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nurse’s performance. However, in this research the researcher found that job satisfaction was not supported for
nurse’s performance.
Finally, this study provides a significant implication for nurses to increase personal understanding and perceptions about job satisfaction that affect person’s
feels whether nurses feel satisfied with their job.
5.2 Implication, Limitation, and Recommendation
5.2.1 Implication of the research
The research provides several implications for improvement of understanding of the relationship among job stress, organizational support, job
satisfaction, and performance of nurses who work at some hospitals in Padang, especially in the context of 4 private hospitals in Padang.
Based on the research show that nurses feel stress in their work if the salary is not suitable with their workload it was found in the result of research
question and also in frequency data respondents about salary were 44 from 150 respondent get the salary Rp less than 1.000.000, however 49 was get above Rp
1.000.000., thus, that condition it will lead them easily to be frustrated within their work so that nurses were dissatisfied in their work, beside that the unexisting
equipment at work, and difficulty to cooperate among them were also make them
feel stress to the job. Supported by Lazarus Folkman, 1984 stress may occur if
an individual feels that he or she is unable to adapt to his or her situation. However this stress condition were not influence their performance negatively.
Many people are able to do a better job under an optimal level pressure Chen; 2009. Nurses can keep their performance well event in the pressure condition,
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furthermore about 54 of the nurses were temporary employment, and in order to be hired as permanent worker they should show the performance well.
The mediating variable job satisfaction influences the relationship between job stress
and nurse performance. The more positive relationship job stress and performance controlled by job satisfaction.
While organizational support also affect job satisfaction of nurses. Based on this research, the support from supervisor through nurses well-being, give
spirit, appreciation from manager and offering of help were significant influence their satisfaction through organization at some private hospitals in Padang.
Researcher also found that the nurse reactions toward organizational support were i
mpact positively on overall nurse’s performance. It was shows us that both organizational fairness and supervisor support is needed to create higher
performance especially for the relative performance. Supported by George and Brief 1992, such extra-role activities include helping related employees, taking
actions that protect the organization from risk, offering constructive suggestions, and gaining knowledge and skills that are beneficial to the organization in order
becoming well. The result shows that the mediating variable job satisfaction can not mediate the relationship between organizational support and job performance.
The result does not support the hypothesis, in this case job satisfaction can not predict the turnover intention of nurses in Private Hospital in Padang.
It was found that job satisfaction is not significant influence the performance of the nurses who work in private hospital in Padang. Based on the
research, from data that found mostly the nurse only graduated from Diploma 3 its means they were not a trained to be a proffesional, nonproffesional workers
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typically have low interest for the job. While proffesionals workers identically love with job challenges, like to tackle the problem and find the solution.
5.2.2 Limitation of the Research
