scholarly journals An Assessment of Factors Influencing Job Satisfaction of Healthcare Professionals in Ogun State Hospitals, Nigeria

2021 ◽  
Vol 9 (3) ◽  
pp. 92-106
Author(s):  
Ahmed Babatunde Jimoh
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Work Environment ◽  
Working Conditions ◽  
Healthcare Workers ◽  
Healthcare Professionals ◽  
Healthcare Sector ◽  
State Hospitals ◽  
Ogun State ◽  
Factors Influencing

In the healthcare sector, the job satisfaction of professionals and/or healthcare workers plays a profound role in their performance and is further reflected in the health and satisfaction of the patient. In recent times, the healthcare workers in Nigeria were not seen to be gratified with the organizational policies. The various industrial unions of the health care professionals have engaged in several industrial strike actions over the years in an attempt to demand for better remuneration, improved working conditions, increased staff strength, reduction of work overload, and the likes. This situation among the healthcare professional has become worrisome in Ogun State. This study assessed factors influencing job satisfaction of healthcare professionals in Ogun State Hospitals, Nigeria. The study was conducted with a sample of 729 healthcare professionals from the five zonal offices comprising Thirty-Nine (39) Health facilities across the study area. Data and/or items that assessed job satisfaction with management, supervision, nature of work/profession, work environment, salary, benefits, and promotion were subjected to exploratory factor analysis in order to group the major constraints variables. The results showed two orthogonal factors in management, two factors in supervision, five factors in nature of work/profession, three factors in a work environment, and three factors in rewards/compensation, which were derived with total explanations of 50.54%, 61.30%, 58.32%, 58.82%, and 68.68% respectively, of the Variance. Only variables with constraints loadings of 0.60 and above were used in naming the factors. The results further revealed that rewards, opportunities for career development, working conditions, and promotional schemes of the organizations have high associations with job satisfaction, whereas work environment was found to have low significance towards job satisfaction. This study concludes that the Ogun State Hospitals Management Board needs to improve the work environment; attractive rewards/compensation, opportunities for career development, and promotions. Keywords: Factors, Healthcare Professionals, Job satisfaction, Nigeria, Ogun State Hospitals.

scholarly journals Job Satisfaction and Quality of Healthcare Delivery: A Cross-Sectional Study in Ogun State Hospitals Management Board, Nigeria

2021 ◽  
Vol 9 (4) ◽  
pp. 1-12
Author(s):  
Ahmed Babatunde Jimoh
Keyword(s):  
Job Satisfaction ◽  
Healthcare Workers ◽  
Healthcare Professionals ◽  
Healthcare Delivery ◽  
Quality Of Healthcare ◽  
Cross Sectional ◽  
State Hospitals ◽  
Management Board ◽  
Ogun State

Job satisfaction is vitally necessary in the daily life of the workforce, and the essential elements, materials and mechanism that drives job satisfaction demand great attention. At present, the situation of healthcare workers in the employment of Ogun State Hospitals Management Board, Nigeria, seems to be less satisfied with the policies of the healthcare institutions. The study examined job satisfaction and the quality of healthcare delivery in Ogun State Hospitals Management Board (HMB) in Nigeria. This study adopted a cross-sectional design method and was conducted among the healthcare professionals in the study area. A total of 729 copies of a well-structured questionnaire were administered using a multi-staged sampling technique to obtain information from all the available healthcare professionals in the study area. Data collected were analysed using descriptive statistics. Findings of this study revealed that 12.5 % of healthcare professionals in Ogun State Hospitals strongly agreed, 21.9% moderately, and 32% slightly agreed with the level of satisfaction of the leadership and management styles. 25.7% of the healthcare professionals disagreed (7.4% strongly, 4.0% moderately and 14.3% slightly) that they would recommend employment in the study area. The results further revealed that 47.9% of healthcare workers had a low level of job satisfaction that could lead to many factors. In addendum, 43.6% of the respondents believed that the healthcare delivery was not low but with moderate quality. The study concluded that majority of the healthcare workers had low level of job satisfaction. The quality of healthcare delivery is of medium quality. Finally, this study recommends that there should be an establishment of health and life insurance for health workers; improved health infrastructures; conducive work environment and working conditions; job security; regular and continuous training of healthcare professionals; and attractive rewards and compensation.

scholarly journals A comparative analysis of the antecedents and consequences of employee satisfaction for urban and rural healthcare workers in KwaZulu-Natal province, South Africa

2019 ◽  
Vol 17 ◽  
Author(s):  
Brian Tawana ◽  
Nicolene E. Barkhuizen ◽  
Yvonne Du Plessis
Keyword(s):  
Job Satisfaction ◽  
Service Delivery ◽  
South African ◽  
Employee Satisfaction ◽  
Healthcare Workers ◽  
Healthcare Professionals ◽  
Healthcare Sector ◽  
Rural Healthcare ◽  
Kwazulu Natal ◽  
Antecedents And Consequences

Orientation: The South African healthcare industry is facing significant challenges to retain quality healthcare professionals to deliver services in rural areas.Research purpose: The main purpose of this study was to compare the antecedents and consequences of employee satisfaction for healthcare professionals in urban and rural areas to establish if there are distinguishing factors that can better inform human resource (HR) management to improve job satisfaction and service delivery. KwaZulu-Natal province was chosen because of its number and proximity of rural and urban healthcare facilities.Motivation for the study: A holistic perspective, focusing on both urban and rural South African settings, on how the healthcare sector can retain healthcare workers through employee satisfaction and service delivery is lacking.Research approach/design and method: The research design for the study is a mixed-method sequential design. A quantitative survey using a structured questionnaire inclusive of the constructs such as work environment, work satisfaction, job satisfaction, employee retention and service quality was administered to a sample of urban and rural healthcare professionals in KwaZulu-Natal (N = 405). In addition, the researchers conducted three focus group discussions (N = 28).Main findings: The quantitative results showed that urban and rural sample groups differed significantly in terms of their satisfaction with work duties, compensation, career development, service delivery and turnover intentions. Communalism was found to play a major role in retention and quality of service delivery of healthcare professionals in rural settings.Practical/managerial implications: The findings of this study require from management to understand the differential factors between urban and rural settings in service quality and staff retention. Human resource practitioners are encouraged to understand the differentiators of job satisfaction and service delivery in an urban and rural context and develop conducive work environments that allow healthcare workers to execute their tasks effectively.Contribution/value-add: This study provides a unique perspective of the antecedents and outcomes of employee satisfaction for both urban and rural healthcare sector workers and indicates that context is important.

scholarly journals Relevansi Kompensasi, Pengembangan Karir dan Lingkungan Kerja Pada Kepuasan Kerja

2017 ◽  
Author(s):  
Nurhidayat ◽  
Herman Sjahruddin ◽  
Orfyanni S. Themba
Keyword(s):  
Job Satisfaction ◽  
Discriminant Analysis ◽  
Career Development ◽  
Work Environment ◽  
Life Quality ◽  
Total Sample ◽  
Work Life ◽  
Factors Influencing ◽  
Sample Technique ◽  
Dominant Influence

This study is to determine and analyze the factors influencing work-life quality on employees’ job satisfaction at the office of nationality and politics board of Makassar city. Collecting the data was conducted by distributing 63 questionnaires to respondents. This study was using saturation sample or total sample technique. The data was analyzed by using discriminant analysis. The results of analysis proved that the compensation, career development and work environment of work-life quality were not fully improved employees’ job satisfaction, in order that the results of the study showed that the compensation, work environment had a positive and insignificant influence. Moreover, the result of the study proved that the career development had a dominant influence on the employees’ job satisfaction

scholarly journals INFLUENCE OF CAREER DEVELOPMENT, WORK ENVIRONMENT, COMPENSATION AND IT’S IMPLICATION ON JOB SATISFACTION OF PERMANENT LECTURER AT MARITIME COLLEGES IN DKI JAKARTA

2020 ◽  
Vol 1 (3) ◽  
pp. 384-396
Author(s):  
Ali Muktar Sitompul ◽  
Marhalinda Marhalinda ◽  
Anoesyirwan Moeins
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Work Environment ◽  
Structural Equation ◽  
Research Method ◽  
Equation Modeling ◽  
Survey Method ◽  
Development Work ◽  
Exogenous Variables ◽  
Descriptive Survey

This study aims to analyze and prove the Influence Career Development, Work Environment, Compensation and it’s implication on job satisfaction of permanent lecturer of maritime colleges in DKI Jakarta both partially and simultaneously. The research method used is descriptive survey method and explanatory survey with 253 respondents. The analysis of the data used is Structural Equation Modeling (SEM), consisting of career development, work environment and compensation as exogenous variables, job satisfaction as an endogenous variable. Based on the partially and simultaneous research that Career development, work environment and compensation have a positive and significant effect on job satisfaction with a contribution (R2) of 92 %. Work environment has the most dominantt effect on the job satisfaction of lecturers at maritime colleges in DKI Jakarta.

scholarly journals Optimizing The Resilience of Healthcare Workers Against The COVID-19 Pandemic

2021 ◽  
Vol 1 (2) ◽  
pp. 120-4
Author(s):  
Muchtar ◽  
Ray Wagiu Basrowi
Keyword(s):  
Mental Health ◽  
Literature Review ◽  
Work Environment ◽  
Working Conditions ◽  
Healthcare Workers ◽  
Identification Process ◽  
Self Reflection ◽  
Psychosocial Hazards ◽  
Mental Health Support ◽  
Health Support

Introduction: During the COVID-19 pandemic, healthcare workers have physical and psychosocial pressure in carrying out their work. The requirement for healthcare workers in dealing with the pandemic is so high, the identification process for the resilience of healthcare workers is not going well. The purpose of this article is to review about how to optimize the resilience of healthcare workers exposed to COVID-19 outbreak working conditions. Methods: This literature review is conducted in October 2021. Research related to the resilience of healthcare workers during COVID-19 Pandemic by using valid keywords, including resilience, healthcare workers, COVID-19 through ProQuest, ScienceDirect and SpingerLink. Results: A total of 10 articles were selected for the literature review. The process of self-reflection is one of the important things for healthcare workers. Optimizing relisience of healthcare workers by carrying out an efficient division of tasks to reduce workloads, give more attention to their needs, provide training and knowledge about digital applications to increase capacity in carrying out their work, provide mental health support for healthcare workers and creating a safe and comfortable work environment for them. Conclusions: Maintaining health during the COVID-19 pandemic is an important thing that needs to be done by healthcare workers. Stress management is an important factor in dealing with a pandemic. Create an assessment of the resilience of healthcare workers by detecting gaps, determining priorities, developing plans to prevent psychosocial hazards at all levels both individual and organizational levels.

scholarly journals Motivation and job satisfaction of healthcare professionals in urban and rural areas in the autonomous province of Vojvodina, Serbia

2018 ◽  
Vol 71 (1-2) ◽  
pp. 33-41 ◽  
Author(s):  
Maja Grujicic ◽  
Jelena Jovicic-Bata ◽  
Budimka Novakovic
Keyword(s):  
Job Satisfaction ◽  
Rural Areas ◽  
Healthcare Workers ◽  
Healthcare Professionals ◽  
Work Motivation ◽  
Rural Setting ◽  
Rural Healthcare ◽  
Quality Health Care ◽  
Urban And Rural Areas ◽  
Autonomous Province

Introduction. ?otivation and job satisfaction of healthcare professionals represent the basis for providing quality health care. The aim of the study was to establish whether ther? is a difference in motivation and job satisfaction among healthcare professionals in urban and rural areas in Vojvodina, Serbia. Material and Methods. The study included 574 healthcare professionals in urban area, and 145 in rural setting, from three health centers. Data collection was performed by a self-administered questionnaire. Results. Urban healthcare professionals, compared to rural healthcare workers, were significantly more motivated by the factor of work motivation - achieving the goals of the health center. In comparison with rural healthcare professionals, urban healthcare workers are significantly more satisfied with personal qualities of their immediate supervisors, job security guaranteed by their institution, immediate support at work they received from managers, and professional supervision of their work. Conclusion. Compared to rural healthcare professionals, urban healthcare workers are more work motivated and job satisfied.

scholarly journals Employee Turnover and Job Satisfaction: A synthesis of Factors influencing employee turnover in Institutions of Higher Learning in Ghana

2021 ◽  
Author(s):  
Alhassan Abdul Mumin ◽  
Adams Sulemana Achanso ◽  
Musah Ibrahim Mordzeh-Ekpampo ◽  
BismarkYeboah Boasu ◽  
David Dei
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Working Conditions ◽  
Employee Turnover ◽  
Working Environment ◽  
Teaching Staff ◽  
Development Studies ◽  
Employee Job Satisfaction ◽  
Factors Influencing ◽  
The University

Abstract Turnover among teaching staff in our universities are mostly due to dissatisfaction with their jobs. Employee job satisfaction is of utmost importance to stimulating and sustaining the interest of the individual in order to prevent employee turnover. There are many factors influencing employee job satisfaction and preventing employee turnover. Factors such as salary, working conditions, cordial relationship with colleagues at work, opportunities for job progression among several other factors. The objective of this paper was to explore the extent to which these factors, affect employee job satisfaction and prevent turnover among lecturers in the University for Development Studies using the cross-sectional design and quantitative approach of data collection. Survey questionnaires were employed as data collection instruments to elicit information from 287 lecturers recruited from the University for Development Studies within the Tamale Metropolis. Multiple regression was used to establish the effect factors influencing job satisfaction had on employee turnover. Major findings from the study alluded to the fact that salary, working conditions, working environments, carrier advancement, relationship with co-workers have significant correlation with job satisfaction and employee turnover of lecturers in this institution. On account of these findings, this paper suggests yearly salary adjustments, creates a conducive working environment for lecturers, improve upon infrastructural facilities and facilitates carrier advancement issues for lecturers so as to prevent them from exiting the institution.

scholarly journals Addressing Risks of Violence against Healthcare Staff in Emergency Departments: The Effects of Job Satisfaction and Attachment Style

2019 ◽  
Vol 2019 ◽  
pp. 1-12 ◽  
Author(s):  
Sabrina Berlanda ◽  
Monica Pedrazza ◽  
Marta Fraizzoli ◽  
Federica de Cordova
Keyword(s):  
Job Satisfaction ◽  
Attachment Style ◽  
Emergency Departments ◽  
Healthcare Workers ◽  
Physical Violence ◽  
Healthcare Sector ◽  
Secure Attachment ◽  
Violent Behaviour ◽  
Online Questionnaire ◽  
The Relationship

Violence in the workplace is one of the most serious issues affecting the healthcare sector. The incidence of violent behaviour towards healthcare workers is increasing worldwide. It is difficult to assess the extent of the problem, however, as violent incidents are underreported. In fact, many doctors and nurses see violence—perpetrated primarily by patients and visitors (friends and relatives of patients)—as a part of their job. Several studies indicate that violent behaviour against healthcare workers has serious consequences for the professionals involved, as well as for the wider healthcare system. The purpose of this study was to ascertain the prevalence of patient and visitor violence in a number of emergency departments in northeastern Italy and to explore the relationship between violence and certain psychosocial factors (adult attachment style, age, and job satisfaction). Data were collected using an online questionnaire. Our results demonstrate that patient and visitor violence in emergency departments is a serious risk for nurses and doctors and that it is affected by several factors relating to both patient pathologies and the way the workplace and work patterns are organised. Previous studies indicate that the most common form of violence experienced in these contexts is emotional violence and that nurses are more likely than doctors to suffer emotional and physical violence. Based on multiple regression analysis of the data, it appears that greater age and higher scores in secure attachment are associated with reduced experience of emotional violence from patients and visitors. Furthermore, our results show that the relationship between secure attachment and the amount of patient-and-visitor-perpetrated emotional violence experienced is mediated by levels of job satisfaction. We also discuss the potential implications of these results in terms of using staff training to prevent and manage patient and visitor violence and improve the safety of healthcare professionals.

scholarly journals Job satisfaction of registered nurses in a community hospital in the Limpopo Province in South Africa

Curationis ◽  
2007 ◽  
Vol 30 (2) ◽  
Author(s):  
H.P.P. Kekana ◽  
E.A. Du Rand ◽  
N.C. Van Wyk
Keyword(s):  
South Africa ◽  
Job Satisfaction ◽  
Registered Nurses ◽  
Working Conditions ◽  
Community Hospital ◽  
Social Climate ◽  
Limpopo Province ◽  
Healthcare Sector ◽  
Emotional Climate ◽  
The Social

Nurses are confronted daily with the demands of an increased workload and insufficient facilities in the public healthcare sector in South Africa. The purpose o f the study was therefore to determine the degree of job satisfaction of registered nurses in a community hospital in the Limpopo Province of South Africa. A quantitative descriptive design was used to meet the objectives of the study. The population was not sampled because of the small size of it. All the registered nurses who had one or more years experience in this hospital were included in the study. A self-administered questionnaire was used to collect data from them regarding the working conditions in the hospital including the emotional and social climate. The questionnaire was based on an instrument developed by Humphries and Turner (1989:303) to determine the degree o f job satisfaction of nursing staff in a unit for elderly mentally retarded patients. The findings indicated that the majority of the respondents were dissatisfied about the working conditions and emotional climate in the hospital while they were fairly satisfied with the social climate. The workload and degree of fair remuneration, under the working conditions, were the most highly rated as dissatisfying (83% o f the participants) while under the emotional climate they indicated that the pressure under which they worked was highly dissatisfying (82% o f the participants). As the results indicated that the social climate was satisfactory; having a best friend at work and the chance to help other people while at work, were rated positively by 88% and 76% of the participants respectively.

scholarly journals Do Occupational and Patient Safety Culture in Hospitals Share Predictors in the Field of Psychosocial Working Conditions? Findings from a Cross-Sectional Study in German University Hospitals

2018 ◽  
Vol 15 (10) ◽  
pp. 2131 ◽  
Author(s):  
Anke Wagner ◽  
Antje Hammer ◽  
Tanja Manser ◽  
Peter Martus ◽  
Heidrun Sturm ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Patient Safety ◽  
Working Conditions ◽  
Safety Culture ◽  
Patient Safety Culture ◽  
Healthcare Sector ◽  
Management Support ◽  
University Hospitals ◽  
Psychosocial Working Conditions ◽  
Culture Model

Background: In the healthcare sector, a comprehensive safety culture includes both patient care-related and occupational aspects. In recent years, healthcare studies have demonstrated diverse relationships between aspects of psychosocial working conditions, occupational, and patient safety culture. The aim of this study was to consider and test relevant predictors for staff’s perceptions of occupational and patient safety cultures in hospitals and whether there are shared predictors. From two German university hospitals, 381 physicians and 567 nurses completed a questionnaire on psychosocial working conditions, occupational, and patient safety culture. Two regression models with predictors for occupational and patient safety culture were conceptually developed and empirically tested. In the Occupational Safety Culture model, job satisfaction (β = 0.26, p ≤ 0.001), work‒privacy conflict (β = −0.19, p ≤ 0.001), and patient-related burnout (β = −0.20, p ≤ 0.001) were identified as central predictors. Important predictors in the Patient Safety Culture model were management support for patient safety (β = 0.24, p ≤ 0.001), supervisor support for patient safety (β = 0.18, p ≤ 0.001), and staffing (β = 0.21, p ≤ 0.001). The two models mainly resulted in different predictors. However, job satisfaction and leadership seem to play an important role in both models and can be used in the development of a comprehensive management of occupational and patient safety culture.

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