INTRODUCTION:

Job stress among healthcare staff is becoming a common occurrence in most public health services. In the high demand for effectiveness and efficiency of public health service delivery, nursing staff is placed on a high responsibility to ensure the demand of public citizen is satisfied.

Nursing focuses on activities that relate to diagnosis and treatment of human responses to health and illness phenomena. However, inherent in this caring occupations are numerous sources of built-in stress that become occupational hazards for nurses .There are many components to this experience of stress such as staff shortages, high level of responsibility, dealing with the death and the dying, dealing with patient’s relatives, coping with the unpredictable, making critical judgment about interventions and treatment, and balancing between work and family commitments. The issue of insufficient nursing staff and its effects has caused many nurses experiencing job stress in carrying out their responsibility and maintaining the standards of patient care in public health services Furthermore, staff shortages with increasing workload raise concerns to the nurse’s stressful environment within nursing profession.

PURPOSE AND AIMS:

The article’s purpose is to describe the results of a study that examined, the relationship between family support with job satisfaction and job performance of staff nurses working in IMS and SUM Hospital and find out the association between job satisfaction and job performance with and within selected demographic variables.

BACKGROUND AND SIGNIFICANCE:

A poor managed stress will bring negative consequences not only to an employee, but also to the organization (Schultz and Schultz, 1994:402-403). Stress which is not well managed can cause emotional and physical illnesses such as coronary heart disease, cancer, diabetes, accident and committing suicide. The Ministry of Health Malaysia in 1991, had started a programme to reduce stress drive through the National Healthy Lifestyle Campaign till to-date. Some job stress reduces the employees’ effectiveness in their workplace. For reduction job stresses, it is mandatory to understand the contributory factors and their effects on an individual and organization. Though job stress is mostly detrimental to an individual or organization, effective coping with job stress will be a key to find a result in substantial benefits.

In addition with the country’s socio-economic development, the public health sector has undergone an extensive expansion of its services and facilities to meet the demands of a fast developing nation and a growing population. There was a report that a shortage of some 5,000 experienced nurses, 3,300 doctors, 700 medical specialists, 600 pharmacists and 500 dentists were in Malaysia. Moreover, the mushrooming of hospitals in recent years further aggravated the issue of shortage of some 3,000 doctors and 4,000 experienced nurses in the country. A nationwide re-deployment exercise of doctors and nurses involving 117 government hospitals was underway for public service. The failure in distribution of manpower based on “actual workload” has been a result for either under-utilization in some hospitals or “overloading” in others.

LITERATURE REVIEW:

Support is a crucial component of job resource. Receiving support either at work or in the family is a resource to generate positive affect in one domain that accelerates the quality of life in the other and facilitates individuals to their goals. Thus, domain support is likely a primary antecedent of affective and instrumental enrichment. However, In general, the impact of personal supportive relationships; has separated the impact of work-based supportive relationships; the first has been linked to work outcomes and the latter to family outcomes. So this study will just concentrate on work support to explore the effective process of work-family enrichment in the context of workplace. (Grzywacz and Marks 2000).

In today’s business world Work-family conflict is considered to be an important issue. (Grandey,2005). In recent years, there has been an increasing interest in the conflict between work and family life domains, and the recent studies highlight the conflict experienced by individuals between their roles in the family and at work, which is covered under the heading called work-family conflict. Nilgün Anafarta. et al., 2010 Conducted a study to find the Relationship between Work-Family Conflict and Job Satisfaction: A Structural Equation Modelling (SEM) Approach. The study aim is to investigate the relationship between work-family conflict, family-work conflict and job satisfaction using structural equation modelling. The data is obtained from 226 health service staff (doctors and nurses) in Turkey. The findings concluded that health employees experience work-family conflict more than they experience family-work conflict. Results obtained from the structural equation modelling indicate that there is a reciprocal relationship between work-family conflict and family-work conflict and that work-family conflict has an influence on job satisfaction whereas family-work conflict does not affect job satisfaction.

Work-based social support may come from the organization at large, immediate supervisors, and co workers. Studies on organizations have equated support to work family practices and viewed it as part of “family friendliness”. When support is viewed in this way, organizations address (or ignore) the issue of support for the balance between work life and family life through their policies, benefits, culture, and career paths , which showed a linkage between work support and work-family balance. Despite their popularity, formal organizational supports such as some family-friendly policy may not be as important as how supportive an employee’s supervisor, co-workers and organizational culture is towards employee work-life balance (Thompson and Prottas, 2005).

The quality of work life (QWL) as a human resource intervention has gained significance in the USA and Scandinavia during the 1960s -1970s. The impact of computer technology and increased automation led to greater de-skilling, dehumanization, and alienation at workplace. R. Gayathiri. et al., 2013 conducted a study Quality of Work Life – Linkage with Job Satisfaction and Performance. During the next decade the increased complexity of today’s environment poses several challenges to hospital management. Trends such as changing organizational structures, increased knowledge and specialisation, interdisciplinary collaboration, advancement of technology, new health problems and health care policy, and sophistication in medical education have important part to play. All these affect the nursing profession and skill requirements as well as their commitment to performance in hospitals. Overall, hospital management has to ensure quality of life for nurses that can provide satisfaction and enhance job performance. So in this paper, an attempt is made to review the literature on quality of life to identify the concept and measurement variables as well its linkage with satisfaction and performance.

Education sector is the major as well as main task for any nation state to progress and develop and focal point for the development of any nation. Education brings changes in technology, labour market pattern, People change the way of life through education and it can change global environment but for this we need policy responses. Education system reflects and strength social, cultural and moral values, Pakistani education system have to base on the core value of religion and faith. Muhammad Tayyab Sohail. et al., 2013 conducted a case study of job satisfaction of Academics staff of the GCUL, Pakistan. The study purpose was to elaborate the relation between job satisfaction and some of the facts like work burden, pay benefits, job security, way of promotion, co-worker relation and decision making staff behaviour of Academic staff of GC University Lahore, Pakistan, charted Institution by Higher Education Commission (HEC) of Pakistan. This paper seeks to explore the previous circumstances of job satisfactions among Academics staffs. Correlation and regression statistics analyses were performed to investigate the relationship between each independent variables and overall job satisfaction were calculated. The result shows that all variables have moderate to strong relation with job satisfaction.

At the beginning of the twenty century, Selye introduced first that Job stress is a new old concept and recently became one of the most important contemporary issues in applied research. All over the world, it is existed in the life of every individual, within the family relations, at work and in any career, in any organization,. Sahar Moh'd Futa. et al., 2013 conducted a study to find out the Relationship between Job Stress and Nurses Performance in the Jordanian Hospitals: A Case Study in King Abdullah the Founder Hospital This study assessed the relationship between five stressors (the family factors, the economic factors, job difficulty, Peers' competition and organizational climate) with nurses' performance (Creativity and innovation, the ability in problem solving and decision making). The population of the study was the nurses working at King Abdullah hospital (Jordan). By using descriptive statistics and correlation coefficient, a random sample of 120 nurses was selected, it was found that the family factor is not considered a stressor. There was no relationship between this factor and nurses' performance, but there was a significant positive relationship between the other 4 stressors and performance as follows: organizational climate had the most influence on performance followed by the economic factors, then Job difficulty and finally peers' competition. To reduce the negative outcomes of stress it was recommended to make fundamental improvements to the hospital organizational climate and increase leaders support.

THEORETICAL FRAMEWORK:

The study is intended to find out the relationship of family support on job performance andjob satisfaction of Staff Nurses, the conceptual frame work taken from the Study is “The two-factor theory (also known as Herzberg's motivation-hygiene theory and dual-factor theory) developed by Herzberg's (1964).

PARTICIPANTS:

The sample consisted of staff Nurses from different departments of IMS and SUM Hospital in General Ward, ICU, OT, Causality and Special Cabin.

Table 1. SOCIO DEMOGRAPHIC VARIABLE OF SAMPLE

SL NO.	SAMPLE	CHARACTERISTICS	FREQUENCY	PERCENTAGE
1.	AGE IN YEAR	22-30YRS	67	67%
		31-40 YRS	33	33%
		41-50 YRS	0	0%
		>50YRS	0	0%
2.	DESIGNATION	STAFF NURSE	44	44%
		SENIOR STAFF NURSE	23	23%
		INCHARGE	33	33%
		SUPERVISOR	0	0%
3.	PROFESSIONAL QUALIFICATION	GNM	65	65%
		POST BASIC	6	6%
		BASIC BSC	29	29%
		MSC NURSING	0	0%
4.	RELIGION	HINDU	90	90%
		CRISTIAN	10	10%
		MUSLIM	0	0%
		OTHER SPECIFIC	0	0%
5.	WORK EXPERIENCE	<1 YRS	37	37%
		1-3 YRS	43	43%
		3-5 YRS	0	0%
		>5 YRS	20	20%
6.	WORKING AREA	GENERAL WARD	75	75%
		ICU	3	3%
		OT	14	14%
		CASUALITY	4	4%
		SPECIAL CABIN	4	4%
7.	DURATION OF WORKING HOUR	6HRS	49	49%
7.	DURATION OF WORKING HOUR	>6HRS	51	51%
8.	MARRITAL STATUS	MARRIED	42	42%
		UNMARRIED	58	58%
		DIVORCE	0	0%
		WIDOW	0	0%
9.	TYPE OF FAMILY	NUCLEAR	52	52%
		JOINT	48	48%
		EXTENDED	0	0%
		OTHERS	0	0%

INSTRUMENTS:

JOB SATISFACTION:

For the standardized Minnesota Satisfaction Questionnaire rating scale rating scale has five options with (20) numbers of items. The maximum score of each item was five where the minimum was one. So the total maximum score was (100) and minimum was (0). Again it was categorized as Not satisfied (0-20) Somewhat satisfied (21-40), Satisfied (41-60), Very satisfied (61-80), Extremely satisfied (81-100).

JOB PERFORMANCE:

For the self structured Job performance check list has two options (yes and no) with (15) items. The maximum score of each item is (15) and minimum was (zero). Again it was categorized as poor performance (0-5), average performance (6-10) and good performance (11-15)

FAMILY SUPPORT:

For the Self structured alternative response item has two options (yes and no) with 10 items. As the total item number is (10) so the maximum score is (10) and (1) is the minimum score. Further the level of family support is categorized as poor family support with score (1-3), average family support with score (4-7) and good family support having score (8-10).

DATA ANALYSIS:

First, Frequency and Percentage to assess family support, job performance ,job satisfaction of staff nurses working , Pearson co-relation formula to assess the relationship between family support with job satisfaction and job performance of staff nurses working and chi-square analysis and ANOVA test to find out the association between job satisfaction and job performance with and within selected demographic variables in IMS and SUM Hospital.

Ethical Issues:

The ethics view boards of the participating healthcare organizations approved the study. Written permission was obtained from Medical Director of IMS and SUM Hospital. Explanation was given regarding purpose of the study. Confidentiality and anonymity was ensured. Informed consent was obtained from staff nurse. Freedom was given to withdraw from the study anytime.

RESULT:

CO-RELATION BETWEEN FAMILY SUPPORT WITH JOB SATISFACTION

The result of the scores are summarized in the table -2 which states there is positive correlation.

Table-2

Sl.

No.

Item

Mean

r Value

Inference

Family Support

7.68

1.34

0.0758

Positive Correlation

Job Satisfaction

59.1

15.046

The finding of this table-2 indicates significant positive relationship between family support and job satisfaction of the staff nurses as the value of r is 0.0758. It means if the family support will increase then the job satisfaction will increase.

CO-RELATION BETWEEN FAMILY SUPPORTS WITH JOB PERFORMANCE

The result of the scores are summarized in the table -3 which states there is negative correlation.

Table-3

Sl.

No.

Item

Mean

r Value

Inference

Family Support

7.68

1.34

-0.151

Negative Correlation

Job performance

12.46

1.708

The finding of this table-3 indicates significant negative relationship between family support and job performance of the staff nurses as the value of r is -0.151. It means if family support increase then job performance will decrease but no significant relationship between family support and job performance.

Chi-square analysis to find out the association between job satisfaction of staff nurses working in IMS and SUM Hospital with selected demographic variables

The result of the scores are summarized in table 4. The analysis shows Extremely Statistically significant association between job satisfaction of staff nurses with their age as the Chi-square value is 18.44 which is more than the tabulated value; Very Statistically significant association between job satisfaction of staff nurses with their Professional Qualification as the Chi-square value is 17.19 which is more than the tabulated value.

Quite Statistically significant association between job satisfaction of staff nurses with their Work Experience as the Chi-square value is 11.18which is more than the tabulated value; Very Statistically significant association between job satisfaction of staff nurses with there Working Area as the Chi-square value is 21.82which is more than the tabulated value and Not Statistically significant association between job satisfaction of staff nurses with Marital status as the Chi-square value is 0.77which is Less than the tabulated value at 0.05 significant level.

Chi-square analysis to find out the association between job performance of staff nurses working in IMS and SUM Hospital with selected demographic variables.

The result of the scores of chi-square analysis are summarized in table 5.

The analysis shows there is no Statistically significant association between job performance of staff nurses with their age ,designation, professional Qualification, work experience ,working Area as the Chi-square values are (0.344,(0.366),(1.048),(1.162) and(2.368) respectively which is less than the tabulated value at 0.05 significant level.

ANOVA table showing association between job satisfaction of staff nurses within age group and professional Qualification.

The result of the scores of ANOVA analysis are summarized in table 6.

Table-4

SL.NO	SOCIO DEMOGRAPHIC VARIABLE	CHI-SQUARE VALUE	DEGREE OF FREEDOM	TABULATED VALUE P=0.05	INFERENCE
1	Age	18.44	3	7.815	Extremely Statistically significant
2	Professional Qualification	17.19	6	12.592	Very Statistically significant
3	Work Experience	11.18	6	12.592	Quite Statistically significant
4	Working Area	21.82	9	16.919	Very Statistically significant
5	Marrital status	0.77	3	7.815	Not Statistically significant

Table-5

SL.NO	SOCIO-DEMOGRAPHIC VARIABLE	CHI-SQUARE VALUE	DEGREE OF FREEDOM	TABULATED VALUE P=0.05	INFERENCE
1	Age	0.344	1	3.84	Not Statistically significant
2	Designation	0.366	2	5.99	Not Statistically significant
3	Professional Qualification	1.048	2	5.99	Not Statistically significant
4	Work Experience	1.162	2	5.99	Not Statistically significant
5	Working Area	2.368	4	9.49	Not Statistically significant

Table -6

Source of variance	Sum of square	Degree of freedom	Mean of square	F	P value	F crit
Age	672.6004	1	672.6004	0.301813	0.637895	18.51282
Professional Qualification	647.8614	2	323.9307	0.145356	0.873091	19
Error	4457.06	2	2228.53
Total	5777.522	5

Table-7

Source of variance	Sum of square	Degree of freedom	Mean of square	F	P value	F crit
Age	39.990	1	39.990	0.032783	0.867862	10.12796
Work Experience	2489.398	3	829.7993	0.680234	0.62042	9.276628
Error	3659.618	3	1219.873
Total	6189.006	7

Table -8

Source of variance	Sum of square	Degree of freedom	Mean of square	F	P value	F crit
Age	4249.283	1	4249.283	4.630448	0.097779	7.708647
Working Area	661.0006	4	165.2502	0.180073	0.937251	6.388233
Error	3670.732	4	917.6829
Total	8581.015	9

The ANOVA analysis shows no significant association between job satisfaction of staff nurses within their age groups and professional qualification as the p value is (0.637895) and (0.873091) which is more than 0.05 significance level.

ANOVA table showing association between job satisfaction of staff nurses within age group and work experience.

The result of the scores of ANOVA analysis are summarized in table 7

The ANOVA analysis shows no significant association between job satisfaction of staff nurses within their age groups and working experience as the p value is (0.867862) and (0.62042) which is more than 0.05 significance level.

ANOVA table showing association between job satisfaction of staff nurses within age group and working area

The result of the scores of ANOVA analysis are summarized in table 8

The ANOVA analysis shows no significant association between job satisfaction of staff nurses within their age groups and working area as the p value is (0.097779) and (0.937251) which is more than 0.05 significance level

DISCUSSION:

The findings of the study represents that increase in family support will increase job satisfaction and increase in job performance decreases the family support but their is no significant relationship between job performance and family support There is positive co relation relationship between family support and job satisfaction as the r value is (0.0758) .This means that if the family support will increase then gradually job satisfaction will increase. To support the above findings similar study was conducted by Tang Shuwen.et al., 2010 a total of 978 employees were recruited in Chinese society. Sobel Test results showed that work to family enrichment partially mediated the influence of work support on job satisfaction and full mediated the influence of work support on psychological health, whereas the regression results shows the positive relationship between work support and job satisfaction. In my study also there is positive co relation between family support and job satisfaction.

There is negative co relation between family support and job performance as the r value is (-0.151) .This means if family support will increase then job performance will decrease and vice versa but no significant relationship between family support and job performance .To support the above findings similar study was conducted by (Pamela A. Geller. et al., 2006) Relationship between Optimism and Work-Family Enrichment and their Influence on Psychological Well-Being. Participants consisted of 230 students, staff and faculty .Findings of the study suggest that optimism is positively associated with work-to-family enrichment and family-to-work enrichment. and also with job satisfaction, family satisfaction and life satisfaction. On the other hand, work-to-family enrichment and family-to-work enrichment were not associated with the specific hypothesized satisfaction outcomes. Result indicates that work-to-family enrichment and family-to-work enrichment partially mediated the relationship between optimism and satisfaction outcomes. Overall findings suggested that family-to-work enrichment was negatively associated with psychological strain. In my study there is negative co relation between family support and job satisfaction.

IMPLICATION FOR NURSING:

Nurses need a manager who has strong leadership skills and supports them. Managers should provide Support, access to information and regular feedback on performance of staff nurses, should offer leadership course to staff nurses, give them leadership tools ,be visible and transparent, Provide enough nursing resources ,invite staff nurse to participate in hospital committees about nursing practice, address their needs for education and training. Nursing education is the prime asset for development of excellent nursing practice. The finding of the study emphasized on educating the nurses to improve their knowledge and practice. The nurse educators should plan and instruct the staff nurses to utilize the opportunities provided by them new knowledge regarding nursing care to improve their performance. The nurse educator should plan, arrange and instruct the staff nurses and family members to attend family club and involve in different competition to support the staff nurses in their day to day activities and maintain balance in work and life. With technological advances and growing challenges of nursing the nurse administrators have responsibilities to provide the nurses with substantives continuing educational opportunities. The nurse administrator should provide opportunities for attending seminar, workshop to improve the knowledge and practice. The nurse administrator instructs the new protocol and policies of the hospital. Nursing management through the improvement of support from nurse coordinators could achieve its aim of reducing Work Family Conflict, the specific organization of work models, ad hoc family-friendly policies and individual counselling programmes for nurses.

The essence of research is to build up a body of knowledge in nursing as it is an evolving profession. Nurses are in key position to continue the research as they are the one observing human responses. The effectiveness of the study in the research field is verified by suggesting the staffs about job satisfaction and performance .The lacuna area should be discussed with the staff and suggested how to improve in that field. The effectiveness of the study in the research field is verified by observing the increase in job satisfaction and job performance with family support.

CONCLUSION:

In sum the study shows positive relationship between family support with job satisfaction and negative relationship between family support with job performance. There was significant association between job satisfactions with selected socio demographic variable. Thus Family support plays an crucial role in determining the job satisfaction and job performances of Staff nurses. Career development has not been a factor to influence job satisfaction.

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Received on 14.01.2015 Modified on 05.02.2015

Int. J. Adv. Nur. Management 3(2): April- June, 2015; Page 83-90