when the literature about job performances is examined , it is seen that certain number of investigations has been conducted about the factors influencing job performances in hospitals and all the factors affecting job performances have not usually been analyzed ( 1 ) . thus , it is important to examine all organizational , individual , social factors that especially affect the performances of the doctors and nurses holistically ( 2 ) . based on this , in this study it was aimed to define the influence degree the factors that are probable to affect the performances of nurses . in this part , a literature summary about the concept of job performance and the organizational factors affecting this performance will be tried to be made . in this study , it is assumed that there are organizational ( institutional ) factors influencing job performance and variables that are controllable or manageable by the organizations . apart from organizational variables , many individual and social variables may also affect the job performance ( 35 ) . the investigators that made research about nursery , nursing services and nursing services management in 1970s and 1980s often focused on the job performance of nurses ( 5 ) . however , in 1990s it was seen that there had been an important decrease in the number of the research and publications about job performance of nurses , the factors affecting this performance and nurses job performance management . therefore , a universal definition of  job performance  has not been made in the nursing literature recently ( 4 , 6 ) . borst defines the job performance as  the way and the process how the nurses serve nursing for the patients and other people  . bloch also similarly suggests that  the job performance as the way and process of serving  . thus , the common point of these two definitions is that job performance is regarded as the way the job is performed and its process ( 4 ) . in literature little research , domestically or internationally , has been conducted on the organizational factors on job performance of nurses in turkey . so , this study was planned and conducted on the factors on job performance of nurses in turkey . to sum up generally , descriptive literature that indicates the effect degree of the organizational variables on job performance and the relationship between job performance and these variables is limited . as a result of literature review , it is understood that the studies searching the relationship between job performance and some organizational variables are not holistic in developing countries such as turkey , but they focus on some certain variables or variable groups . in this study , the assessment about the effects , which are perceived by the nurses , of 28 organizational variables affecting the nurses job performance was made in two cities , turkey . the investigation was made at two public university hospitals in cities of kocaeli and kayseri , three public hospitals owned by ministry of health and one private hospital in city of kayseri . the study was conducted on the nurses working in a public university hospital , two public /state hospitals , and a private hospital in kayseri and a public university hospital in kocaeli . in the study , samples were not selected and it was aimed to reach the total field . totally 831 nurses were accessed in the study . the number of the nurses which was received from management of the hospitals that were investigated and the proportion of the nurses who were given the questionnaires and the number of accessed nurses were presented according to hospital names as a table below . the investigation was conducted in the public and private hospitals of kayseri between april 2007 and june 2007 , and in kocaeli university hospital between may 2007 and may 2007 . a sampling technique was not used because the researcher intended to conduct the questionnaire among all 1243 nurses . the questionnaire was given to supervisor nurses in the departments to distribute to the nurses in their departments . nurses were asked to complete the questionnaires anonymously and return them to the nominated person . based on a thorough review of the literature investigating the job performance of nurses , a 28-item questionnaire was developed for this study . in the preparation of the research questionnaire , psychology and nursing literature were utilized , and schwirian s model of nursing performance and herzberg s motivation - hygiene theory were utilized substantially ( hayajneh , 2000 ) . in order to measure the effect of 28 organizational factors influencing nurses job performance , related questions were asked to the nurses by making use of a five point likert scale ( 1- never effective 2- ineffectual 3- no idea 4- effective 5- very effective ) . organizational factors influencing nurses job performance were stated in the first section , and information about some demographic features of the nurses was in the second section . the reliability parameter ( alpha score ) of the questionnaire used in the study was acceptability . the data gained from the study were transferred into the computer by using spss 11.5 , and contrastive - descriptive statistical analysis , t - test , and factor analysis were applied for data analysis . t - test analysis was used for comparing organizational variables according to hospitals ownership status and nurses employment status . factor analysis was used for determining the factor structures of 28 organizational variables affecting on nurses job performance . the majority of the respondents ( 65.10 % ) were at university hospitals , 56.80 % were working at clinics in the hospitals . average mean of the respondents was 36.64 years . also the majority of the respondents have a permanent employment statue . table 4 indicates some descriptive statistics that are related to assessment of the nurses , who participated in the study , about the factors influencing nursing job performance . in the table , the factors effecting nurses job performance were put in order from the most effective one to the least effective one in line with the nurses assessment . according to this , the nurses participated in the study argue that the most effective factor is  work load  and the least effective one is studies evaluating and measuring nurses job performance  . in the study , one of the remarkable findings is that the nurses state that all 28 factors that are probable to affect nursing job performance affect their job performance significantly . the nurses evaluated the effect of some organizational factors influencing the nurses job performance between 3.69 and 4.49 . when this value is approaching to 5 , it is assumed here that the effect of the factor on job performance is quite high . as a result , the nurses accepted that the factors given to them in the research affect their performances quite highly . although it is expected that employee personal rights will be accepted as the most important factor influencing job performance , it was understood that even though the effect of employee personal rights was high , it was not on very high level . additionally , it is noticed that technological support during the research is assumed to be a factor affecting the job performance highly . on the other hand , it is assessed by the nurses that the factors such as sexual harassment , in - service training , and promotion in job do not have so much effect on the nurses job performance . table 5 indicates that the distribution of the nurses own assessment about the effect degree of some organizational factors influencing their job performance according to employment status . in order to check whether there is a significant difference between the nurses assessments statistically , t - test ( test for significance of difference between two independent variables ) was applied . as a result of statistical analysis , a significant difference between the assessments of the effect degree of the factors such as  nursing care delivery system  ,  social interaction and nurses  ,  stress  , and unit size  on the nurses job performance in terms of employment status ( p<0.05 ) . as for other 24 variables , a significant difference could not be found . table 6 presents the distribution of the assessment made by the nurses about the degree of some organizational factors effect on the job performance in terms of property of the hospitals which they work and its statistical comparison . in respect of their property structures , the hospitals were evaluated as hospital of university , health care ministry and private hospitals . in order to control whether there is a significant statistical difference between the nurses assessments , a unidirectional variance analysis test ( f test ) was carried out . as a result of statistical analysis , a significant difference has been found between the perceived effect degrees of the organizational 24 factors such as  clinic and vocational autonomy  ,  stability of the environment  ,  support for making decisions about clinic  ,  work autonomy  ,  job security and work welfare  ,  leadership style  ,  management style  ,  patient density  ( disease density ) ,  dimension of work s physical effort  ,  opportunities of job promotion  ,  role clarity  ,  sexual harassment  ,  social integration and the nurses relationship  ,  stress  ,  tool , equipment , hardware , etc . ,  the size of the unit which they work  on nursing job performance in respect of property of the hospital which they work ( p<0.05 ) . thus , it can be argued that the property structure of the hospital leads to statistically significant variances with respect to assessments about the effects of some organizational factors that are influential on the nursing job performance . in order to find from which group these variances post hoc multiple comparisons  test , was manipulated . as a result of the analysis applied , it was deduced that the differences resulted from the nurses working at the university and private hospitals . in order to clarify the factorial structures of the factors affecting nursing job performance or under which groups they can be classified , table 7 indicates the factors and their load obtained as a result of factor analysis . in the analysis , basic component analysis  and  equamax rotation method  were selected as the extraction method . as a result of the research , it was found that 28 factors affecting nurses job performance were gathered under five factors . the first factor clarifies 37.59 % of the total variance and it is defined as physical work  ,  supplies and equipments  ,  technology support  ,  unit size  ,  physical work conditions  , ,  worload  , and  noise level , stress  ( 9 variables ) are grouped under the first factor . the second factor clarifies 5.07% of the total variance and it is defined as  employee personal rights  and  job security  . compensation  ,  vacation system  ,  shift work  ,  job security  , and the third factor clarifies 4.08 % of the total variance and it is defined as four variables such as  patient severity ( disease severity )  ,  sexual harassment  ,  social interaction and nurses  , and  role clarity  are grouped under this factor . the fourth factor clarifies 3.37 % of the total variance and it is defined as  management and leadership  . ,  management style  ,  job autonomy  , and  nursing care delivery system  are grouped under fourth factor . the fifth factor clarifies 3.15 % of the total variance and it is defined as the fifth factor compasses the variables like  support for making clinical decisions  ,  continuing education  ,  orientation program  ,  nurse job performance measurement and evaluation  . in this study , it was aimed to make the nurses to assess the effect degree of some organizational factors affecting nursing job performance . it may not be possible to generalize the results to the all nurses working in turkey as this study was implemented in only university , ministry of health and private hospitals of kayseri and kocaeli . however , it has an importance in the assessment of 28 organizational factors affecting nursing job performance although it is a small - scale descriptive study . this study fulfils a research gap in the area of nursing performance , and its relationship with organizational factors in turkey . the paper also highlights the impact of workload on job performance in turkey , and other countries facing the issue of multi - national work force ( 4 ) . as a result of the study , it was understood that the nurses perceive the effects of 28 organizational factors , which were asked to them , on their own job performance highly . the nurses especially regard  work load  as an organizational factor influencing their job performances on the most level . this issue can be seen especially as the reflection of the staff shortage that has been experienced in the hospitals . in the study , significant differences were found as to some organizational variables such as especially hospital property , the unit worked , educational status , employment status in the nurses assessments and perception of effect degree of the factors influencing their job performance . the management of hospitals will be responsible for measuring nurses job performance , evaluation , dealing with the organizational variables that show differences in order to increase the nurses job performance and managing them for increasing the job performance ( 7 ) . the studies , which hospital management and especially health ministry and other state institutions will make , about decreasing the nurses work load in hospitals , more contribution to the decisions of the clinic , increasing the autonomy of vocation and work , openness of the work and roles that are expected from the nurses ( openness in work definitions ) , increasing in the social activities among the nurses , justice in the application of rotation and permit system , improvement in employee personal rights , increasing and justice in the opportunities for promotion , will provide important benefits in terms of nurses job performance . at this point , at least the hospital managements should make the necessary organization and amendment on the factors that they can control and change on their own ( 2 , 4 , 7 , 812 ) schwirian s tool of measuring job performance measures the quality degree of the health care services that the nurses serve in terms of 52 variables . this measurement tool is commonly used in measuring nursing job performance . after examining the existent literature about nursing services and nursing performance in 1978 , schwirian developed a measurement tool that can measure nursing performance generally ( job performance is included in nursing performance ) . leadership , planning and assessment , education and support , social interaction , vocational development and crucial care are six dimensions of the scale ( 13 ) . according to this model these are academic success , the family in which the nurse was brought up ( origin family ) and this family s features , demographic features of the nurse , personal characteristics , employment qualifications and behaviour of nursing career . there are six subcategories under these seven main categories . in the literature review he made , schwirian points out that the features of the family in which the nurse was brought up , academic success and the nurse s personal characteristics have been substantially investigated . moreover , schwirian emphasizes that the factors affecting job performance such as clinic autonomy , responsibility , personal development , and acceptance are still being searched ( 4 , 13 , 14 ) . the results gained from the study may contribute to present some suggestions to the hospital management and the management of nursing services in the hospital . it is especially inevitable to apply some implementations and politics that reduce the work load of the hospital nurses . additionally , the points such as management s being participatory and democratic , equal treatment of the staff , provision of equal promotion opportunities , increasing the clinical autonomy of the nurses , increasing the in - service training , prevention violence at work , being fairer and more transparent in the applications of rotation and permit system can be suggested in order to increase nurses job performance . 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 conducted and planned on physicians , nurses and other health personnel in primary health organizations and hospitals . the model illustrates one way in which organizational variables cluster in five blocks to influence job performance among turkish nurses working in hospitals . a replication study to test this model is recommended . a replication study of this investigation among nurses in the same setting ( hospitals ) can be done to find out whether the results of this study , including the derived model , will hold among other samples of the same population . another replication study of this investigation among nurses in other settings ( community , home , hospice , and long term care ) is needed to find out how nurses in these settings perceive the influence of organizational variables pertaining to their setting on their job performance . ethical issues ( including plagiarism , informed consent , misconduct , data fabrication and/or falsification , double publication and/or submission , redundancy , etc ) have been completely observed by the author .
background : the purpose of this study was to describe the influence of organizational variables on hospital staff nurses job performance as reported by staff nurses in two cities in turkey . 
 hospital ownership status , employment status were examined for their effect on this influence.methods:the reported influence of organizational variables on job performance was measured by a questionnaire developed for this study . 
 nurses were asked to evaluate the influence of 28 organizational variables on their job performance using a five - point likert - type scale ( 1- never effective , 5- very effective ) . 
 the study used comparative and descriptive study design . 
 the staff nurses who were included in this study were 831 hospital staff nurses . 
 descriptive statistics , frequencies , t - test , anova and factor analysis were used for data analysis.results:the study showed the relative importance of the 28 organizational variables in influencing nurses job performance . 
 nurses in this study reported that workload and technological support are the most influential organizational variables on their job performance . 
 factor analysis yielded a five - factor model that explained 53.99% of total variance.conclusion:administratively controllable influence job organizational variables influence job performance of nurses in different magnitude .