Intrinsic and extrinsic factors influencing job satisfaction among nurses working in two selected government owned hospital in Lagos, Nigeria

Abstract

Background: Job satisfaction affects not only the quality of the function exercised by the nurse, job satisfaction is found to be one of the most important factors determining the quality of work, productivity, turnover and organizational performance. Objectives: The study determined the intrinsic and extrinsic factors influencing job satisfaction among nurses working in two selected general hospital in Lagos state, Nigeria. The study was conducted among 227 Nurses at General Hospital Odan and Gbagada General Hospital Lagos State. Method: Descriptive research design was used and simple random technique was use to recruit respondents for the study after determining the sample size of 227 using Cochran’s formular. Self-administered questionnaires with reliability index of 0.806 were used to collect data from the respondents. Data was then analyzed using Statistical Software SPSS, descriptive and inferential statistics were used to answer the hypotheses and result were presented in tables and figures. Result: The result showed a low level of job satisfaction, 100% of the respondents were not satisfied with their monthly allowance and believed that their salaries are not commensurate with their level of competence.There is a significant relationship ;between work environment and job satisfaction; Cal. X2=6.545; df=3; p<0.05);between supervision and job satisfaction; Cal. X2=130.2; df=2; p<0.05); between organisation and administrative policy; Cal. X2=6.018; df=3; p<0.05) between interpersonal relationship and job satisfaction Cal. X2=142.7; df=1; p<0.05) an between salary and job satisfaction; Cal. X2=8.107; df=2; p<0.05) . This implies that job satisfaction is dependent on some extrinsic factors. The intrinsic factors identified to influence nurses job satisfaction include: r achievement ; Cal. X2=345.6; df=3; p<0.05); recognition Cal. X2=60.7; df=3; p<0.05); responsibility Cal. X2=617.7; df=4; p<0.05); advancement Cal. X2=265.02; df=1; p<0.05); work, work schedule and workload; Cal. X2=674.9; df=5; p<0.05) and communication; Cal. X2=178; df=2; p<0.05). Conclusion: The management of the hospitals should therefore be encourage improving upon nurses’remuneration, creating healthy practicing environment and improve their staffing of nurses to retain the practicing nurses and attract younger generation into the profession.