Factors associated with job satisfaction by Chinese primary care providers

Shi, Leiyu; Song, Kuimeng; Rane, Sarika; Sun, Xiaojie; Li, Hui; Meng, Qingyue

doi:10.1017/s1463423612000692

Cited by 68 publications

(92 citation statements)

References 22 publications

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“…Our study showed that the mean job satisfaction score of CHW was 3.55, which was close to the findings of Leiyu Shi in 2014 (3.35 to 3.57 for different specialties of CHWs) 25. About 13.1% of CHWs had a clear turnover intention, lower than the finding reported by Sun et al in 2013 (38.7%) 26.…”

Section: Discussionsupporting

confidence: 85%

Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China

et al. 2017

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ObjectivesPerson-organisation fit (P-O fit) is a predictor of work attitude. However, in the area of human resource for health, the literature of P-O fit is quite limited. It is unclear whether P-O fit directly or indirectly affects turnover intention. This study aims to examine the mediation effect of job satisfaction on the relationship between P-O fit and turnover intention based on data from China.Design and methodsThis is a cross-sectional survey of community health workers (CHWs) in China in 2013. A questionnaire of P-O fit, job satisfaction and turnover intention was developed, and its validity and reliability were assessed. Multiple regression and structural equation modelling were used to examine the relationship among P-O fit, job satisfaction and turnover intention.Setting and participantsMultistage sampling was applied. In total, 656 valid questionnaire responses were collected from CHWs in four provincial regions in China, namely Shanghai, Shaanxi, Shandong and Anhui.ResultsP-O fit was directly related to job satisfaction (standardised β 0.246) and inversely related to turnover intention (standardised β −0.186). In the mediation model, the total effect of P-O fit on turnover intention was −0.186 (p<0.001); the direct effect of P-O fit on turnover intention was −0.094 (p<0.01); the indirect effect of job satisfaction on the relationship between P-O fit and turnover intention was −0.092 (p<0.001).ConclusionsThe effect of P-O fit on turnover intention was partially mediated through job satisfaction. It is suggested that more work attitude variables and different dimensions of P-O fit be taken into account to examine the complete mechanism of person-organisation interaction. Indirect measures of P-O fit should be encouraged in practice to enhance work attitudes of health workers.

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Section: Discussionsupporting

confidence: 85%

Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China

et al. 2017

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“…Senior village doctors were more likely to be satisfied, a result consistent with prior studies in China [27]. This may result from senior doctors having greater trust and respect from local residents [28], thus gaining more personal confidence and gratification.…”

Section: Discussionsupporting

confidence: 83%

Determinants of village doctors’ job satisfaction under China’s health sector reform: a cross-sectional mixed methods study

Lei

Sun

et al. 2017

Int J Equity Health

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BackgroundTo strengthen rural health workforce, the Chinese government has launched a series of policies to promote the job satisfaction of village doctors since the health sector reform. The purpose of this mixed-method study is to describe village doctors’ job satisfaction under the context of health sector reform and investigate the associated factors.MethodsData was obtained from a survey of village doctors across three Chinese provinces in 2014. Using a multistage sampling process, quantitative data was collected from village doctors through the self-administered questionnaire and analyzed by multilevel logistic regression models. Qualitative data was collected through face-to-face semi-structured interviews on both village doctors and health managers. Theoretical coding was then conducted to analyze qualitative data.ResultsAmong the 1221 respondents, 48.6% felt satisfied with their job. Older village doctors with less of a workload and under high-level integrated management were more likely to feel satisfied with their job. Village doctors who earned the top level of monthly income felt more satisfied, while on the county level, those who lived in counties with the highest GDP felt less satisfied. However, enrollment in a pension plan showed no significant difference in regards to village doctors’ job satisfaction.Among 34 participants of qualitative interviews, most believed that age, income, and integrated management had a positive influence on the job satisfaction, while pension plan and basic public health care policies exhibited negative effects. Also, the increasing in availability of healthcare and health resources along with local economic development had negative effects on village doctors’ job satisfaction.ConclusionVillage doctors’ job satisfaction was quite low in regards to several determinants including age, income, workload, enrollment in a pension plan, integrated management, and county economic and medical availability development.

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“…The salary that a doctor receives, as a tangible value, is the most obvious benefit doctors receive for their effort in terms of an economic relationship. As a result, satisfaction with financial rewards is often referred to as “pay satisfaction” [9]. The respondents in our interviews commented that their salaries are relatively low based on their workload and they received no bonuses at all.…”

Section: Discussionmentioning

confidence: 99%

Job Satisfaction Analysis in Rural China: A Qualitative Study of Doctors in a Township Hospital

et al. 2017

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Background. Township hospitals in China provide rural communities with basic but much needed critical health care services. The doctors working in these hospitals often feel unsatisfied when considering their work schedules and financial rewards. Method. To explore job satisfaction of health workers in a township hospital, a qualitative study was conducted of 39 doctors from five township hospitals in Guangxi Zhuang Autonomous Region. The goal was to understand the level of job satisfaction of doctors and to make recommendations for improvements. Results. About 75% (28/39) of the doctors expressed negative attitudes related to their work conditions. Slightly more than half (22/39) mentioned they should receive greater compensation for their work and more than one were seriously considering other options. Many participants (35/39) showed their satisfaction about the achievement of serving as a doctor. Conclusion. Their main concerns related to job satisfaction included working conditions, financial rewards, and the doctor's relationships with patients. Increasing the incomes and fringe benefits of healthcare workers, improving their work conditions, and providing training and continuing education opportunities would help rural clinics retain doctors and eliminate the current unsatisfactory conditions. The findings also highlight the need for the government to increase financial support of township hospitals.

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Factors associated with job satisfaction by Chinese primary care providers

Abstract: To improve the general satisfaction level, policymakers must provide better pay and benefits and more opportunities for career development, particularly for village doctors.

Cited by 68 publications

References 22 publications

Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China

Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China

Determinants of village doctors’ job satisfaction under China’s health sector reform: a cross-sectional mixed methods study

Job Satisfaction Analysis in Rural China: A Qualitative Study of Doctors in a Township Hospital

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