Relationship between job satisfaction and performance of primary care physicians after the family physician reform of east Azerbaijan province in Northwest Iran

Jabbari, Hossein; Pezeshki, Mohammad Zakaria; Naghavi-Behzad, Mohammad; Asghari, Mohammad Hossein; Bakhshian, Fariba

doi:10.4103/0019-557x.146284

Cited by 21 publications

(14 citation statements)

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“…As in other studies, females were found to be more satisfied than their male colleagues [19, 26, 27]. Male dominated societies, like India, dictate women to be in a more subservient position, may be the reason for this observation.…”

Section: Discussionsupporting

confidence: 74%

Job satisfaction among doctors of a tertiary care hospital of eastern India

Bhattacherjee

Ray

Roy

et al. 2016

Nepal J Epidemiology

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Background: Job satisfaction expresses the extent of congruence between an individualâ€™s expectation of the job and the reward that the job provides.Job satisfaction among doctors is an issue that is of utmost importance because offactors like patient relationships and time pressures associated with managed care. The current study was done to determine the level of job satisfaction in doctors posted in a tertiary care hospital of eastern India and to find out the factors associated with it. Materials and Methods: A descriptive cross sectional study was conducted among 255 doctors posted in a tertiary care hospital of eastern India. Data werecollected using a self-reported questionnaire consisting of 49 items addressing the seven domains of job satisfaction, where higher values indicated higher level of satisfaction. The average scores of items were computed to construct factor scores for each individual. Two stage cluster analysis was performed to get the proportion of satisfied doctors and binary logistic regression was used for comparison of predictors of job satisfaction. Results: The proportion of job satisfaction was found to be 59.6% and the most important factor was found to be working space. On adjustment, the odds of being satisfied were found to be higher in the older age groups, among males, doctors posted in preclinical or paraclinical departments and those staying in present setting for 5 years or more. Conclusion: More than half of the doctors were found to be satisfied with their job which can help the policy makers to make necessary strategies to increase the level of satisfaction of the employees. .

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Section: Discussionsupporting

confidence: 74%

Job satisfaction among doctors of a tertiary care hospital of eastern India

Bhattacherjee

Ray

Roy

et al. 2016

Nepal J Epidemiology

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“…Shortage of medicines is a source of annoyance and anger among patients which in turn can affect physicians' motivation. Evidence suggests that health workers perform better 45 when essential commodities and equipment are availed to them. This is because a completely equipped health facility and staff is necessary for comprehensive service delivery and patient care in healthcare setting.…”

Section: Discussionmentioning

confidence: 99%

Motivation and Retention of Physicians in Primary Healthcare Facilities: A Qualitative Study From Abbottabad, Pakistan

Shah

Zaidi

Ahmed

et al. 2016

Int J Health Policy Manag

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Background: Workforce motivation and retention is important for the functionality and quality of service delivery in health systems of developing countries. Despite huge primary healthcare (PHC) infrastructure, Pakistan's health indicators are not impressive; mainly because of under-utilization of facilities and low patient satisfaction. One of the major underlying issues is staff absenteeism. The study aimed to identify factors affecting retention and motivation of doctors working in PHC facilities of Pakistan. Methods: An exploratory study was conducted in a rural district in Khyber Puktunkhwa (KP) province, in Pakistan. A conceptual framework was developed comprising of three organizational, individual, and external environmental factors. Qualitative research methods comprising of semi-structured interviews with doctors working in basic health units (BHUs) and in-depth interviews with district and provincial government health managers were used. Document review of postings, rules of business and policy actions was also conducted. Triangulation of findings was carried out to arrive at the final synthesis. Results: Inadequate remuneration, unreasonable facilities at residence, poor work environment, political interference, inadequate supplies and medical facilities contributed to lack of motivation among both male and female doctors. The physicians accepted government jobs in BHUs with a belief that these jobs were more secure, with convenient working hours. Male physicians seemed to be more motivated because they faced less challenges than their female counterparts in BHUs especially during relocations. Overall, the organizational factors emerged as the most significant whereby human resource policy, career growth structure, performance appraisal and monetary benefits played an important role. Gender and marital status of female doctors was regarded as most important individual factor affecting retention and motivation of female doctors in BHUs. Conclusion: Inadequate remuneration, unreasonable facilities at residence, poor work environment, political interference, inadequate supplies, and medical facilities contributed to lack of motivation in physicians in our study. Our study advocates that by addressing the retention and motivation challenges, service delivery can be made more responsive to the patients and communities in Pakistan and other similar settings.

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“…The number of moderately satisfied, satisfied, and very satisfied physicians and dentists and sample sizes were pooled, resulting in an overall weighted percentage of 60% (95% CI 53%-67%), representing 14 113 physicians and dentists with substantial heterogeneity (I 2 = 98.21%; P < .001) ( Figure 4A). 46,47,52,53,55,58,59,81,[103][104][105][106][107][108][109][110][111][112][113][114][115][116][117][118] Palmer-Morales et al, 40,41 2005 He et al, 87 Esquivel-Molina et al, 45 2007 Huri et al, 93 2016 Salem et al, 92 2018 Beltrán et al, 44 2004 Montenegro et al, 42 insufficient number of studies within each group. This concern was supported by a metaregression of dichotomous data, which suggested that job satisfaction levels did not differ significantly across countries with different income levels, but it was significantly higher among dermatologists (regression coefficient, 0.45; 95% CI, 0.13-0.89; P = .045) compared with other specialties (eAppendix 5 in the Supplement).…”

Section: Studies Were Published Between 1982 and 2018 Primarily Inmentioning

confidence: 99%

Indicators Associated With Job Morale Among Physicians and Dentists in Low-Income and Middle-Income Countries

et al. 2020

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Relationship between job satisfaction and performance of primary care physicians after the family physician reform of east Azerbaijan province in Northwest Iran

Abstract: The low scores of family physicians in performance and job satisfaction are obvious indications for more extensive research in identifying causes and finding mechanisms to improve the situation, especially in payment methods and work condition, in existing health system.

Cited by 21 publications

References 1 publication

Job satisfaction among doctors of a tertiary care hospital of eastern India

Job satisfaction among doctors of a tertiary care hospital of eastern India

Motivation and Retention of Physicians in Primary Healthcare Facilities: A Qualitative Study From Abbottabad, Pakistan

Indicators Associated With Job Morale Among Physicians and Dentists in Low-Income and Middle-Income Countries

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