Predictors of job satisfaction among nurses working in Ethiopian public hospitals, 2014: institution-based cross-sectional study

Semachew, Ayele; Belachew, Tefera; Tesfaye, Temamen; Adinew, Yohannes Mehretie

doi:10.1186/s12960-017-0204-5

Cited by 92 publications

(139 citation statements)

References 22 publications

(19 reference statements)

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“…Notwithstanding its high perception, interactional justice was limited by reduced information sharing with, and lack of respect for subordinates, by supervisors among all professional sub-groups. Our findings support the evidence that health managers tend to be unsupportive, lack respect for junior staff and provide negative feedbacks during supervision [2,4,[18][19][20][21][23][24][25][26][27]. The study further revealed that nurses and AHPs had significantly lower perception of interactional justice than doctors, which contrasts insignificant differences in interactional justice between doctors and non-doctors found in a previous Nigerian study [11].…”

Section: Discussionsupporting

confidence: 87%

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Perceptions and predictors of organizational justice among healthcare professionals in academic hospitals in South-Eastern Nigeria

Ghasi

Ogbuabor

Onodugo

2020

BMC Health Serv Res

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Background: Research on organizational justice in hospitals in African countries are limited despite being important for workforce performance and hospital operational efficiency. This paper investigated perceptions and predictors of organizational justice among health professionals in academic hospitals in South-east Nigeria. Methods:The study was conducted in two teaching hospitals in Enugu State, South-east Nigeria using mixedmethods design. Randomly sampled 360 health professionals (doctors = 105, nurses = 200 and allied health professionals, AHPs = 55) completed an organizational justice scale. Additionally, semi-structured, in-depth interview with purposively selected 18 health professionals were conducted. Univariate and bivariate statistics and multivariable linear regression were used to analyze quantitative data. Statistical significance was set at alpha 0.05 level. Qualitative data were analyzed thematically using NVivo 11 software.Results: The findings revealed moderate to high perception of different dimensions of organizational justice. Doctors showed the highest perception, whereas AHPs had the least perception. Among doctors, age and education predicted distributive justice (adjusted R 2 = 22%); hospital ownership and education predicted procedural justice (adjusted R 2 = 17%); and hospital ownership predicted interactional justice (adjusted R 2 = 42%). Among nurses, age, gender and marital status predicted distributive justice (adjusted R 2 = 41%); hospital ownership, age and gender predicted procedural justice (adjusted R 2 = 28%); and hospital ownership, age, marital status and tenure predicted interactional justice (R 2 = 35%). Among AHPs, marital status predicted distributive justice (adjusted R 2 = 5%), while hospital ownership and tenure predicted interactional justice (adjusted R 2 = 15%). Qualitative findings indicate that nurses and AHPs perceive as unfair, differences in pay, access to hospital resources, training, work schedule, participation in decision-making and enforcement of policies between doctors and other health professionals due to medical dominance. Overall, supervisors have a culture of limited information sharing with, and disrespectful treatment of, their junior colleagues.(Continued on next page)

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Section: Discussionsupporting

confidence: 87%

“…Doctors lacked respect for other health professional [16]. Health managers tend to be authoritarian, unsupportive, overuse behavioral control, lack respect for junior staff and provide negative feedbacks during supervision [2,4,[18][19][20][21][23][24][25][26][27].…”

Section: (Continued From Previous Page)mentioning

confidence: 99%

Perceptions and predictors of organizational justice among healthcare professionals in academic hospitals in South-Eastern Nigeria

Ghasi

Ogbuabor

Onodugo

2020

BMC Health Serv Res

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“…Nurses, as the largest and most important members of health care organizations, have an important role in promoting health community [14]. Nurses' job satisfaction is a phenomenon that is affected by many variables [15]. Several factors such as support of managers, communication with colleagues, the nature of the job, job security, and the amount of salary and benefits have impact on the job satisfaction of nurses [16].…”

Section: Introductionmentioning

confidence: 99%

Comparing Job Satisfaction of Prehospital and Hospital Emergency Nurses in Mashhad, Iran

Basabr¹,

Khankeh²,

Dalvandi³

et al. 2018

Health Emerg. Disast.

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Background: Job satisfaction and its effective factors are important issue in productivity improvement. The main purpose of this study is to determine the job satisfaction of nurses in pre-hospital and hospital emergency rooms of Mashhad health system. Materials and Methods:The present study was descriptive-analytic with cross-sectional design carried out on nurses working in 168 pre-hospital emergency bases and 12 emergency departments of public hospitals of Mashhad affiliated to Mashhad University of Medical Sciences in 2017. A total of 232 nurses working in pre-hospital and hospital emergency units were selected and studied. A reliable and valid questionnaire including personal and professional information was used for collecting data based on the standardized Brayfield and Ruth Job Satisfaction test. Data analysis was performed by 1-sample t test, 1-way t test, two Independent samples, and linear regression analysis in SPSS V. 18. Results:A total of 232 nurses answered to questionnaires. The average quality level of job satisfaction based on Brayfield and Ruth test was 62.6% in pre-hospital emergency nurses and 62.4% in nurses of emergency hospital. It was also found that the variables of age, gender, educational level, service record, working hours, income level and marital status were significant determinants of job satisfaction, so that these variables were altogether explain about 30%(F=13.5, P<0.001) of job satisfaction. Conclusion:Based on the findings of this study, nurses' workplace is not associated with their job satisfaction. Also, job satisfaction is affected by many demographic variables, which change due to time and place and social conditions.

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“…Nurses, who provide direct health care are the largest health care cadre in the health care system [1][2][3]. But, the global shortage of nurse and its negative impact on health care is reaching a critical level and many nurses continue to voluntarily leave their workplaces and profession before the normal age of retirement [4,5].…”

Section: Introductionmentioning

confidence: 99%

“…Their job satisfaction and retention to remain employed determines the quality of the care they provided. Job satisfaction is referred as all the feelings that an individual has about his/her job or the positive feeling individuals have about their jobs, their career and for whom they work [2,[6][7][8][9][10]. Job satisfaction is not just the money or the fringe benefits, but the feelings employees receive from the work itself [11,12].…”

Section: Introductionmentioning

confidence: 99%

The paradox on declining job satisfaction trend with the intention to remain employed in the nursing profession in the Ethiopian nursing workforce. Systematic review and meta-analysis

Kassahun¹,

Ewunitie²

2020

Preprint

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Background: High attrition rates, low job satisfaction and motivation are great concern that pose major challenges for nurses in Ethiopia where it has unfavorable influences on the nursing system and the quality of nursing care. But, different authors reported inconsistent findings about the proportion of job satisfaction and intention to remain employed. In addition; the trends and national pooled estimate of proportion of job satisfaction and intention to remain employed in nursing profession is no assessed. Therefore; the aim of this systemic review and meta-analysis is to show the trends, and estimate the national pooled proportion of job satisfaction and intention to remain employed in nursing profession in Ethiopia. Methods: Major databases; PubMed, Medline and African Journals Online were included in the review. Grey literatures like Web of Science, Google scholar and repository online library in universities in Ethiopian were searched. Joanna Briggs Institute Meta-Analysis of Statistics Assessment and Review Instrument was used for critical appraisal. The meta-analysis was conducted using STATA-11. Descriptive information of studies was presented in narrative form and quantitative results were presented in forest plots. The Cochran Q test and I 2 test statistics were used to survey heterogeneity among studies. The pooled estimate prevalence with 95% confidence intervals were computed. Results: A total seven and five studies were included to estimate job satisfaction and intention to be employed respectively. The proportion of job satisfaction is declining from 2014 (59.6%) to 2019 (48%) while the proportion of intention to remain employed in nursing profession is increasing from 2014 (39%) to 2017 (86.7%). The overall national pooled proportion of job satisfaction among nurses was 54.96 % (95% CI: 48.83%, 61%) while the intention to remain employed in nursing profession was 54.94 % (95% CI: 36.44%, 73.45%). Conclusions: There is declining of job satisfaction and increasing of intention to remain employed trends across publication years. But, the national pooled proportion of job satisfaction and intention to remain employed are low. Interventions aiming to increases the job satisfaction and intention to remain employed is important. Keywords: Job satisfaction, Intention to remain employed, Nurses, Ethiopia.

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Predictors of job satisfaction among nurses working in Ethiopian public hospitals, 2014: institution-based cross-sectional study

Cited by 92 publications

References 22 publications

Perceptions and predictors of organizational justice among healthcare professionals in academic hospitals in South-Eastern Nigeria

Perceptions and predictors of organizational justice among healthcare professionals in academic hospitals in South-Eastern Nigeria

Comparing Job Satisfaction of Prehospital and Hospital Emergency Nurses in Mashhad, Iran

The paradox on declining job satisfaction trend with the intention to remain employed in the nursing profession in the Ethiopian nursing workforce. Systematic review and meta-analysis

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