INTRODUCTION:

Nursing has its own identity as a health profession. Due recognition needs to be given to the role and contribution of nursing personnel to health care services in the hospital and the community.

The Staff Nurse is the first level professional Nurse in the hospital set up. There fore by appearance and by word she will be professional at all time. She will be skilled nurse, giving expert bed side care to patient and executing special technical duties in the special areas like operation theatres, intensive care unit, highly dependent unit etc. She also act as ‘de facto’ sister as and when situation arises in the ward or department.

There are a number of factors that influence how satisfied nurses are with their jobs. Working conditions, such as hospital facilities, support from administrators, and ventilation and lighting, are important factors that staff nurses take into consideration when deciding where to work. Other important factors that predict nurses’ job satisfaction include job security, quality of colleagues, the amount of autonomy nurses have, and whether or not there is opportunity for career advancement.

Increased salary and employee benefits take precedence over job security, according to a Randstad survey. The survey, conducted by staffing and HR services provider Randstad, polled 7,000 employees and 150 large employers across India. According to the survey, in 2013, 47 per cent of the employees preferred better salary compensation and benefits such as flexible work hours, and put performance-linked bonuses over job security, which was top priority for 64 per cent of the respondents in 2012. This indicates better optimism on finding new jobs, at a time when the economy is expected to record a 5.7 per cent growth this year, according to IMF estimates.

Job satisfaction levels decrease when an employee feels threatened by a lack of job security. A worker is filled with feelings of discontent and uncertainty when his future at the company is uncertain, which leads to resentment. However, an employee with job security is able to envision his future at the organization, making him feel valued and satisfied with his current position.

In accordance with that, influencing factors of job satisfaction are essential for improving the well-being of a large part of our society. In this chapter the researcher wants to explain about job satisfaction of staff nurses working in government and private hospitals of Udaipur district.

LITERATURE REVIEW:

K.S Reshama, K.V Sheetal, R Preetha (2015) conducted a Comparative Study of Job Satisfaction among Employees in Private and Government Hospital in Ernakulam District. For the purpose of the study, both primary and secondary data were used. Primary data was collected through questionnaires consisting of 35 questions and secondary data was collected from published documents of hospitals, periodicals, magazines, articles, reports and documents. It was found that in private hospital 94% of the employees are satisfied with the job security and 6% of the employees are not fully satisfied with the job security in private hospitals. On the other hand, in the case of government hospital it was found that majority of the employees that is around 96% of the employees satisfied with the job security, where as 4% of the employees are dissatisfied. Researcher concluded that the prominent areas of dissatisfaction in private hospitals are in terms of benefits like pension, insurance policies and job security.

Gudeta N. (2017) conducted a comparative study to examine the level of job satisfaction among health workers of private and public sector hospitals in South-West Shoa Zone, Oromia Regional State. Cross-sectional survey was conducted on 220 healthcare workers who were selected based on stratified sampling method. The stratification is based on fields of profession. Spector’s selfadministered Job Satisfaction Scale was used to collect data on job satisfaction. The result of this study indicated that the mean score of overall job satisfaction in private sector hospital (M = 3.29, SD =.56) was found to be higher than those in public sector hospital (M=2.94, SD = .41).

Gupta M K, Reddy S, Prabha C. and Chandna M. (2014) conducted a comparative study on level of job satisfaction among nurses in government and Private Hospitals of Andhra Pradesh, India. A cross sectional design was adopted for this study in which 15 variables were chosen to assess the level of job satisfaction using a five point Likert scale. Two hundred nurses (100 from government hospitals & 100 from private hospitals) of Andhra Pradesh were interviewed using a non probability sampling technique. Results of the study revealed that Government nursing employees were more satisfied with their profession as well as salary structure. Migration to gulf countries in future was disagreed by the nursing personals. This disagreement was significantly (p <0.05) more strong among government nursing employees. Researcher concluded that the level of job satisfaction is found to be more in case of government nurses as compared to the private nurses.

Singh R. (2018) conducted a comparative study on job satisfaction among staff nurses working in private and government hospitals. The study is this study 80 staff nurses selected through random sampling from various private and government hospitals of districts Sangrur. Job satisfaction scale (JSS) was used for measuring the level of job satisfaction. It consists of 30 statements. The test retest reliability works out to be 0.978 and validity coefficient of 0.743. Result shows that the percentage scores for nurses working in private hospital 47.92% and the percentage of nurses working in government settings 52.08%. The percentage scores levels of job satisfaction among nurses working in private hospitals is lower than the nurses working in government hospitals. Nurses working in government hospitals were found better satisfied with their job than the nurses working in private hospitals.

Yahya Khamis Almualm., et al. (2019) conducted a study on job satisfaction among Yemeni Nurses Working in Mukalla Governmental and Private Hospitals. Setting: The study carried out in Mukalla city-Yemen. This study was applied on 315 (males and females) nurses working in Mukalla Governmental and private Hospitals. The main three tools selected to collect all data consist of Personal data of participants, nurse's satisfaction factors. Survey research (cross sectional) design was used. Based on a simple random sample 315 nurses was selected. The result of this study showed that a high percentage of nurses in private hospitals were satisfied while in governmental hospitals was dissatisfied with their jobs. The higher significantly satisfaction was obtained for nurses work in Private Hospital compared with the Governmental hospitals. These results attributed to some reasons such as the nurses satisfaction with supervision, co-workers and nature of works. Researcher concluded that there was a higher significantly satisfaction for nurses working in Private Hospital compared with the Governmental hospitals.

OBJECTIVE:

The purposes of this research paper are as follow:

1. To compare and measure the level of job satisfaction with job security of the staff nurses working in government and private hospitals of Udaipur district.

2. To measure the impact of demographics on job satisfaction with job security of the staff nurses.

HYPOTHESES:

Following hypotheses has been tested in this research paper:-

H₀₁ There is no significant difference in the level of job satisfaction with job security of the staff nurses of government and private hospitals.

H₀₂ Demographics such as age, working experience and monthly income of staff nurse do not have any impact on job satisfaction with job security.

RESEARCH METHODOLOGY:

(a) Research Design: -Descriptive research design was used to compare and measure the job satisfaction with job security.

(b) Sample Design: 234 staff nurses were selected by stratified purposive sampling technique. The samples consist of both government (110) and private (124) staff nurses.

(c) Analysis: The data collected was analyzed with the help of various statistical tools like Arithmetic mean, unpaired t-test and chi-square test.

ANALYSIS AND INTERPRETATIONS:

1. Demographic Profile of Respondents:

Descriptive statistics are illustrated in Table 1, which indicates demographic wise distribution of respondents. Majority of respondents (44%) belong to belong to the age group of below 30 years and 27.40% respondents belong to the age group between 30 to 39 years. Majority of respondents (32.50%) have 10 years or more than 10 years of working experience and 31.20% respondents have less than 3 years of working experience. Majority of respondents (65.80%) are having monthly income of more than Rs. 30000 and 17.10% respondents are working on the monthly income of between Rs.10000 to 20000.

2. Job satisfaction of respondents with job security:

This section will discuss the respondents’ job satisfaction with job security.

2.1 Overall Job satisfaction of respondents with job security:

Table 2.1 is representing the overall job satisfaction of respondents with job security. Majority of respondents (N=29.49, Percentage=69) indicated that they were satisfied with job security while 10.26% respondents (N=24) indicated that they were highly dissatisfied with job security, 11.54% respondents (N=27) opined that they were dissatisfied with job security, 26.50% respondents (N=62) were neither satisfied nor dissatisfied while rest of the 22.22% respondents (N=52) were highly satisfied with job security. The mean score (17.03) projects that respondents were satisfied with job security.

Table 2.1: Overall Job satisfaction of respondents with job security

Response	N	Percentage
Highly Dissatisfied	24	10.26
Dissatisfied	27	11.54
Neutral	62	26.50
Satisfied	69	29.49
Highly Satisfied	52	22.22
Total	234	100
Mean Score	17.03
S.D.	5.10
Level	Satisfied

2.2 Job Satisfaction of Government Hospital respondents with job security

Table 2.2 is representing the job satisfaction of government Hospital respondents with job security. Majority of respondents (N=52, Percentage=47.27) indicated that they were highly satisfied with job security, while 2.73% respondents (N=3) indicated that they were dissatisfied, 20% respondents (N=22) opined that they were neither satisfied nor dissatisfied, 30% respondents (N=33) were satisfied while no one respondent was highly dissatisfied with job security. Government hospital respondents have shown high satisfaction (Mean score = 20.09) with job security.

Table 2.2: Job satisfaction of Government hospital respondents with job security

Response	N	Percentage
Highly Dissatisfied	0	0
Dissatisfied	3	2.73
Neutral	22	20
Satisfied	33	30
Highly Satisfied	52	47.27
Total	110	100
Mean Score	20.09
S.D.	3.09
Level	Highly Satisfied

2.3 Job satisfaction of Private Hospital respondents with job security

Table 2.3 is representing the job satisfaction of private hospital respondents with job security. Majority of respondents (N=40, Percentage=32.26) indicated that they were neither satisfied nor dissatisfied with job security while 19.35% respondents (N=24) indicated that they were highly dissatisfied, 19.35% respondents (N=24) opined that they were dissatisfied, 29.03% respondents (N=36) were satisfied while no one respondent was highly satisfied with job security. According to the mean score (14.31) private hospital employees were neither satisfied nor dissatisfied with job security.

Table 2.3: Job satisfaction of Private Hospital respondents with job security

Response	N	Percentage
Highly Dissatisfied	24	19.35
Dissatisfied	24	19.35
Neutral	40	32.26
Satisfied	36	29.03
Highly Satisfied	0	0
Total	124	100
Mean Score	14.31
S.D.	4.99
Level	Neutral

3. Hypothesis Testing:

H₀₁: There is no significant difference in the level of job satisfaction with job security of the staff nurses of government and private hospitals.

Table 3.1 revealed that job satisfaction of government hospital respondents with job security was better than private hospital respondents. Statistically t-value shows significant difference in the mean score of government & private hospital respondents, which indicates that job satisfaction level of government hospital respondents, is significantly higher than the private hospital respondents.

H₀₂: Demographics such as age, working experience and monthly income of staff nurses do not have any impact on job satisfaction with job security.

In table 3.2 the test results indicated that chi-square value is significant in all of the cases which projects that demographics such as age, working experience and monthly income of respondents have significant impact on job satisfaction. So it can be inferred that demographics such as age, working experience and monthly income of staff nurses have significant impact on job satisfaction with job security.

Table 3.1: Difference in Job satisfaction level of government & private hospital respondents with Job security

Government (N=110)		Private (N=124)		t-value	p - Value	Result
Mean	S.D.	Mean	S.D.
20.09	3.091	14.31	4.993	10.496	.000	Significant

Level of Significance = 0.05

Table 3.2 Demographics impact on job satisfaction with job security

Demographic Factor		Job satisfaction Level		Total	Chi Square
Demographic Factor		Satisfied (Score>15)	Dissatisfied (Score< 15)	Total	Calculated Value	Significance
Age	Below 30 years	71	32	103	33.70	.000
	30-39 years	26	38	64
	40-49 years	47	7	54
	50 years and above	12	1	13
Working Experience	Below 3 years	61	12	73	27.34	.000
	3-6 years	29	38	67
	7-9 years	14	4	18
	10 years and above	53	23	76
Monthly Income	Below 10000	8	8	16	57.79	.000
	10000 to 20000	36	4	40
	20000 to 30000	1	23	24
	More than 30000	113	41	154

Level of Significance = 0.05