C-I Chu1, H-M Hsu, J L Price, J-Y Lee. 1. Public Health Department, Tzu Chi University, 701 Section 3, Chung-Yang Road, Hualien 970, Taiwan. lyndon@mail.tcu.edu.tw
Abstract
AIM: The purpose of this research was to empirically test a model of job satisfaction in Taiwan. METHODS: The model represents a revision of the Price-Mueller model, which is based on empirical research conducted since 1972 at the University of Iowa. This empirical test contributes to the generalization, on cross-national settings, of results from American-based research on job satisfaction. FINDINGS: The results, based on a sample of 308 non-supervisory hospital nurses in Taiwan, indicate that 45% of the variance in job satisfaction was accounted for by the revised model. The work characteristic variable "routinization" had the greatest impact on job satisfaction, followed by the personality traits "positive affectivity" and "job involvement". Although it is difficult to change the routine nature of nursing, the manager should make efforts to diversify the job description and empower his/her subordinates. CONCLUSIONS: It is suggested that having information on a nurse's personality will help to predict her/his future job satisfaction and may lead to improved selection of personnel. In addition, different management styles or reward systems that are sensitive to different personalities should be carefully studied and implemented, as appropriate.
AIM: The purpose of this research was to empirically test a model of job satisfaction in Taiwan. METHODS: The model represents a revision of the Price-Mueller model, which is based on empirical research conducted since 1972 at the University of Iowa. This empirical test contributes to the generalization, on cross-national settings, of results from American-based research on job satisfaction. FINDINGS: The results, based on a sample of 308 non-supervisory hospital nurses in Taiwan, indicate that 45% of the variance in job satisfaction was accounted for by the revised model. The work characteristic variable "routinization" had the greatest impact on job satisfaction, followed by the personality traits "positive affectivity" and "job involvement". Although it is difficult to change the routine nature of nursing, the manager should make efforts to diversify the job description and empower his/her subordinates. CONCLUSIONS: It is suggested that having information on a nurse's personality will help to predict her/his future job satisfaction and may lead to improved selection of personnel. In addition, different management styles or reward systems that are sensitive to different personalities should be carefully studied and implemented, as appropriate.