Impact of Life Satisfaction on Work Motivation

This research is mainly based on the relationship between life satisfaction and work motivation. The factors in this study is mainly based on the nurses in the Klang Valley. The research objectives of this study are to determine whether the motivation of work of the nurses vary on the basis of the gender and age of the nurses, to establish whether there exists any significant relationship between “life satisfaction” and “work motivation” and to predict the work motivation of the nurses.

Running Head: IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
Impact of Life Satisfaction on Work Motivation
Name of Student
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1IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
Table of Contents
1.0 Introduction................................................................................................................................2
1.1 Research Objectives...............................................................................................................2
1.2 Research Questions................................................................................................................3
1.3 Framing of Research Hypothesis...........................................................................................3
2.0 Research Methodology..............................................................................................................5
3.0 Data Analysis.............................................................................................................................7
3.1 Results....................................................................................................................................7
3.2 Discussions..........................................................................................................................14
4.0 Conclusion...............................................................................................................................15
References..................................................................................................................................17

2IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
1.0 Introduction
Individuals sometimes feel positive towards their jobs and some other times towards their
jobs. This feeling of positivity for the job of the individuals is known as work satisfaction.
According to (Gagné et al., 2015) there are several factors that are responsible for this
satisfaction. These factors include self-esteem, perceived sense of control, optimism and positive
social relationships. In the presence of these factors, it is expected that the satisfaction for work
increases (Pinder 2014). If there are lack of these factors in an individual, the dissatisfaction in
work increases for that individual. In case of medical service industries, it is important that the
workers work satisfactorily in their duties (Valero, Hirschi & Strauss, 2015). This is important to
provide high quality medical care. The workers that have high satisfaction towards their work,
provide work of better quality, can work more and take responsibilities for their work and the
work environment (Mafini & Dlodlo, 2014). Thus, a healthcare sector must emphasize more on
the work satisfaction of their employees as it might lead to reduction of cost of their services
(Lee, Back & Chan, 2015). This research is mainly based on the relationship between life
satisfaction and work motivation. The factors in this study is mainly based on the nurses in the
Klang Valley. The four different components in which work satisfaction has been sub divided
are positive Self-Esteem, Sense of perceived control, Optimism and Positive social relationships.
All these four attributes were considered for questioning the nurses in the Klang Valley.
Combining all these four attributes, there were in total 35 questions. The respondents of this
research were asked to rate the questions on a scale of 1 to 7, in which 1 indicates strongly
disagree and 7 denotes strongly agree. Further the motivation towards their work is also rated by
the nurses on a scale of 1 to 100. A questionnaire was prepared with all these questions and have
been distributed to 107 nurses who were selected randomly from the government hospitals
located in the Klang Valley. The research objectives of this study are provided in the following
sections.
1.1 Research Objectives
Thus, based on all the discussions above, the following study has been framed. This study
is mostly based on the following research objectives:

3IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
 To determine whether the motivation of work of the nurses vary on the basis of the
gender and age of the nurses.
 To establish whether there exists any significant relationship between “life satisfaction”
and “work motivation”.
 To predict the work motivation of the nurses
1.2 Research Questions
On the basis of the research objectives stated above, the following research questions can
be framed.
 Is there any significant difference in the work motivation of the nurses across gender of
the nurses?
 Is there any significant difference in the work motivation of the nurses across the age of
the nurses?
 Is there any significant relationship between the dimensions of life satisfaction of the
nurses such as “Positive Self Esteem”, “Sense of Perceived Control”, “Optimism”, and
“Positive Social Relationships” with the work motivation of the nurses?
 What is the extent to which the four dimensions of life satisfaction such as of the nurses
such as “Positive Self Esteem”, “Sense of Perceived Control”, “Optimism”, and “Positive
Social Relationships” is efficient in predicting the motivation towards the nurses in the
Klang Valley?
1.3 Framing of Research Hypothesis
It has been observed that there are differences across gender in terms of motivation
towards work (Douglass, Duffy & Autin, 2016). Motivation in that case has been considered as
the goals than an individual perceive in life (Lazaroiu, 2015). There can be various types of goals
such as work avoidance goals, achievement goals and social goals. An individual having a goal
to avoid work does not have much of motivation towards the work he or she is doing
(Hochschild, 2015). There have been differences in this motive towards the gender as the choices
differ across gender.

4IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
Thus, the null and the alternate hypothesis to test the differences in the work motivation
of the nurses across gender can be stated as follows:
Null Hypothesis (H01): There are no significant differences in the work motivation of the nurses
in the Klang Valley across gender.
Alternate Hypothesis (HA1): There are significant differences in the work motivation of the
nurses in the Klang Valley across gender.
According to various analyses, it has been obtained that the motivation towards work is
negatively impacted with the age of the employees (Prel, Hasselhorn & Borchart, 2018). Though,
it has been concluded that the subject is open to more researches. The intensity of the employees
in planning to leave an organization is highly dependent with the increase in the age of the
employees (Akkermans et al., 2016). One of the studies concerned about 5000 employees in UK
have found a U-shaped relationship between work satisfaction and employee age. This indicated
that the motivation towards work of the employees are higher in the young and the old
employees and is low for the middle aged employees (Feißel et al., 2018). Another study
concluded that the older people have found their career path and are at the end of their service
periods. Thus they become reluctant to work and have lesser work motivation (Herzberg, 2017).
Based on all these concepts, the following null and alternate hypothesis has been framed.
Thus, the null and the alternate hypothesis to test the differences in the work motivation
of the nurses across the age of the nurses can be stated as follows:
Null Hypothesis (H02): There are no significant differences in the work motivation of the nurses
in the Klang Valley across the age of the nurses.
Alternate Hypothesis (HA2): There are significant differences in the work motivation of the
nurses in the Klang Valley across the age of the nurses.
The null and alternate hypothesis to ascertain where there exists any significant
relationship between the four dimensions of life satisfaction of the nurses such as “Positive Self
Esteem”, “Sense of Perceived Control”, “Optimism”, and “Positive Social Relationships” with
the work motivation of the nurses, has been framed as follows:

5IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
Null Hypothesis (H03): There are no significant relationships between the dimensions of life
satisfaction of the nurses such as “Positive Self Esteem”, “Sense of Perceived Control”,
“Optimism”, and “Positive Social Relationships” with the work motivation of the nurses.
Alternate Hypothesis (HA3): There are significant relationships between the dimensions of life
satisfaction of the nurses such as “Positive Self Esteem”, “Sense of Perceived Control”,
“Optimism”, and “Positive Social Relationships” with the work motivation of the nurses.
The null and alternate hypothesis to ascertain the extent of prediction that the four
dimensions of life satisfaction of the nurses such as “Positive Self Esteem”, “Sense of Perceived
Control”, “Optimism”, and “Positive Social Relationships” can give for the work motivation of
the nurses, has been framed as follows:
Null Hypothesis (H04): The four dimensions of life satisfaction such as of the nurses such as
“Positive Self Esteem”, “Sense of Perceived Control”, “Optimism”, and “Positive Social
Relationships” is not efficient in predicting the motivation towards the nurses in the Klang
Valley.
Alternate Hypothesis (HA4): The four dimensions of life satisfaction such as of the nurses such
as “Positive Self Esteem”, “Sense of Perceived Control”, “Optimism”, and “Positive Social
Relationships” is quite efficient in predicting the motivation towards the nurses in the Klang
Valley.
2.0 Research Methodology
The hypothesis stated in the section previously involves the application of necessary
statistical techniques. In this study, the data was collected from 107 nurses who are working in
the government hospitals in the Klang Valley. Their responses to the questionnaire prepared
were considered as data for this assignment. Thirty-five questions were there in the questionnaire
that represented all the four attributes. The responses to the questions relating to each of the
attributes were transformed into one variable by considering the average of the responses by each
individual on each of the questions. Thus, the main analysis was performed on the transformed
variables. In the questionnaire, question 1 to question 7 indicated the measures of positive self
esteem of the participants. The average of the responses from each individual for each of the

6IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
seven questions was considered to represent the variable “Positive Self Esteem”. Question 8 to
question 17 indicated the measures of the senses of perceived control of the participants. The
average of the responses from each individual for each of the ten questions was considered to
represent the variable “Sense of Perceived Control”. Question 18 to question 25 indicated the
measures of optimism of the participants. The average of the responses from each individual for
each of the eight questions was considered to represent the variable “Optimism”. Finally,
question 26 to question 35 indicated the measures of the positive social relationships of the
participants. The average of the responses from each individual for each of the ten questions was
considered to represent the variable “Positive Social Relationships”. Work motivation of the
nurses was the variable in which the nurses gave ratings to themselves on a scale of 1 to 100
about how much motivated they are towards their work. All these information in the transformed
four variables and work motivation of the nurses was considered as the data for the purpose of
the analysis.
All the analysis in this study was conducted with the help of the statistical software SPSS
Version 20. Necessary and appropriate statistical techniques have been applies on the data to
perform the analysis based on the research hypothesis framed above.
In order to test the difference in the work motivation of the nurses across gender,
independent sample t-test has been used, as this is the best possible technique to test the
difference in the means of two different and independent groups.
In order to test the difference in the work motivation of the nurses across the age of the
nurses, Analysis of Variance (ANOVA) technique has been applied as this is the best possible
technique to test the difference in the means of more than two different and independent groups.
In order to ascertain any significant relationships between the four dimensions of life
satisfaction such as “Positive Self Esteem”, “Sense of Perceived Control”, “Optimism”, and
“Positive Social Relationships” with the motivation towards work of the nurses, the most
appropriate technique that can be used is regression analysis.
In order to examine the extent to which the four dimensions of life satisfaction such as
“Positive Self Esteem”, “Sense of Perceived Control”, “Optimism”, and “Positive Social
Relationships” can predict the motivation towards work of the nurses, the coefficient of

7IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
determination has to be determined and discussed. All the specified tests are performed
considering a 0.05 level of significance.
3.0 Data Analysis
3.1 Results
The results of the independent sample t-test to test whether the work motivation of the
nurses vary across gender age given in the following tables 3.1 and 3.2. Table 3.1 provides the
results of the group statistics of the work motivation scores. The mean, standard deviation and
standard error of the mean of each of the two groups of gender, i.e., male and female on the work
motivation scores is illustrated in table 3.1.
Table 3.2 gives the results of the independent sample t-test performed on the work
motivation scores for the two gender groups of male and female. The values of the t-test for
equality of means will be considered for the discussion. Levene’s test results will not be
discussed in this case as it is assumed that the sample variances of the two groups are not equal.
It can be seen from the results that the significance value (0.285) is higher than the level of
significance. Thus, the null hypothesis (H01) cannot be rejected and hence, it can be said that
there are no significant differences in the work motivation of the nurses in the government
hospitals of Klang Valley across gender of the nurses.
Table 3.1: Group Statistics
Sex of respondent N Mean Std. Deviation Std. Error Mean
Work motivation scores Male 54 66.39 15.396 2.095
Female 53 63.06 16.610 2.282
Table 3.2: Independent Samples Test
Levene's Test
for Equality of
Variances
t-test for Equality of Means
F Sig. t df Sig.
(2-
tailed)
Mean
Difference
Std. Error
Difference
95% Confidence
Interval of the
Difference
Lower Upper

8IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
Work
motivation
scores
Equal
variances
assumed
.088 .768 1.077 105 .284 3.332 3.095 -2.805 9.470
Equal
variances not
assumed
1.076 104.069 .285 3.332 3.098 -2.810 9.475
The second analysis that has been performed is the test to evaluate whether there are any
significant differences in the work motivation of the nurses in the Klang Valley with respect to
their ages. This test has been performed with the help of one-way Analysis of Variance
(ANOVA) technique.
With the help of the independent sample t-test, it could have been estimated whether
there are significant differences in the average work motivation scores across two groups. The
independent sample t-test is thus only restricted in testing the differences for two groups only.
But in this case, the age of the nurses has been divided into four different groups. Here, group 1
indicates age of the nurses between 18 years and 26 years, group 2 indicates age of the nurses
between 27 years and 35 years, group 3 indicates age of the nurses between 36 years and 44
years and group 4 indicates age of the nurses above 44 years. An independent sample t-test
cannot test the difference in the average motivation scores of the nurses across 4 different age
groups. Thus, the extended version of the t-test, which is the one-way Analysis of Variance
(ANOVA) technique has been used for this test. The results of the test are given in the following
tables from table 3.3 to table 3.5. The differences in the means of the motivation scores of the
nurses across different age groups is illustrated in figure 3.1. Table 3.3 shows the descriptive
measures of the motivation scores of the nurses separately for each of the age groups. It can be
seen that there are no such measures for the age group 4, with nurses of age more than 44 years.
Thus, it can be said from here that there were no nurses in the selected sample of nurses who
were of the age of 44 years or more.
Table 3.4 gives the results of the results of the ANOVA test. The results will be
interpreted with the help of the significance value obtained from the test. It can be seen that the
significance value obtained from the test is 0.714, which is more than the level of significance
(0.05). Thus, there is not enough evidence to reject the null hypothesis (H02). Further from the

9IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
post hoc tests provided in the table 3.5, it can be seen that the significance value for the
difference between any of the two groups have been obtained to be greater than the specified
level of significance (0.05). In fact, the significance between the average scores of the age groups
18 – 26 years and 36 – 44 years have been obtained as 1, which indicates that the average
motivational scores between these two age groups are identical. Thus, it can be concluded from
here that there are no significant differences between the motivation scores of the nurses working
in the government hospitals in the Klang Valley across their ages.
Table 3.3: Descriptives
Work motivation scores
N Mean Std. Deviation Std. Error 95% Confidence Interval for
Mean
Minimum Maximum
Lower Bound Upper Bound
18-26 34 65.79 17.077 2.929 59.84 71.75 26 93
27-35 44 63.20 16.687 2.516 58.13 68.28 36 95
36-44 29 65.83 13.931 2.587 60.53 71.13 48 95
Total 107 64.74 16.021 1.549 61.67 67.81 26 95
Table 3.4: ANOVA
Work motivation scores
Sum of Squares df Mean Square F Sig.
Between Groups 175.817 2 87.909 .338 .714
Within Groups 27030.856 104 259.912
Total 27206.673 106
Table 3.5: Multiple Comparisons
Dependent Variable: Work motivation scores
Tukey HSD
(I) Age of respondent (J) Age of respondent Mean
Difference (I-J)
Std. Error Sig. 95% Confidence Interval
Lower Bound Upper Bound
18-26
27-35 2.590 3.681 .762 -6.16 11.34
36-44 -.033 4.075 1.000 -9.72 9.66
27-35
18-26 -2.590 3.681 .762 -11.34 6.16
36-44 -2.623 3.856 .776 -11.79 6.55
36-44
18-26 .033 4.075 1.000 -9.66 9.72
27-35 2.623 3.856 .776 -6.55 11.79

10IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
Figure 3.1
In order to ascertain whether there exists any significant relationship between the four
dimensions of life satisfaction of the nurses such as “Positive Self Esteem”, “Sense of Perceived
Control”, “Optimism”, and “Positive Social Relationships” with the work motivation of the
nurses, regression analysis technique has been used. Regression analysis is the best and most
appropriate technique to establish the relationship between two or more than two variables. In
this analysis, work motivation of the nurses is the dependent variable which will be predicted
with the help of the independent or explanatory variables such as the four different dimensions of
life satisfaction – “Positive Self Esteem”, “Sense of Perceived Control”, “Optimism” and
“Positive Social Responses”. The results of the regression analysis are given in the following
tables from 3.6 to 3.11.
Table 3.6 shows the list of the independent and the dependent variables that are involved
in the analysis. The method with which the variables has been considered for the study is
“Enter”. This indicates that the variables were entered for the purpose of the analysis.
Table 3.7 provides the summary of the regression model. The value of the r-square and
the adjusted r-square are provided in this table, which will be discussed later on.

11IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
From the ANOVA table given in table 3.8, it can be seen that the significance of the
regression model is illustrated. The significance of the model can be estimated with the help of
the significance value provided in the ANOVA table. It can be seen that the significance value is
found to be 0.000, which is less than the specified level of significance (0.05) for the test. Thus,
the null hypothesis (H03) is rejected. Hence, it can be said that there exists significant relationship
between the four dimensions of life satisfaction and work motivation of the nurses.
From the coefficients table in table 3.9, it can be seen that the values of the coefficients
are given along with their significances in the model and the collinearity diagnostics. A variable
will be considered as multicollinear if the VIF value if higher than 4 and tolerance less than 0.2.
It can however be seen from the table that variables sense of perceived control and positive
social relationships have a value of VIF higher than 4.00 but all the variables have tolerance
level higher than 0.02. This indicates that there is no problem of multicollinearity in the variables
selected for the model. From the significance values, it can be identified that positive self esteem,
positive social relationships and optimism have a significance value higher than the specified
level of significance (0.05). Thus, these three variables are considered as insignificant in the
prediction model. However, the relationship between the four dimensions of the life satisfaction
in predicting the work motivation of the nurses is established by the equation provided below:
Work Motivation = 30.693 + (1.455 * Positive Self Esteem) + (4.491 * Sense of Perceived
Control) + (1.057 * Optimism) + (0.375 * Positive Social Relationships)
From the residuals table and the normal probability plot given in table 3.11 and figure
3.2, it can be seen that the residuals show an almost linear trend. This indicates that the residuals
are distributed normally and the assumption of the regression is satisfied.
Table 3.6: Variables Entered/Removeda
Model Variables Entered Variables Removed Method
1
Positivesocialrlnshps,
Positiveselfesteem, Optimism,
Senseofperceivedcontrolb
. Enter
a. Dependent Variable: Work motivation scores
b. All requested variables entered.
Table 3.7: Model Summaryb

12IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
Model R R Square Adjusted R Square Std. Error of the
Estimate
Durbin-Watson
1 .590a .348 .322 13.192 .565
a. Predictors: (Constant), Positivesocialrlnshps, Positiveselfesteem, Optimism, Senseofperceivedcontrol
b. Dependent Variable: Work motivation scores
Table 3.8: ANOVAa
Model Sum of Squares df Mean Square F Sig.
1
Regression 9455.719 4 2363.930 13.584 .000b
Residual 17750.954 102 174.029
Total 27206.673 106
a. Dependent Variable: Work motivation scores
b. Predictors: (Constant), Positivesocialrlnshps, Positiveselfesteem, Optimism, Senseofperceivedcontrol
Table 3.9: Coefficientsa
Model Unstandardized
Coefficients
Standardized
Coefficients
t Sig. Collinearity
Statistics
B Std. Error Beta Tolerance VIF
1
(Constant) 30.693 5.355 5.732 .000
Positiveselfesteem 1.455 1.422 .112 1.023 .309 .532 1.880
Senseofperceivedcontrol 4.491 1.791 .406 2.508 .014 .244 4.107
Optimism 1.057 1.601 .090 .660 .511 .341 2.932
Positivesocialrlnshps .375 1.874 .033 .200 .842 .239 4.189
a. Dependent Variable: Work motivation scores
Table 3.10: Collinearity Diagnosticsa
Mod
el
Dimensi
on
Eigenval
ue
Conditi
on
Index
Variance Proportions
(Consta
nt)
Positiveselfeste
em
Senseofperceivedco
ntrol
Optimis
m
Positivesocialrlns
hps
1
1 4.881 1.000 .00 .00 .00 .00 .00
2 .058 9.183 .64 .02 .06 .02 .05
3 .030 12.858 .20 .88 .00 .14 .01
4 .018 16.433 .17 .10 .25 .83 .12
5 .014 18.680 .00 .00 .69 .02 .82
a. Dependent Variable: Work motivation scores

13IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
Table 3.11: Residuals Statisticsa
Minimum Maximum Mean Std. Deviation N
Predicted Value 38.07 82.34 64.74 9.445 107
Residual -47.515 37.179 .000 12.941 107
Std. Predicted Value -2.824 1.863 .000 1.000 107
Std. Residual -3.602 2.818 .000 .981 107
a. Dependent Variable: Work motivation scores
Figure 3.2
The final research question was to examine the extent to which the four dimensions of
life satisfaction such as of the nurses such as “Positive Self Esteem”, “Sense of Perceived
Control”, “Optimism”, and “Positive Social Relationships” can predict the motivation towards
the nurses in the Klang Valley. This can be determined with the help of the coefficient of
determination (R-Sqaure value) obtained from the regression analysis given in the regression
summary table in table 3.7. It can be seen that the r-square value obtained as a result of the
regression analysis is 0.348. This indicates that the four dimensions of life satisfaction of the
nurses such as “Positive Self Esteem”, “Sense of Perceived Control”, “Optimism”, and “Positive
Social Relationships” can predict 34.8 percent of the variability in the work motivation of the

14IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
nurses. Thus, the extent of perfection of the prediction model is identified to be only 34.8
percent. This is not a very high percentage. Thus there can be existence of other factors that can
explain the work motivation for the nurses other than the factors specified for this model.
From the table of the coefficients, the significance values of each of the independent
variables have been identified. It can be seen that the significance value for positive self esteem
has been found to be 0.309, which is higher than the specified level of significance (0.05). Thus
The variable positive self esteem is insignificant for the prediction model. It can be seen that the
significance value for sense of perceived control has been found to be 0.014, which is less than
the specified level of significance (0.05). Thus The variable sense of perceived control is
significant for the prediction model. It can also be seen that the significance value for optimism
has been found to be 0.511, which is higher than the specified level of significance (0.05). Thus
The variable optimism is insignificant for the prediction model. Finally, it can be seen that the
significance value for positive social relationships has been found to be 0.842, which is higher
than the specified level of significance (0.05). Thus, the variable sense of perceived control is
insignificant for the prediction model.
3.2 Discussions
It has been found from the analysis in this research that there is no significant difference
in the work motivation of the nurses in the Klang Valley across gender. But from some previous
researches it has been observed that the motivation towards work of the employees differ across
gender. There are differences in the preferences of the male and female employees. Thus, work
motivation is expected to vary across gender. But the results of this research has contradicted
with the previous studies. This can be because in this research, the work motivation has been
considered for both male and female nurses of government hospitals in the Klang Valley.
Probably the nurses do not have any differences in their expectations and hence the results.
Difference have not even been observed across the age of the nurses in the motivation
towards the work. This has also contradicted with the previous literatures as according to other
researches, with the increase in the age of the employees their capability to work decreases and
thus the employees loose motivation towards working in respective sectors. This might not have
been the case for the health sector. The nurses help others get better and probably this king of

15IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
work is always motivating the employees despite their age. Thus, no significant differences have
been observed.
The overall relationship between the life satisfaction dimensions of positive self esteem,
sense of perceived control, optimism and positive social relationships with the work motivation
of the nurses have been obtained to be significant. But, all the four dimensions of life satisfaction
have not been obtained to be significant for the prediction model. Out of the four dimensions,
only sense of perceived control has been found significant for the prediction model. Thus, if a
model could be built by eliminating the insignificant variables, there would not have been much
difference to the extent of prediction in the model which has been obtained to be only 34.8
percent. Job satisfaction is one of the most important aspects that can motivate a person to work
in any domain. If a person is not much satisfied with the job, the person will not be motivated
towards doing that job at all. Thus, including this aspect might have been important for the extent
of prediction to be higher that what has been obtained.
4.0 Conclusion
This was a study about the work motivation of the nurses in the government hospitals in
the Klang Valley. The study was mainly based on addressing the objectives to assess the
existence of any difference in the work motivation of the nurses across gender and age and also
to establish relationship between life satisfaction dimensions (positive self esteem, sense of
perceived control, optimism, and positive social relationships) and work motivation.
From the study no difference in the work motivation scores of the nurses have been
obtained across the gender and age of the nurses. Further, significant relationship has been
obtained between life satisfaction dimensions (positive self esteem, sense of perceived control,
optimism, and positive social relationships) and work motivation. However, three of the life
satisfaction dimensions such as positive self esteem, optimism, and positive social relationships
have been found to be insignificant for the model. The prediction model has been found to be
predicting the work motivation of the nurses to an extent of 34.8 percent.
Thus, it can be said that the factors responsible for the work motivation of the nurses are
different from the factors responsible for the work motivation of employees employed in other

16IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
sectors. This might be due to the huge difference in the job type that the nurses work on from the
workers in other sectors.

17IMPACT OF LIFE SATISFACTION ON WORK MOTIVATION
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