الفهرس 
Background of quality of work lifeOnly 14 pages are availabe for public view
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Abstract
Quality of work life is one of the most important factors for human motivating and improving of job satisfaction. Quality of work life is a comprehensive concept which is consisted of physical and psychological health, economic situations, personal belief and interaction with environment (Khorsandi et al., 2010). The mission of quality of work life is the creating of job satisfaction for personnel and helping to organization for employee selection and retention. Quality of work life is one of the most important factors for human motivating and improving job satisfaction (Royuela, Jordi, & Jourdi, 2009).
The importance of job satisfaction lies not in its relationship with quality of work life but with stabilizing effects by reducing tardiness, turnover, and through its effects on cohesion as increasing citizenship behaviorand organizational commitment therefor job satisfaction appears to mediate the effect of quality work life on nurses extra role performance (Saraji and Dargahi, 2008). Marriner, (2008) defined job satisfaction as positive attitude toward ones job. In general, people experience this attitude when their work matches their needs and interests, when working condition and reward are satisfactory.
The aim of the study was to assess the relation between quality of work life and job satisfaction among staff nurses through: assessing level of quality of work life among staff nurses at the studied hospitals, assessing level of job satisfaction among staff nurses at the studied hospitals, and identifying relation between quality of work life and job satisfaction dimension among staff nurses at the studied hospitals.
This study was carried out using descriptive correlational design. Furthermore, the study was conconducted out at two hospitals namely Ain Shams University hospital and El Demerdash University hospital at the inpatient wards. The study subjects consisted of 140 nurses (75 nurses from Ain Shams University hospital and 65 nurses from El Demerdash University hospital).
The data were collected through two self-administered questionnaire sheet, namely Quality of work life questionnaire sheet which is based on National Institute for Occupational Safety (NIOSH, 2002), the questionnaire composed of two parts. First part consists of demographic characteristics of the study subjects and the second part contains 36 questions divided in to 6 dimension as follow: working condition, occupation properties, wages and bonuses, working group, president style of supervision and participate in decisions. Each level was containing 6 points.
Moreover, the other questionnaire sheet namely Job satisfaction questionnaire sheet which is based on (Castle. Degenholtz, and Rosen, 2006). The questionnaire composed of two parts. First part consists of demographic characteristics of the study subjects, and the second part contains 30 questions divided into 5 dimension as follow: Work environment, coworkers, supervisors, opportunities and compensation. Each level contained 6 points.
A pilot study was conducted to determine the applicability of the designated tools, determine the time consumed for filling in the questionnaire sheet, and to test clarity of language. The total number of pilot study was14 nurses representing about (10%) of the total study number from the designated hospitals; they represent 10% of the subject. Those 14 respondents were included in the main study sample because the data obtained from pilot study was analyzed and no modifications were made.
The results revealed that:
Nurse’s age ranged between 18 and 57 years, and majority of nurses had experience was mostly more than 10 years.
The findings of the current study lead to this conclusion there are a strong positive correlation between quality of work life and job satisfaction among staff nurses in the study hospitals.
Concerning quality of work life, it was generally low. Especially with the domains of wages and bonuses.
While the highest level of quality of work life was related to working group domain.
Similarly, the staff nurses have low dimension of job satisfaction especially with the domains of supervisors and compensation.
The result reveals that, there was a statistically significant relation among all the items of quality of work life & job satisfaction except work environment no significant at El Demerdash hospital.
While, there was a statistically significant relation of items of quality of work life & job satisfaction except at the occupational properties related to compensation & opportunities, and at the working group dimension related to work environment and Compensation at Ain Shams Hospital.
In total, there is statistical significant relation in all items of quality of work life & job satisfaction at the studied hospitals.
Furthermore, the study finding shows that, there was a statistically significant relation between nurses rating of quality of work life and their age, and there was no statistically significant relation in any of the other items.
On other hand, the study finding shows that, there was no statistically significant relation between nurses rating of job satisfaction and socio demographic characteristics.
Meanwhile, nurse’s age was the statistically significant positive independent predicators of quality of work life and job satisfaction score respectively.
In conclusion, the study finding indicates that there is a strong positive correlation between quality of work life and job satisfaction among staff nurses in the study hospitals. Staff nurses in the study hospitals have low dimension of quality of work life in all domains. Similarly, the staff nurses have low dimension of job satisfaction score.
The study recommended that, nurse’s quality of work life and job satisfaction need to be improved in the study hospitals, this would be done through develop strategies for improving nurses working conditions and their quality of work life. Thus, nurses will be able to perform better care for their patients and increased job satisfaction. Nurses need to feel valued for their skills, knowledge, performance and participation in the development process. Providing chance to meet staff nurses needs and explain reasons in case of unable to achieve needs.
Moreover, more social, managerial, professional and organizational support should be directed to nurses who were found in this study to be less satisfied. Older nurses may require more sense of appreciation, valuation and respect. Periodical evaluation of QWL and job satisfaction at the studied hospital. Further study is suggested to assess Burnout &QWL, and Burnout &job satisfaction.