Chapter II Literature Review
1. Significance of selected topic
Nurses’ job satisfaction becomes a very important topic of research because of its effect to the quality of nursing job performance Willem Buelens De Jonghe, 2007. In
a study to explore nurses’ job satisfaction, it was confirmed that nurses’ job satisfaction was in low to moderate level Curtis, 2007, even in one study found the nurses’ job satisfaction
was minimally satisfied Schiestel, 2007. This phenomenon will lead to the decrease in quality of care in their work as
healthcare service provider. Moreover, since it has been found that nurses felt job dissatisfaction, it would give a bigger impact in the healthcare system, because it is proved to
be the leading predictor of intent to leave for nurses from the hospital Larrabee Janney Ostrow Withrow Hobbs Burant, 2003.
2. Definition of job satisfaction
Job satisfaction was defined as an individual’s general attitudes and feelings toward the job. Someone with a high level of job satisfaction had a positive and favorable attitudes
toward the job, however a person who was dissatisfied with hisher job had a negative and unfavorable attitudes about the job Armstrong, 2007; Robbins, 2001.
3. Concepts, Theory, and Models of Job Satisfaction
The traditional model of job satisfaction emphasized on all of the individual’s feeling about hisher job. On the other hand, either the causes of job satisfaction or job dissatisfaction
does not depend only on the nature of the job, but also on the expectations that individuals have of what their job should offer Lu, While, Barriball, 2005. There were three theories
which usually had guided some researchers when they conducted their study about job satisfaction. The theories were “Hierarchy of Needs” by Maslow, “Motivator-Hygiene” by
Herzberg, and “Job Characteristic” model.
Universitas Sumatera Utara
3.1.Maslow’s “Hierarchy of Needs” theory
The work of Maslow 1954 as cited in Lu et al., 2005 was recommended that human needs constructed a five-level hierarchy ranging from physiological needs, safety,
belongingness and love, esteem to self-actualization. Maslow’s theory of job satisfaction has been approached by some researchers from the perspective of need fulfillment Conrad et al.,
1985; Kuhlen, 1963; Worf, 1970 as cited in Lu et al, 2005. However, by increasing emphasis on cognitive process rather on underlying needs, this approach of the theory becomes less
popular, so that the attitudinal perspective has become predominant in the study of job satisfaction Spector, 1997 as cited in Lu, et al., 2005.
3.2. Herzberg’s “Motivation-Hygiene” theory
Herzberg’s Motivation-Hygiene theory are very popular and the most influential theory in which to study of nature of job satisfaction, and formed a basis for the development
of job satisfaction assessment. This theory examines factors that contribute to job satisfaction and job dissatisfaction Lu et al., 2005; Oyler, 2007.
Herzberg and Mausner 1959 as cited in Lu et al., 2005 formulated the two-factor theory of job satisfaction which was called Motivator-Hygiene theory, and postulated that it
was two different things and sometimes even unrelated phenomena between satisfaction and dissatisfaction. Based on this theory, the factors contributing to the job satisfaction were
divided into two categories: intrinsic factors and extrinsic factors. Intrinsic factors or also called ‘motivators’ i.e. factors intrinsic to the nature and experience of doing work were
found to be the job ‘satisfiers’. These factors included achievement, recognition, work itself, responsibility, advancement, and growth. Extrinsic factors or also called ‘hygiene’ factors
were found to be the job ‘dissatisfiers’. Some factors included into these factors are company policy, administration, supervision, salary, interpersonal relations, and working conditions
Kuo, Yin, Li, 2008; Lu et al., 2005; Oyler, 2007.
3.3. “Job Characteristic” model
The Job Characteristic model was developed by Hackman and Oldham 1976, 1980 as cited in Oyler 2007 which constructed their job characteristics model based on the
importance of intrinsic motivation. They argued that jobs should be designed to build opportunities for growth and achievement. More enriched jobs will contribute to higher levels
of internal work motivation, growth satisfaction, general job satisfaction, and work effectiveness.
Universitas Sumatera Utara
4. Measuring job satisfaction
Kategori