A Comparative Study of Human Resource Management Practices in Private and Public Hospitals of Iran with Special Reference to Job Satisfaction of Nurses

Abstract

A Comparative Study of Human Resource Management Practices in Private and Public Hospitals of Iran with Special Reference to Job Satisfaction of Nurses Key words: HRM practices, job satisfaction, nurses, public and private hospitals Objective: The purpose of this study was to identify the HM practices, which affect job satisfaction and compare the level of job satisfaction of nurses in private and public hospitals in Tehran, Iran. Background: In most hospitals, a manager has been appointed with responsibility for quality improvement Nurses, the largest professional group within health service organization, are expected to providing good quality care. How can nurses provide such care without satisfaction of their work? If administrators identify factors influencing nurses' job satisfaction in hospitals and implement strategies to address these factors, the quality of health service will increase. Staff behavior is also a major factor in improving the quality of services delivered. Methodology: The researcher created a questionnaire with 148 questions in 3 parts regarding to HM facets, demographic data, and seven critical elements of job satisfaction for deeper investigation. The study was based on a sample 400 nurses, from 10 private and public medium size general hospitals in Tehran, chosen randomly. Results: The results indicate that HRM practices in the all facets directly affected on the job satisfaction of nurses. Although Pearson Chi-Square test demonstrated HM practices in public hospitals were better than private hospitals, the total job satisfaction and overall job satisfaction of nurses was the same in both public and private hospitals. Among the various components of job satisfaction, nurses of this study were most dissatisfied with their pay (79%). This was followed by promotion (57.3%), autonomy (47.8%), supervision (42%), and dissatisfaction with nature of work (28.3%). Also, the total job satisfaction was very low in both hospitals, for instance 42% of nurses were dissatisfied, and 7% were satisfied. Conclusion: The findings have implications for nurse managers and hospital administrators for planning and implementing effective health policies that will meet the unique needs of their staff and organizations.