ORAL THESIS DEFENSE

TITLE: RELATIONSHIPS BETWEEN ORGANIZATIONAL

COMMITMENT, SUPERVISORY SUPPORT, AND JOB SATISFACTION
OF NURSES IN SPECILIZED HOSPITALS, BANGLADESH

Presented by
Bishwajit Mazumder
ID No 55910278

Faculty of Nursing, Burapha University

Thailand

Background and significance

o

Job satisfaction has an important expression and regard to ones

feelings or state of mind regarding to the nature of their work.

It is human behavior and nurses are interested to work in the

organization where they focus on peaceful behavior to the patient.

Job satisfaction in nursing provides a supportive work

environment, and health care facility to achieve better outcomes
for nurses, patients, and organizations (Yang,Yu, & Wang , 2013).

Background and significance (cont)

o

It is significance that nurses job dissatisfaction is the causes of nurses

feel high work load, lower payment, less social security, lack of respect,
lack of career paths, lack of promotional opportunities, inadequate
supervision, work environment, and less use of informational
technology in hospital (Nahar, Hossain, Rahman, & Bairagi, 2013).

Bangladesh has serious problems in nursing profession including

administration, planning, human resources management, and job
dissatisfaction of nurses, utilization of nurses, nurse patient
relationships, image and social status, governance and ongoing
corruption (Bangladesh Daily News, 2007).

Background and significance (cont)

o

Bangladesh Health Watch (2007) reported that approximately

28,000 nurses were needed to serve the total population.

By April 2011, the population of Bangladesh had reached over 162

milions and nurse population ratio was very low at 1 nurse per
2700 people (WHO, 2011).

Bangladesh is the only one country that appears to have a higher

physician nurse ratio 2: 1, the nurse patient ratio is 1: 15-20,
where as international standard of nurse patient ratio is 1:4.
( Ahmed, Hossain, chowdhury, & Bhuiya, 2011, WHO, 2006).

Research Objectives
o

To examine the level of job satisfaction, organizational commitment, and

supervisory support of nurses in Bangladesh.

To examine the relationship between organizational commitment,

supervisory support and job satisfaction of nurses

Research Hypothesis
o

There is a positively correlated between organizational commitment,

supervisory support and job satisfaction of nurses.

Research framework
o

The framework of this research based on results of previous

studies.

Independent variable

Organizational
commitment

Dependent variable

Job satisfaction
Supervisory support

Research Methodology
Research design
o

A descriptive correlation research design was used to examine

the relationship between organizational commitment,
supervisory support and job satisfaction with in the context of
the public specialized hospital in Bangladesh.

Population and sample

Population

The populations of the present study was nurses working

in different units of the National Institute of Ophthalmology
and Hospital (NIO&H). The total number of population in the
study NIO&H was 193 and total sample was 126.

Population and sample (cont)

Sample size estimation:
oThe

sample size was estimated by using theory and table of

power analysis. The estimated sample size was calculated

for an accepted minimum level of significance ( ) of <
0.05, an expected power (1-) 0.80, and an estimated
population effect size of 0.25 () (Polit & Beck, 2006).
oThe

researcher considered using the small effect size ( ) at .

25, requiring a sample size of 126 nurses.

Sampling criteria
Sample

was used in this study (N= 126) and following inclusion criteria: nurses

were 1) involved direct patient care 2) had at least six months working
experiences in the selected hospitals and 3) had at least diploma in nursing
degree, 4) had ability to read and understand English, and 5) had willing to
participate in this study.
Sampling method
o

A simple random sampling technique was used in this study. Researcher was
prepared an alphabetically two name list of nurses in OPD and IPD who met the
inclusion criteria. From two lists, sample was selected randomly and then it was
collected in the study. Charge nurse, nursing supervisor, and nursing
superintendent was excluded from the study.

Measurements of study
The questionnaire will be used in this study. The questionnaires
contain four section including o

Section I Nurses Demographic Data Form developed by researcher,

Section 2 Job satisfaction was measured by the modified Spectors

(1985) job satisfaction survey.

Section 3 Organizational commitment was measured by the modified

Meyer and Allens (1990) Organizational Commitment Questionnaire.

and Section IV Supervisory support scale was measured by the

modified the scale of Fukui, Rapp, Goscha, Marty, and Ezell (2013).

Validity and reliability

oThe

Content Validity Index (CVI) was performed to assess by a panel

of three experts who were nurse educator and experienced researcher

from Faculty of Nursing, Burapha University, Thailand , evaluated
content validity index (CVI) of the items.
o The

reliability of the instrument was examined through pilot study

with 30 nurses in National Institute of Traumatology, Orthopaedic, and

Rehabilitation (NITOR), Dhaka. The Cronbachs alpha coefficient
value yielded from pilot study of job satisfaction (.85), organizational
commitment (.85), and supervisory support (.82).

Validity and reliability (cont)

o In

the context of Bangladesh education system, English subject started from

beginning of the study (from class one). All nurses have to completed intermediate
level of education. Bangladesh nursing education follow English curriculum.
oEvery

nurse completed three years diploma in nursing and one year diploma in

midwifery/ orthopedic nursing or four years bachelor in nursing in English

curriculum.
oSo,

all nurses can understand English and no need back translation technique for

questionnaires.

Data Analysis Methods

oData

was analyzed by using descriptive and inferential statistics.

oDescriptive

statistics including mean, median, variance, percentage,

standard deviation was used for explaining the demographic data of

the subjects and the level of organizational commitment, supervisory
support and job satisfaction.
oInferential

statistics including pearsons product moment correlation

coefficient was used to test the relationship between organizational

commitment, supervisory support, and job satisfaction.

FINDINGS

Demographic characteristics
Demographic characteristics

< 35

12

9.52

35 - 45

67

53.17

>45

47

37.30

Male

2.38

Female

123

97.62

Single

5.56

Married

116

92.06

Divorce

.79

Widowed

1.59

1. Age (M = 43.33, SD = 6.38, and min to max

= 27.00 to 59.00)

2. Gender

3. Marital status

Demographic characteristics (cont)

Demographic characteristics

Hinduism

32

25.40

Muslim

83

65.87

Christianity

10

7.90

Diploma

86

68.25

Bachelor

25

19.84

Masters or equivalents

15

11.90

6 months 4 years

7.14

5 10 years

7.14

11 20 years

58

46.03

21 30 years

50

39.68

4. Religion

5. Level of education

6. years of experience

Demographic characteristics (cont)

Demographic characteristics

12,000 18,000

23

18.25

18,001 24,000

51

40.48

24,001 30,000

52

41.27

Senior staff nurse

115

91.27

Staff nurse

11

8.73

7. Monthly salary (in taka)

8. Current position

Range, Frequency, Percentage, Standard Deviation, and

Level of Nurses Job Satisfaction ( N = 126)

Job satisfaction

Mean range

Low

34 - 114

6.3

Moderate

115 - 151

85

73.8

High

152 - 203

33

26.2

Overall M = 146.06, SD =
18.29, and min max = 84.00
203.00

Mean, Standard Deviation, and Level of dimension

of nurses Job Satisfaction (N = 126)
Dimension

Mean

SD

Level

Nature of work

21.46

2.23

High

Supervision

20.84

3.18

High

Co-worker

17.10

2.41

Moderate

Pay

17.19

2.77

Moderate

Promotion

10.90

2.92

Low

Contingent reward

16.06

2.93

Moderate

Fringe benefit

15.85

2.94

Moderate

Communication

14.04

3.42

Moderate

Nature of work

12.63

2.94

Moderate

Range, Frequency, Percentage, Standard Deviation, and Level of organizational

commitment and supervisory support ( N = 126)
Organizational commitment Mean range

Low

11 - 26

Moderate

27 - 50

112

88.9

High

51 - 57

14

11.1

Supervisory support

Mean range

Low

21 - 27

.8

Moderate

28 - 52

101

88.2

High

53 - 59

24

19.0

Overall mean = 42.79, SD = 5.76, and

min to max= 28.00 to 57.00

Overall mean = 46.88, SD = 5.71, and

min to max=21.00 to 59.00

Comparison of job satisfaction among nursing staffs with

different education, and work experience (n = 126)
Source

SD

SS

df

MS

Diploma

86

146.48

20.03

Between
group

1068.11

534.06

1.6
1

.20

Bachelor

25

141.24

11.64

Within group

40765.38

123

331.43

Master
/Equivalent

15

151.67

15.61

Total

41833.49

6 mon
4yrs

145.89

23.43

Between
group

56.14

18.71

.06

.98

4-10 yrs.

147.89

9.33

Within group

41777.35

122

342.44

11 20 yrs. 58

146.36

18.61

Total

41833.49

125

21-30 yrs.

145.42

18.29

Working
experience

50

Pearsons correlation coefficients between organizational commitment,

supervisory support, and job satisfaction among nurses ( n = 126)

Variables

Job satisfaction
Pearsons correlation coefficient

Organizational commitment
Supervisory support
**p< .01

.31**
.26**

DISCUSSION

Subjects demographic profile

.

The majority of them were female (97.62%) and married

(94.44%) because in Bangladesh, nursing is commonly
considered as a womans profession as similar to many other
countries. In Bangladesh, admission criteria female: male =
10:1
For nurses educational level, more than two-third of them
(68%) had diploma in nursing degree and others had bachelor
and master degree. The percentage of bachelor and master
degree in nursing was (31%) in the present study higher than
(17%) of previous study ( Hossain, 2008) (Table 1).

Organizational commitment

The moderate level of overall organizational commitment (M

= 42.79, SD = 5.77) reflected the nurses and hospitals
commitments, their work, responsibility and success the goal
of the hospital.

High level of organizational commitment represents a positive

manner that could add meaning to life for nurses and increased
performance and reduced turnover and absenteeism for
organization and low levels of commitment are largely
dysfunctional for both the individual and the organization
(nal, 2013).

Supervisory support

In this study, reveals that moderate level of overall

supervisory support (M = 46.88, SD = 5.71). This study
demonstrated that perceived supervisor support had a greater
impact on improved levels of job satisfaction, as compared to
support received from supervisor.

The research also demonstrated that the supervisor support

had a greater positive impact on job satisfaction levels
(Brough & Pears, ).

Job satisfaction

The total job satisfaction among nurses in the present study was
at moderate level (M = 146.06, SD = 18.29).

The study findings congruent with other studies which found that
nurses typically have moderate level of job satisfaction and it can
be considered a good point at this moment in contrasts to
previous studies (Saifuddin, Hongkrailert, & Sermsri, 2008).

A moderate level of job satisfaction among healthcare

professionals was indicated in this survey and majority of the
respondents were satisfied in overall job satisfaction score
(Chaulagain & Khadka, 2012).

Relationship between organizational commitment

The result showed that total organizational commitment had

moderate significantly positive relationship with nurses job
satisfaction (r = .31, p < .01).

This result supports with the study hypothesis and rationale.

The findings of the study are congruent with previous studies
and support conceptual framework in this study.

Previous research has found organizational commitment to be

positively related to job satisfaction (Meyer & Allen, 1997).

Relationship between supervisory support and job

satisfaction

The result of this study revealed that supervisory support had

moderate and significant positive relationship with job
satisfaction (r = .26, p < .01).

The results support with the hypothesis, rationale, conceptual

framework in the study and previous study.

Many researcher stated that supervisory support had a direct

relationship with all employee outcomes includes job
satisfaction, family satisfaction, and life satisfaction (Achour,
Yusoff, & Nor, 2013).

Implication of the study

The outcomes of this study will contribute to nursing education, nursing
practice, nursing administration, and future nursing research in Bangladesh.
1. Nursing education: The study findings will be provided the primary
aspect of organizational commitment and supervisory support to improve
nurses job satisfaction. Nursing students and staff nurses utilize the nursing
knowledge to improve different aspect of their profession.

2. Nursing practice: The study findings will be focused on problematic

situation and quality practice for staff nurses to improve job satisfaction. It
also would be valued that satisfied nurses would more willing and
committed to improve quality practice and improve nursing profession.

Implication of the study

3. Nursing administration: Nurse Administrator can apply study

results for developing guideline for nurses to increase job
satisfaction in relation to organizational commitment and
supervisory support. It might be helpful for nurse administrator
to bring positive work attitude among the nurses.

4. Nursing research: The study result can be helpful to provide

primary information for further study to develop this job
satisfaction model. Moreover, it would be helpful to important
component of organizational commitment and supervisory
support with job satisfaction and improve those components for
achieving organizational success.

Recommendation of study
.

The most important recommendation would be to undertake a similar

study using a large enough sample such as medical college hospital
including district hospital in different settings, and the nurses using some
open ended questionnaire, in-depth interviews or focus group interviews
to determine the real perceptions or opinions about the organizational
commitment, supervisory support, and job satisfaction.
Subjects opinions about the actual strength and weakness of the
organization may also be investigated to identify other factors related to
nurses job satisfaction.
For next study, it is also recommended to investigation whether the
improvement of specific identified organizational commitment and
supervisory support dimension which has high correlation with job
satisfaction can really promote nurses job satisfaction.

Thanks for your attention and welcome

for your question and suggestion

Thanks for your attention and welcome

for your question and suggestion

Thanks for your attention and welcome

for your question and suggestion