829 2193.150 0.00 78.794 3.152

Su 0.904 3488.856 0.00 80.628 4.031

Tr 0.757 815.332 0.00 59.474 2.379

SS 0.745 818.418 0.00 58.878 2.355

IR 0.784 2008.277 0.00 74.191 2.968

WS 0.839 3251.133 0.00 85.669 3.427

RR 0.789 1831.867 0.00 73.638 2.946

Re 0.776 1341.211 0.00 68.135 2.725

Thereafter again, the values of Bartlett’s test of sphericity (χ2 values) are found to be statistically
significant at one per cent level of significance (refer Table 4.3). Also, the values of KMO statistics
are found to be above the minimum prescribed limit of 0.60 in all the cases. Further, single factor
solution with the value of communalities ≥ 0.50 has been noticed in case of all the sixteen
aforementioned constructs and the percentage of variance in case of all the constructs is found to
be in range 53 percent to 85 per cent. Also as mentioned in the Table 4.3, the data also meet the
latent root criterion, i.e., all the eign values are found to be ≥ 1.

Further, an insight into the values of factor loadings have also unveiled that all the measures load
significantly on the intended construct. As mentioned in the Table 4.4, all the values of factor
loadings are ≥ 0.50, thereby, ensuring the dimensionality of all the sixteen mentioned constructs.
Table 4.4 Values of Factor Loadings

Factor
Constructs Measures Statements
Loadings

JS1 I enjoy my work almost all the days. 0.708

I am always interested in performing challenging tasks 0.794

JS2

54
 assigned to me.

JS JS3 I am happy with my work. 0.795

JS4 The level of responsibilities assigned to me is acceptable. 0.794

JS6 I feel that my opinions are being counted in the hospitals. 0.701

JS7 I feel that I am doing a worthwhile job. 0.689

WC

AC2 I enjoy telling people about the hospital where I Work. 0.677

AC AC3 I feel hospital is a family and I am a part of it. 0.784

AC4 I don’t feel a strong sense of belongingness with hospital. 0.787

AC5 I don’t feel emotionally attached with my hospital. 0.675

One of the issues in leaving this hospital is the scarcity of 0.944

CC3

available alternatives outside.

CC I am not afraid what might happen if I quit my job 0.954

CC4

without having another opportunity.

CC5 Currently, remaining with my organization is a matter of 0.822

necessity as much as desire.

I believe that these days, nurses change their workplace 0.676
NC1
frequently.
Nurses in this hospital will continue working in this 0.825
NC2
hospital because they believe that loyalty is important.

NC Nurses in this hospital feel sense of moral obligation 0.832

NC3
towards working in this hospital.

55
 Currently even if I found some opportunity outside, I will 0.812
NC4 not leave this hospital as I would it is not right time to
change.
Other Facets
Sufficient attention is being provided to ensure our safety 0.804
ST1
in the hospital.
The administration takes proper measures to avoid any 0.872
ST2
ST kind of hazard to us.
ST3 Our safety is one of the prime tasks of the hospitals. 0.866
Wherever necessary, we are being provided with safety 0.871
ST4
measures.
JSe1 We have job security in the hospital. 0.861
JSe2 The hospital does not follow hire and fire policy. 0.705
Whenever the hospital decided to fire an employee, the 0.776
JSe3 exit of the employee is dine in a transparent manner with
JSe proper explanation.
Employees are being provided with the chances of 0.798
improvement in case they does not adhere to the policies
JSe4
and procedures of the hospital in spite of firing them
from the job.
FH1 My colleagues think that this hospital has bright future. 0.867
I think my colleague would suggest her relative, etc. for 0.758
FH2
employment in this hospital.
FH
I think that my colleagues are happy with the policies 0.758
FH3
and procedures of the hospital.
FH4 The hospital is generally well thought of its employees. 0.79
I am being provided with proper space like almirah for 0.872
WoC1
my stuff.
The physical conditions (such as, light, heat, dust, noise) 0.754
WoC2
etc. are generally acceptable.
56
WoC WoC3 My hospital has proper restrooms for us. 0.764
The administration provides adequate facilities to the 0.787
WoC4
staff.
We, in the hospital, are being clearly told about policies 0.835
SQ1
and procedures for quality patients.
The administration put delivery of quality services over 0.89
SQ2
and above financial considerations.
SQ
The administration support professional standards for 0.917
SQ3
patient care.
The administration allows us to take timely decision in 0.907
SQ4
order to accomplish our responsibilities.
Su1 My supervisor answers all my queries very well. 0.925
Su2 My Supervisor handles his/her job well. 0.911
Job assignments are being distributed fairly by the 0.928
Su3
administration.
Su5
We are being given timely trainings from performing our 0.84
Su4
jobs well.
Decision of the supervisors is seldom affected by 0.882
Su5
favoritism.
Hospital rules and policies are equally applied to all 0.733
Tr1
employees.
Tr2 Complaints and problems are handled fairly here. 0.851
Tr Management believes the well being of employees is 0.741
Tr3
important.
The administration follows transparency in policies and 0.755
Tr4
procedures.
Salary offered to us is competent with the salary 0.845
SS1
provided to nurses in my unit/department.
Salary offered to us is competent with the salary 0.812
SS2
provided to nurses in other units in my hospital.
57
 The hospital policy on pay increases is administered 0.694
SS SS3
fairly.
Salary offered to us is competent with the salary in other 0.708
SS4
hospitals.
IR1 Periodic informal gatherings are being organized. 0.91
We are being allowed to share our feelings, thoughts and 0.932
IR2
emotions with our colleagues.
IR The administration supports the exchange of thoughts 0.774
IR3
and emotions.
We are being restricted for talking to employees other 0.82
IR4
than our team/unit.
WS1 The members of my team are generally cooperative. 0.895
WS Cooperation among the various departments in the 0.966
WS2
hospital is good.
There is a good spirit of cooperation between employees 0.946
WS3

and management.

We, in hospital, always help each other irrespective of 0.893

WS4

our task/unit/shift.

The good performance of the employees is always 0.865

RR1

praised by the administration.

Whenever the tasks are being performed extraordinary by 0.9

RR2
employees, the administration recognizes the efforts.
RR
The administration always appreciates good 0.891
RR3

performance.

The administrations always motivate to work with 0.772

RR4

58
 dedication and devotion.

Re1 I think that I am into a noble profession. 0.786

Re2 My job provides me with challenging tasks. 0.786

Re Re3 My job is important in the success of hospital. 0.884

My job is very demanding and I sometimes feel worn out 0.841

Re4

with my work.

Since WC has been assessed through three sub-components, i.e., AC, CC and NC, EFA has also
been employed on WC scale cumulatively in order to access the dimensionality of the WC scale.
Accordingly, EFA has resulted into a three factor-solution with the results mentioned in the Table
4.5.

Table 4.5 Results of EFA for Workplace Commitment Scale

Factor Name of the Eigen Value Percentage of Percentage of

No. Construct Variance Cumulative Variance

F1 AC 33.029 22.754 22.754

F2 CC 19.509 22.476 45.230

F3 NC 12.388 19.696 64.926

KMO Value 0.727

Bartlett’s Test of Sphericity 3911.498

Sig. 0.000

59
The results also confirm the dimensionality of the WC scale. Further, values of factor loadings and
communalities are also found to be greater than 0.50 (and are approximately same asdepicted in
the Table 4.5) in case of all the measures assessing the three sub-components of WC.

4.1.3 Structural Validity of Constructs

The structural validity of all the sixteen constructs has been tested by employing Confirmatory
Factor Analysis (CFA) approach. This approach confirms connection between the measure and the
underlying construct (Truxillo, 2003). In the present context, the maximum likelihood (ML)
estimation method has been utilized to explore structural validity of the constructs because this
method has been referred as the most common yet effective method in cases where the observed
facets follow normal distribution (as in the present case) (Flora and Curran, 2004). Not only this,
ML estimation approach follow iterative parameter estimation methodology in order to summarize
the function without much loss of information (Hair et al., 2012). This reason has, further,
substantiate the decision of taking ML estimation approach in the present case. Adding more to
the point, construct reliability has also been examined and the results have been discussed in the
forthcoming part.

1. Construct Validity and Reliability

The measurement accuracy of all the sixteen aforementioned constructs has been checked through
construct validity (Hair et al., 2012). It deals with four sub-components, namely, face validity,
nomological validity, convergent validity and discriminant validity (Hair et al., 2012). Face
validity can be understood as the extent to which the items are in corroboration with the
theorization of the constructs and it depends on the judgment of the researchers (Nevo, 1985). In
the present study, all the sixteen scales have been put forth to some experts in the related field

and they find the items in corroboration with the conceptualization of the construct, thereby,
approving face validity of the constructs. Also, the nomological validity has been verified on the
basis of the suggestion given by Yang et al. (2004), i.e., the relationship between constructs and
the respective measures is found to be based on the theory available in the relevant research
reservoir.

Adding more, convergent validity has been tested by analyzing factor loadings of the measures
assessing the respective construct and the values of average variance extracted (AVE). This
60
approach has been found suitable for exploring convergent validity by Hair et al. (2012); Karim
and Weisz (2010); and Rivard et al. (2003). AVE refers to the average percentage of variance
explained by item in the respective construct. In practice, the values of factor loadings and AVE

≥ 0.50 or 50 percent are considered to be satisfactory for depicting convergent validity of the
constructs (Karim and Weisz; 2010).

61
 Table 4.6 Results of Convergent Validity

Constructs Total Ite Mea

of m sure
Factor Reli ment
Items Loadin aibli Erro
JS AC CC NC ST Jse FH WoC SQ Su Tr SS IR WS RR Re
gs ty r

JS1 0.74 0.56 0.43

JS2 0.67 0.45 0.54

JS3 0.77 0.60 0.39

JS4 0.78 4.23 0.61 0.38

JS6 0.63 0.40 0.59

JS7 0.61 0.37 0.62

AC2 0.72 0.52 0.47

AC3 0.82 0.68 0.31

62
 2.98

AC4 0.75 0.56 0.43

AC5 0.68 0.46 0.53

CC3 0.93 0.87 0.12

CC4 0.98 2.58 0.97 0.03

CC5 0.66 0.44 0.55

NC1 0.69 0.48 0.51

NC2 0.66 0.44 0.55

NC3 0.88 2.92 0.78 0.21

NC4 0.66 0.44 0.55

ST1 0.75 0.56 0.43

ST2 0.75 2.91 0.56 0.43

ST3 0.88 0.78 0.21

63
ST4 0.53 0.28 0.72

JSe1 0.92 0.84 0.15

JSe2 0.59 0.35 0.65

JSe3 0.6 2.73 0.35 0.64

JSe4 0.63 0.39 0.60

FH1 0.87 0.74 0.25

FH2 0.65 0.42 0.57

FH3 0.64 2.854 0.41 0.58

FH4 0.7 0.48 0.51

WoC1 0.87 0.76 0.23

WoC2 0.65 0.42 0.57

WoC3 0.64 2.85 0.42 0.57

WoC4 0.68 0.46 0.53

SQ1 0.72 0.51 0.48

64
SQ2 0.81 0.65 0.34

SQ3 0.91 0.84 0.15

SQ4 0.90 3.35 0.81 0.18

Su1 0.90 0.81 0.18

Su2 0.88 0.78 0.21

Su3 0.92 0.84 0.15

4.34

Su4 0.78 0.62 0.37

Su5 0.84 0.71 0.28

Tr1 0.8 0.63 0.36

Tr2 0.65 0.42 0.57

Tr3 0.65 2.87 0.42 0.57

Tr4 0.77 0.58 0.41

65
SS1 0.76 0.57 0.43

SS2 0.56 0.31 0.69

SS3 0.83 2.88 0.69 0.30

SS4 0.73 0.53 0.46

IR1 0.90 0.78 0.21

IR2 0.98 0.96 0.04

IR3 0.70 3.26 0.46 0.53

IR4 0.70 0.51 0.48

WS1 0.85 0.71 0.28

WS2 0.98 0.96 0.03

WS3 0.94 3.59 0.87 0.12

WS4 0.84 0.69 0.30

RR1 0.74 0.55 0.44

RR2 0.91 0.84 0.15

66
RR3 0.89 3.16 0.80 0.19

RR4 0.60 0.36 0.64

Re1 0.64 0.40 0.59

Re2 0.63 0.39 0.60

Re3 0.91 2.98 0.83 0.16

Re4 0.81 0.65 0.34

AVE 0.50 0.56 0.76 0.54 0.54 0.51 0.51 0.51 0.70 0.75 0.51 0.52 0.67 0.81 0.64 0.57

CR 0.97 0.94 0.98 0.94 0.94 0.97 0.97 0.97 0.96 0.99 0.95 0.95 0.98 0.97 0.95 0.93

Note: All the factor loadings are significant at 1 per cent level of significance and more than prescribed criterion of 0.50.

67
Table 4.7 Discriminant Validity of Constructs

JS AC CC NC ST JSe FH WoC SQ Su Tr SS IR WS RR Re AVE

JS 1 0.00 0.00 0.01 0.32 0.05 0.07 0.07 0.03 0.00 0.09 0.10 0.08 0.00 0.08 0.09 0.502

AC 1 0.28 0.08 0.00 0.01 0.00 0.00 0.01 0.00 0.00 0.00 0.00 0.00 0.01 0.00 0.560

CC 1 0.19 0.01 0.00 0.00 0.00 0.03 0.00 0.00 0.00 0.01 0.00 0.00 0.00 0.763

NC 1 0.00 0.00 0.00 0.00 0.09 0.00 0.00 0.02 0.00 0.03 0.00 0.00 0.541

ST 1 0.06 0.04 0.05 0.03 0.00 0.12 0.11 0.07 0.00 0.08 0.22 0.546

JSe 1 0.05 0.07 0.05 0.00 0.26 0.07 0.13 0.04 0.15 0.16 0.516

FH 1 0.91 0.01 0.01 0.14 0.06 0.07 0.00 0.06 0.09 0.512

WoC 1 0.03 0.01 0.14 0.07 0.09 0.00 0.06 0.09 0.519

SQ 1 0.01 0.03 0.01 0.06 0.00 0.01 0.07 0.709

68
Su 1 0.00 0.00 0.00 0.00 0.01 0.00 0.756

Tr 1 0.19 0.26 0.02 0.16 0.22 0.519

SS 1 0.19 0.03 0.21 0.03 0.528

IR 1 0.09 0.15 0.15 0.68

WS 1 0.01 0.02 0.813

RR 1 0.04 0.640

Re 1 0.571

69
Further in order to explore statistical difference between all the aforesaid constructs, discriminant
validity criterion has been utilized since it is vital to examine whether these constructs are
empirically different from each other nevertheless all are distinct based on the relevant theory
and past evidences. The discriminant validity has been checked according to the suggestion given
by Magotra et al. (2017) and Hammer et al. (2011). The said criterion says that the values of AVE
should be greater than the values of squared inter-construct correlation for establishing
discriminant validity of the constructs. On the basis of this criterion, the results are found to
establish empirical distinctiveness among the constructs (as depicted in the Table 4.7) as all the
values of AVE are greater than the respective values of squared inter-construct correlation.

2. Results of Model Fit Indices

Also, all the sixteen constructs have also been scrutinized with the lens of model fit indices in order
to ensure overall fitness by analyzing goodness of fit statistics as recommended by Magotra et al.
(2017); Hair et al. (2012); and Hu and Bentler (1999). The said criterion states that the fitness of
the measures as well as the constructs should be analyzed primarily through the values of
parameter estimates and critical ratios and later, it should be followed by the results of various
model fit indices. The value of critical ratios should be ≥ 2 and statistically significant (Groenland
and Staplers, 2012). Consequently, the values of critical rations have also been examined in case
of all the sixteen aforementioned constructs and all the values are found to meet the recommended
values (refer Annexure III with column titled ‘Initial Model’). Although this indicates model
fitness yet model fit indices have also been consulted for supplementing the empirical fitness of
the constructs. In this regard, the suggestions of Magotra et al. (2017); Hairet al. (2012); and Hu
and Bentler (1999) have been considered and three categories of model fit indices have been
examined as these indices are found to be widely and commonly utilized by researchers for
analyzing model fitness. The three categories are Absolute Fit indices (with statistics, namely
CMIN (χ2/df), RMSEA and GFI); Incremental Fit Indices (namely, AGFI) and Parsimonious Fit
Indices (namely, CFI).

Table 4.8 Model Fit Indices of Constructs

70
 Constructs χ2/df RMSEA GFI AGFI CFI

JS (initial) 17.389 0.145 0.935 0.847 0.915

JS (modified) 3.436 0.035 0.988 0.970 0.989

WC (initial) 7.995 0.421 0.933 0.892 0.580

WC (modified) 4.620 0.060 0.960 0.933 0.964

ST (initial) 38.894 0.221 0.951 0.755 0.533

ST (modified) 1.306 0.002 0.999 0.992 0.999

JSe (initial) 14.223 0.037 0.981 0.905 0.972

JSe (modified) 1.039 0.004 0.999 0.998 0.980

FH 0.615 0.002 0.999 0.996 0.999

WoC 2.147 0.006 0.997 0.986 0.998

SQ (initial) 16.168 0.042 0.979 0.896 0.986

SQ (modified) 2.227 0.040 0.999 0.986 0.929

Su 4.378 0.028 0.986 0.929 0.992

Tr 4.121 0.006 0.995 0.974 0.992

SS 3.421 0.009 0.996 0.978 0.994

IR (initial) 5.943 0.080 0.993 0.964 0.995

IR (modified) 0.885 0.001 0.999 0.994 0.999

WS 1.165 0.028 0.998 0.989 0.998

RR (initial) 31.819 0.199 0.960 0.801 0.966

71
 RR (modified) 0.079 0.002 0.999 0.989 0.998

Re (initial) 17.893 0.046 0.977 0.887 0.975

Re (modified) 3.738 0.059 0.998 0.976 0.998

Referential Values <5 < 0.06 ≥ 0.85 ≥ 0.80 ≥ 0.90

Note: df = Degrees of Freedom; χ2 = Chi-square; RMSEA = Root Mean Square Residual; GFI =
Goodness of Fit Index; AGFI = Adjusted Goodness of Fit Index; CFI = Comparative Fit Index

An outlook at the values represented in the Table 4.8 indicates that not all the mode fit values are
in accordance with the referential values. Specifically, the model fit indices are found to be
satisfactory in case of FH, WoC, Su, Tr, SS and WS. While in case of the remaining constructs
(JS, WC, ST, JSe, SQ, IR, RR and Re), all the values are not in compliance with the referential
values which indicate the need to improve the model. This cautions the need to improve the model
fitness in these cases. In such scenario, Hair et al. (2012); Lei and Wu (2007) have stated that the
measures whose relationship cannot be freed should be explored and the error terms of such
measures should be co-varied. But such co-variation should be supported by the values of
modification indices. Following these criteria, the error terms of JS (JS1 and JS2); WC (AC3 and
AC5; NC1 and NC2); ST (ST3 and ST5); JSe (JSe3 and JSe4); SQ (S1 and SQ2); IR (IR2 and

IR3); RR (RR1 and RR4) and Re (Re1 and Re2) have been freed. Thereafter again, the values of
parameter estimates, critical ratios and model fit indices have been estimated for the aforesaid
constructs. The results (refer column named as ‘Modified Model’ in Annexure III for the values
of parameter estimates and critical ratios and refer rows with label including the word ‘modified’
in the Table 4.8 for the improved values of model fit indices) are found to be in compliance with
the prescribed values. Besides, the inter-construct correlation has also been examined against the
problem of multicollinearity. As depicted in the Table 4.9, all the correlation coefficients are found
to be lessthan the prescribed limit of 0.85 as suggested by Hair et al. (2012). All the values are in
range between 0.001 to 0.85. Thus, no problem of multicollinearity can be suspected, thereby,
addingto the statistical appropriateness of the constructs for any statistical tool.

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Table 4.9 Inter-Construct Correlation Analysis

Facets Particulars JS Re ST FH WoC SQ Su Jse Tr SS RR IR WS WC

CC 1.000 0.297 0.569 0.255 0.268 0.169 0.055 0.229 0.299 0.320 0.276 0.277 0.042 0.003
JS

Sig. 0.000 0.000 0.000 0.000 0.000 0.128 0.000 0.000 0.000 0.000 0.000 0.236 0.923

CC 1.000 0.464 0.293 0.298 0.261 0.011 0.404 0.468 0.157 0.186 0.389 0.123 0.078
Re

Sig. 0.000 0.000 0.000 0.000 0.758 0.000 0.000 0.000 0.000 0.000 0.001 0.029

CC 1.000 0.204 0.222 0.159 0.037 0.242 0.344 0.326 0.278 0.271 0.064 0.060
ST

Sig. 0.000 0.000 0.000 0.297 0.000 0.000 0.000 0.000 0.000 0.075 0.093

CC 1.000 0.594 0.105 0.080 0.221 0.370 0.249 0.244 0.272 0.003 0.014
FH

Sig. 0.000 0.003 0.025 0.000 0.000 0.000 0.000 0.000 0.944 0.696

CC 1.000 0.177 0.070 0.264 0.368 0.261 0.249 0.299 0.002 0.003
WoC

Sig. 0.000 0.049 0.000 0.000 0.000 0.000 0.000 0.950 0.930

CC 1.000 0.079 0.216 0.157 0.115 0.104 0.234 0.035 0.252

SQ

Sig. 0.028 0.000 0.000 0.001 0.004 0.000 0.331 0.000

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 CC 1.000 0.009 0.061 0.000 0.068 0.059 0.003 0.046
Su

Sig. 0.799 0.088 0.993 0.058 0.101 0.922 0.203

CC 1.000 0.505 0.262 0.383 0.365 0.191 0.030

Jse

Sig. 0.000 0.000 0.000 0.000 0.000 0.395

CC 1.000 0.437 0.405 0.507 0.135 0.026

Tr

Sig. 0.000 0.000 0.000 0.000 0.476

CC 1.000 0.458 0.431 0.166 0.076

SS

Sig. 0.000 0.000 0.000 0.033

CC 1.000 0.390 0.085 0.019

RR

Sig. 0.000 0.017 0.594

CC 1.000 0.305 0.056

IR

Sig. 0.000 0.116

CC 1.000 0.108
WS

Sig. 0.003

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H4.1: There is no significant difference among nurses working in Government and private
hospital on account of hygiene factors.

As depicted in the Table 4.15, the value depicting relationship between nature of hospital
and ST are noticed to be statistically insignificant value even at 10 per cent level of
significance. This indicates no significant difference among nurses working in both types of
hospitals on account ofSafety. The same has been reflected from the almost identical mean
values in both the cases (3.911 in case of nurses working in Government hospitals and 3.929
in case of nurses working inprivate hospitals). However, both the mean values are found to
be close to 4, thereby, depicting that nurses working in both type of hospitals agree to the
fact that the respective hospitals adopt fair level of safety measure at workplace. Further, it
has also been found that the nurses working in Government hospitals think that their job is
more secure than the nurses working in private hospitals as reflected from the higher mean
value in the former case (3.206) than the latter case (3.072). This difference is found to be
statistically significant as the value of t-test is found to be statistically significant (p < 0.01).
Thus, it has been inferred that there is significant difference among nurses working in both
types of hospitals on account of Job security.

While, the feeling of the nurses regarding respective hospital is not found to be statistically
different among the nurses working in Government hospitals with that of the nurses working
in the other type of hospitals since the values of t test are not found to be statistically
significant (refer Table 4.15). This indicates no difference in the feelings of the nurses in
both the groups regarding their respective hospitals.

Also, the results of independent sample t-test, depicting difference in the perception
of the nurses working in both type of hospitals with reference to WoC, are found to be
statistically significant (p < 0.05). It seems that the nurses working in private hospitals are
being provided with comparatively more favorable working conditions (such as, light, heat),
appropriate rest rooms and resting breaks, etc. than the nurses in the other group. This
indicates that the work of nurses in private hospitals is more systematic.

Alike FH, statistically significant difference, among the nurses working in both type of
hospitals,has been found on account of the construct named as SQ (p < 0.01). A glance at the
mean value in this context (refer Table 4. 27) reflects different mean values in case of nurses

75
working in Government hospitals (2.357) and the nurses working in private hospitals (3.054).
The scale assessing SQ was five point Likert-type scale with 2 representing disagree and
3 representing

either agree nor disagree. This implies that the nurses working in Government hospitals think
that their hospital does not provide strict focus on quality services. While the mean value for
the other group indicates that the nurses working in private hospitals have responded
neutrally forthe construct of SQ. This can be due to the unwillingness of the nurses to respond
regarding the quality of the services provided to the patients in the hospitals. On the other
hand, it might alsobe possible that the sampled nurses from the private hospitals were not
aware regarding the quality aspect involved in the services provided by the hospitals.

Further as represented in the Table 4.15, statistically significant difference, among the nurses
in both the groups, has been found on account of Su. The mean values, in this case, indicate
that relatively higher mean values in case of nurses working in private hospitals (2.652) than
the nurses in the other group (2.424). These mean values depicts that the nurses working in
private hospitals have neither agreed nor disagreed with the fact that their hospitals provide
them with requisite level of supervision. While, the nurses working in Government hospitals
were found to be dissatisfied with the level and effectiveness of the supervision provided to
them.

Besides, Tr has also failed to exhibit statistically significant difference among the nurses
working in both type of hospitals. In both groups, the means values are found to be
approximately equal, i.e., 3.141 and 3.055. This reveals that the nurses working in both
Government and private hospitals are indifferent regarding the transparency and fairness
opted by both types of hospitals in case of complaints, application of hospitals rules and
policies, etc. In other words, the nursesin both type of hospitals neither accept that their
respective hospitals are operating with transparency and quality while dealing with
employees, their complaints, etc. not they have

denied it. The reason can be the unwillingness of the nurses to respond or their unawareness
regarding Tr.

However, the results of the Table 4.15 reveal statistically insignificant difference (p >
0.05) inthe responses of the nurses working in both type of hospitals on account of SS. An
76
outlook at the mean values shows comparatively higher mean values in case of nurses
working in Government hospitals (3.888) than the other group (3.427). This indicates that
the nurses working in Government hospitals considered their salary sufficient and competent
with the salary provided to the nurses in other departments, hospitals, divisions, etc. While
the nurses working in private hospitals are not being found to consider their salary competent
enough with the salary of the nurses working in other groups, hospitals, etc. But these results
cannot be considered as the t values are found to be statistically insignificant in this case.

Also, the results of the present study are found to be statistically indifferent among the nurses
working in both the groups on account of IR. An outlook at the mean values also depicts
same value in both the cases (3.148 and 3.273). These values indicate that the nurses working
in both Government and private hospitals are not contented with the level of interpersonal
relationship allowed to them by the hospital administration and the level of contentment is
not different among nurses working in both types of hospitals.

Also the nurses, in both the hospitals are not found to be different on account of WS since
the t values are found to be insignificant (p < 0.05). The approximately identical mean values
(in case of nurses working in Government hospitals = 3.404 and private hospitals = 3.104)
indicate that the nurses (in both types of hospitals) are either unwilling or unaware regarding
the presence of worker support at their [Link] the results pertaining to the
difference among the nurses working in both types of hospitals on account of hygiene factors,
the difference is found to be statistically significant in case of four hygiene factors (namely,
JSe, WoC, SQ and Su) out of the total of ten hygiene factors. Thus, H4.1 has been partially
rejected and it has been deduced that the nurses working in Government and private hospital
does not vary on the basis of all the hygiene factors but someof the hygiene factors.

H4.2: There is no significant difference among nurses working in Government and private
hospital on account of motivational factors.

Among MF, rewards and recognition is the aspect employee look in their place of work. It
can bemonetary like bonus and incentive or non-monetary like appreciation. The results of
the present research work has unveiled that the nurses working in private hospital are more
gratified by the rewards and recognitions offered to them at their work place. Since the mean
value is higher (3.992) in this case. The comparatively lower mean value (3.583) in case of

77
nurses in Government hospitals represent discontentment of the nurses with respect to the
rewards and recognitions offered to them for their diligent and dedicated work. The
underlying rationale for this difference can be that in order to sustain and attain profitability,
private hospitals strive towards competitive rewards and recognition system for keeping the
nurses always encouragedto work with dedication and devotion. But in case of Government
hospitals, the system of rewards and recognitions may not be highly competitive as the
hospitals are found to follow the structure recommended by the pay commission or any other
authority from time-to-time.

However, Re has failed to cause statistically significant difference among both the group of
the nurses. The approximately same mean value also indicate no difference among the nurses
in both

the groups. Further, both the mean values (3.47 and 3.57) are noticed to be equal or close to
3. This has indicated that the nurses, in both types of hospitals, neither consider their job
interesting, challenging, demanding and contributory in the success of the hospital nor they
consider it uninteresting, non- challenging, easy and non-contributory in the success of the
hospitals. Since the results are found to be statistically significant in case of RR only, H4.2
has been partially rejected, thereby, deducing that there is significant difference among
nurses working in Government and private hospital but on account of only one motivation
factor, i.e., rewards and recognition.

To recapitulate, the results of independent sample t-test have shown that the nurses working
in both types of hospitals holds differential perception regarding JSe, WoC, SQ, Su and RR.
Thus, H4 has been partially rejected.

Summary

The present section throws light on the findings and interpretation of the empirical results
computed to serve the objective of the present study with the sample of 780 nurses working
in twelve different hospitals (Government and private) in the Garhwal region of Uttarakhand
State, India. The results of the study reveal that significant impact of hygiene factors and
motivational factors on the job satisfaction of the nurses. Further, hygiene factors also found
to have direct as well as indirect impact on workplace commitment, while the effect of
motivational factors on workplace commitment is found to be indirect routed through job
78
satisfaction. Nevertheless, job satisfaction found to have significant impact on workplace
commitment. Also, income and natureof hospital are found to impact hygiene factors and
job satisfaction, respectively. The resultshave also shown no significant difference in the
level of job satisfaction and workplace

commitment on account of nurses segregated on the basis of type of hospital (i.e.,

Government hospitals and private hospitals). Enriching the investigation, the results of
multiple regression analysis have unveiled that at aggregate level, workplace commitment is
affected by relatedness, rewards & recognition, safety, support for quality, supervision, job
security, salary sufficiency, interpersonal relationship and worker support. Also, workplace
commitment in case of nurses working in Government hospital is found to be affected by
relatedness, rewards & recognition, safety, feeling about hospital, working conditions and
job security. While in case of nurses working in private hospitals, the predictors of workplace
commitment are noticed to be relatedness, safety, feeling about hospital, working conditions
support for quality, transparency and worker support.

The antecedents of job satisfaction are found to be safety and salary sufficiency at aggregate
level. On the other hand, relatedness, safety, interpersonal relationship and worker support
is found to affect job satisfaction in nurses working in both types of hospitals. Besides,
rewards andrecognition, supervision and job security has shown significant impact on the
job satisfaction of the nurses working in Government hospitals only and support for quality
and salary sufficiency has been found to affect the job satisfaction among the nurses working
in private hospitals only. Adding more, significant difference has been found among nurses
working in both types of hospitals on account of facets, namely, job security, working
conditions, support for quality, supervision and rewards & recognition.

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 CHAPTER 5

FINDINGS, CONCLUSION AND SUGGESTIONS

Workplace commitment and job satisfaction are the two aspects which remains the focus of the
organizations for more than decades. Exclusively in the present competitive scenario,
organizations have started focusing extensively on both the facets since these are aspects which
attract and attach the employee towards the organization. Any resource of the organization can
be imitated by the rivals in the marketplace but the skills, attitude, dedication, devotion, etc. of
employees cannot be copied until and unless employee will change the organization. Thus,
organization focused more on workplace commitment, job satisfaction and various facets related
to it with the underlying rationale of attracting competitive workforce, retaining them and
extracting maximum out of their skills, knowledge and ability.

Alike other business organizations, health care organizations have also started focusing workplace
commitment and job satisfaction of their staff members. Since the health care sector has also been
privatized, the appointment and retention of competitive nurses, doctors, etc. has become one of
the prime strategies of the hospital from ensuring sustainability and profitability. While doing so,
hospital administrations have also engaged themselves in not only exploring the commitment level
and satisfaction level of their staff but also in exploring the factors which may insist or resist
commitment and satisfaction of the hospital staff. In this context, the related studies have
highlighted that the hospitals should focus, particularly, on nurses as lack ofrequisite support and
commitment has been suspected from the nurses working in hospitals in India. Taking this into
consideration, the present study has been framed to explore the phenomenon of workplace
commitment and job satisfaction among nurses in India. Accordingly,the present part of the study
has been devoted to the main findings of the study and the

conclusion emanating from the analysis followed by various implications which may leads
towards enhancement of workplace commitment and job satisfaction among nurses. Accordingly,
the following part of the present chapter presents summary and conclusions.

80
5.1 Major Findings

The present study has developed a model named as WCJS model with the main focus on analyzing
relationship between workplace commitment and job satisfaction. The model also aimed at
unveiling the factors that affect workplace commitment and job satisfaction. Accordingly, the
results of SEM (as discussed in Table 4.10) have highlighted significant impact of job satisfaction
on workplace commitment. The underlying rationale can be that if nurses are happy with their
work, they wish to continue working at the same workplace till the time they are happy and
gratified. This result is in accordance with the theory as well as the empirical research work of
Fabiene and Kachchhap (2016); Ismail (2012); Habib et al. (2014) and Tella et al. (2007).

Further, the results of WCJS model, represented in the Table 4.10, have highlighted no significant
direct impact of motivational factors on workplace commitment but the impact is found to be
indirect routed through job satisfaction as job satisfaction noticed to have significant direct effect
of motivational factors. This implies that the nurses, with the belief that their work contribute
towards the profitability of the hospitals and are being provided with competitive rewards &
recognition in lieu of their hard work, dedication and devotion, will be more contended with their
job and this will, further, raise their commitment level towards the hospital and vice-versa. These
finding are in convergence with the studies of Sohail et al. (2014); Ahmed et al. (2010); Tella et
al. (2007) and Deci (2005). Pertaining to the hygiene factors, the present empirical work has
depicted that the presence of hygiene factors has significant direct impact on workplace
commitment and job satisfaction(refer Table 4.10). Moreover, the indirect impact of hygiene
factors is found to be routed throughjob satisfaction. The results reflects that effective supervision,
support of workers, transparency in policies and procedures, scope of developing interpersonal
relationship at workplace, perceived salary sufficiency, etc. channelizes the willingness of the
nurses to stay back with theirpresent workplace in the near future and the satisfaction level of the
nurses with their respective workplace also get enhanced. Further, the impact of hygiene factors
on workplace commitmentis also found to be indirect and routed through job satisfaction. This
gives impression that when nurses are provided with various hygiene factors, such as, perceived
salary sufficiency, workers’ support, transparency, job security , safety, they feel contended with
their job and this will eventually lead towards their willingness to remain associated with their
respective workplace in the near future. These findings are found to be parallel with the findings
of Rizal et al. (2014); Lee and Chen (2013) and Werther and Davis (1996).

81
Further, income has shown no significant direct impact on workplace commitment and job
satisfaction as the values of critical rations (refer Table 4.10) are found to be insignificant. But
the impact of income on workplace commitment and job satisfaction is found to be indirect. To
elaborate, income has been found to exhibit significant direct impact on hygiene factors and
indirect impact on job satisfaction routed through hygiene factors and motivational factors. Also,
the indirect impact of income on workplace commitment is found to be channelized through job
satisfaction along with hygiene factors and motivational factors. These results can be understood
as when the income of the nurses increases, their perceived salary sufficiency also enhances
owing to which they tend to be more satisfied with their job and decided to continue working at

their present workplace in the forthcoming future also. These results are found to be aligned with
the findings of Israel et al. (2017); Chien and Yick (2016); Hatam et al. (2016); Al-Hussamiet al.
(2013); Hyati (2012); Moon et al. (2009); Barron and West (2005) and Cowin (2002). These
studies have highlighted that the nurses are more focused on facets other than salary, such as,
work clarity, relatedness, worker support, etc. while deciding upon the decision to stay connected
with their present workplace.
Furthermore, as reflected from the results mentioned in the Table 4.10, nature of hospital (i.e.,
Government or private) has been found to affect job satisfaction of the nurses directly and
workplace commitment indirectly. It seems that the nurses, employed in Government hospitals,
are more satisfied with their workplace in comparison with the nurses working in privatehospitals
and thus, the former group of nurses has shown more commitment towards their workplace. This
corroborates with the findings of Rao and Malik (2012); Cortese et al., 2012); Patil and Choudhari
(2011); Aktharsha et al. (2011). Further in this context, Hamid et al. (2014) have stated that the
nurses working in Government hospitals are working in the spirit of serving humanity and are
working against all odds which boosts the level of satisfaction and commitment among nurses.
While the nurses working in private hospitals are working in a functional system and are facing
pressures of accountability owing to which their job satisfactionas well as their workplace
commitment is being adversely affected. Further, Lakshmi et al.(2012) have stated that the nurses
working in private sector are facing issues pertaining to work- life balance owing to which their
contentment towards the job and their willingness towards continuing the job in the same hospital
is found to be lower, whereas, the contentment and willingness is found to be more in case of
nurses working in Government hospitals.

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Besides, the results (refer Table 4.10) have shown no significant impact of age on workplace commitment
and job satisfaction. These results are in contradiction of the research evidences of Jayasuriya et al. (2012);
Al-Aameri (2000); Shah et al. (2004); Yaktin et al. (2003). These evidences states that age plays significant
role in shaping the satisfaction level of nurses and theirwillingness to remain employed in the present
workplace. But a scant gamut of studies in thepast have also indicated that age has no significant
role in shaping job satisfaction and/orworkplace commitment of the nurses in all contexts and settings.
Like the findings of Bacha et al. (2015); Al-Enezi et al. (2009); Loke (2001) and Adams and Bond
(2000) have highlightedthat interpersonal relationships and colleague support have more determining role
over satisfaction and commitment rather than personal feature of nurses like age.
Intensifying the understanding of phenomenon of workplace commitment and job satisfaction with respect
to nurses working in Government and Private hospitals, the findings of the studyalso includes results of
multiple regression at aggregate level as well as disaggregate level(taking nurses working in
Government hospitals and private hospitals separately) as discussed in the Table 4.12 and 4.13. The focus of
such analysis is to explore the facets of hygiene and motivational factors that affect workplace commitment
and job satisfaction. While exploring for antecedents of workplace commitment (refer Table 4.12), it has
been found that at aggregatelevel (i.e., taking all the sampled 780 nurses together), workplace commitment
is affected by job relatedness, rewards & recognition, safety, support for quality, supervision, job security,
salary sufficiency, interpersonal relationship and worker support. To elaborate, it has been found that the
workplace commitment of the nurses will be high in case they perceive their jobs contributory in
profitability of the hospitals; are happy with the rewards and recognition offered to them. The workplace
commitment among nurses is also noticed to be high in case they are being offered safety measures at
workplace; perceive their job secure; consider the supervision effective; are happy with their salary and have
worker support. Also, the workplace commitment is noticed to be more in case the nurses believe that their
hospital management follow transparency and allow them to develop interpersonal relationship at their
workplace. While attempting to explore the facets affecting workplace commitment of the nurses at
disaggregate level, the results of multiple regression analysis represented in the Table 4.12 have explored
that the workplace commitment will be high among nurses employed in both type of hospitals in case their
consider their job valuable for the hospital; believes that they are covered against any safety hazard; feel
optimistic regarding the future of the hospital and are being provided with requisite working conditions. In
addition to these antecedents, the workplace commitment of the nurses in Government hospitals is also
noticed to be affected by rewards & recognition and job security, whereas, in case of nurses working in
private hospitals, the workplace commitment is found to be affected by support for quality; transparency and

83
worker support Conversely, job satisfaction of nurses, working in both types of hospitals, was found to have
impact of relatedness, interpersonal relationship and worker support along with safety. In addition to these
antecedents, job satisfaction of the nurses working in Government hospitals is found to be affected by
rewards and recognition; supervision and job security, whereas in case ofnurses working in private sector,
the additional antecedents include support for quality; salary sufficiency and interpersonal relationship. To
the best of the knowledge, such a comprehensive attempt has not been made earlier especially with
reference to India owing to which the availablerelated literature is found to be sparse.
Adding more the analysis, the results of the present study have also highlighted that the nurses working in
both Government and private hospitals belong to ‘more satisfied’ and ‘high commitment’ category as
reflected from the results of the Table 4.14. This indicates that majorityof the sampled nurses working in the
both types of hospitals in the Garhwal region, Uttarakhand, India were satisfied and committed towards their
workplace based on their perception regarding the work and hospital. Accordingly, no significant difference
in the level of satisfaction and workplace commitment has been found in the nurses working in Government
hospitals and private hospitals. Moreover, the results of independent sample t-test represented in the
Table
4.15 have also unveiled significant difference in the nurses employed in both types of hospitals on account
of facets, namely, job security, working conditions, support for quality, supervision, rewards & recognitions.
To elucidate, it has been found that the nurses working in Government hospitals are more contented with the
job security offered to them by the hospitals in comparisonwith the nurses working in private hospitals.
Contrary, the nurses working in private hospitals arefound to be relatively more contended with the working
conditions including proper space, light, heat, rest rooms, rest breaks, etc. offered to them at their workplace,
whereas, the nurses workingin Government hospitals are found to be indifferent in opinion at the time of
giving responses in this context. Further, the nurses working in Government hospitals were not found to
hold the belief that their respective hospitals support quality service parameters and criteria strictly.
However, the nurses working in private hospitals are found to be indifferent on this aspect as reflected
through the mean value equals to

Suggestions

84
The findings of the present study have highlighted many focal points that may enable the hospitals to shape
workplace commitment as well as job satisfaction of the nurses in the manner beneficial to nurses and
hospitals. On the basis of such points, the following recommendations have been made.

1. Safety Measures

Healthcare organizations should enhance safety measures at workplace as it has been found to affect both job
satisfaction and workplace commitment at aggregate and disaggregate level. In this regard, hospitals can
make a comprehensive list of safety measures for nurses and ensure that every nurse should have that list.
Further, it should also be ensured that the measures should be followed rigorously in the hospitals. Hospitals
should also try to communicate nurses explicitly and implicitly regarding their focus on safety of nurses from
time-to-time. Moreover, nurses can also be asked to suggest measures ensuring their safety at workplace in
order to enhance their level of satisfaction and commitment at workplace.

2. Job Security

The private hospitals are suggested to make nurses believe that their jobs are secured in the respective
hospital. It can be done by many ways. One of the ways is that hospitals can ensure that they will not follow
hire and fire policy at workplace and the same should be well documented in the employment contract and
shared with the nurses at the time of their joining.

3. Positive Opinion about Hospital

Further, hospitals must focus on developing positive feeling about the hospital among the [Link] can be
done by sharing the vision and future planning of the hospitals with the nurses through meetings, seminars,
personal e-mails, etc. Hospitals can also share past figures alongwith the projected figures for future
pertaining to profitability so as to enhance the feelingof the nurses regarding the respective hospitals in an
optimistic manner.

4. Working Conditions

85
Also, the hospitals are suggested to focus on enhancing the working conditions of the nurses on continuous
basis. Although it has been observed that the hospitals have already started improvingworking conditions of
the nurses, yet hospitals should periodically review the practices and modify them as and when required. It
should be ensured that the nurses are being contended with the provided facilities including rest rooms,
almirahs, etc. from time to time and not only at the time of joining of the nurses. Moreover, nurses can be
given opportunity to suggest ways to improve their working conditions. Doing so will enable hospitals in
exploring the expectations ofthe nurses.

5. Quality of Services

The nurses working in private hospitals are found to be dissatisfied with the extent to which the hospitals
focus on the quality of services provided to patients. But the support for quality isfound to a significant
determinant of workplace commitment and job satisfaction among nurses working in private hospitals. Thus,
private hospitals are suggested to focus on enhancing the quality of the services provided to customers. One
of the implications in this regard is that more

rigorous quality standards should be framed and strictly implemented by the hospitals. Although support for
quality is not found to exhibit significant impact on workplace commitment and job satisfaction of the nurses
in Government hospitals, yet the low rating of the nurses on this facet also indicates that the Government
hospitals should also frame and follow rigorous quality standard.

6. Supervision

Further, hospitals are recommended to re-consider the level and extent of supervision provided tothe nurses.
Supervisors or administrators are advised to give due consideration to all the nurses impartially. Further, it
has been found that some of the nurses are confused regarding their exact KRAs, i.e., they don’t know the
scope of their work. Thus, it is recommended that the hospital administration should specifically chalk out
the list of activities (minute to minute) and ensure that all the nurses working in the hospitals are being
explained about the activities and more effectively, all the nurses should be provided with the written list of
activities and the administration should take written consent from the nurses regarding their awareness level
regarding the same. Adding more, it should be ensured that job assignments will be assigned fairly and the
same should be explained to the nurses as it has been found that the nurses (specifically in private hospitals)
believe that the work has not been evenly distributed.
86
7. Transparency

Among the catalogue of the aspects which should be considered by the hospitals, one of the imperative
aspects is transparency. It has been found that the nurses feel that the hospitals don’t apply the policies and
procedures equally and their complaints are not being handled with neutral background though transparency
has been found to affect workplace commitment of nurses working in private hospitals. Thus, it should
ensure that any decision, etc. taken by the hospital

administration should be clearly and explicitly explained to the nurses so that the nurses will be clear
regarding the rationale of taking the particular decision and favoritism in any kind should be reduced to
minimum if it cannot be eliminated in totality.

8. Competitive Salary

The private hospitals are also advised to ensure that the nurses should be contended with the salary provided
to them. There should to internal as well as external equity regarding the salary of the nurses. To elaborate,
it should be ensure that the nurses with same experience, nature of work, etc. should be paid identical salary
within the hospital. Moreover, the salary should also match with the salary of the nurses working in other
hospital with same experience, workload and nature of tasks.

9. Rewards and Recognitions

Further, the Government hospitals are being advised to frame a competitive and attractive rewards and
recognition system and follow it rigorously since it has been found that the nurses working in Government
hospitals are not happy with rewards and recognition offered to them fortheir hard work and devotion which
may hamper their satisfaction and commitment towards workplace.

10. Interpersonal Relationship

Further, hospitals are also advised to focus on interpersonal relationship of the nurses at their workplace.
Various practices, such as, informal gatherings, sufficient rest time, etc. can be adopted to ensure that the
nurses interact with each other and share their emotions, thoughts, etc. Indeed, the informal gatherings should

87
be arranged by the hospitals from time to time and the family members of the nurses should also be invited
to enhance the level of interpersonal relationship. Nurses should also be encouraged directly or indirectly to
interact with them colleagues in same or other units and departments. This will, further, enhance the
interpersonal relationship within the hospitals, thereby, enhancing both workplace commitment and job
satisfaction.

11. Peer Support

Hospitals should organize programs, seminars, etc. focusing on the need and importance of worker support.
This will induce the nurses to support their colleagues at their workplace which will add to their workplace
commitment and job satisfaction. Indeed, hospitals should adoptsome practices, like group incentive, etc.
for inducing the nurses to help each other but while doing so, it should be kept in mind that the practices
should not allow the inefficient or less dedicated nurses to take the advantage of the dedication and devotion
of the other nurses. Thus, individual as well as group incentives should be included.

12. Job Relatedness

Further, the nurses should also be explicitly explained regarding the importance of their work and
contribution towards the success of the hospital. This will enhance job relatedness, thereby, enhancing their
workplace commitment as well as job satisfaction. Job relatedness among the nurses can also be enhanced
by explaining them regarding the nobility of their profession towards serving mankind.

13. Service to Society

Besides, it has also been found that the nurses (specifically in private hospitals) have started feeling that they
are working in a purely commercial organization like manufacturing unit, where the employees are grilled
for their performance and the ultimate aim is to extract maximum from

them towards organizational profitability. Though one of the aim of private hospital is to enhance the
profitability and sustain the competitive pressure, but the bottom line objective is to serve the society towards
improving the health of mankind and the same should be explained to nurses through the policies and
procedures of the hospitals and through other means, such as, meetings, seminars, training sessions, etc.

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5.2 Implication and Checklist of Future Research
The present research work will enable researchers as well as the healthcare sector to explore the phenomenon
of workplace commitment and job satisfaction more comprehensively and from great many angles. The
significance of the study is to suggest policy implications to hospitalsthat will facilitate the hospitals in
leveraging upon the benefits of enhanced job satisfaction and workplace commitment among the nurses.

One of the significant contributions of the present study is the development of the model named as WCJS
model that examine the relationship between workplace commitment and job satisfaction and various
antecedents of both the aspects in Indian context. The development of the WCJS model has provided a
measurement tool that can be utilized to explore the interdependent and interrelated relationship between
workplace commitment and job satisfaction comprehensively and in entirety. To the best of the knowledge
such an exhaustive and comprehensive attempt has not been made so far in the literature especially with
reference to developing nations like India. The attempt of such kind has put the efforts to integrate
taxonomies of workplace commitment and job satisfaction among nurses working inGovernment as well as
private hospitals. This integration may be fruitful in understanding the retention dynamics among nurses in
the hospitals in a more parsimonious manner. Indeed, the attempt of such kind constitutes keystone to
continue with the study focusing on workplace commitment and job satisfaction from the applied perspective.

The present research work also tenders a wider promenade in the area of workplace commitment and job
satisfaction with reference to health care sector in India. The present research work contributes to the ongoing
discussion about the explanation, process and phenomenon of workplace commitment and job satisfaction
with better understanding of antecedents of both the aspects.

Moreover, the present research work has also focused on the phenomenon of workplace commitment and job
satisfaction at disaggregate level. The extensive attempt of such kind will assist the policy makers in both
types of hospitals to focus on specific factors in order to take reactive actions under the light of the findings
of the present study. While the present attempt will also facilities health care organizations to focus on various
aspects depending upon the nature of hospital to nip any suspected issue in the bud with the aim keep nurses’
commitment and satisfied with their workplace. This way, the findings of the present study offer a general
and indicative interpretation of the phenomenon of Workplace commitment together with job satisfaction in
a more comprehensive and in-depth manner. Further, the present research attempt also indicates checklist for
probable areas for future research.

a) In future, the results of the study can be validated with reference to nurses working invarious

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 hospitals in other regions of Maharashtra or other states of Indian nation.
b) Indeed, the present results can also be tested in other nations, wherein, the culture,thinking
pattern, beliefs, etc. are distinct from that of India.
c) Also, an attempt can be made to explore the phenomenon of workplace commitment andjob
satisfaction among the employees working in health care sector other than the nurses.

d) Moreover, the study can also be planned with reference to employees working in sectors other than
health care sector.
e) In future, a research endeavor with more socio-economic factors may also further deepen the
understanding of the relationship between workplace commitment and job satisfaction and the
catalogue of antecedents may go for further additions or deletions or some kind of alterations.
f) The present study can also be extended by considering pre and post change behaviour of the nurses.
In other words, level of workplace commitment and job satisfaction can be examined and compared
before implementing changes on the basis of the findings of the present study and after implementing
the requisite changes.
g) In future, attempts can be made to include some other psychosomatic and psychological attributes of
employees. Such an attempt may, further, deepen the understanding of the

90
 REFERENCES
Adams, A., and Bond, S. (2000). Hospital nurses’ job satisfaction, individual and organizational
characteristics. Journal of Advance Nursing, 32, 536-543.

Adams, J. S. (1963). Toward an understanding of inequity. Journal of Abnormal Psychology, 67,422-436

Adams, J.S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social
psychology, New York: Academic Press, 2, 267-299.

Adeyemo, D. A., and Aremu, A. O. (1999). Career commitment among secondary schoolteachers in Oyo
State, Nigeria. The role of biographicial mediators. Nigerian Journal of Applied Psychology, 5(2), 184-194.

Ahmad, N., and Oranye, N. O. (2010). Empowerment, job satisfaction and organizational commitment: a
comparative analysis of nurses working in Malaysia and England. Journal of Nursing Management, 18, 582-
591.

Ahmed, I., Nawaz, M .M., Ahmad, Z., Ahmad, Z., Shaukat, M. Z., and Usman, A. (2010). Does service
quality affect students’ performance? Evidence from institutes of higher learning. AfricanJournal of Business
Management, 4(12), 2527-2533.

Aktharsha, U. S., and Anisa, H. (2011). Job Stress and Job Satisfaction: An Investigation of Nursing
Personnel. JM International Journal of HR Review, 1(1), 18-32.

Al-Aameri, A. S. (2000). Job satisfaction and organizational commitment for nurses. Saudi Medical Journal,
21(6), 531-535.

Alderfer, C. P. (1969). An empirical test of a new theory of human needs. Organizational Behavior and
Human Performance, 4(2), 142-175

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 Annexure A: Questionnaire
“Job Satisfaction and Workplace Commitment of Nurses in Pune,
Maharashtra”:

This questionnaire is a part of the MBA HAHM project work. Please devote some
minutes from your valuable time to complete this questionnaire. The information
provided in this questionnaire will remain strictly confidential and will be used for
academic purpose only.

Age (in years): Income (monthly): Rs.

Highest Educational Qualification:

Total Years of Experience:

Nature of Hospital: Government Private

Marital Status: Married Unmarried

Section A

For retaining competent nurses in hospitals, it is required to provide satisfaction to

them. Keeping this in view, the following section intended to explore the satisfaction
level of nurses in the [Link] your opinions on five-point scale ranging from 1
to 5 where 1 represents Strongly Disagree (SD), 2 represents Disagree (D), 3
represents Neither agree nor Disagree (NANDA), 4 represents Agree (A) and 5
represents Strongly Agree (SA).
S. 1 2 3 4 5

No. Statements SD D NAND A SA

A

1 I enjoy my work almost all the days.

2 I am always interested in performing challenging tasks assigned to

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 me.

3 I am happy with my work.

4 The level of responsibilities assigned to me are acceptable.

5 I often think about leaving or changing my job.

6 I feel that my opinions are being counted in the hospitals.

7 I feel that I am doing a worthwhile job.

8 I am being fairly paid by the hospital.

9 I feel that I am being valued by the administration.

1. Mentioned below statements depict the recognition and promotion offered by

hospitals. Give your opinions on five point scale ranging from 1 to 5 where 1
represents Strongly Disagree (SD), 2 represents Disagree (D), 3 represents
Neither agree nor Disagree (NANDA), 4 representsAgree (A) and 5 represents
Strongly Agree (SA).
S. 1 2 3 4 5

No. Statements N O S M A
T

1 The good performance of the employees is always praised by the

administration.

2 Whenever the tasks are being performed extraordinary by employees,

the administration recognizes the efforts.

3 The administration always appreciates good performance.

4 The administrations always motivate to work with dedication and

devotion.

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 5 Acceptable recognition in any form is provided to us for performing

our duties well.

6 The performance of the nurses are being fairly reviewed and

appraised.

Section C

1. Workplace Commitment is one of the crucial aspects for any organization

including hospitals. Give your opinions on five-point scale ranging from 1 to 5 where
1 represents Strongly Disagree (SD), 2 represents Disagree (D), 3 represents
Neither agree nor Disagree (NANDA), 4 represents Agree (A) and 5 represents
Strongly Agree (SA).
S. 1 2 3 4 5

No. Statements S D NAN A S

D DA A

1 I am very happy to spend the coming years of my career in this

hospital.

2 I enjoy telling people about the hospital where I Work.

3 I feel hospital is a family and I am a part of it.

4 I don’t feel a strong sense of belongingness with hospital.

5 I don’t feel emotionally attached with my hospital.

6 It would be difficult for me to leave the hospital right now-

even if I wanted to.

7 I don’t level this hospital because what I am getting here will

not be provided by other hospitals.

8 One of the issues in leaving this hospital is the scarcity of

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 available alternatives outside.

9 I am not afraid what might happen if I quit my job without

having another opportunity.

10 Currently, remaining with my organization is a matter of

necessity as much as desire.

11 I believe that these days, nurses change their workplace

frequently.

12 Nurses in this hospital will continue working in this hospital

because they believe that loyalty is important.

13 Nurses in this hospital feel sense of moral obligation towards

working in this hospital.

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 Annexure B Scope of Study

Scope of future study:-

The focus of the present research work is on the nurses. Among the present literature
evidences, the studies pertaining to India are found to be scarce and more specifically, the
research with special reference to the regions, namely, Pune Maharashtra state of the Indian
nation has not been found in the literature to the best of our knowledge. Thus, the present
study focused on hospitals in Pune region. Doing so will enable to explore the factors
affecting workplace commitment and its relationship with job satisfaction. Further in the
present study, hospital has been defined as an institution providing medical and surgical
treatment and nursing care to sickor injured people and nurses refers to the registered
employees working in the hospitals.

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