The effect of in-service training on the level of job satisfaction of nurses in public hospitals in Rasht

Master's thesis in the field: Public Administration

Treatment: Human Resources

Abstract

The purpose of this research is to investigate the effect of in-service training and its dimensions on the level of job satisfaction of nurses in public hospitals in Rasht. The independent variable of this research is in-service training. In this research, Latif's 2012 four-dimensional model (satisfaction with the training session, satisfaction with the training content, satisfaction with the instructor and learning transfer) has been used. The dependent variable of this research is job satisfaction. The statistical population of the research is the nurses of the public hospitals of Rasht city in three groups: Porsina, Razi and Shafa, with a total number of 900 people. The statistical sample of the research is estimated to be 165 people according to Cochran's formula. Data collection methods include library studies and field research. The tool for collecting information is a questionnaire. In this research, in order to analyze the data collected from descriptive statistics to estimate the central characteristics and set the statistical frequency distribution tables, and in order to investigate the effect of in-service training on job satisfaction, a regression test was used to analyze the data and a three-sample t-test was used to compare the effect of in-service training on the job satisfaction of nurses among three groups of the statistical population. The findings confirmed all the hypotheses of the research and showed the effect of in-service training and its dimensions on job satisfaction. In addition, after a comparative comparison between three hospitals through a three-sample t-test, it was observed that the effect of in-service training on nurses' job satisfaction is greater in Razi Hospital.         

Key concepts: in-service training, satisfaction with the training session, satisfaction with the training content, satisfaction with the trainer, transfer of learning, job satisfaction

Introduction

Nowadays, with the passage of time, the needs of managers and executives in various professional, specialized and scholarly fields have become more recent and the importance of paying attention to this issue becomes more visible. According to this important point, successful organizations try to increase their human resources capabilities at all levels, and in order to achieve this great goal, they must have a comprehensive human resources training and improvement program in their agenda both in terms of wanting (such as paying attention to the motivational factor of understanding needs and interests) and being able (developing skills, techniques and scientific methods). It shows the existence of the basic principle of employing educational activities and processes in order to meet organizational needs, and the category of education is clearly related to the category of organizational needs. Meeting such needs through educational activities can be discussed at micro and macro levels, so that in many countries, especially industrialized societies, education is used to meet economic and social needs.

In all the third, fourth and fifth programs of the economic, social and cultural development of the Islamic Republic of Iran, the importance and necessity of in-service training has been discussed, so it is necessary that in-service training is organized and coordinated in the form of programs and training courses to be implemented in order to achieve the results and have appropriate, effective and efficient consequences. Among the courses that need to be implemented equally among all employees of an organization, and its implementation is emphasized in the regulations and instructions, is the orientation training course. This course deserves special attention and attention due to its great role in familiarizing the employee with the environment, rules and regulations of the administrative system (Mubaraki, 2013).  

1-2- statement of the problem

The importance of job satisfaction comes from the fact that most people spend almost half of their waking hours in the work environment. From this point of view, job satisfaction is a positive or enjoyable feeling that every person achieves by evaluating his job or his job experiences (Maghimi, 2010, p. 383). Likewise, job satisfaction is the favorable, positive and pleasant feeling that people have about their jobs (Saatchi et al., 2017, p. 155). Knowing the needs, desires, motivations, providing job satisfaction, improving the morale and improving the mental health of the employees of organizations should be given a lot of attention.Paying attention to these matters, along with creating a favorable attitude in employees towards work and customers and adopting appropriate policies in creating coordination between individual goals (job satisfaction of employees) and organizational goals, is the most important step in the direction of efficiency and effectiveness of organizations. Therefore, one should know the effective ways in the job satisfaction of the employees so that by moving in their direction, the necessary motivation is created in them and while feeling safe and calm, they use their utmost strength and effort, knowledge and expertise to achieve the goals of the organization. Especially in health and treatment environments, especially hospitals, where human resources are considered the most valuable assets of the organization and the performance of people is directly related to the lives of patients. Despite this, working incentives, encouragement, punishment and appreciation of good work are not considered in hospitals. Managers are either so engrossed in various issues that they don't have time for this work or they don't pay attention to this issue at all (Nasiripour et al., 2012, p. 355). Research considers employee well-being as a possible factor in job satisfaction. New scales can help to quantitatively understand the relationship between training and its effects on employees' flourishing, which can ultimately lead to more committed and satisfied employees (Kauffeld, & Lehmann, 2010). Knowing the level of job satisfaction of employees can help managers in progressing and improving the productivity of human resources. Factors of job satisfaction in any organization can be different according to the conditions of that organization. Human resource satisfaction plays an important role in government institutions that seek to ensure the comfort and peace of the people and the realization of political, economic, social and cultural ideals. Undoubtedly, more satisfied employees are more effective and can better help the organization in achieving organizational goals. The more satisfied employees are, the more motivated they are in their daily activities. That is why they are more efficient (Eshraghi, 2013).

Employee training is not only related to improving job results, but it is a powerful factor in shaping the attitude of employees. Training creates a motivation to increase voluntary behavior and satisfaction with career development, which ultimately leads to an increase in motivation and job satisfaction. The current research seeks to identify and design a mechanism on how to measure the potential empowerment of successful education. The study also formulates a measurement scale to measure satisfaction using the organization's "staff growth" intervention (Latif, 2012, p212).

In-service training is one of the most effective training methods in improving nurses for professional growth and increasing their qualifications. But it should be noted that training programs can lead to the improvement and development of human resources if they are presented correctly, principled and based on the needs of employees. Since in Iran in-service training programs for nurses started in 1335 and have been implemented in various forms in hospitals, it is expected that the quality of nursing services has improved every year and has gone on an upward trend, but unfortunately, despite the long history of implementing and using in-service training programs and continuous training for nurses, we have not been able to witness the positive effects of these trainings on their professional performance and ultimately, to improve the quality of nursing care, perhaps one of the reasons It is the lack of correct and principled implementation of nursing personnel training programs. Based on the research, nurses' training programs only meet 18% of their training needs and the quality of the programs is at a poor level. On the other hand, many shortages and deficiencies in educational facilities and equipment, as well as the lack of specialized human resources to administer and supervise these educational programs, have not provided the possibility of their principled and correct implementation (Imamzadeh Ghasemi, Vanki, Memarian, 2013, p. 13).

On the other hand; Studies related to Iranian nurses have shown that inappropriate working conditions (lack of personnel, high workload, unclear job description, lack of equipment, limited freedom of clinical practice, conflict with doctors, management issues, and lack of supportive working conditions) lead to job dissatisfaction among Iranian nurses (Bagheri, Kosha, Jannati, 2013, p. 137).