Organisational Culture Predictors of Job Satisfaction Among Nurses in Kenya, Sub-Sahara Africa: A Cross-Sectional Study.

Aims: To find out how Kenyan nurses rate their organisational culture, determine their level of job satisfaction, and organisational culture predictors of job satisfaction.

Design: A cross-sectional online survey.

Methodology: A total of 300 nurses across Kenya were invited to participate in this study. The Practice Environment Scale of Nursing Work Index was used to measure organisational culture, while a single-item scale was used to assess job satisfaction. Data analysis was done using SPSS version 28. Chi-square, correlation, and bivariate logistic regression were performed to determine the relationship among the study variables.

Results: Kenya's overall organisational culture was rated as weak-positive (M = 2.51). Only 24.5% of nurses reported being satisfied, while 74.5% were dissatisfied or neutral. Structural Equation Modelling of the five sub-scales demonstrated an acceptable fit and accounted for 43.7% of job satisfaction variance. Significant predictors of job satisfaction included participation in hospital affairs (β = 0.409, SE = 0.084, T = 5.396, p < 0.001) and staffing and resource adequacy (β = 0.311, SE = 0.060, T = 4.665, p < 0.001).

Conclusion: This study highlights the crucial role of organisational culture in determining nurses' job satisfaction. It provides robust evidence to policymakers, hospital administrators, nurse managers and other health stakeholders of the need to fully involve and engage nurses in hospital affairs while providing adequate staffing and resources. Such measures are essential for creating a highly satisfied workforce, fostering the delivery of high-quality nursing care to patients. Nurse Managers and hospital management should strive to continuously monitor and build positive organisational cultures to raise the quality of service delivery and retain the nursing workforce.

Patient or public contribution: This study involves no patient or public contribution.