Factors affecting performance of hospital nurses in

Riyadh Region, Saudi Arabia

Hanan Al-Ahmadi, (2009)
International Journal of Health Care Quality Assurance, Vol. 22 Iss: 1, pp.40 – 54

Abstract

Purpose – The purpose of this paper is to identify factors influencing

performance of hospital nurses in Riyadh Region, Saudi Arabia. Specific
objectives were to estimate self-reported performance, and determine whether
differences in employee demographics, job satisfaction, and organizational
commitment, influenced performance.

Design/methodology/approach – In total, 15 hospitals were randomly selected.

The questionnaire was sent to all nurses (1,834) in these facilities and 923
nurses responded. Statistical analysis included correlation, t-test, and regression
analysis.

Findings – The study finds that job performance is positively correlated with
organizational commitment, job satisfaction and personal and professional
variables. Both job satisfaction and organizational commitment are strong
predictors of nurses' performance. Job performance is positively related to some
personal factors, including years of experience, nationality, gender, and marital
status. Level of education is negatively related to performance.

Research limitations/implications – The findings of this study have a limited

generalisability due to the fact that all measures used are based on self-reports.
Future research may be directed to other objective measures of performance.

Practical implications – Emphasis should be placed on effective supervision,

empowerment, and a better reward system. Cultural diversity is a reality for most
health organizations in Saudi Arabia; therefore, they need to adopt effective
human resources strategies that aim to improve commitment and retention of
qualified workers, and build a high performance organizational culture based on
empowerment, open communication, and appreciation of impact of national
culture on work attitudes.

Originality/value – This study fulfills a research gap in the area of nursing

performance, and its relationship with work attitudes in Saudi Arabia. The paper
also highlights the impact of national culture on job performance and work
attitude among nurses in Saudi Arabia, and other countries facing the issue of
multi-national work force.

Keywords: Job satisfaction, Nurses, Performance management, Saudi Arabia

Effects of leadership and leader-member exchange on commitment

Abstract

Purpose – The present study attempts to integrate both behavioural and relational perspectives
of leadership and test their applicability in determining employees' organizational commitment.

Design/methodology/approach – Leadership behaviours were measured using Bass and

Avolio's multifactor' leadership questionnaire (MLQ) Form 5X. Liden and Maslyn's multi-
dimensional model of leader-member exchange (LMX-MDM) scale was used to measure the
quality of relationship between respondents and their superiors. Meyer and Allen's instrument for
the multidimensional organisational commitment was adopted for this study. A total of 201
research and development (R&D) professionals including engineers and scientists working in
R&D department of manufacturing firms, R&D organisations, and research institutes in Singapore
participated in the study.

Findings – The findings from hierarchical regression analysis reveal that transformational
leadership has positive association with the dimensions of LMX and organizational commitment.
LMX quality is also found to mediate the relationship between leadership and organizational
commitment. R&D superiors demonstrate predominantly transformational leadership but at lower
frequency than observed in past studies.

Research limitations/implications – Owing to the cross-sectional design of this study, the data
collected does not allow for an assessment of the direction of causality.

Practical implications – R&D superiors and managers in Singapore are not demonstrating
enough transformational leadership despite the unpredictable and uncertain nature of R&D work
environments which calls for more effective leadership. This issue can be addressed by raising
the awareness of the importance of effective leadership and implementing training and
development programmes incorporating leadership for these R&D professionals.

Originality/value – This paper is a first attempt to understand leadership and commitment

among R&D professionals in Singapore.