Quality of work life and organizational commitment among nurses in a health care setting

The quality of work life is about the development oF organizational programs that support the of employees' welfare and commitment to their organizations. The study aim was to explore the relation between quality of work life and organizational commitment among those nurses working at a military hospital. Using a descriptive- correlational design on 140 nurses working in various units. Data were collected through two self-administered questionnaire sheets, which include the Quality of work life questionnaire, and the Organizational Commitment questionnaire. Pilot testing showed a high reliability of the tools. The results showed that only 20.7% of nurses had high QWL, while 90% of them had high total commitment to their job. A moderate statistically significant positive correlation was detected between nurses' scores of organizational commitment and QWL [r=0.47, p=0.01]. Multivariate analysis showed that the score of QWL and nurse's age were the statistically significant positive independent predictors of the commitment score. It was concluded that nurses in the military hospital have high levels of organizational commitment, but their QWL is quite low. The scores of QWL and organizational commitment are closely correlated. Nurses' age and QWL score can predict positively the score of organizational commitment. It was recommended to improve the QWL of nurses in the study setting through on-service training programs for nurse leaders in leadership and management, continuing education sessions for nurses, and reviewing the system of incentives. Further study is suggested to compare the QWL and organizational commitment between military and civilian hospitals

study of nurses' job satisfaction and motivate the relationship to nurse managers' leadership style

A leader's behavior or leadership style may influence the subordinates' level of job satisfaction; many studies concluded that effective leadership is associated with better individual and organizational performance. Recently, it has been shown that successful leadership is the result of the interaction between leaders and their subordinated in a particular organization situation, additionally, it was found that the employees' immediate supervisor had more impact on the employee than overall company policies or procedures. Leadership is the use of one's skills to influence others to perform the best of their ability. In an attempt to answer the question" Is there a relationship between the nurse manager's leadership style and the nurses' job satisfaction and motivation to work?" This study was conducted aiming at investigating the relationship between the nurse managers' leadership styles and the nurses' job satisfaction and motivation to work. Sample size was 41 nurse managers and 306 nurses chosen from four educational hospitals. Finding of the study indicated that the majority of the nurse managers [85.4%] adopted mixed leadership style, and the highest percent of the nurses were job dissatisfaction and motivated, with no significant relationship between leadership style and job satisfaction and motivation. Monitoring the work climate, is recommended to identify factors that may increase or decrease job satisfaction