Job Satisfaction Of Doctors Research Articles

Professional satisfaction of practitioners in psychiatry departments

The study was conducted to determine the indicators of job satisfaction of doctors working in psychiatry departments, to analyse the professional satisfaction of Polish, European and world psychiatrists and to identify ways to improve it. The study identified factors that influence the professional satisfaction of psychiatrists, compared it among psychiatrists in Poland, Europe, and the world, and developed a number of methods to improve this indicator. The results of the study showed that the level of professional satisfaction of psychiatric doctors is influenced by the following factors: salary level, working conditions, team relations, resource support of the work process, stress level, level of emotional burnout, sense of recognition and importance of their own work, work-life balance, and the degree of stigmatization of mental disorders in society. In terms of the number of practising psychiatrists in the country, the availability of psychiatric services and the level of the average annual salary of psychiatrists in Poland, Europe, and the world, the highest rates of professional satisfaction are recorded in the Scandinavian countries and Austria. Poland and Eastern European countries have lower scores, but the gradual increase in funding for psychiatry in Poland is leading to a positive upward trend. Ways in which this increase can be achieved include: increasing the staff of psychiatric units and optimizing administrative work to reduce workload, using cooperation and mentoring programmes to achieve a comfortable team environment, encouraging specialists to participate in training and mentoring programmes to enhance their professional development.

Analysis of the Influence of Clinical Governance on Physician Job Satisfaction at RSUD Teungku Peukan Kab. Southwest Aceh in 2023

This study highlights the importance of physician job satisfaction in the context of health care quality. Modern hospitals must not only comply with regulations, but also uphold high standards to meet patient expectations. Factors such as management, clinical governance, and work environment influence physician job satisfaction. This study aims to investigate whether management factors, especially clinical governance, have an impact on the job satisfaction of doctors at Teuku Pekan Hospital, Southwest Aceh Regency in 2023. A cross-sectional method was used by collecting data through questionnaires to 33 doctors who work at home. the pain. The results of the analysis show that the majority of respondents consider management effectiveness, such as communication and strategy, to be quite effective. However, there are areas that are still less effective, such as risk and resource management. The majority of doctors feel sufficient satisfaction regarding the work environment, but there is still room for improvement, especially regarding income commensurate with workload.

Which factors affect job satisfaction of doctors in psychiatry?

Background Recent reports have described challenges in retaining and recruiting psychiatrists in public mental health care. To improve the work situation for doctors, the Norwegian Psychiatric Association (NPA) conducted surveys to explore job satisfaction among its members. The purpose of this study is to explore how doctors in mental health services perceive their work, and factors affecting their job satisfaction. Material and methods A Questback survey was sent to all employed members of NPA in June 2020 and in December 2021. In the first survey, 670 members (37%) responded and 903 (43%) in the second. Job satisfaction was measured on a Likert scale from one to five. Linear regression was used to examine associations between work-related factors and job satisfaction. Results In 2021, more than half of the respondents (56%) were satisfied, 16% were dissatisfied and 27% were neutral. The oldest and youngest doctors were most satisfied (p < 0.001). Partial treatment responsibility was related to reduced job satisfaction (β = −0.23, p < 0.001) as well as access to an experienced colleague (β = 0.39, p < 0.001), time for direct patient contact (β = 0.17, p < 0.001) and ability to treat patients in a satisfactory manner (β = 0.52, p < 0.001). Job satisfaction decreased from 2020 to 2021. Conclusions Psychiatrists seem to be torn between treating their own patients and having medically responsible for other therapists’ patients. Time for patient contact and discussions with colleagues are crucial for psychiatrists’ well-being at work.

Research on the improvement path of job satisfaction of doctors in a tertiary public hospital in Yinchuan city from the perspective of psychological contract

research purpose: This study aims to explore the relationship between doctors' psychological contract and job satisfaction, and to further explore the impact of the four dimensions of hospital responsibility and doctor responsibility on overall satisfaction and interpersonal relationships, work itself, working conditions, training and promotion, compensation and benefits , The specific impact of the six dimensions of leadership and management. Research methods: Using the public hospital doctor's psychological contract scale and doctor's job satisfaction scale, Spss software was used to conduct multiple linear regression analysis to explore the relationship between the psychological contract and its various dimensions and the various dimensions of doctor's job satisfaction. Analysis conclusion:(1) Hospital development, relationship, and concept responsibility have a significant positive predictive effect on "interpersonal relationship", and the impact of hospital relationship responsibility is greater; (2) Hospital development, relationship, and concept responsibility have a significant positive effect on "work itself" (3) Hospital transaction and development responsibilities have a significant positive impact on "working conditions", and hospital transaction responsibilities have a greater impact on working conditions; (4) Hospital development and relationship responsibilities have a significant impact on "working conditions" "Training and promotion" has a significant positive impact, and hospital development responsibilities have a greater impact; (5) Hospital responsibilities and only hospital transaction responsibilities have a significant impact on "remuneration and benefits"; (6) Hospital development, relationship, and concept responsibilities , doctor's conceptual responsibility has a significant positive predictive effect on "leadership and management", and hospital relationship responsibility has the greatest impact on leadership and management.

The Effect of Servant Leadership and Remuneration on Doctor Job Satisfaction Mediated by Work Motivation at UPT RSUD RAA Soewondo Pati

This study aims to analyze the influence of servant leadership on the work motivation of doctors. This research was conducted at UPT RSUD RAA Soewondo Pati with a total population of 66 respondents and a sample of 40 respondents using the proportional random sampling technique. Data collection techniques using a questionnaire instrument The data analysis technique uses PLS (partial least squares). The results of this study indicate that servant leadership has a significant effect on the work motivation of doctors. Remuneration has a significant effect on the work motivation of doctors. Servant leadership has a significant effect on doctors' job satisfaction. Remuneration has a significant effect on a doctor's job satisfaction. Work motivation has a significant effect on a doctor's job satisfaction. Servant leadership and remuneration had a significant effect on a doctor's job satisfaction, which was mediated by work motivation.

Analysis of the Associated Factors of Doctor Job Satisfaction at Covid-19 Pandemic

The Covid-19 pandemic has caused doctors to have lower job satisfaction compared to the previous period. Preliminary survey conducted at Unand Hospital on health workers, doctor job satisfaction is lower than other health workers. Low job satisfaction among doctors can cause a decrease in hospital service quality. The purpose of this research is to analyze the factors related to the job satisfaction of doctors during the Covid-19 pandemic. The research method used is the quantitative method. Dependent variable in this study is overall job satisfaction, the independent variables are salary, promotion, fringe benefit, supervision, contingent reward, operating conditions, co-workers, nature of work, and communication. The sampling using census conducted on all doctors at Unand Hospital, where 71 doctors met the inclusion criteria. Data was collected by distributing job satisfaction survey (JSS) questionnaires. Univariate and bivariate analysis was used in this study. The result of this study is salary, fringe benefits, and operating procedure has the lowest average of the nine factors of job satisfaction, hospital management should pay attention for this aspect to maintain doctor job satisfaction.

From family incivility to satisfaction at work: role of burnout and psychological capital

PurposeBuilding on the work-home resources model and the conservation of resources (COR) theory, this study proposes and explores a moderated mediation model on the effect of doctor's family incivility and burnout on doctor's job satisfaction as a function of psychological capital (PsyCap) at dual stages.Design/methodology/approachThis study obtained data in two phases, using a time-lagged methodological design. The final sample comprised 324 emergency medicine doctors working in hospitals across India, and statistical analysis of the above-said relationships was carried out using PROCESS macro in SPSS 23.0.FindingsFindings indicate strong evidence supporting the mediation effect of burnout, which means doctors facing family incivility at home experienced burnout at work, which influences doctors' job satisfaction. Also, the indirect effect of family incivility on job satisfaction through burnout gets attenuated at both stages when emergency physicians possess high PsyCap.Practical implicationsThis study adds to the work-family literature by delving into the underlying mechanisms that link family incivility to various job outcomes. Despite procedural remedies, there remains a possibility of common method bias. Longitudinal research and validating the model across different samples are suggested.Originality/valueThis study expands the limited domain of knowledge on the work consequences of uncivil family behavior. This study is among the primary to empirically substantiate the long-term adverse consequences of family incivility as burnout. The implications of these findings for applications and applications' extension of the work-home resources model to the family domain are elaborated in detail.

Analysis of the Effect of Perceptions on The Distribution of Medical Services for BPJS Patients and Organizational Climate on Job Satisfaction of Doctors at Royal Prima Medan Hospital

Job satisfaction among doctors is the main key to getting better health services. Changes in payment methods in the JKN era led to the dissatisfaction of specialists and general practitioners with the medical services received in BPJS patient care. This study analyzes the effect of perceptions about the distribution of medical services for BPJS patients on the job satisfaction of doctors. The research design used in this study was a descriptive analytic non-experimental study with a cross-sectional approach. The study was conducted at the Royal Prima General Hospital located in Medan City from May 2021 to August 2021. The sample in this study was selected using the purposive sampling method so that a sample of 77 people was obtained with the inclusion criteria of having worked for at least 2 years. Data were analyzed using the Chi-Square test and multiple logistic regression. The results showed that the total medical services received by general practitioners per month was 10 million rupiah. Meanwhile, the total number of medical visits and services received by specialist doctors per month is 25 million rupiah. Based on the results of the Chi-Square test, it can be seen that doctors' perceptions of medical services (number of medical services (p = 0.000), timeliness of delivery (p = 0.000), suitability of medical services with performance (p = 0.003), distribution system (p = 0.004), and transparency (p=0.011)) had a significant effect on doctor's job satisfaction. The results of multiple logistic regression test show that the variable with the greatest influence is the number of medical services. The variable number of medical services has a value of Exp(B) = 29,830 (95% CI 3,037-293,034) that means that respondents who state the number of good medical services are 29 times more likely to be satisfied than those who state that the number of medical services is less. Doctor's job satisfaction can be increased by the management's efforts to be more open to doctors regarding doctor's medical services, giving doctors the opportunity to improve their career paths, and conducting periodic evaluations of doctor's satisfaction through questionnaires.

Analysis Management of Factors That Influence Job Satisfaction of Doctors in General the Royal Prima Hospital Medan

The doctor is one of the employees of a hospital that has a very important role. This can be understood because almost all the patients visiting to the hospital always wanted to meet with the doctor in an effort to find a cure or a consultation about her illness, so that the performance of the doctor will greatly affect the continuation of the organization of the hospital. This study aims to determine management factors that influence job satisfaction of doctors in Royal Prima Hospital Medan. This study uses a cross-sectional approach is a research to study the dynamics of the correlation between the independent variable and are tied with the way of approach, observation or data collection at once at some point (Point time approach). It is concluded that most of the doctors mempresepsikan better about the factors management which include: Clarity of medical services, decision-Making leader, the Responsiveness of the Leader, the Support of the leadership, the Cleanliness of the place of work, the Comfort of the place of work, Completeness of facilities and infrastructure, promotion opportunities. Most of the doctors are satisfied with the factors of management. There is a relationship factors management which includes clarity of medical services, fitness services, medical decision-making leader, leader support, responsiveness leader, the cleanliness of the place of work, the comfort of the place of work, completeness of facilities and infrastructure, and the chance of promotion on job satisfaction of doctors. There is the influence of the factors of management which includes the clarity of medical services, fitness services, medical decision-making leader, the responsiveness of the leader, the support leader, the cleanliness of the place of work, the comfort of the place of work, completeness of facilities and infrastructure and the chance of promotion on job satisfaction of doctors.

A study of perceived stress, burnout, and job satisfaction of doctors and nonmedical staff in a medical college of West Bengal during COVID-19 pandemic

Background: The COVID-19 crisis has placed additional pressure on doctors and the health-care system in general, and the research shows that extra pressure brings a greater risk of psychological distress. Aims: To study perceived stress levels, burnout, and job satisfaction of doctors and non-medical staff in a medical college of West Bengal during COVID-19 pandemic. Materials and Methods: This cross-sectional, observational study was carried out on 105 doctors (Group A) and 64 non-medical staff (Group B) in Burdwan Medical College after taking institutional ethical clearance and informed consent of the subjects. An online semistructured questionnaire was developed, with a consent form attached to it. The specific instruments which were included in the survey were job satisfaction scale, perceived stress scale (PSS), and abbreviated Maslach Burnout Inventory. Results: PSS of Group A was 18.68 ± 4.248 and of Group B was 18.625 ± 4.082; P value: 0.931. There was no significant difference in the perceived stress score between the two groups, but perceived stress scores in both groups were significantly higher than average score. Average score is considered as 13. 44% in Group A had PSS 20 or above and 42% in Group B had PSS 20 or above; P = 0.775 and Chi-square 0.0816. Job satisfaction score in Group A was 36.97 ± 6.32 and Group B was 37.81 ± 4.99; P value: 0.346. In Group A, 22.12% had scores between 42 and 50 (indicates very high job satisfaction); 26.92% had scores between 39 and 41 (high job satisfaction); 36.54% had scores between 32 and 38 (average job satisfaction); 7.69% had scores between 27 and 31 (low job satisfaction); and 7.69% had scores between 10 and 26 (very low job satisfaction). In Group B, 31.25% had scores between 42 and 50 (indicates very high job satisfaction); 18.75% had scores between 39 and 41 (high job satisfaction); 37.5% had scores between 32 and 38 (average job satisfaction); and 12.5% had scores between 27 and 31 (low job satisfaction). PSS was negatively correlated with job satisfaction score in both groups with more negative correlation in Group A as compared to Group B (Group A – r value: −0.21069; Group B – r value: −0.08197); satisfaction with medicine scores was 12.96 ± 3.34; depersonalization scores: 5 ± 2.3; personal accomplishment scores: 12.096 ± 3.457; and emotional exhaustion scores: 6.66 ± 3.42. Conclusions: Doctors as well as non-medical staff perceived high stress during the COVID-19 pandemic, but they were mostly satisfied with their jobs and burnout scores were not alarming.

Perception of safety from workplace violence affects job satisfaction among doctors practicing modern medicine in India: A nationwide survey.

Background:Doctors are often been judged negatively as a consequence of high expectation and demand from their job and face violence at workplace. Continuous worry of facing aggression at workplace may seriously affect job satisfaction and intention to job turnover. However, the association between workplace safety and job satisfaction had not been studied earlier in India.Methods:A cross-sectional survey was conducted among doctors from November 2019 to April 2020 using a pre-tested, semi-structured, anonymous “Google forms” based questionnaire among doctors working in private and/or public healthcare settings across India. Perception of safety was assessed by scoring in a scale. Cronbach's coefficient of the scale was calculated to be 0.88. Job satisfaction was assessed using the 5-item Brayfield and Rothe measure of job satisfaction. Cronbach's coefficient of the scale was 0.76. The data was coded and analyzed with the help of STATA-12.Results:617 doctors practicing modern medicine participated in this study from all over India. 262 (42.5%) doctors were found to be satisfied at their job. Perception of safety at workplace was found to have 2.5 times greater influence on job satisfaction of doctors. 23.2% of the doctors expressed job turnover intention which was positively correlated with job satisfaction and perception of safety.Conclusion:Perception of safety from workplace violence was found to have significant effect on job satisfaction and turnover intention than actual violence. Appropriate strategy may be undertaken to address this apprehension at workplace.

Relationship between Training Intensity and Doctor’s Job Satisfaction at Primary Health Care in Indonesian

A doctor’s job satisfaction is important because it will improve the quality of health services. This study aimed to determine the relationship between intensity training and doctors satisfaction. This research was a cross-sectional study using data from Risnakes 2017. The sample was 5,140 doctors primary health care with civil servant status in Indonesia that was randomly selected. The data were analyzed using the Spearman correlation. This study showed that mean job satisfaction was 70.07 and intensity of the training was 3.98. There is a positive correlation between the training intensityand the doctor's job satisfaction of primary health care in Indonesia (p-value &lt;0.000 and r = 0.063). More doctor's training will improve the ability of doctors to care for the patient's clinical according to the standards of competence.

Migration, Retention and Return Migration of Health Professionals Comment on "Doctor Retention: A Cross-sectional Study of How Ireland Has Been Losing the Battle".

Medical education and training of health professionals are linked with their recruitment and retention. Practising as a competent health professional requires life-long continuous training and therefore training structures in health systems appear to influence doctors job satisfaction, their well-being and their intentions to remain in that health system. The commentary critiques aspects of the paper on doctors retention in Ireland, while drawing some parallels with the United Kingdom. There appears to be an emerging type of health professional migrants ‘education tourists’ who travel to other countries to obtain medical education creating new routes of migration and this presents new challenges to source and destination countries. The global shortage of doctors and other health professionals further exacerbates health inequalities as seen in the present pandemic and therefore the increased need for research into health professionals’ migration and their integration.

ANALISIS PENGARUH CLINICAL AUTONOMY TERHADAP KEPUASAN KERJA DOKTER ERA JKN DI RSUD KOTA MAKASSAR

Services provided by medical personnel or doctors are an integral part of health services in hospitals, which have a very strategic position in efforts to improve the quality of service and satisfaction of consumers or patients who come to the hospital, which results in the satisfaction of the organization or the hospital itself . In connection with the age of BPJS implementation in Indonesia, the researchers are interested in exploring clinical autonomy (clinical autonomy) for the work satisfaction of doctors in the JKN era based on the transformation of fee for services into the INA CBGs package in hospitals. The purpose of this study was to determine the effect of clinical autonomy on doctors job satisfaction of JKN Era at Makassar City Hospital. This type of research is quantitative research with cross sectional research design. The population is all doctors in Makassar City Hospital as many as 35 people. Data analysis techniques using Spearman correlation analysis. The results showed that Control over work and Prerogative obtain need services affect job satisfaction in Makassar City Hospital (p = 0.012 and p = 0.035). From the results of the study concluded that clinical autonomy consisting of Control over work and Prerogative obtain need services affect the job satisfaction of doctors in Makassar City Hospital.It is recommended to the leadership of Makassar City Hospital to create better Control Over Work in terms of communication between doctors and management, so as to increase job satisfaction.

Cross-sectional survey on job satisfaction and its associated factors among doctors in tertiary public hospitals in Shanghai, China

ObjectivesDoctors in public hospitals in China face considerable pressure and excessive workloads, which are likely to predispose them to job dissatisfaction. We explored the job satisfaction of doctors and examined...

Job satisfaction of doctors working at Upazila Health Complexes in Barisal District.

Doctor's profession has long been among one of the most attractive professions in our society, but doctors are increasingly getting dissatisfied with their jobs. Job satisfaction is very important but very less studied issue. The aim of this study to assess the level of job satisfaction among doctors at selected Upazila Health Complexes in Barisal District. A descriptive cross sectional study was conducted among 59 doctors posted in 9 Upazila Health Complexes of Barisal district. Data was collected by using structured questionnaire consisting of 54 questions and JSS (Job Satisfaction Survey) scale, where higher values indicated higher level of satisfaction. The average scores of items were computed to construct factor scores for each individual. The total number of doctors included in this study was 59.78% were male. Majority (66.1%) had age ranged 25-35 years. Majority (86.4%) of doctors was married and almost 80% were Muslim. Most of the respondents (64.4%) had clinical experience of 0 to 5 years. The result displayed that 57.6% of doctors were dissatisfied, 27.1% were satisfied and 15.3% were ambivalent. Majority of the respondents were dissatisfied with salary, promotional scope allowances, night duty, working hours, accommodation facility and transport facility. Job satisfaction among doctors in this study was low. Responsible authority should take necessary action to improve job satisfaction.

Kinerja Dokter Muda sebagai Mediasi Pengaruh Burnout, Kecerdasan Emosional, Self-efficacy terhadap Kepuasan Kerja di Rumah Sakit dr. Soetomo Surabaya, Indonesia

&lt;span class="fontstyle0"&gt;Job satisfaction and performance of co-assistant doctors can not be separated by burnout, given the high mobility of work in clinical studies and assisting clinical lecturers in serving patients. Burnout is a psychological syndrome consisting of three dimensions, namely emotional&lt;br /&gt;exhaustion, depersonalization, and low personal accomplisment. To achieve the performance and job satisfaction of young physicians with intervening emotional intelligence and self-efficacy can anticipate burnout. This study includes the type of explanatory research with cross-sectional data collection method. The sample size is the same as the population of 270 co-assistants with the Generalized Structured Component Analysis (GSCA) method. The results of this study found that from seven direct effects between the variables tested, there are five significant effects that are: (1) burnout have a significant effect on emotional intelligence; (2) burnout have a significant effect on self-efficacy; (3) self-efficacy have a significant effect on emotional intelligence; (4) emotional intelligence has a significant effect on performance, and (5) self-efficacy has a significant effect on performance, while (1) burnout has no significant effect on self-efficacy; and (2) co-assistant performance has no significant effect on co-assistant doctor job satisfaction.&lt;/span&gt;

Work motivation and job satisfaction of doctors and nurses in Vojvodina, Serbia

Introduction/Objective. Work motivation and job satisfaction are key issues for organizations nowadays. The aim of this study was to examine whether there is a difference in work motivation and job satisfaction among doctors and nurses in Vojvodina, Serbia. Methods. The study included a sample of 230 doctors and 489 nurses, employed in three health centers. Data collection was performed using a self-administered questionnaire. Results. The doctors, compared to the nurses, were significantly more motivated by the work motivation factors: accomplishing goals of the health center, good work relationships, positive work environment, possibilities for improvement, and independence at work. Compared to nurses, doctors were significantly more satisfied with the level of independence at work. Conclusion. In comparison to nurses, the doctors are more motivated and satisfied with their job.

Gender differences in job quality and job satisfaction among doctors in rural western China

BackgroundFew studies about gender differences in job quality and job satisfaction among medical professionals have been carried out in China. So the objectives of this study were to examine whether and to what extent gender differences existed in job quality and job satisfaction of doctors in rural western China.MethodsFrom 2009 to 2011, a total of 1472 doctors from 103 selected county-level health care facilities in rural western China were recruited into the study. Information about the doctors’ demographic characteristics, job quality, and job satisfaction was collected through a designed questionnaire. Besides examining gender differences in single dimensions of job quality and job satisfaction, principal component analysis was used to construct a composite job quality index to measure the differences in the comprehensive job quality, and exploratory factor analysis was applied to evaluate the differences in the overall job satisfaction. Chi-square test was used to calculate differences between proportions, and t-test was used to compare differences between means.ResultsAmong the doctors, there were 705 males and 767 females (ratio 1:1.09). Male doctors had significantly higher monthly salaries, longer working hours, more times of night shifts per month, longer continuous working hours, and longer years of service at current facilities, and marginally significantly higher hourly wage and longer years of service in current professions. However, female doctors showed greater overall job qualities. Significant and marginally significant gender differences were only found in satisfaction with remuneration compared to workload, the chance of promotion and working environment. But female showed greater satisfaction in the overall job satisfaction and the factor including sub-aspects of working environment, remuneration compared to workload, the chance of promotion, utilization of subjective initiative, and sense of achievement.ConclusionsGender differences in job quality and job satisfaction did exist among doctors in rural western China. The participating female doctors were shown to have better job quality and greater job satisfaction.

Job Satisfaction Analysis in Rural China: A Qualitative Study of Doctors in a Township Hospital.

Background. Township hospitals in China provide rural communities with basic but much needed critical health care services. The doctors working in these hospitals often feel unsatisfied when considering their work schedules and financial rewards. Method. To explore job satisfaction of health workers in a township hospital, a qualitative study was conducted of 39 doctors from five township hospitals in Guangxi Zhuang Autonomous Region. The goal was to understand the level of job satisfaction of doctors and to make recommendations for improvements. Results. About 75% (28/39) of the doctors expressed negative attitudes related to their work conditions. Slightly more than half (22/39) mentioned they should receive greater compensation for their work and more than one were seriously considering other options. Many participants (35/39) showed their satisfaction about the achievement of serving as a doctor. Conclusion. Their main concerns related to job satisfaction included working conditions, financial rewards, and the doctor's relationships with patients. Increasing the incomes and fringe benefits of healthcare workers, improving their work conditions, and providing training and continuing education opportunities would help rural clinics retain doctors and eliminate the current unsatisfactory conditions. The findings also highlight the need for the government to increase financial support of township hospitals.