Job Satisfaction Among Health Staffs in An Lao District Hospital
This study explores the job satisfaction levels and determining factors among health staff working in An Lao District Hospital, Hai Phong, Vietnam. The research aims to improve understanding of the impact of job satisfaction on staff performance and patient care quality. Key findings highlight the need for enhancing employee satisfaction to address challenges in human resource retention and patient satisfaction in the healthcare setting.
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Presentation Transcript
Job Satisfaction and Its Determinants Among Health Staffs in An Lao District Hospital, Hai Phong Tran Thi Thuy Ha Haiphong University of Medecine and Pharmacy, Viet Nam
OUTLINE 1. Background 2. Introduction 3. Results 4. Recommendations
1. Background Human power is the backbone of the provision for quality health care for the population. The high level of staff satisfaction earns great benefits including higher worker force retention and patient satisfaction. Job satisfaction is the level of contentment employees feel toward their work, which can affect their performance.
Key points of previous results : A systematic research was conducted to review statistics on the satisfaction of medical workers in Vietnam from 2000 to 2014. Most of the results indicated that medical workers were at medium level of job satisfaction. The cottage/district hospital in Vietnam is currently facing with difficulties in recruitment and retention of human resources as well as improvement of the patient satisfaction. Recently, the hospitals have been investigating to improve the employee s satisfaction for higher patient s satisfaction.
2. Research introduction Location: An Lao District is a rural area of Hai Phong City. An Lao Hospital is a second-ranked general hospital with 200 beds and over 200 staffs. Time: January-March 2016 Objectives: This study was conducted to determine the level of and factors affecting job satisfaction of medical staff working in Clinical and Paraclinical Departments of An Lao Hospital, Haiphong in 2016.
Research design Clinical Departments Direct medical staffs (n=157) Objects Paraclinical Departments Cross- sectional descriptive study Personal characteristics object of study Relative factors Questionaire Characteristics of the job satisfaction (53 questions) Likert scale: 1-dissatisfied 2-unsatisfied 3-normal 4-satisfied 5-very satisfied Organizational factors (29q) Occupational factors (24 qs) 4 subsections 5 subsections Each subsection was considered satisfying when GPA greater than or equal to 4 points
Data analysis After the data was collected, it was entered into a computer and analyzed by using SPSS version 19.0 windows statistical software. Chi-square tests were made to evaluate association of different variables with job satisfaction, and P-value < 0.05, at 95% CI was taken as a cut-off point for statistical significance.
3. Results Table 1. General information on the objects of study Description n=157 34 123 77 54 14 12 25 81 15 137 20 56 101 58 47 131 26 40 51 Proportion (%) 21,7 78,3 49,1 39,4 8,9 7,6 15,9 51,6 32,5 87,3 12,7 64,3 35,7 70,1 29,9 83,4 16,6 67,5 32,5 Male Female < 30 30 - 39 40 - 49 > 50 BA., DR. Nurses Others Clinical Para-clinical Regular staff Temporary staff 10 years > 10 years Employees Management < 5 5 Gender Age Professionalism Work content Types of employment Working duration Level Average monthly income (mil VND)
3. Results Table 2. Average score of each subsection GPA Subsection Clinical 4,29 4,37 Paraclinical 4,32 4,49 p Job content Relationship with superiors >0,05 >0,05 Relationship with colleagues 4,40 4,58 >0,05 Advancement of professionalism 4,35 4,56 <0,05 Policy Salary and incentives Training and career development Working condition Management mechanism Overall 4,25 4,17 4,30 4,12 4,26 4,28 4,51 4,34 4,61 4,32 4,59 4,48 < 0,05 > 0,05 < 0,05 < 0,05 < 0,05 < 0,05
Satisfied Unsatisfed 70.1 29.9 Job content 78.3 21.7 Relationship with superiors 82.2 17.8 Relationship with colleagues 80.3 19.7 Advancement of professionalism 67.5 32.5 Policy 65.6 34.4 Salary and incentives 78.3 21.7 Training and career development 66.2 33.8 Working condition 75.2 24.8 Management mechanism Figure 1. Ratio of satisfaction by criteria (n=157)
Satified Unsatisfied 29.9 34.4 70.1 65.6 Occupational factors Organizational factors Figure 2. Overall satisfaction rate of Occupational factors and organizational factors (n=157)
Satisfied Unsatisfied 37% 63% Figure 3. Overall satisfaction ratio for all criteria (n=157)
3. Results Table 3. Relation between the general job satisfaction and the demographic factors OR 95%CI Unsatisfied Satisfied Factors p Male Female < 30 40 49 BA.,DR. 17 34 12 10 13 34 34 17 89 42 4 12 83 39 2,63 Gender p<0,05 1,20-5,75 0,20 Age p<0,05 0,59-0,71 2,64 Professionalism p<0,05 Nurses, technician Regular staff Temporary staff 1,09-6,38 3,44 Types of employment p<0,05 17 57 1.7-6.94 < 5 mil VND >5 mil VND 37 89 0,26 Income p<0,05 14 17 0.09-0.76
3. Results Table 4. Multivariate analysis Variable n = 157 OR 95% CI p Gender: Male Female 1 2,36 1 2,02 1 0,41 1 0,96 1 1,05 1,04 - 5,36 0,041 Others 40 49 Professionalism: Others Age: 0,54 - 7,53 0,293 BA, Dr. 0,15 - 1,16 0,093 Employement: Regular staff Temporary staff Income: others >5mil VND 0,45 - 2,03 0,906 0,45 - 2,47 0,911
Conclusions Overall satisfaction ratio of medical staff of An Lao Hospital is 63,1%. The factor of relationship with colleagues get the highest level of satisfaction (82,2%); while the factor of salary and incentives get the lowest score (65,6%). The satisfaction towards the work is affected by several factors including gender, age, professionalism, job content and income, but the real factors that affect the job satisfaction is gender
4. Recommendations The research result indicates that the satisfaction of medical staff at An Lao hospital towards their job is at average level. The leaders should investigate to improve the satisfaction of the medical staff for greater satisfaction of the patient.
