Job Satisfaction and Occupational Stress in Organizational Commitment Among Midwives Working in the Maternity Wards; Mashhad, Iran, 2014

Talasaz, Zahra Hadizadeh; Saadoldin, Shahla Nourani; Shakeri, Mohammad Taghi

doi:10.17795/jhealthscope-35507

Cited by 4 publications

(2 citation statements)

References 12 publications

(14 reference statements)

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“…A high level of job satisfaction has a positive effect on workers' health related quality of life [6,7], job performance [8][9][10], retention in work [11], quality of healthcare delivery [12,13] and patient satisfaction [14,15]. However, low satisfaction may result in staff turnover, tiredness, absenteeism, intention to leave, burnout, undesirable job performance and poor quality of service to clients [16][17][18][19].…”

Section: Introductionmentioning

confidence: 99%

Health professional’s job satisfaction and its determinants in Ethiopia: a systematic review and meta-analysis

et al. 2021

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Background Health professional’s job satisfaction is directly related to patient satisfaction and quality of care. Without satisfied health professionals the health system is not functional, and the national and global health related plans are not achieved. However, little is known on the level of health professional’s job satisfaction in sub Saharan African countries including Ethiopia. In addition, in Ethiopia there is no summarized evidence helped us an input to design strategies. Therefore, we aimed to assess the pooled prevalence of health professional’s job satisfaction and its determinants in Ethiopia. Methods Articles were searched from PubMed, PsycINFO, Hinari, Science Direct, web of science and African journal of online (AJOL) databases, Google and Google scholar. A standardized Microsoft excel spread sheet and STATA software version 16 were used for data extraction and analysis respectively. We followed the Preferred Reporting Items for Systematic reviews and Meta-Analysis to write this report. A random effect meta-analysis model was used to determine the pooled prevalence of job satisfaction. I2 was done to check heterogeneity. Egger’s test and funnel plot were conducted to detect publication bias. Subgroup analysis was also conducted. Association was expressed through pooled odd ratio with a 95% CI. Result In this review and meta-analysis, a total of 29 studies were included. The pooled prevalence of health professional’s job satisfaction was 46.17% [95% CI (43.08, 49.26)]. The heterogeneity and publication bias test results were I2 = 87.3%, P < 0.001 and Eggers’, P = 0.16. Female sex; OR: 2.20 [95% CI (1.63, 2.97)], working environment; OR: 9.50 [95% CI (6.25, 14.44)], opportunity for professional growth and development; OR: 5.53 [95% CI (1.56, 19.56)], staff relationship; OR: 3.89 [95% CI (1.65, 9.17)] and supportive supervision; OR: 5.32 [95% CI (1.77, 15.92)] were associated with health professional’s job satisfaction. Conclusion More than half of professionals were dissatisfied with their jobs. Therefore, the ministry of health and stakeholders better to design strategies to increase the level of satisfaction. Furthermore, it is better to strengthen staff relationship and making the working environment more attractive and equipped.

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Section: Introductionmentioning

confidence: 99%

Health professional’s job satisfaction and its determinants in Ethiopia: a systematic review and meta-analysis

et al. 2021

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“…, 2012 ; Warmelink et al. , 2015 ), the job satisfaction of midwives in Iran is not at a suitable level ( Hadizadeh Talasaz et al. , 2014 ; Khavayet et al.…”

Section: Introductionmentioning

confidence: 99%

Assessing midwifery services in Iran via the balanced scorecard framework

Rezaei,

SadeghzadehMaharluie,

Ebrahimi

et al. 2023

Health Policy and Planning

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This study investigates the impact of intra-organizational information, midwifes’ job satisfaction, and performance assessment on midwifes’ services quality. The questions are empirically tested with survey data obtained from 276 midwives, specialist doctors, and nurses and mothers who recently gave birth in a cross-section of Iranian public healthcare organizations. The results from a structural equation model suggest that improved performance assessment system leads to higher the midwifes’ services quality. In addition, the results indicate that midwifes’ job satisfaction and intra-organizational information increases the midwifes’ services quality, both directly and indirectly, through the mediating effect of performance assessment system. Our study contributes to the growing research exploring the interface between accounting and health issue by recognizing the importance of performance assessment system of midwifery services via balanced scorecard framework for understanding midwifes’ services quality.

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Job adjustment predictive factors of healthcare midwives in health system reform in Iran

Moradali,

Hajian,

Majd

et al. 2023

Arch Public Health

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Background Possessing sensitive and multiple responsibilities in the country's health system, particularly after the implementation of the health reform in Iran, midwives must be able to optimally perform their duties in their new job as healthcare providers. This study aimed to identify the factors that predict job adjustment for Iranian midwives working in healthcare. Methods In this cross-sectional study, 310 midwives were recruited from 209 health centers in the Iranian province of West Azerbaijan using the census method and asked to complete research questionnaires. Data were collected using job adjustment, job satisfaction, and organizational commitment scales. SPSS version 25 was used to perform ANOVA and calculate multiple linear regression coefficients for data analysis. In addition, the AMOS software was employed for path analysis and the identification of predictive variables. Results The mean age of the participants was 37.67 ± 7.1 years. Most participants (35.5%) were interested in their occupation as a midwife, and 27.1% were very interest. They had a moderate to strong tendency (76.1%) to remain in their new profession. In addition, 58.1% of participants experienced moderate job adjustment. For healthcare midwives, "desire to remain in the midwifery profession" and "organizational commitment" were significant predictors of job adjustment. "Desire to remain in the midwifery profession" directly affected midwives' job adjustment, while "interest in the new profession" had an indirect effect. Furthermore, "adequacy of income to expenses," "job satisfaction," and "organizational commitment" through the mediating role of "desire to remain in the profession" can, directly and indirectly, influence their job adjustment. Conclusion To better prepare midwives for their role as healthcare providers, organizational managers should focus their efforts and plan primarily on providing incentives to increase the longevity of staying in the profession of midwifery increase job adjustment, job satisfaction, and organizational commitment, thereby improving the quality-of-service delivery.

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Job Satisfaction and Occupational Stress in Organizational Commitment Among Midwives Working in the Maternity Wards; Mashhad, Iran, 2014

Cited by 4 publications

References 12 publications

Health professional’s job satisfaction and its determinants in Ethiopia: a systematic review and meta-analysis

Health professional’s job satisfaction and its determinants in Ethiopia: a systematic review and meta-analysis

Assessing midwifery services in Iran via the balanced scorecard framework

Job adjustment predictive factors of healthcare midwives in health system reform in Iran

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