Job satisfaction among physicians in secondary and tertiary medical care levels

Kabbash, Ibrahim Ali; El-Sallamy, Rania M; Abdo, Sanaa Abd El-Fatah; Atalla, Asmaa

doi:10.1007/s11356-020-08506-9

Cited by 13 publications

(8 citation statements)

References 14 publications

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“…A possible explanation was that community health centres located in economically developed areas had a greater opportunity to improve healthcare access, basic health infrastructure, and high-quality health services than others. As for working years, some studies found that they affected staff satisfaction [ 39 , 61 , 62 ], but others presented the opposite results [ 63 ]. In the present study, workers with 16–20 working years were more satisfied with their job.…”

Section: Discussionmentioning

confidence: 99%

Analysis on the relationship between effort-reward imbalance and job satisfaction among family doctors in China: a cross-sectional study

Chen

Wang

et al. 2022

BMC Health Serv Res

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Background Family doctor contract services was launched in Sichuan province in 2016. The focus was mainly on developing primary health care services but paying less attention to the work stress and job satisfaction of in-service family doctors. Objective This study aims to explore the influencing factors of job satisfaction, and the relation between work stress indicators and job satisfaction among family physicians. Methods An analytical online cross-sectional survey was performed among 1,105 family doctors from 23 districts and counties in Chengdu. Self-administered questionnaire was completed. Sociodemographic factors, work stress measured by Effort-Reward Imbalance (ERI)scale, and job satisfaction assessed by the short Chinese version of the Minnesota Satisfaction Questionnaire (MSQ) were collected in this study. A statistical analysis and hierarchical linear regression analysis were performed to explore the influencing factors and the correlations among related variables. Results The overall mean MSQ score was 52.01 ± 13.23. Analysis of doctor satisfaction indicated that age, education, job rank, type of institution, years of working and monthly income were statistically significant (P < 0.05). There were negative correlation coefficients between general job satisfaction and effort/reward ratio (ERR) (r = -0.130, P < 0.001) and overcommitment (r = -0.615, P < 0.001). Conclusion The level of job satisfaction among family doctors was considerable low. Age, education, job rank, type of institution, years of working and monthly income were influencing factors of job satisfaction. ERI and overcommitment had a negative correlation with general job satisfaction.

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Section: Discussionmentioning

confidence: 99%

Analysis on the relationship between effort-reward imbalance and job satisfaction among family doctors in China: a cross-sectional study

Chen

Wang

et al. 2022

BMC Health Serv Res

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“…Employees who have positive perceptions about the organization and their work tend to be more engaged in their tasks thereby exhibiting higher performance [ 143 ]. Therefore, maintaining a high level of job satisfaction among employees is critical to achieving employee quality and performance [ 137 , 144 , 145 ].…”

Section: Hypotheses Developmentmentioning

confidence: 99%

COVID-19 oriented HRM strategies influence on job and organizational performance through job-related attitudes

et al. 2022

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The COVID-19 crisis forced many changes to occur within organizations, which were necessary to keep the continuance of the organization’s operations. Job performance seems to be an important factor determining such continuance, through its influence on the performance of entire organization. Shaping and keeping job performance in times of COVID-19 pandemic was a challenge for organizations, due to its negative impact on employees, causing their stress or lack of sense of security. There is a growing role of HRM specialists in appropriately shaping HRM strategies that can positively shape job-related attitudes, resulting in enhanced job performance during such difficult times. Therefore, this study aims to explain the role of COVID-19 oriented HRM strategies in shaping job performance through job-related attitudes such as work motivation, job satisfaction, and organizational commitment in a time of crisis occurring in the organization due to the COVID-19 pandemic. The study was conducted among 378 organizations operating in Poland during 2nd wave of COVID-19 pandemic. To verify the hypotheses, descriptive statistics were calculated using IBM SPSS and path analysis was performed using IBM AMOS. The result shows that combined set of "hard" HRM strategies related to the financial aspects and "soft" HRM strategies related to keeping employees’ wellbeing during the crisis gives the best results in shaping job performance through job-related attitudes and consequently strengthening organizational performance. This study contributes to the knowledge concerning the development of COVID-19 oriented HRM strategies, which may also have practical application.

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“…Occupational stress and job satisfaction are essential factors influencing workforce productivity. Preserving high level of job satisfaction among HCWs especially nurses is critical for achieving the appropriate high quality medical service (Kabbash et al 2020 ; Semachew et al 2017 ). There is overwhelming evidence that current trends in working environment may have adverse effects on job satisfaction.…”

Section: Introductionmentioning

confidence: 99%

Occupational stress, job satisfaction, and intent to leave: nurses working on front lines during COVID-19 pandemic in Zagazig City, Egypt

Said

El-Shafei

2020

Environ Sci Pollut Res

244

251

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During epidemics, the medical working environment is highly stressful especially for the nurses. The purpose of this study was to assess occupational stress, job satisfaction, and intent to leave among nurses dealing with suspected COVID-19 patients. A comparative cross-sectional study was conducted among 210 nurses from Zagazig Fever Hospital (ZFH) which is one of COVID-19 Triage Hospitals (Group I) versus 210 nurses from Zagazig General Hospital (ZGH) (Group II) which is neither triage nor isolation hospital; dealing only with suspected COVID-19 patients in emergency at Sharkia Governorate, Egypt, from 10th to 24th of April 2020. Assessment was done through online questionnaire formed of the Expanded Nursing Stress Scale, the McCloskey/Mueller Satisfaction Scale, and questionnaire assessing specific COVID-19-associated stressors and nurses' intent to leave. Three quarters of nurses (75.2%) in ZFH had high stress level versus 60.5% in ZGH. Workload (98.6%), dealing with death and dying (96.7%), personal demands and fears (95.7%), employing strict biosecurity measures (95.2%), and stigma (90.5%) represented the highest priority stressors in ZFH, while exposure to infection risk (97.6%) was the stressor of highest priority among ZGH according to Pareto analysis. More than half of nurses (51.0%) in ZFH reported low satisfaction level versus 41.9% in ZGH. Only 4.8% of nurses in ZFH definitely had no intent to leave their present job. Type of hospital and its related workload were the most significant predictor of all the studied outcomes.

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Job satisfaction among physicians in secondary and tertiary medical care levels

Cited by 13 publications

References 14 publications

Analysis on the relationship between effort-reward imbalance and job satisfaction among family doctors in China: a cross-sectional study

Analysis on the relationship between effort-reward imbalance and job satisfaction among family doctors in China: a cross-sectional study

COVID-19 oriented HRM strategies influence on job and organizational performance through job-related attitudes

Occupational stress, job satisfaction, and intent to leave: nurses working on front lines during COVID-19 pandemic in Zagazig City, Egypt

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