Job Satisfaction among Health-Care Staff in Township Health Centers in Rural China: Results from a Latent Class Analysis

Abstract

Background: The lower job satisfaction of health-care staff will lead to more brain drain, worse work performance, and poorer health-care outcomes. The aim of this study was to identify patterns of job satisfaction among health-care staff in rural China, and to investigate the association between the latent clusters and health-care staff’s personal and professional features; Methods: We selected 12 items of five-point Likert scale questions to measure job satisfaction. A latent-class analysis was performed to identify subgroups based on the items of job satisfaction; Results: Four latent classes of job satisfaction were identified: 8.9% had high job satisfaction, belonging to “satisfied class”; 38.2% had low job satisfaction, named as “unsatisfied class”; 30.5% were categorized into “unsatisfied class with the exception of interpersonal relationships”; 22.4% were identified as “pseudo-satisfied class”, only satisfied with management-oriented items. Low job satisfaction was associated with specialty, training opportunity, and income inequality. Conclusions: The minority of health-care staff belong to the “satisfied class”. Three among four subgroups are not satisfied with income, benefit, training, and career development. Targeting policy interventions should be implemented to improve the items of job satisfaction based on the patterns and health-care staff’s features.

Motivating factors on performance of primary care workers in China: a systematic review and meta-analysis

“…As for the risk of bias, more than half of the included studies presented a low risk of bias, with the total score ranging from 6 points to 10 points (in online supplementary appendix 3). Included studies analysed the motivation of PCWs from different perspectives: some measured job satisfaction15–30; some explored the motivating factors’ influence on attrition and retention18 22 31–35; some studied the impact of some policies or interventions on the motivating factors for health workers 31 36–46…”

“…Nineteen out of the 36 articles reported the factor of career advancement (table 1), which was considered as the one of top three contributors to satisfaction 15 16 19 20 22 23 29. The gap between the expected and actual professional development was one of the main sources of job dissatisfaction 17.…”

“…Training was mentioned as a motivating factor by 13 out of the 36 articles (table 1). Learning and training were significantly associated with work passion,19 job satisfaction15 29 and turnover intention 22. Along with career advancement, training was also considered as one of the most important motivating factors for PCWs to improve performance 21.…”

Evaluation of Patient and Medical Staff Satisfaction regarding Healthcare Services in Wuhan Public Hospitals

“…is related to healthcare service quality and outcomes. Low satisfaction is a major cause of psychological and social stress in medical staff and correspondingly of employee turnover [ 2 , 3 , 4 , 5 ]. Many studies have demonstrated that healthcare staff with high satisfaction provide higher quality medical services, resulting in better healthcare outcomes and higher patient satisfaction [ 6 , 7 , 8 , 9 ].…”

Implications of Maslow’s Hierarchy of Needs Theory on Healthcare Employees’ Performance

“…In the healthcare system, the job satisfaction of physicians is in the interest of the entire healthcare context (DeVoe et al, 2002) and has important eff ects on physician productivity, the quality of medical care, and the supply of physicians available to meet the medical care needs of population (Malik et al, 2010). Conversely, a lower healthcare staff job satisfaction will lead to increased brain drain, poor work performance and lower healthcare outcomes (Wang et al, 2017).…”