الفهرس 
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Abstract
Employees‟ job satisfaction enhances their motivation,
performance and reduces their turnover. It is a determinant
of the quality of the work context in any organization.
Another important determinant is the organizational
commitment as it reflects employee’s devotion to the
particular organization. It is important for the growth and
efficacy of every organization. There are recommendations
that satisfaction and commitment of all employees in
hospitals and other healthcare organizations be monitored
once a year and identify their underlying factors. Hence, it
is essential for nurse managers to understand the
influencing factors on the organizational commitment of
their nursing workforce.
The aim of this study was to investigate the
relationship between job satisfaction and organizational
commitment among staff nurses. The study was carried out
at Central Quesina Hospital affiliated to the Directorate o
health Affairs at Menoufyia Governorate using a
Descriptive corretional design on a convenience sample of
142 staff nurses. A self-administered questionnaire
including a job satisfaction and an organizational
Summary
106
commitment scales was used for data collection. It was
validated by experts‟ opinions, tested for reliability, and
pilot-tested for feasibility. The fieldwork lasted from May
to November 2016.
The main study findings were as follows.
Nurses‟ age ranged between 18.0 and 51.0 years, with
median 29.0 years, all females, 85.9% married, and
65.5%) had a nursing diploma. Their experience years
ranged between 1 and 36, with median 9 years.
A majority (82.4%) of the nurses reported having
attended training courses.
The highest job satisfaction was related to
responsibility (59.9%), followed by achievement
(50.7%), and the work itself (45.1%). Conversely, the
lowest was in advancement (16.2%) and recognition
(19.0%).
In total, 20.4% of the staff nurses had high job
satisfaction.
The highest type of commitment was the continuance
(54.2%), while the affective type was the lowest
(36.6%).
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107
Overall, only 32.4% of the staff nurses had high
commitment
Significantly more staff nurses had high job satisfaction
among those with ten or more experience years.
Significantly more staff nurses aged 30 years or more
and having a diploma degree had high commitment.
The percentages of nurses with high job satisfaction
were significantly higher among those with high
normative and total commitment.
Significantly more staff nurses with high commitment
were among those with high satisfaction with the work
itself, responsibility, advancement and relations with
supervisors.
The scores of affective commitment had significant
positive correlation with continuance (r=0.223), and
normative (r=0.687) commitment.
The score of total commitment had significant positive
correlations with most dimensions of job satisfaction.
In multivariate analysis:
o Age was the significant independent positive predictor
of the job satisfaction score while the higher
qualification was a negative predictor.
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108
o Job satisfaction score was the only significant
independent positive predictor of the commitment
score, while a higher qualification was a negative
predictor.
In conclusion, the staff nurses in the settings have very
low level of job satisfaction and low organizational
commitment, and both are correlated closely and positively.
They are influenced nurses‟ age, experience years, and
nursing qualification.
The study recommends that the nurse managers and
hospital administration should take active steps to improve
staff nurses‟ job satisfaction through provision of training
opportunities and staff development activities, setting fair
systems for recognition and rewards, and making policies
and work rules clear and available to staff nurses. Staff
nurses‟ organizational commitment may be fostered
through improving working conditions, and more use of
transformational types of leadership. Further research is
suggested to investigate the effectiveness of such
approaches in improving nurses‟ job satisfaction, and
organizational commitment.