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

ABSTRACT: BACKGROUND:World 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. METHODS:Institutional 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. RESULT:This study showed that the prevalence of job satisfaction of health professionals was 38.5% (95%CI: 33.82-43.2%). Age of health professionals ((??=?0.252, (95% CI: 0.067, 0.437))), type of health facility (??=?-?0.280, (95% CI; -?0.519, -?0.041), service year (??=?0.487, (95%CI: 0.025, 0.998)), supply they need to do their job (??=?0.10, (95% CI: 0.009 to 0.19)), perception of health professional on allowances (??=?-?0.216, (95% CI: -?0.306, -?0.125)) and perception of health professionals on employment benefits (??=?0.225, (95% CI: 0.135 to 0.315)) were statistically significant that affect job satisfaction factor score. CONCLUSION:level 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.

SUBMITTER: Merga H

PROVIDER: S-EPMC6636107 | biostudies-literature | 2019 Jul

REPOSITORIES: biostudies-literature

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

Merga Hailu H Fufa Tilahun T

BMC health services research 20190716 1

<h4>Background</h4>World 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, theref ...[more]

PMID: 31311540

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Project description:Background:Poor job satisfaction has been associated with less productivity and high staff turnover. Various factors are thought to contribute for job dissatisfaction among pharmacy professionals and very limited studies have been conducted in eastern part of Ethiopia. Therefore, the current study was aimed to assess the level of job satisfaction among pharmacy professionals and its predictors. Methods:A cross-sectional study was conducted among 232 pharmacy professionals to assess level of job satisfaction in public hospitals located in the eastern Ethiopia. The data were collected using self- administered semi-structured questionnaires. Data were entered into Epi-Data version 3.1 and exported to STATA version 14.2 for analysis. Associations between the dependent and independent variables were assessed by multivariate analysis using an Adjusted Odds Ratio (AOR) at a 95% confidence interval (CI) and p-value less than 0.05 was considered as significant. Results:A total 220 questionnaires were found complete and included in the analysis. The mean age of participants was 27.6(SD + 4.1). More than half of the respondents (55.4%) had a bachelor degree and the majority (86.4%) were working less than 40?h per week, mostly in dispensing units (75.4%). About one third of the participants (32.7, 95% CI; 26.8-39.2) were found to be satisfied with their job. Age category of 20 to 25?years in reference to age greater than 30?years (AOR?=?3.5, 95% CI; 1.1-9.7), holding a bachelor degree in reference to having diploma (AOR?=?4.2, 95% CI; 1.8-10.00), working for more than 40?h per week (AOR?=?6.2, 95% CI, 2.4-16), and working in dispensing units (AOR?=?2.4, 95% CI; 1.1-5.5) were found to have strong association with job dissatisfaction. Conclusion:In this study, the job satisfaction levels of pharmacy professionals were found to be very low. The age category of 20 to 25, holding a bachelor degree, working for more than 40?h per week, and working in dispensing unit were found to be strong predictors of job dissatisfaction. Hence, pharmacy directors and hospital administrators should work to reduce unnecessary workload on the staffs and create good working climate.

Project description:BackgroundJob satisfaction of pharmacy professionals is appreciably related to quality of pharmaceutical care. Poor Job satisfaction is associated with low productivity, absenteeism, high turnover and reduced working hours. Little is known about job satisfaction and its related factors among pharmacy professionals in Tikur Anbessa Specialized Hospital. Therefore, the current study is aimed to assess the level of job satisfaction among pharmacy professionals working in Tikur Anbessa Specialized Hospital, Addis Ababa, Ethiopia.MethodsInstitutional based cross sectional study was conducted among 80 pharmacy professionals working in Tikur Anbessa specialized hospital in Addis Ababa, Ethiopia from January to April 2019. The census sampling technique was used and data were collected using semi-structured self-administered questionnaire. Statistical analysis was carried out using the Statistical Package for the Social Sciences version 21.0.ResultAmong 85 participants, 80 responded to the questionnaires completely that makes the response rate of 94%. A majority of the respondents were female (63.8%), with age group 30-39 years (57.5%), own bachelor degree (89.0%), had 1-5 years of work experience (65.0%) and provide outpatient pharmacy service (22.5%). Near to half (47.0%) of the respondents were not satisfied with their job. Only one among five of the participants feel that they are doing professional job which they enjoy and want to stay on their current working place. The least satisfaction score was obtained for staff adequacy (15.0%) and the highest satisfaction score was obtained for job relation of pharmacists with other health care professionals (74.0%).ConclusionIn the current study near to half of the hospital pharmacists were poorly satisfied on their job. High workload, inadequate salary, low respect and treat from hospital management teams, uncomfortable working environment and insufficient promotion opportunities within the hospital were mentioned as the major reasons for their poor job satisfaction. Thus, policy makers, pharmacy directors and hospital administrators, should work to reduce workload, to increase incentives and to create good working environment to improve job satisfaction and the quality of pharmaceutical care in the hospital.

Project description:BackgroundMidwives are the primary source of care and support for mothers and newborns at the most vulnerable time in their lives.The Ethiopian National Reproductive Health Strategy targeted reduction of Maternal Mortality rate to 267/100,000 live births in the years 2006-2015. Midwives play a crucial role in the care of pregnant women, from the first antenatal visit right through to the delivery and the postpartum period.MethodologyInstitution based cross-sectional study was carried out from March 2015 to April 2015 in Addis Ababa city, Ethiopia to assess job satisfaction and its determinants among midwives working at government health facilities. A total of 234 midwives were involved from 84 health centers and 8 governmental hospitals proportional to the size of health centers and hospitals using simple random sampling method. A total of 175 and 59 midwives were taken from health centers and government hospitals respectively. Different variables like Socio demographic, Job related domain and Organizational domain were collected using pre structured questionnaire after getting written consent. Data entry and analysis were done using SPSS 21.00. Binary logistic regression was used to determine factors affecting job satisfaction. P-values less than 0.05 were considered statistically significant.ResultFrom 234 eligible respondents 221 midwives participated in this study which makes a response rate of 94.44%. The overall mean job satisfaction was 52.9%. Independent predictors of job satisfaction includes Sex [AOR = 4.07 (95%CI: 1.36-12.37)], working unit [AOR = 0.04 (95%CI:(0.001-0.45)], Educational status [AOR = 5.74(95%CI: 1.48-40.47)], Marital status [AOR = 3.48 [1.01-11.97)], supervision [AOR = 4.33 (95%CI: 1.53-20.22)], standard of care[AOR 4.80, (3.38-50.10)] and work load [AOR 8.94, (95%CI 2.37-22.65)]. Midwives were least satisfied from salary, extrinsic reward and professional opportunity subscales while they were most satisfied from coworker relation and the standard of care they provided to clients.ConclusionHalf of study subjects were satisfied with their job. Governmental and Nongovernmental organizations should consider the factors that contribute to job dissatisfaction in order to improve service provision.

Project description:Background:Poor job conditions and limited resources are reducing job satisfaction and motivation among nurses in low-income countries, which may affect the quality of services and attrition rates. The objective of this study was to examine job satisfaction, motivation and associated factors among nurses working in the public health facilities of Ethiopia, with the aim of improving performance and productivity in the health care system. Methods:The study employed a cross-sectional two-stage cluster sampling design. From a random sample of 125 health facilities, 424 nurses were randomly selected for face-to-face interviews in all regions of Ethiopia. Nurses responded to questions about their overall job satisfaction and job conditions, including items related to intrinsic and extrinsic motivation, using a 5-point Likert scale. Multilevel analysis was performed to adjust for different clustering effects. Satisfaction levels (percent of respondents who were satisfied) were calculated for individual items, and composite mean scores (range: 1-5) were calculated for motivational factors. Adjusted odds ratios were computed to examine the association of these factors with overall job satisfaction. Results:Overall, 60.8% of nurses expressed satisfaction with their job. Composite mean scores for intrinsic and extrinsic motivational factors were 3.5 and 3.0, respectively. Job satisfaction levels were significantly higher for female nurses (65.6%, p?=?0.04), those older than 29?years (67.8%, p?=?0.048) and had over 10?years work experiences (68.8%, p?=?0.007). Satisfaction with remuneration (AOR?=?2.04, 95% CI?=?1.36, 3.06), recognition (AOR?=?2.21; 95% CI?=?1.38, 3.53), professional advancement (AOR?=?1.54; 95% CI?=?1.06, 2.29), features of the work itself (AOR?=?1.65; 95% CI?=?1.20, 2.91) and nurses' work experiences from 5 to 10?years (AOR?=?0.37, 95% CI?=?0.17, 0.79) were significantly associated with overall job satisfaction after controlling for other predictors. Conclusions:The study findings are signals for the Ministry of Health to strengthen the human resource management system and practices to improve nurses' overall job satisfaction and motivation, especially among nurses with 5 to 10?years of experience on the job. Expanded recognition systems and opportunities for advancement are required to increase nurses' job satisfaction and motivation. Equitable salary and fringe benefits are also needed to reduce their dissatisfaction with the job.

Project description:BackgroundAppropriate maternal referral system plays an essential role in curbing maternal mortality. Although the occurrence of obstetric complications is often unpredictable, addressing bottlenecks of the referral system is crucial to facilitate the women to have access to timely lifesaving interventions. Nonetheless, little is known about the barriers to maternal referral system in the eastern Ethiopia. Therefore, this study aimed to explore the barriers to maternal referral system at selected referral hospitals in eastern Ethiopia.MethodsKey informant interviews and in-depth interviews were conducted among purposively selected respondents who had a role in maternal referral processes. A total of 12 key informants that comprised of liaison officers, healthcare providers and three in-depth interviews with referred women were conducted. Semi-structured interview guide was developed and used to facilitate the interviews. All the interviews were tape recorded, complemented by note taking. Then audio recorded interviews were transcribed as per verbatim and imported to NVivo for coding and merging. The data were thematically synthesized.ResultsThe study identified a range of barriers that affect the maternal referral system in Eastern Ethiopia. The main barriers are grouped into three domains, such as: communication, transportation, and healthcare system. The most commonly reported barriers were lack of pre-referral communication and feedback, using informal communication, incomplete referral forms, poor ambulance service including misuse of ambulances, lack of skilled healthcare escort and lack of medical equipment at emergency, unnecessary self-referrals, poor referral skills and limited number of health professions.ConclusionsThe maternal referral system is overwhelmingly affected by lack of skill, logistics (referral form), misuse of available ambulance, poor communication, and limited seeking of feedback. Regular consultative meeting with relevant stakeholders and uptake of feedback are crucial to improve referral communication, proper use of ambulance and building capacity of health workforce about referral are essential to improve maternal referral system.

Project description:Health care is an indispensable element for economic growth and development of individuals and nations. Healthcare service quality is associated with patient satisfaction, ensuring the safety and security of patients, reducing mortality and morbidity, and improving the quality of life. Patient satisfaction with health service is linked to increased utilization following contendness with healthcare received from health providers. There is an increasing public perception of poor quality of care among patients visiting public health facilities in Ghana which translates into service dissatisfaction. Meanwhile, patient dissatisfaction will more likely result in poor utilization, disregard for medical advice, and treatment non-adherence. The study was conducted to assess patients' satisfaction with quality of care at the outpatient departments of selected health facilities in Kumasi, Ghana. An institutional-based analytical cross-sectional study was conducted among patients (aged ≥ 18 years) visiting outpatient departments of selected health facilities in Kumasi from October - December, 2019. A systematic sampling technique was adopted to collect quantitative information from 385 respondents using a structured questionnaire. At 95% confidence interval and 5% alpha level, two-level logistic regression models were performed. Model I estimated the crude associations and the effect of covariates was accounted for in Model II. The results were presented in odds ratio with a corresponding 95% confidence interval. All analysis were performed using STATA statistical software version 16.0. Out of the 385 participants, 90.9% of the participants were satisfied with the services they received. Being married [AOR = 3.06, 95%CI = 1.07-8.74], agreeing that the facility is disability-friendly [AOR = 7.93, 95%CI = 2.07-14.43], facility has directional signs for navigation [AOR = 3.12, 95%=1.92-10.59] and the facility has comfortable and attractive waiting area [AOR = 10.02, 95%CI = 2.35-22.63] were associated with satisfaction with health service among patients. Spending more than 2 h at the health facility [AOR = 0.45, 95%CI = 0.04-0.93] and having perceived rude and irritating provider [AOR = 0.14, 95%CI = 0.04-0.51] had lower odds of satisfaction with health service received. There is a high patient satisfaction with services received at out-patient departments which is influenced by a multiplicity of factors; being married, and agreeing that the facility is disability-friendly, has directional signs for navigation, and the waiting area is comfortable and attractive. The study findings call for the need to develop and implement health delivery interventions and strategies (i.e. patient-centered interventions, disability-friendly facilities, and sustainability and improvement of quality service) to improve and sustain patient satisfaction levels with health care service. These strategies must be directed towards addressing inequalities in infrastructural development and inputs needed for healthcare delivery in the health system.

Dataset Information

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

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

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