Work Empowerment and Job Satisfaction Among Nurse Managers in a Military Hospital in the Kingdom of Saudi Arabia

Abstract

This study aimed to determine the work empowerment and its relationship to job satisfaction by the nurse managers in a tertiary government hospital in Riyadh, Saudi Arabia. The descriptive-correlational research design was employed in the study. The respondents were 98 nurse managers chosen through purposive sampling. Data were gathered using the adopted questionnaire-checklist. The statistical tools used were frequency, percentages, mean, standard and Pearson’s r set at .05 alpha levels. All statistical computations were availed of Statistical Package for the Social Sciences (SPSS) software version 25. Results revealed that majority of the respondents were female, Filipino, charge nurse, ages 30-49 years old, with bachelor’s degree, and with less than or equal to 5 years in service. As to work empowerment, nurse managers have moderate levels in terms of access to support, resources, information, and formal power. While in terms of access to opportunity and informal power, nurse managers have high levels of empowerment. Overall, nurse managers have moderate levels of work empowerment. Likewise, Nurse Managers were moderately satisfied on their job in terms of task requirements, interaction, organizational policies, autonomy, and remuneration and they were highly satisfied in terms of professional status. Overall, nurse managers were moderately satisfied with their job. In addition, there is no significant relationship existed between all factors in work empowerment and sex and nationality. As to age, significant relationship existed on access to information, but no significant relationship on the rest of the factors in work empowerment. Likewise, there is significant relationship between length of service and access to opportunity, but no significant relationship on the rest of the factors in work empowerment. Further, there is no significant relationship existed between job satisfaction and sex and length of service. In the same manner, significant relationship existed between job satisfaction and professional status, but the rest of the factors showed no relationship. Furthermore, no significant relationships existed between nationality and task requirements, autonomy, and professional status, interaction, organizational policies, and remuneration. Moreover, there is enough evidence to conclude that the nurse manager’s perceived work empowerment is associated with its job satisfaction.