THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL POWER WITH JOB SATISFACTION IN NURSES WORKING IN URMIA TEACHING HOSPITALS

Organizational power and its perception is a factor affecting organizational progress, proper performance of tasks, and increase in job satisfaction in the nursing profession. Correct understanding of nurses from these points can accelerate their access to them. This study aimed to determine the relationship between perception of organizational power with the level of job satisfaction of nurses working in medical centers in Urmia in 2020.

The present study was a descriptive-analytical study in which 200 nurses working in teaching hospitals affiliated to Urmia University of Medical Sciences were randomly selected in 2020. Inclusion criteria include willingness to collaborate in the study, having clinical work experience more than 6 months, no managerial experience, and not working in two hospitals simultaneously. Data were collected using the King Model Organizational Power Questionnaire and Minnesota Job Satisfaction. The collected data were analyzed in SPSS software version 16 using Pearson correlation test.

The results showed that the mean and standard deviation of participants' organizational power score was 101.6 ± 36.73. Also, the mean and standard deviation of job satisfaction score of participants was 62.30 ± 16.99. According to Pearson correlation test, there was no statistically significant relationship between organizational power and job satisfaction of participants in the study (r = -0/038, P = 0.590).

In the present study, it was found that job satisfaction and perceived organizational power of most nurses were moderate. Regarding the relationship between organizational power and job satisfaction of the participants, no significant relationship was found in the research, which needs further investigation. Regarding the results of this study, it is suggested that measures such as the establishment of a principled and integrated system of distribution of patients between treatment centers, recruitment, maintenance and return of specialist staff, culture building in the society to form reasonable expectations from nurses should be done by relevant nursing managers in order to reduce the level of dissatisfaction and increase the organizational power of nurses. This may lead to improving the quality of care and increasing the health of society.