Measuring nurses' satisfaction in primary health care centers at Khartoum, Sudan

Background: The primary healthcare sector has experienced significant growth globally, and the nursing workforce has also expanded in recent decades in response to health system reforms. This study aims to assess job satisfaction among primary healthcare nurses in Khartoum, Sudan. Methods: This descriptive cross-sectional study was conducted in 10 primary healthcare centers on 50 nurses who were selected using simple random sampling. Data were collected using an online questionnaire and it was analyzed using SPSS. Results: The findings of this study indicate that the job satisfaction level among nurses working at primary healthcare centers in Khartoum was high (4.4/5). Most nurses reported high satisfaction with all items including protocols, salary, environment, and relationships. The study also found a significant correlation between nurses' sex and experience with their level of job satisfaction. Female nurses reported significantly higher job satisfaction (4.4/5) compared to male nurses (3.6/5), (p-value = 0.04). Additionally, nurses with fewer years of experience reported significantly higher job satisfaction compared to those with more years of experience (p-value = 0.03). Conclusion: The study concludes that nurses working at primary healthcare centers in Khartoum have high job satisfaction, particularly regarding the working environment, salary, relationships, and availability of guidelines. Female nurses and those with less experience have significantly higher job satisfaction.

Healthcare providers' satisfaction with participation in private health insurance scheme in a city in the southern Nigeria

Health insurance coverage in Nigeria is still very low as over 70% of health care expenditure is financed by out-of-pocket payment. Health care providers are critical participants in the private health insurance scheme, therefore, their perception and satisfaction with the scheme is fundamental in ensuring sustainability. This study assessed health providers' satisfaction with private health insurance scheme in Port Harcourt Rivers State.Method: A descriptive cross-sectional study which engaged a two-stage sampling method to recruit 60 participating health facilities and 180 responding health personnel by simple random sampling at each stage. A structured, pretested interviewer-administered questionnaire was used to collect data on the levels of satisfaction with the four major domains of satisfaction viz; billing rate, payment models, HMO administrative processes and claims management. Data was analysedusing of SPSS, version 26. Characteristics of the responding facilities were tabulated and compared. Level of satisfaction was deduced by Likert Scale according to the domains of satisfaction. Regression analysis with p-value was set at less than or equal to 0.05 was used to determine the predictors of satisfaction with participation in health insurance. The level of satisfaction with negotiated billing rates, payment models, HMO administrative processes and claims management were analyseddescriptively, and results were presented as means, standard deviation, frequencies and percentages, in tables, pie and bar charts

Factors motivating intent to leave amongst radiographers employed by public tertiary hospitals in the Gauteng Province, South Africa

Background: The elements of job satisfaction can be categorized into intrinsic and extrinsic factors. The presence of a higher level of intrinsic factors will result in increased motivation amongst employees, whilst extrinsic factors will result in job dissatisfaction. Decreased job satisfaction levels amongst healthcare professionals are known to create an intent to leave. Hence the need to explore these factors amongst radiographers employed by tertiary hospitals in the Gauteng province of South Africa. Objective: To determine the influence of intrinsic and extrinsic factors of job satisfaction on intent to leave amongst radiographers employed by public tertiary hospitals in the Gauteng province. Methods: A quantitative cross-sectional survey guided the study, and a self-administered questionnaire was used to collect data. The sampling technique used for this study was disproportional stratified sampling. Results: The study had a response rate of 62%. A significant number of the participants (50%) were between the ages of 21-33 years. Also, worth noting that 51% of the participants were newly qualified, 28% were employed for a period of 10-20 years and only 20% were employed for a period greater than 20 years. Diagnostic radiography had the most number of participants at 55%, followed by radiation therapist at 24%, nuclear medicine radiographers at 13%, mammography radiographers at 5% and only 3% were sonographers. Pearson's correlation showed a significant negative correlation with the following extrinsic factors: supervision, r= -.344, p=.000; satisfaction with PMDS, r=-.302, p=.000; human resources processes, r=-.249, p=.001; infrastructure, r=-.236, p=.001; the OSD policy, r=-.233, p=.002; satisfaction with remuneration, r=-.202, p=.006; satisfaction with CPD activities, r=-.201, p=.007; and satisfaction with equipment, r=-.163, p=.029. Conclusion: Both intrinsic and extrinsic factors are associated with an intent to leave amongst radiographers employed by public tertiary hospitals in the Gauteng province

Factores associados à insatisfação dos médicos dos hospitais de nível terciário em Luanda, Angola / Factors Related to the Dissatisfaction of Physicians of Tertiary-level Hospital in Luanda, Angola

Introdução:Na área de saúde, o grau de satisfação dos profissionais determina a qualidade de serviço e a satisfação dos pacientes. Objectivo:Avaliaros factores associados à insatisfação em médicos que trabalham em unidades hospitalares de nível terciário, em Luanda, Angola. Material e Métodos: Estudo transversal, com uma amostra de médicos das principais unidades hospitalares de nível terciário do sector público em Angola. Utilizamos um questionário adaptado de outros instrumentos validados. Usamos o teste Qui-quadrado para analisar a relação entre a insatisfação profissional e as variáveis demográficas e da vida profissional. Resultados: De um total de 164 participantes, a maior parte (83.5%) relatou a insatisfação profissional, principalmente em relação à remuneração (92.7%), horas de trabalho (89.6%), carência de meios de adequados (80.5%) e segurança pessoal (62.8%).Verificou-se uma associação entre a insatisfação e as variáveis local de trabalho, horas de trabalho, diferenciação profissional e área de especialidade (P <0.05).Conclusão:Os resultados indicam uma elevada taxa de insatisfação profissional entre os médicos dos hospitais de nível terciário em Angola, com particular realce para os aspectos da vida profissional e segurança pessoal, o que sugere a necessidade de atenção para as componentes social e profissional com vista à melhoria da qualidade de serviço prestado pelos médicos.Palavras-chave: Insatisfação no trabalho; Médicos;Hospitais, Angola

ABSTRACT Introduction: In the health area, the degree of satisfaction of professionals determines the quality of service and patient satisfaction. Aim: To evaluate the factors associated with dissatisfaction among physicians working in tertiary-level hospitals, in Luanda, Angola. Methods: Cross-sectional study with a sample of physicians from main publics tertiary-level hospitals in Luanda, Angola. A questionnaire adapted from other validated instruments was used. The Chi-square test was used to determine the association between job dissatisfaction and demographic variables and the professional's characteristics. Results: From a total of 164 participants, most (83.5%) stated dissatisfaction, mainly about remuneration (92.7%), working hours (89.8%), correct diagnoses resources (80.5%) and personal security (62.8%). There was association of dissatisfaction with professional characteristics, such as workplace, working hours, professional differentiation and specialty area (P <0.05).Conclusion: The results indicate a high rate of professional dissatisfaction among physicians of tertiary-level hospitals in Angola, suggesting the need to achieve the social and professional satisfaction for improvement of the quality of the services provided.

Job satisfaction and personal factors among medical librarians: empirical evidence from teaching hospitals in southern Nigeria

This study was to provide empirical evidence of areas of job satisfaction among medical librarians, as well as record difference in job satisfaction based on personal factors (sex, age, educational qualification and years of work experience) of medical librarians in Southern Nigeria. The study used the descriptive survey method and made use of medical librarians from six selected teaching hospitals the Southern part of Nigeria. The study employed the use of a questionnaire adapted from the Minnesota Satisfaction Questionnaire (MSQ) for the collection of data. The data collected were analyzed using Mean, Standard Deviation (SD), student t-test, and Analysis of Variance (ANOVA) at 0.05 level of significance. Five areas of job satisfaction were investigated. Results revealed that medical librarians are not satisfied with two areas, while they expressed satisfaction in three areas. The study recorded no significant difference in the job satisfaction of medical librarians based on their personal factors. Key Words: Job Satisfaction, Personal Factors, Medical Librarians, Teaching Hospitals.

Performance based financing and job satisfaction in a semiurban health district in Cameroon

The performance based financing approach is being tested in four regions of Cameroon, including the Littoral region. Our study aimed to study the effects associated with the implementation of the performance based financing approach within the health facilities based in the health district of Edea in the Littoral region in Cameroon. We've carried out a cross sectional analytical study among 178 health personnel from 21 health facilities under PBF-contract within the health district of Edea. We have studied their sociodemographic characteristics, the individual and collective effects resulting from the performance based financing subsidies and the level of job satisfaction. Participants' job satisfaction was measured with the French version of the Minnesota satisfaction scale. The results were presented in a descriptive and analytical form at the alpha = 5% and the P-value 5%. We recruited 113 women and 65 men. The mean age was 39.19 ± 8.95 years. The individual results of the performance based financing were the regular collection of subsidies between F CFA 20-40.000 (42.1%), the improvement of working conditions (74.2%) and living conditions (67.4%) and the acquisition of new skills (69.7%). Collectively, participants confirmed the increase of the users attendance (65.7%), the improvement of the internal organization (79.8%), the purchase of new equipment (84.3%) and the improved quality of health care (86%). Satisfaction is influenced by age (P=0.016), gender (P=0.01), occupational category (P=0.04), type of health facility (P=0.02) and the amount of subsidies (P=0.03). The healthcare personnel's were satisfied with the improvement of their social conditions (66.67%), working conditions (62.88%), the transparency in health centers management (69%) and their involvement in the health centers' functioning (76.6%). Participants were dissatisfied with their salaries (70.2%) and the lack of opportunities for advancement (47.8%). The positive effects of the performance based financing approach contributed to the job satisfaction of the healthcare workers in the Edea health district. These results should prompt the government to extend the performance based financing approach to communities and other health districts in Cameroon

Motivation and job satisfaction of Health Surveillance Assistants in Mwanza; Malawi: an Explorative Study

Aim: Improving community health worker's performance is vital for an effective health system in developing countries. In Malawi; hardly any research has been done on factors that motivate this cadre. This qualitative assessment was undertaken to identify factors that influence motivation and job satisfaction of health surveillance assistants (HSAs) in Mwanza district; Malawi; in order to inform development of strategies to influence staff motivation for better performance. Methods Seven key informant interviews; six focus group discussions with HSAs and one group discussion with HSAs supervisors were conducted in 2009. The focus was on HSAs motivation and job performance. Data were supplemented with results from a district wide survey involving 410 households; which included views of the community on HSAs performance. Qualitative data were analysed with a coding framework; and quantitative data with the Statistical Package for Social Sciences (SPSS).Results The main satisfiers identified were team spirit and coordination; the type of work to be performed by an HSA and the fact that an HSA works in the local environment. Dissatisfiers that were found were low salary and position; poor access to training; heavy workload and extensive job description; low recognition; lack of supervision; communication and transport. Managers and had a negative opinion of HSA perfomance; the community was much more positive: 72.9of all respondents had a positive view on the performance of their HSA. Conclusion Activities associated with worker appreciation; such as performance management were not optimally implemented. The district level can launch different measures to improve HSAs motivation; including human resource management and other measures relating to coordination of and support to the work of HSAs

Job satisfaction amongst Nigerian ophthalmologists: an exploratory study

Aim: This study aimed to assess job satisfaction amongst Nigerian Ophthalmologists. Methods: The study was conducted during the annual congress of the Ophthalmological Society of Nigeria in September 2008. One hundred and ten ophthalmologists were selected by simple random sampling and asked to complete a structured questionnaire. Results: The response rate was 73. The resulting sample comprised of 48 consultants (60); four diplomates (5); and 28 residents (35). Most respondents 62 (78.5) were satisfied with their job as ophthalmologists and 17 (21.5) were not satisfied. Only 12 (15.4) were satisfied with their remuneration and 42 (53.2) were satisfied with their skill. Most respondents (75.6) expressed readiness to pursue a career in ophthalmology if they were to make a choice again. Conclusion: Most respondents were satisfied with their job but only minorities were satisfied with their remuneration. Therefore; there is a need to address the issue of enhancement of remuneration for ophthalmologists in Nigeria

Job satisfaction among health inspectors survey

Self administered questionnaires were sent to 96 Health Inspectors of which 85 replied. Results indicated that the majority of Junior Health Inspectors are motivated by job security while Senior Health Inspectors are more motivated by the work itself

Job satisfaction among nurse educators in basic schools of nursing in Zimbabwe

Since the inception of the Diploma in Nurse Education (DNE) programme in 1974 by the University of Zimbabwe in conjuction with the Ministry of Health; a total of about fourty percent of the diplomates have resigned from their teaching posts within the Ministry of Health basic Nurse training schools. This figure exclude Nurse tutors promoted to teaching posts in the post-basic schools; Nursing Services administration and head office. The purposes of the study were therefore; to instigate the major factors contributing to this soaring attrition rate and to determine the level of job satisfation among Nurse educators currently employed. The reasons given for resigning were many and varied but pointed mainly to aspects such as poor administration within the school and the institution; excessive workload; lack of fringe benefits; poor salaries and dissatisfaction with the quality of the nurse being produced who does not possess the appropriate attitude towards patient care. For those employed major dissatisfiers were factors such as slow and limited career mobility; low job status; professional autonomy. Nurse educators were however; satisfied with certain aspects of their job such as being able to plan one's own work and being able to set one's own objectives. They also felt adequately prepared for thier teaching role. Overall the study revealed high levels of dissatisfaction and low levels of satisfaction among Nurse educators in employment and hence their exodus from the Ministry of Health basic schools of Nursing