Training's Role in Healthcare Job Satisfaction

CHAPTER ONE: INTRODUCTION

1.1 Background to the Study

Training the nursing staff in the hospital is now one of the most important methods used to raise and develop the skills of the staff and raise their competencies, and provide them with all the training courses necessary it reflects positively on the job and increase employee satisfaction. Job satisfaction in the health care system is important and is connected to patient care outcome. Workplace learning is significantly related job satisfaction which is directly connected to worker’s job performance (Iliopoulos et al., 2018). In the health service, employee performance is connected to the outcome of the patients’ care and as such the impact of workplace learning is significant. In their study, Iliopoulos et al., (2018) investigated whether in the health service there is a correlation between workplace training and job satisfaction. This research targeted all healthcare professionals including the doctors, paramedics, physiotherapist, nurses and radiographers. As such, the research investigated professionals that are directly involved in patients care. Using a quantitative research method and questionnaires to gather data from a sample of 102 professionals, the study identified a significant direct correlation between workplace learning and job satisfaction. Additionally, the research identified that among all the professionals, the nurses particularly attributed job satisfaction to workplace training. Frequent teaching within departments was also found to have a significant positive effect on employee job satisfaction. To evaluate the link between training and job satisfaction, first, there is a need to understand the concept of job training and satisfaction. Mousazadeh et al, (2019) observed that while job satisfaction is important in healthcare, it is not an must not be singled out but rather it is a concept product of other factors including conditions and relationships in the workplace, social-cultural factors and organisational structures.

Mousazadeh et al, (2019) investigated the challenges associated with job satisfaction for nurses working in the intensive care units. This research focused on evaluating the factors that are related to job satisfaction. Being qualitative research, the investigation gathered data from thirteen nurses, working in a general ICU of Amon Iran, using interviews, field groups and focus groups. They employed conventional content analysis to realise six themes which are professional performance, management, professional identity, nursing education, occupational stresses and organisational resources. By understanding the factors influencing job satisfaction, this study confirmed the theory that by understanding these factors and in light with an understanding of job satisfaction challenges, management programs for job satisfaction promotion may be developed.

1.2 Aim of the Study

To establish whether there is an effect of the training courses on the overall job satisfaction of the nursing staff in hospitals.

1.3 Research Question

Is there an effect of training courses on the job satisfaction of the nursing staff in Al-Jouf region hospitals?

1.4 Conceptual Model

1.5 Research Hypotheses

The research hypotheses in this study are based on the conceptual model above;

The number of training courses per year significantly affect job satisfaction of nursing staff in KASH and prince Mutib hospitals in Al-Jouf region.

The number of training courses per year positively affects job satisfaction of nursing staff in KASH and Prince Mutib hospitals in Al-Jouf region.

The impact of the number of training courses per year on job satisfaction between male and female nurses is significantly different.

CHAPTER TWO: LITERATURE REVIEW

2.1 Workplace Training and Job Satisfaction

Training has been established to hyperlink with bettering job satisfaction and employee intention to stay. Consistent with Tagoe and Quarshie, (2017), training in their context means to provide and give talents about expertise to new or current staff, which is integral for the workers to participate in at their various job duties. They conclude that training is the hallmark of fine management and had a spectacular document of influencing organizational effectiveness. The fundamental intent of the group to incorporate coaching in the office is to furnish the potential workers have got to make the corporations trade higher in an overall positive manner (Shafique, Kalyar and Ahmad, 2018). Trained workers can support to acquire the quality of products and offerings in a shorter time period (Sareen, 2018). In addition to that, extremely expert staff will furnish higher customer service experiences and engage more clients for longer periods (Ravenswood, Douglas and Haar, 2017). In another study by Ravenswood, Douglas and Haar, (2017) training are defined as the deliberate intervention that is designed to increase the determinants of person job efficiency. The organization's overall industry and academic targets and objectives can also be accomplished or multiplied by using supplying the training that is related to the talents an employee ought to collect to strengthen the chance of attaining their job services assignment (Shobe, 2018). Therefore, we are able to see that coaching will aid probably the most organizational pursuits and goal and eventually make the group more effective in their construction, management and services. One of the biggest issues of ultra-modern businesses is the dilemma of schooling; education is a predominant component in human excellence, and this excellence will also be effective in styling the family members of staff and managers (Sareen, 2018). In-carrier training is undoubtedly one of the vital major and strong motives in bettering organizational performance and growing effectivity. In-service coaching guides will result in more in-depth perception, bigger talents, and more capacity and ability in human resources. Education can have exclusive results, certainly one of which is the ability to reach audiences so that they are able to work as lively and impartial employees for organizational objectives. Organizational training will also be viewed as for admission for organizational progress. In all firms, two common points are viewed: maintenance and survival, elevated efficiency and effectiveness. The life of corporations is dependent to a tremendous extent on the various expertise of human resources. Nonetheless, if the fields are well-timed and most suitable, the group's capacity to adapt to the altering atmosphere may even develop. As a result, human resource education and progress in human resources management process just aren't handiest essential for developing advantage and competencies in the employees, but additionally helps individuals to share the group's effectiveness and adapt them to environmental pressures (Ke, Kuo and Hung, 2017). Coaching is invariably considered as a riskless method to fortify the first-rate of performance and resolve the problems of staff and primarily managers, and the lack of it is among the important organizational disorders. Of path, training just isn't a challenge for all the organization's risks, however, it is most likely some of the primary and amazing measures to enhance the performance and ability of each and every organization's staff (Margalina et al, 2018). Consistent with Orgambídez-Ramos and de Almeida (2017), to check the exceptional of in-service coaching, four dimensions should be viewed: background, enter, procedure, and output.

Job delight has been known as a major component in working lifestyles for all occupational businesses (Gibson and Hicks 2018). The absence of job pride can lead to low productiveness, bad efficiency and job turnover. One of the crucial satisfactory instruments to increase productiveness is with the aid of bettering the job satisfaction and reduce flip round intentions. In keeping with these observations extra, convinced workers are extra productive and not more concerned about altering their job (Kašpárková et al., 2018). Job satisfaction is more than just a destination but rather a path to an end. Still, it is said that job satisfaction is the end state of feelings. End right here is experienced as soon as the project assigned to him is complete or an endeavour has taken position. These pursuits or duties could also be very small or very significant, they possibly headquartered on experience or remark however the outcome is the pleasure of a specified need. The final result can also be in an optimistic or a poor type relying upon whether or not the assignment has been completed or now not and whether or not delight has been derived from it or not. The rationale in the back of this would be whatever, efforts taken with the aid of a man or woman or the situational opportunities made on hand to him. For example, if an assignment is assigned to a worker with a closing date, he may just experience confident job pleasure as a result of the authority given to him. He would suppose just right about his reputation and there are excellent probabilities that he likes to do his job, as it will fetch him extra wages. On the contrary, this challenge is usually a principal source of dissatisfaction for him as further working hours could also be disturbing for him and cash is also not a major motivator for him. This conception focuses on explanations in the individual who toughen, direct, aid and discontinue their behaviour. This theory tries to reply to the needs of a person enjoyable and the element that motivates an individual to work. Akkerman and Meininger (2018) state that job pride will also be defined by using the necessity idea of fulfilment, equity concept, discrepancy idea, two factors of the motivational idea, and social reference crew conception. Prior expertise of managers and employers mark the fact very clear that a sustained emotional return from staff could be very problematic in the event that they don't get emotional aid in return lots of the instances the workers remain unhappy. As a result, the employers should fully grasp the fact that enjoyable workers physical needs comparable to pay and stipulations is utmost important. However, most effective economic benefits do now not increase job pride there are different facets too that ought to be regarded. 'The Three Dimensions of job satisfaction', a model by way of Jan Collins makes it clearer. In keeping with him, staff work wants to fall under three classes: physical, mental (or mental) and emotional. In most of the organizations, bodily and mental wishes are readily convinced. The most intricate facet is coping up with their emotional wishes. This affects productivity on one hand and worker turnover on the opposite.

Training, as part of the human useful resource administration (HRM) practices, is utilized to reap both organizational pursuits and individual values. Cucina et al., 2018) concluded that coaching can induce positive or negative impressions and attitudes so one can be carried into the office by means of staff. Many members find the psychological values resulted from office finding out are extra satisfying than financial rewards. With newly-leaned advantage and advantage, employees can actively take part in the resolution-making process, greatly enhance job efficiency and extensively expand job pride (Jadoo et al., 2018). It will have to be brought up that staff usually tend to expertise job pride when they are offered with well-designed coaching guides performed by way of informed and professional trainers (Emory et al., 2017). As a result, with robust training, staff show off right conduct on the job following coaching guidelines and produce larger job pride. Although job pleasure will not be conduct per se, it is a direct indicator which displays behavioural exchange. In the service industry, coaching is the main element which helps carrier workers broaden their self-efficacy and in finding the purpose and which means in their work. The customer contact workers understand methods to serve customers proficiently and manage their complaints quickly by using following the guidelines and repertoires told in the training. Consumers may have positive perceptions of their carrier encounters when their wants are met and issues are solved (Nakamura et al., 2017). Thus, service employees will construct up their self-assurance levels, consider in their advantage to perform the tasks, and revel in their jobs (Zheng et al., 2017). Shen and Tang (2018) concluded that training is positively involving job satisfaction. Tagoe and Quarshie (2017) surveyed staff with 4 American lodging companies and observed staff are more likely to be convinced with their jobs if they may be able to develop new competencies. Job satisfaction is expressed in phrases of delight and pride of the major wants within the workplace. Job satisfaction, which is a variety of confident person's feelings about his job, is triggered with the aid of motives comparable to working environment stipulations, occupational system, working relationships, and the influence of cultural reasons. It can be concluded that job satisfaction is a daily emotional affection and impacts social reasons. Job satisfaction is a component in growing the effectivity and person delight, and each person seeks to develop job satisfaction of their employee and on the other hand, it may be mentioned that increasing job delight results in an improved organizational commitment in members and thus improves worker productivity.

One of the most long-established methods of measuring job pride is the job descriptor index. This scale, made by way of Smith, Kendall and Halin, has been utilized in more than 400 researches. Job descriptor index is used to examine the pleasure of five features of the job, self-esteem, colleagues, and supervisor, wages and advertising possibilities. The nature of the dimensions of job descriptor index is founded on the perception that job pride is judged in comparison with the person's perception of the substitute occupations on hand to him (Orgambídez-Ramos and de Almeida, 2017). It can be mentioned that the necessity for schooling and finding out in all levels of human existence is indispensable for higher figuring out and advertising of their environment. Schooling not only improves the capabilities of members within the provision of services and products but will also be carried out with the aid of these capabilities in managing the creation cycle of items and offerings to a larger level of social and monetary status. In the past, it used to be the idea that the time to be trained is different from the time of labour and residing, so people have been educated before they began work. In line with this, the man was once finding out at the same time, after which he commenced to work productively, and when the work commenced, there was once no different position for schooling. This concept is now null and void and schooling is related to human existence (Ke, Kuo and Hung, 2017).

2.2 Training, Job Satisfaction, and Performance

Alghamdi, Topp and AlYami (2018) conducted a study entitled "The have an impact on of in-service coaching on organizational empowerment and job satisfaction amongst staff". The cause of this be taught was once to investigate and analyse the effect of a worker in-service training on empowerment and job satisfaction. The statistical population of this study is all staff of Islamic Azad school of Rasht which were concerned in in-carrier lessons for at least two guides. Sampling system in this study is stratified random sampling. The sample measurement used to be also determined 240 samples in keeping with the Kerjisa, Morgan and Cohen tables. The information assortment instrument was a questionnaire whose validity and reliability have been verified. T-experiment, Wilcoxon scan and its related coefficients and SPSS application had been used for statistical evaluation. The findings showed that in-service coaching on job pride and employees’ empowerment of Islamic Azad school of Rasht had large outcomes of 20%. The outcome of the study shows that protecting training guides with existing status has a poor result on their pride and empowerment. Nakamura et al., (2017) conducted research entitled "assessing the effectiveness of short-term cultural in-carrier coaching". On this study, essentially the most principal hypothesis was the result of in-service coaching and the information have been gathered using a questionnaire established on the six-factor Likert scale. Subsequently, by statistical evaluation, the outcome of the study showed a high correlation between the quantity of brief-time period coaching and the merchandising of cultural efficiency. Shah, et al., (2018) conducted research entitled "the connection between job satisfaction with the efficiency of the staff of the social protection organization of the Markazi Province". The process of this research is a survey and the statistical populace of the trained consisted of a staff of the social security organization of the Markazi province, which in 2015 had been 437 persons. Utilizing Cochran system, 136 of them have been selected as a random stratified random sampling method. Cucina et al., (2018) carried out a research paper titled "in-carrier training: imaginative and prescient for lecturers' effectiveness and productiveness." This study was taken with the effectiveness of in-provider training to make stronger the efficiency and job productiveness of academics. The outcome of this be taught confirmed that in-carrier coaching would have optimistic outcomes on the trainer's productivity of work if adequately assessed and well run. Akkerman, Kef and Meininger (2018) carried out research entitled "The influence of in-provider training on worker efficiency." This study was once carried out in the form of a master's thesis in Kenya. The results of this study showed that in-provider coaching can have confident results on the following gadgets: employee empowerment, worker attitudes, job potential, job growth, and situation fixing energy.

Jadoo et al., (2018) conducted research entitled "The outcomes of workplace coaching (outsourcing) on the efficiency of bank's workers". The purpose of this learning was to examine the influence of in-provider training (outsourcing) on the efficiency of Maskan financial institution employees. The present technique is practical, in phrases of data, quantitative and in terms of the variety of learning is descriptive-survey and the reason is to discover the change. The statistical populace of this be trained was once all workers of the headquarters founded on easy random sampling and Morgan desk, 175 participants were chosen as the statistical pattern. The statistical exams used to investigate the t-single-variable information and the t-agencies have been correlated. The results showed that outsourced training had an important influence on worker efficiency. The outcome also confirmed that the staff, headquartered on outsourced coaching had an excellent efficiency in other components, except within the application component. The data collection tool used to be a Ravenswood, Douglas and Haar (2017) 5-item job pleasure questionnaire and Shobe (2018) 5-item employees efficiency questionnaire. The data had been analysed by SPSS program and analysed employing Pearson correlation scan and linear regression. The outcome of the study showed that job delight and worker efficiency are in a fascinating stage of reliability. There was no massive change in job pride with marital variables, intercourse, history, age and education. This study showed that there's a confident relationship between job pleasure and worker performance. Commonly, the research concludes that, in order to broaden employee efficiency, managers must pay awareness to job delight of employees.

CHAPTER THREE: RESEARCH METHODOLOGY

3.1 Research Design

The quantitative cross-sectional research approach was utilized in carrying out the study. Primary data was collected by use of handcrafted questionnaires. The manual questionnaire was chosen because the response rate in it is higher than that of the electronic questionnaire.

3.1.1 Sample Size and Selection of Sample

The study aimed to survey the nursing staff in KASH and Prince Mutib hospitals in the Al-Jouf region. With around 550 nurses in in total, a sample of 209 nurses was reached through purposive sampling. This study only focused on testing some hypotheses in relation to training and job satisfaction, and only on nursing staff. Therefore, to save time and cost as well as reach as many staff as possible, the purposive sampling was used.

3.1.2 Data Collection Tool

As introduced earlier, a questionnaire was used for data collection as it provides the opportunity to get the relevant quantitative data for hypotheses testing. The questionnaire consisted of two parts; the first was for training and the second was for job satisfaction. In this case, training was measured in terms of the number of training courses a nurse has attended in a year, and was the independent variable. Job satisfaction was measured by using a number of prompts from which the respondent was expected to rate their satisfaction in a 5-point scale. Consequently, to obtain the sociodemographic information, some adjustments were made to some questions and presented to an expert for approval.

3.1.3 Data Analysis Strategies

All data was collected and stored in an excel spreadsheet before being transferred to SPSS for coding and analysis. Using SPSS, a series of One-Way ANOVAs were conducted to determine whether there were group differences as regards the association between the number of training courses per year and job satisfaction. Furthermore, Tukey’s HSD test was also conducted to determine the nature of the group differences. This analysis was for testing the first hypothesis. Consequently, to determine how and by what magnitude training impacts job satisfaction, a multivariate regression analysis was carried out. Lastly, the independent samples T-test was also carried out to determine gender group differences as far as training is concerned. Other analyses including correlation and cross tabulations were conducted to understand the relationship between variables and demographics of the respondents respectively. For all the types of analyses conducted in testing hypotheses as well as doing the correlations, the significance level was set at the 0.05 level*.

CHAPTER FOUR: DATA ANALYSIS AND RESEARCH RESULTS

4.1 Demographic Information

The majority of the respondents recorded to attend only 1-2 training courses a year, while the least were those who attended more than 7 training courses in a year. The females were the majority of those who were interviewed, about three times the number of their male counterparts. Consequently, most of these nurses were Saudi nationals, although this number was not significantly higher than that of non-Saudi nationals. Of these nurses, the majority had worked for over seven years, with the least being those that have only worked for one to two years. Regarding education and training, those with bachelor degrees were three times more than those with diplomas and that the majority of these nurses preferred workshops with discussions to any other method (See Table 1).

4.2 Association Between Training and Job Satisfaction

Overall, as regards the one-way ANOVA, it was found out that there were statistically significant differences across groups; F (3, 206) = 0.188-20.279, p0.05. Consequently, the post hoc comparisons as shown by the Tukey’s HSD tests carried out revealed that the group of nurses who had attended only 1-2 training courses a year had the lowest level of satisfaction as compared to those with 3-4, 5-6, and 7 or More, of which all recorded the same level of satisfaction (See Table 2). From Table 2 below, it is also clear that significant group differences and thus impact of training on job satisfaction were observed in topics to do with work flexibility, environment, and rewards (positive feedback and recognition of good work done). Compensation (salary, benefits package, vacation, and hours worked) had no significant differences thus were not significantly affected by training.

CHAPTER FIVE: DISCUSSION

T From the analysis of the results, it was apparent that the significant impacts of job satisfaction were in the areas of work flexibility, environment, and rewards. Variables that touched on these areas had better values compared to their counterparts. Notably, they have a relatively higher F-value than other parameters, their p-value is less than the significance value of 0.05, and Tukey HSD tests showed their relation was statistically significant. Therefore, the null hypothesis of the one-way ANOVA analysis is rejected, and it can be concluded that not all population means are equal. These findings are in line with previous studies that have been conducted to determine factors that impact job satisfaction in health care. According to Ma (2018), work flexibility is closely correlated with job satisfaction. Better flexibility resulted in higher satisfaction. Similarly, Miller et al. (2018) had the same findings that supported the direct relation between flexibility and satisfaction. Staff who are allowed to work and perform their tasks more flexibly gets a sense of autonomy over their working lives. As a result, individuals are happier and more satisfied with their work-life. For instance, flexibility in scheduling work hours in the study had a high correlation with job satisfaction. This implies that the nursing staff was to work in the hours that they chose. Accordingly, this means that their social and family life could be less impacted. While flexibility in work has high impacts on job satisfaction, it is difficult to attain and implement in the nursing practice fully. Unlike other professions, the nursing staff is needed 24 hours in a hospital. In health care facilities that are understaffed, the concept of flexibility, such as flexibility in scheduling one weekend offs and work hours, is difficult. Instead, nurses are required to work with a given time table. Further, the work requirements for nurses make it challenging to work from home hence a decrease in flexibility possibilities. However, Mazzucchelli (2017) highlights that work flexibility in health care is a win-win situation, and the healthcare top leadership should consider the approach. The work environment also showed high impacts on nursing staff job satisfaction. The study reports complied with previous research that has placed the work environment as the most crucial factor that influences the level of satisfaction (Agbozo, 2017). The work environment can be described as the combination of the social, physical, and organizational factors that impact an individual during work delivery. For instance, in the undertaken study, immediate supervisor, nursing peers, and opportunities for social contact during work are part of the hospital work environment.

Due to its critical impact not only on satisfaction but also on the motivation of the nurses, a conducive work environment is necessary for health care. This could include ensuring physical conditions in the hospital are well maintained, and the nurses well related to other employees and health care stakeholders (Olsen, Bjaalid, and Mikkelsen, 2017). Additionally, to improve job satisfaction in nursing practices, the nurse’s ought to be given access to growth opportunities and checking on the management style being utilized. Ensuring a healthy work environment also impacts other factors such as work flexibility hence better job satisfaction. From the result analysis, rewards also fundamentally impact the level of job satisfaction. The study used rewards that ranged from positive feedback to the recognition of good work done. For example, the prompts of acceptance of one's from the superiors or peers, and the amount of encouragement and positive feedback received were utilized. These findings agree by previous studies that indicate rewards are vital in job satisfaction and retention (Djukic et al., 2017; Lee et al., 2017). It is, therefore, crucial to ensure that there are continuous rewards and recognition for the nurses. According to Djukic et al. (2017), rewards can be achieved through the creation of an organizational culture that entails substantial procedural justice. The awards and recognition can be achieved through the incorporation of the nurses in the decision-making process. From the above discussions, it is apparent that training can be utilized to increase job satisfaction. The sig value in the t-test was significantly low and below the significance value (0.05) set for the analysis. Moreover, the number of training in the t-test shows that the higher the number, the higher the satisfaction level. The choice of the favourite training course had no impact on overall satisfaction. The training impact can also be described from its interlinking with discussed categories of rewards, work environment, and flexibility. For instance, one of the awards to staff can be sponsorship to appropriate training, or a company can choose coaching as a way of improving the work environment. Therefore, it can be deduced that training can be used to increase job satisfaction. The result analysis indicated that training did not affect the satisfaction of nurses in terms of compensation. The categories that relate to compensation (salary, a benefits package, vacation, and the total amount of time they work a day) had their p values significantly higher than the significance value of the one-way ANOVA analysis. In contrary to these findings, Schober (2019) insights that training of staff should have an impact and correlate to the compensation satisfactions.

Training programs usually increases staff job knowledge. As a result, the employee is more knowledgeable and has the capabilities to undertake additional work as a result of the skills gained. Accordingly, it is expected that any extra work and increase in knowledge by an employee will lead to better compensation. However, in many instances, this is not always the case. This predicament explains the results obtained in this study, where training does not affect satisfaction in regards to individual compensations. Training is not the best approach to make employees satisfied with their compensation. Instead, different methods can efficiently achieve better results in satisfaction in compensation. Assuring of job security can increase the comfort of employees with their benefits. According to Dhanpat et al. (2019), staff were more satisfied and motivated in working in hospitals that had job security, unlike those that had a high level of uncertainties. Providing opportunities for growth and development for the nursing staff can increase their satisfaction. The training undertaken should focus on the personal development and growth of the individuals. As a result, Agbozo (2017) insights that employees that we're satisfied with their growth and development were more satisfied with their compensation. Furthermore, a positive work environment and recognition can be utilized as approaches to facilitate more levels of staff satisfaction. The study incorporated approximately three times females than males. While in many measures of job satisfaction, there were minimal differences, some measures indicated significant gender differences. These included off days during the weekend, maternity leave, child care facilities, encouragement, and positive feedback, opportunity to participate in, write, and publish nursing research, the amount of responsibility assigned to a nurse, and the ability to control one's work environment. These findings are consistent with previous studies regarding employee behaviour. According to Grönlund and Öun (2018), women consistently report higher levels of job satisfaction than men. Additionally, the factors that are utilized to measure job satisfaction are also dictated by gender. For example, women focus on elements that enhanced their work-family integration. In 2016, García-Mainar, García-Martín, and Montuenga research found that gender preferences in work were firmly related to their satisfaction levels. Also, the study found that men are more satisfied with the work environment, rewards, and recognition (García-Mainar, García-Martín, and Montuenga,2016).

The T-test analysis from the data analysis shows some measures had a relatively low p-value. Such indicated a significant difference in the variance of the two genders. Consequently, these categories have had the highest t values from the analysis. The result is motivated by the difference in gender preferences and perception of job satisfaction. García-Mainar et al. (2016) discuss that job satisfaction is based on the gender values of what is essential. This is continuously evident in this study's outcomes. For example, the number of weekends per month showed a considerable difference. Women and men with families are more satisfied with the jobs with more weekends off than other workers who lived alone. Additionally, nurses who had no plans of having children would find no satisfaction in the provision of maternity leave time and child care facilities. It is these differences in the gender values that result in distinctive differences.

CHAPTER SIX: CONCLUSION AND RECOMMENDATIONS

6.1: Conclusion

Staff training has been linked to an increase in job satisfaction. In health care, it is one of the fundamental approaches that are used to raise achievement hence job performance. Studies conducted indicate a close relation of training employee productivity, retention, and job satisfaction. In health care, job satisfaction is crucial as it directly dictates the outcome of patient care. With this background information, it is paramount to understand and establish the effect of staff training on the overall job satisfaction in the health sector. Further, it is critical to know if the quantity of the training courses undertaken by staff has any significant impact on job satisfaction levels. Research conducted utilizing the nursing staff in KASH, and Prince Mutib hospitals in Al-Jouf region answer the questions mentioned above. The study that incorporated data from 209 respondents had several findings. It can be concluded that the work environment, work flexibility, and rewards recorded the highest impacts on the job satisfaction levels of the nursing staff in the hospitals. While workplace flexibility is puzzling phenomena in cases of nurses due to their nature of work, it still recorded high values. Such is an indication of a need for intervention from the stakeholders in the health sector. The work environment was also considered by the majority of the nursing staff. The work environment entails social, organizational, and physical attributes in the workplace. These should, therefore, be maintained in the nursing practice to boost performance through satisfaction levels. On the other hand, rewards and recognition greatly impacted the levels of job satisfaction. The in-job awards and recognition that includes credit from the superiors are critical. While these may be viewed as minimal acts in the job place, this study emphasizes their fundamental importance towards the attainment of high job satisfaction levels.

In compliance with previous studies regarding the impact of gender on job satisfaction, the study results indicated the existence of these differences. In some measures, there were significant differences in specific categories. The differences, mostly motivated by individual priority shows that job satisfaction differs in regards to gender, age, and culture hence there is no standard technique that can correctly determine satisfaction levels in a profession Overall, training has an impact on job satisfaction. From the multivariate regression results, the significantly low sig values are indicative of the correlation between the two variables – training and satisfaction. Moreover, the number of training undertaken per year had an impact on the satisfaction level, where the increase in the training resulted in a rise in job satisfaction. The research attained its objective and addressed the research questions.

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6.2: Recommendations

The following is a summary of the recommendations that result from this study's findings.

The health care facilities need to focus on more training for the nursing staff to facilitate an increase in satisfaction levels.

There is a need to improve the nursing staff's work environment through ensuring an excellent physical environment, health relationship between junior staff and the seniors, and providing growth opportunities.

Though providing autonomous work flexibility in the nursing practice is challenging, the management should find win-win approaches to address the concern.

Rewards and recognition in all employee levels should be emphasized. Training on how to achieve this should be conducted.

When setting incentives with the aim of improving job satisfaction levels, the management should be sensitive to the gender composition of the workers. Probably, the incentives should never be general; instead, they should be individually tailored.

A health care facility should consider focusing on other approaches such as job security, rewards, conducive work environment as a source of satisfaction compared to the use of compensational packages.

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