Job Satisfaction Of Health Professionals Research Articles

Work-Life Balance and the Environment in Job Satisfaction of Healthcare Personnel

The study was conducted due to the need to determine and analyze the size of the influence of work-life balance and the environment on the job satisfaction of health professionals at a community health center in the Pasar Rebo District, where there are numerous COVID-19 cases. The primary issue with work-life balance is a lack of job satisfaction based on observation results, COVID-19 incentive data, and health workers, the majority of whom are women. This study employs quantitative methodologies with a sample size of 141 respondents. Primary data is collected using observation and questionnaires. Multiple linear regression is used to analyze the data. The study's findings reveal that both work-life balance and the work environment have a positive and significant influence on health workers' job satisfaction, with work-life balance having the greater influence.

The Evaluation of Job Satisfaction in Healthcare Professionals Working in Obstetrics and Gynecology Services

Purpose: In this study, it was aimed to determine the job satisfaction of health professionals working in gynecology and obstetrics services.
 Materials and Methods: The population of the study consisted of all health professionals (29 doctors, 61 midwives and 22 nurses) working in the gynecology and obstetrics services of hospitals located in the city center. Data were collected from all health professionals participating in the study using the personal information form and the Minnesota Job Satisfaction Scale (MSQ).
 Results: In our study, it was found that health professionals had job satisfaction above the average, and that the general job satisfaction level was; It has been determined that it is higher in health professionals who are 45 years of age or older, have graduate education, are married, work in the institution for more than one year, and do not want to leave their profession and love it. It has been observed that as the level of internal satisfaction of the employees increases, their general job satisfaction also increases (p

Innovative Strategies for Developing Biomarker-Informed Cancer Clinical Trials to Accelerate Progress in Precision Oncology in Sub-Saharan Africa.

Well-designed, pragmatic, patient-centered clinical trials in low- and middle-income countries are essential to drive approval of more effective and less toxic cancer medicines to address the rising burden of cancer among populations in low- and middle-income countries. Moreover, through reverse innovation, clinical trials informed by genomic research enable development of precision medicine strategies for underserved populations within all populations. The African continent is home to many low- and middle-income countries; yet, it has seen very few cancer clinical trials. Considering that Africa is the cradle of humanity, with its diverse populations and geography, this represents a missed opportunity to understand the heterogeneity of cancer genomes and their implications for developmental therapeutics. Since 1998, the Nigerian Breast Cancer Study Group has striven to gain a better understanding of the root causes of breast cancer and accelerate progress in clinical research that will benefit the African ancestry diaspora globally through deployment of innovative "leapfrog" technologies. The University of Chicago supports interdisciplinary and interprofessional teams of researchers through the African Cancer Leaders Institute and in partnership with the African Organization for Research and Training in Cancer. By fostering public-private partnerships, the African Organization for Research and Training in Cancer can identify and integrate significant resources needed to build regional networks and establish clinical trial coordinating centers across African countries, enabling resources to be developed and shared equitably. Such resources include a standardized curriculum for specialist training in oncology, including medical oncology and oncology nursing, to increase the numbers of qualified team leaders and principal investigators. Adequate support for study participants-financial and psychosocial-and patient navigation services will be important in growing a clinical trials network. Finally, full participation of African clinical researchers in global oncology trials will ensure workforce retention in Africa and improve financial security and job satisfaction of health professionals on the African continent.

Career Calling as the Mediator and Moderator of Job Demands and Job Resources for Job Satisfaction in Health Workers: A Cross-Sectional Study.

Job satisfaction of health professionals is a key determinant of the quality of health services and even affects the development of the healthcare system. In this study, we sought to explore the mechanism by which job demands, job resources, and career calling affect the job satisfaction of health professionals. Our findings may provide insights for increasing their job satisfaction and improving the quality of health services. We conducted a questionnaire survey of 1,117 health workers in Hangzhou; t-test, Chi-squared analysis, hierarchical linear regression was used to analyze the state of job satisfaction of health personnel and the associated factors; path analysis with the Structural Equation Model was used to explore and verify the effects of job resources, demands, and career calling on job satisfaction, as well as their mechanism. Social support, performance feedback, working conditions, and career calling had significant positive effects on job satisfaction of health professionals, whereas work-family conflict and emotional requirements for work had significant negative effects. Path analysis indicated that job resources, demands, and career calling directly affected job satisfaction; job resources and demands showed indirect effects on job satisfaction with career calling as a mediator. Career calling had a positive moderating effect in the path of “job resources–job satisfaction,” and a negative moderating effect in the path of “job demands–job satisfaction.” In conclusion, hospital administrators should provide more job resources for health workers and formulate reasonable job demands while paying close attention to work-related pressure. Hospital administrators and health departments need to improve hospital policies and inculcate a sense of belonging and career calling among health professionals. Education and evaluation of career calling need to be accorded more attention so that healthcare workers can perceive a stronger sense of calling and achievement, and hence a higher degree of job satisfaction.

Las razones que motivan a estudiar medicina o enfermería y grado de satisfacción con la profesión

IntroductionThe reasons for wanting to study medicine or nursing, as well as the fulfillment of career expectations, are both determinant factors in order to re-take the same training again.The objective of this study is to better understand the reasons which motivated students to pursue a career in nursing or medicine, and how this is related to job satisfaction of health professionals from Navarre’s Health System (Osasunbidea). MethodologyMulticentral and Cross-sectional Study, with a specifically designed questionnaire. The questionnaire is sent by e-mail to physicians and nurses from primary and hospital-based health care. The questionnaire is composed of four sections: Sociodemographic characteristics of respondents of the survey, reasons for wanting to pursue these studies, respondents’ satisfaction with the expectations, and about their position on re-taking the same training again. Statistic analysis includes the comparison of percentages and of averages (Student T- test) for independent samples and logistic simple and multivariate regression models. Results879 questionnaires were collected (16.9% response rate). The majority from women (94% nursing; 67% general medicine). Vocational reasons are the main motives for choosing these professions for both occupational groups: physicians (87%) and nurses (79%): p = 0.057. 9% of nurses and 27% of physicians are dissatisfied with their occupation, “rigidness of the organization” the most frequent reason for such dissatisfaction: p < 0.001. 21.5% of medical professionals would not follow same studies again compared to 11% of nursing professionals: p < 0.001. 33% of medical professionals and 28% of nursing professionals would not like their children to follow the same careers: p = 0.213 ConclusionsVocational reasons are the determining factors for choosing these careers. The System’s stiffness is the most important source of dissatisfaction for health professionals, suggesting that increased flexibility in work organization is required.

Demographic Characteristics and Job Satisfaction: The Mediation Role of Organisational Justice Perceptions in Public and Private Sector Health Organisations in Nigeria

The health sector is of critical importance to the wellbeing of the labour force, dependent demographic structure and life expectancy for economic development. Effective and efficient health care delivery is of a prime focus among stakeholders in the health sector in Nigeria. The current status of the health sector is fraught with industrial unrest and picketing following the failure of the government to meet the expectation of workers. Employee work-related attitude of job satisfaction, distributive, procedural and interactional justice perceptions of health workers in part play a key role to attaining quality health care. However, a large number of factors are responsible for job satisfaction of health professionals. In this paper, the nexus between demographics and job satisfaction is examined as well as the mediating role of organisational justice perceptions of workers in public and private healthcare institutions in Nigeria. Demographics of age, gender, education, job experience were considered with respect to overall job satisfaction and organisational justice. The study is grounded in the equity theoretical foundation of Adams in 1965. An analytical descriptive survey design was adopted in this study. A sample of 300 employees from private (150 workers) and public (150 workers) health care institutions were selected for the study through the use of a stratified random sampling procedure. The data were collected from self-report of workers via the administration of a structured questionnaire to employees. The numeric scores were determined from the summated scales of job satisfaction and organisational justice. The data were analysed with multivariate regression and structural equation modelling. From the analysed data, the study found that gender and job tenure were significant predictors of distributive justice, procedural justice and extrinsic job satisfaction while organisational justice had a significant effect on job satisfaction. In terms of the indirect effects, organisational justice mediated the relationships between gender, job tenure and overall job satisfaction. Consistent with the findings of the study, all health professionals should be treated on the basis of fairness without discrimination irrespective of status and professional dichotomy. Accordingly, the study recommended that the health care workforce who play managerial roles should ensure fairness and consider job tenure and gender in the formulation of policy frameworks for the overall job satisfaction of employees.

Has the COVID-19 Pandemic Impacted Healthcare Service Uptake at Hospitals in Addis Ababa?

The novel coronavirus has caused a profound impact on service utilization or delivery practices of health facilities globally. This study aims to evaluate the trend of health service utilization before and during the COVID-19 pandemic at selected hospitals in Addis Ababa, Ethiopia. A facility-based cross-sectional study was conducted from 1st through 30th of August 2020 using a mixed-methods design. For the quantitative evaluation, ten months' time-series data, starting from September 2019 to July 2020 was retrieved from the HMIS unit of each hospital. Microsoft excel v.2010 was used to analyze quantitative data. Qualitative data was collected using a semi-structured key-informant interview guide and analyzed using QDA-minor software. Twelve service delivery departments were included in the evaluation of each hospital. Of all, OPD, ART, VCT, PICT, and EPI services showed major disruption in both hospitals following the COVID-19 outbreak. Noticeable change was recorded in March and April for most units. Qualitative exploration showed multiple challenges namely; inadequate supply, poor infrastructure, low service utilization, staff workload, increased risk, poor job satisfaction of health professionals, and perception or attitude-related problems to be persistent at the hospitals. Main service delivery units of the hospitals, such as OPD, ART, VCT, PICT, and EPI have faced massive depression during the COVID-19 pandemic. The facilities had also encountered multifaceted challenges most from the internal environment. Immediate action should be in place to halt the negative impacts of the pandemic on the identified spots and challenges.

Health Professionals Job Satisfaction and Associated Factors in Ethiopia: A Systematic Review and Meta-analysis.

BackgroundHealth professionals’ job satisfaction is crucial for health professionals' life which determines health care service quality. This study aimed to estimate pooled prevalence of job satisfaction of health professionals and associated factors in Ethiopia.MethodsPreferred Reporting Items for Systematic Review and Meta-analysis (PRISMA) was followed to prepare this study. Studies were searched from PubMed (EBSCOhost), Directory of open access journals (DOAJ), Global health, African Index Medicus, IRIS (WHO digital publication), African Journals Online (AJOL), Google Scholar, and Google. Random-effect model was used to estimate the pooled prevalence of job satisfaction and associated factors. Heterogeneity was assessed using I2 test statistics. Publication bias was checked using funnel plot, Egger's regression test, and sensitivity analysis.ResultThe pooled prevalence of health professionals’ job satisfaction was computed from 35 studies, and it was 46.68% (95%, confidence interval (CI): 41.82, 51.54, I2 = 95.8%). Specifically, job satisfaction was 57.56%, 48.80%, 48.57%, 48.48%, 44.56%, 39.20%, and 16.5% among pharmacy professionals, health officers, midwives, nurses, anesthetists, physicians, and health extension workers, respectively. Secured working environment (pooled odds ratio [POR] = 6.50, 95% CI: 3.41-9.58), coworkers relationship (POR = 5.14, 95% CI: 1.27, 9.02), good relationship with supervisors (POR = 5.86, 95% CI: 2.56-9.16) and having bachelor's degree (POR = 2.52, 95% CI: 1.31, 3.72) were significantly associated with job satisfaction.ConclusionJob satisfaction among Ethiopian health professionals is considerably low. Secured working environment, positive relationships among staff, and having a bachelor's enhanced the job satisfaction. Designing strategies to improve safety in the work environment and improved communication among workers could improve job satisfaction.

Empirical Review Analysis of Overview of the Concept of Psychological Capital and Healthcare Employee Behaviours

The argument is made often times that anytime management shows appreciation of employee’s effort, there is a guarantee of high individual performance and job satisfaction, the lack of it, causes severe damage to the economy of the organization and the nation as a whole. The USA alone, there is a budget loss of $450 and $550 billion dollars due to job dissatisfaction, a phenomenon that transpires highly in the less developed economies especially in the health sector. The WHO reports that in the health service of sub-Saharan Africa, job dissatisfaction on the part of health professionals has been the major reason for health professional’s brain drain, which has caused the economies huge sums of money. Essentially, health institutions continue to loose health professionals who complain of dissatisfaction over job or psychological needs frustration which when not addressed, leads to counter productive work behavior that threatens the survival and sustainability of health service delivery. Indeed, the continuous survival of health institutions very much depends on the level of satisfaction employees derive from the job and work environment, which ultimately translates into performance. Research has showed that job satisfaction of health professionals for instance, is crucial for higher performance, motivation and patient satisfaction. However, extant literature reports of low job satisfaction on the part of health professionals in Ghana. This paper presents reviewed work of some authors that are related and of relevance to the study.

Impacts of working environment and benefits packages on the health professionals\u2019 job satisfaction in selected public health facilities in eastern Ethiopia: using principal component analysis

BackgroundWorld Health Organization (WHO) predicted that there will be a shortfall of skilled healthcare by 2035 with the greatest shortfall in Africa and Southeast Asia due to satisfaction with payment and incentives. Low job satisfaction of health workers can result in increased staff turnover and absenteeism, which affects the efficiency of health services. Ethiopia has been affected by a shortage of health professionals due to a brain drain of health professionals. Our study, therefore, aimed at assessing the impact of the working environment and benefits packages on the level of satisfaction among health professionals working in selected public Health facilities in Eastern Ethiopia.MethodsInstitutional based Cross-sectional study design was conducted among 422 selected health professionals in Bale Zone Public Health Facilities. After selecting 2 hospitals and 32 health centers by lottery method, proportional allocation of the sample was done for selected Hospitals and Health Centers. Then, to select individual health professional from each health center and hospital, a systematic sampling method was employed using the worker’s registration log book. Then, data were collected, cleaned and entered into EpiData software version 3.1 and then exported to IBM SPSS version 21 for analysis. Both descriptive and inferential statistics were done. The principal component analysis was employed for all Likert scale instruments to extract factor(s) representing each of the scales and have factor scores, which facilitate treatment of the variables as continuous during further analysis. Using this regression factor score, multiple linear regression analysis was performed and the effect of independent variables on the regression factor score of the outcome variable was quantified. A significance level of less than 0.05 was used in all cases to judge statistical significance.ResultThis study showed that the prevalence of job satisfaction of health professionals was 38.5% (95%CI: 33.82–43.2%). Age of health professionals ((β = 0.252, (95% CI: 0.067, 0.437))), type of health facility (β = − 0.280, (95% CI; − 0.519, − 0.041), service year (β = 0.487, (95%CI: 0.025, 0.998)), supply they need to do their job (β = 0.10, (95% CI: 0.009 to 0.19)), perception of health professional on allowances (β = − 0.216, (95% CI: − 0.306, − 0.125)) and perception of health professionals on employment benefits (β = 0.225, (95% CI: 0.135 to 0.315)) were statistically significant that affect job satisfaction factor score.Conclusionlevel of job satisfaction of health professionals was found to be low. Level of job satisfaction was influenced by the age of the health professionals, type of health facility in which they were working, years of service they had in the health sectors, their working environment, professional allowance and benefits like financial rewards and benefits of being employed. Hence, policy makers and health managers need to pay special attention to increase the satisfaction of the health workforce at all levels in the health system. Moreover, special emphasis should be given for the benefits packages of health workers at different levels.

Retaining health carers: the role of personal and organisation job resources

Purpose The purpose of this paper is to identify key personal and organisational resources that influence the engagement, well-being and job satisfaction of healthcare professionals working in Australia. Design/methodology/approach Using the job demands–resources model, this study investigates how employee resources and organisation resources influence engagement, well-being and job satisfaction of health professionals in Australian hospitals. The authors collected survey data from a sample of healthcare professionals (n=217) working in three hospitals in New South Wales, Australia. Findings The results confirm the importance of the emotional health of employees on their well-being. The results concur with existing research that employees with higher levels of emotional health have more positive emotional and social interactions, and thus exhibit higher levels of well-being at work. The study also uncovers certain aspects of emotional health that can influence a range of employee outcomes. Practical implications The findings link human resource management practices to unique motivators of healthcare professionals which, in turn, are likely to improve engagement, well-being and job satisfaction. Originality/value The study highlights specific resources that support greater levels of well-being, engagement and job satisfaction in Australian hospitals.

Beyond patient care: the impact of healthcare reform on job satisfaction in the Ethiopian public healthcare sector

BackgroundWhile healthcare reform has been a central attention for local governments, its impact on job satisfaction is poorly understood. This study aimed to determine the impact of healthcare reform on job satisfaction in the public healthcare sector in Ethiopia.MethodsThe study was designed as a facility-based cross-sectional survey of healthcare professionals and carried out in all public hospitals in central Ethiopia which have been implementing healthcare reform (n = 5). All healthcare professionals in the hospitals who were involved in the reform from the inception (n = 476) were purposively sourced to complete a self-administered questionnaire adapted from a framework proposed for measuring job satisfaction of health professionals in sub-Saharan Africa. Kaiser-Meyer-Olkin and Bartlett’s tests were conducted to measure sampling adequacy and sphericity for factor analysis. Likert’s transformation formula was used to numerically analyse the satisfaction level of the respondents and to determine the cut-off value of satisfaction levels. Non-parametric and multiple logistic regression analysis were conducted to determine predictors of job satisfaction.ResultsA total of 410 healthcare professionals completed the survey, representing an 88% response rate. The median and mean job satisfaction scores were 50 and 49, respectively, on a scale 1–100, which was equivalent to ‘Job dissatisfied’ on the Likert scale. Only 25% of respondents perceived job satisfaction due to implementation of the reform. Moral satisfaction (adjusted odds ratio (aOR), 177.65; 95% confidence interval (CI), 59.54–530.08), management style (aOR, 4.02; 95% CI, 1.49–10.83), workload (aOR, 2.42; 95% CI, 0.93–6.34), and task (aOR, 5.49; 95% CI, 2.31–13.07) were the most significant predictors. Job satisfaction results were significantly different among the study hospitals (χ2 = 30.56, p < .001).ConclusionsThe healthcare reform significantly and negatively influences public healthcare professionals’ job satisfaction and its overall impact on job satisfaction was poor, which would hinder the ‘Health Sector Transformation’ movement of Ethiopia. Healthcare reform efforts are contingent on job satisfaction of healthcare professionals, and such efforts should balance the demand and supply of both patients and providers for improved healthcare outcomes.

Work motivation and job satisfaction of health workers in urban and rural areas.

Motivated and job satisfied health professionals represent a basis of success of modern health institutions. The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. The study included 396 health professionals from urban setting, and 436 from a rural area, employed in four randomly selected health facilities. An anonymous questionnaire was used for data gathering. Statistical analysis was performed using χ2, Student t-test, Spearman's correlation coefficient, and logistic regression analysis. Urban health professionals were significantly more motivated and job satisfied than respondents from rural area. In relation to work motivation factors and job satisfaction of health professionals in urban and rural areas, there were no significant differences in working conditions and current equipment, and in terms of job satisfaction there were no significant differences in relation to income either. In order to increase the level of work motivation and job satisfaction of health workers in rural areas, apart from better income, they should get more assistance and support from their supervisors, and awards for good job performance; interpersonal relationships, promotion and advancement opportunities, managerial performance and cooperation at work should be improved; employment security should be provided, as well as more independence at work, with professional supervision of health workers.

Validation of a questionnaire on improving work satisfaction (CMSL) in primary care professionals

Job satisfaction of health professionals is considered to be a quality indicator, as it is related to the efficacy of the services. The aim of the study is to validate a questionnaire for evaluating job satisfaction improvement in a population of health professionals in primary care in Navarre. Descriptive study with self-completed questionnaires; the target population was all health care professionals (family doctors, pediatricians and nurses) of primary health centers of Navarre. A Lickert scale was used for measuring the items. Other variables measured were: sex, years in the profession, job satisfaction, professional status, health center, and 47 items on improving job satisfaction. Cronbach's alpha coefficient was used to evaluate reliability, and to evaluate construct validity factor analysis with varimax rotation, grouping the items in 9 dimensions was used. A total of 414 questionnaires were collected. Cronbach's alpha coefficient was 0.933. Forty-one point two eight seven percent (41.287%) of total variance was explained by five dimensions. The dimension "relations with patients" presented the highest average (4.087) of improvement in job satisfaction, and the item "If it were possible to eliminate unjustified demand" showed an average of 4.21. The questionnaire designed is a valid instrument for a comprehensive evaluation of the improvement in the job satisfaction of primary care professionals. The results obtained can indicate which areas of improvement should be implemented in order to improve the satisfaction of the professionals.