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Job satisfaction, work commitment and intention to leave among pharmacists: a cross-sectional study.

ABSTRACT: OBJECTIVES:We assessed job satisfaction, work commitment and intention to leave among pharmacists working in different healthcare settings in Saudi Arabia. DESIGN:This was a cross-sectional study utilising a previously validated questionnaire. SETTING:We surveyed the workforce at different healthcare settings in Riyadh, Saudi Arabia. PARTICIPANTS:The participants were pharmacists licensed by the Saudi Commission for Health Specialties. OUTCOME MEASURES:We examined job satisfaction, work commitment and intention to leave. RESULTS:In total, 325 out of 515 pharmacists completed the questionnaire, yielding a response rate of 63%. Over half of them were women (57.8%), 78.2% were Saudi Arabian nationals and 61.8% were married. The majority (88.1%) worked between 36 and 44 hours per week; 96.6% were full-time employees, and 63.4% were government employees working in public hospitals or primary healthcare centres. Although most of the pharmacists were satisfied (satisfied and slightly satisfied) with their current job (39.1% and 24.6%, respectively), about two-thirds (61.9%) had the intention to leave. Multiple logistic regression analysis showed that the most important predictors of pharmacists' intentions to leave were related to job satisfaction and work commitment (OR=0.923; 95% CI 0.899 to 0.947; p<0.001 and OR=1.044; 95% CI 1.014 to 1.08; p=0.004, respectively), whereas respondents' demographic characteristics had no effect. CONCLUSIONS:Although the pharmacists surveyed were satisfied and committed to their current job, they had the intention to leave. Further research is recommended to clarify why pharmacists in Saudi Arabia have the intention to leave their pharmacy practice job.

SUBMITTER: Al-Muallem N

PROVIDER: S-EPMC6773423 | biostudies-literature | 2019 Sep

REPOSITORIES: biostudies-literature

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Job satisfaction, work commitment and intention to leave among pharmacists: a cross-sectional study.

Al-Muallem Nedaa N Al-Surimi Khaled Mohammed KM

BMJ open 20190926 9

<h4>Objectives</h4>We assessed job satisfaction, work commitment and intention to leave among pharmacists working in different healthcare settings in Saudi Arabia.<h4>Design</h4>This was a cross-sectional study utilising a previously validated questionnaire.<h4>Setting</h4>We surveyed the workforce at different healthcare settings in Riyadh, Saudi Arabia.<h4>Participants</h4>The participants were pharmacists licensed by the Saudi Commission for Health Specialties.<h4>Outcome measures</h4>We exam ...[more]

PMID: 31558448

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Project description:BACKGROUND: Motivation and job satisfaction have been identified as key factors for health worker retention and turnover in low- and middle-income countries. District health managers in decentralized health systems usually have a broadened 'decision space' that enables them to positively influence health worker motivation and job satisfaction, which in turn impacts on retention and performance at district-level. The study explored the effects of motivation and job satisfaction on turnover intention and how motivation and satisfaction can be improved by district health managers in order to increase retention of health workers. METHODS: We conducted a cross-sectional survey in three districts of the Eastern Region in Ghana and interviewed 256 health workers from several staff categories (doctors, nursing professionals, allied health workers and pharmacists) on their intentions to leave their current health facilities as well as their perceptions on various aspects of motivation and job satisfaction. The effects of motivation and job satisfaction on turnover intention were explored through logistic regression analysis. RESULTS: Overall, 69% of the respondents reported to have turnover intentions. Motivation (OR?=?0.74, 95% CI: 0.60 to 0.92) and job satisfaction (OR?=?0.74, 95% CI: 0.57 to 0.96) were significantly associated with turnover intention and higher levels of both reduced the risk of health workers having this intention. The dimensions of motivation and job satisfaction significantly associated with turnover intention included career development (OR?=?0.56, 95% CI: 0.36 to 0.86), workload (OR?=?0.58, 95% CI: 0.34 to 0.99), management (OR?=?0.51. 95% CI: 0.30 to 0.84), organizational commitment (OR?=?0.36, 95% CI: 0.19 to 0.66), and burnout (OR?=?0.59, 95% CI: 0.39 to 0.91). CONCLUSIONS: Our findings indicate that effective human resource management practices at district level influence health worker motivation and job satisfaction, thereby reducing the likelihood for turnover. Therefore, it is worth strengthening human resource management skills at district level and supporting district health managers to implement retention strategies.

Project description:BackgroundLebanon is perceived to be suffering from excessive nurse migration, low job satisfaction, poor retention and high turnover. Little is known about the magnitude of nurse migration and predictors of intent to leave. The objective of this study is to determine the extent of nurses' intent to leave and examine the impact of job satisfaction on intent to leave. Intent to leave was explored to differentiate between nurses who intend to leave their current hospital and those intending to leave the country.MethodsA cross-sectional design was used to survey nurses currently practicing in Lebanese hospitals. A total of 1,793 nurses employed in 69 hospitals were surveyed. Questions included those relating to demographic characteristics, intent to leave, and the McCloskey Mueller Satisfaction Scale. Univariate descriptive statistics were conducted on sample's demographic characteristics including gender, age, marital status and educational level. Bivariate associations between intent to leave and demographic characteristics were tested using Pearson Chi-square. Differences in satisfaction scores between nurses with and without intent to leave were tested using t-test and ANOVA f-test. A multinomial logistic regression model was created to predict intent to leave the hospital and intent to leave the country.ResultsAn alarming 67.5% reported intent to leave within the next 1 to 3 years, many of whom disclosed intent to leave the country (36.7%). Within nurses who reported an intent to leave the hospital but stay in Lebanon, 22.1% plan to move to a different health organization in Lebanon, 29.4% plan to leave the profession and 48.5% had other plans. Nurses reported being least satisfied with extrinsic rewards. A common predictor of intent to leave the hospital and the country was dissatisfaction with extrinsic rewards. Other predictors of intent to leave (country or hospital) included age, gender, marital status, degree type, and dissatisfaction with scheduling, interaction opportunities, and control and responsibility.ConclusionStudy findings demonstrate linkages between job satisfaction, intent to leave, and migration in a country suffering from a nursing shortage. Findings can be used by health care managers and policy makers in managing job satisfaction, intent to leave and nurse migration.

Project description:BACKGROUND:Global countries are suffering from a shortage of health professionals. Turnover intention is closely related to job satisfaction and burnout, making good use of these relationships could alleviate the crisis. Our research aims to examine the mediating role of job satisfaction in the relationship between burnout and turnover intention. METHODS:This research was conducted in Huangpi, China. The convenience sampling method and self-administereded questionnaires were used. 1370 of valid samples were collected with 97.72% effective rate. Descriptive analyses were conducted to describe social demographic factors. The structural equation model (SEM) was performed to adjust model fitting, and the mediation effect test was carried out by using the bootstrap method. Sobel-Z test was used to verify the significance of mediation effect. RESULTS:The mean age was 36.98 (SD?=?9.84). The fitting indices of hypothetical model are not good. After the adjustments, ?2/df?=?5.590, GFI?=?0.932, AGFI?=?0.901, CFI?=?0.977, NFI?=?0.973, IFI?=?0.977, TLI?=?0.970, RESEA?=?0.058. The revised model fitted well, and the SEM was put up by using the bootstrap method. The mediating effect is partial, and Soble-Z test indicates that the mediation effect is significant. Burnout is negatively correlated with job satisfaction (p <?0.01) and the standardized path coefficient is -?0.41. Job satisfaction is also negatively correlated with turnover intention (p?<?0.01) and the standardized path coefficient is -?0.18. Burnout is positively correlated with turnover intention (p?<?0.01) and the standardized path coefficient is 0.83. CONCLUSIONS:Job satisfaction is a mediating variable that affects the relationship between burnout and turnover intention. The mediating effect was a partial mediating effect and has a low impact of 7.4%. Improving treatment and giving more promotion opportunities for workers to improve job satisfaction, conducting career planning course and paying attention to employee psychological health to reduce job burnout. The above measures may be helpful to reduce employee turnover rate and alleviating the current situation of a shortage of health personnel in China.

Project description:BackgroundHealth workforce turnover remains a global concern, particularly in rural and remote areas. Western rural areas are the least developed in China, where it faces the serious challenge on the rural health worker (RHW) management. This study aimed to investigate job satisfaction, work stress, and turnover intentions of RHWs, and to explore prominent factors associated with turnover intentions of RHWs in rural western China.MethodsFrom June to September 2013, based on a three-stage random sampling method, a cross-sectional survey was conducted among RHWs in 11 western provinces in China. A brief, structured questionnaire filled in by RHWs was used for data collection. A total of 5046 RHWs participated in the study. The response rate was approximately 93.1%. Exploratory factor analyses, Pearson's chi-squared tests, one-way ANOVA, binary logistic regression analyses, and mediating effect tests were performed for data analyses.ResultsApproximately 29.1% of the 5046 RHWs indicated turnover intentions. Most of the RHWs disclosed low educational levels, income levels, and professional technical titles. The RHWs expressed slight job satisfaction (mean 3.20) and moderate work stress (mean 3.22). Age, income, medical institution, and job satisfaction (i.e., organizational management, reward, and occupation satisfaction) were significant predictors of the RHWs' turnover intentions. The RHWs, who were younger (less than 41?years), receiving an income of $326.8-$490.1 per month, working in township hospitals, and having low job satisfaction, were more likely to have turnover intentions. Work stress had an indirect and positive effect on RHWs' turnover intentions. Job satisfaction weakened the positive effect of work stress on turnover intentions of RHWs by playing a total mediating role. Reward satisfaction was the strongest mediator.ConclusionsThe turnover intentions of RHWs in western China are significantly associated with job satisfaction, work stress, age, income, and medical institution. Appropriate strategies should be implemented to improve RHWs' job satisfaction and reduce their work stress. Meanwhile, providing more attractive wages and non-monetary support, improving working conditions, etc. could be effective to reduction in RHWs' turnover intentions.

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Job satisfaction, work commitment and intention to leave among pharmacists: a cross-sectional study.

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Job satisfaction, work commitment and intention to leave among pharmacists: a cross-sectional study.

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