IntroductionCompensation management and job satisfaction over the years have been issues of concern to both employers and employees in various organizations globally. The vital role the health sector plays in the global economy has made these concerns become debatable as health is wealth. The health sector to a large extent utilizes human labour for the discharge of its services to patients and the general public, however; inadequate compensation in terms of basic pay, fringe benefits and recognition are some of the reasons responsible for employees' dissatisfaction on the job. It has been observed thatin the public health sectors, there have been evidences of persistent low-productivity, low morale, high rate of strikes and protests, lateness to work, absenteeism, massive turnover and turnover intentions which has affected its overall effectiveness.Aiken, Sermeus, and Heede (2012) reported that in European countries like Greece, Ireland, Spain and Germany, job dissatisfaction was high among health workers with the rate of 56%, 42%, 38% and 37% respectively. Job dissatisfaction among health-workers in these countries has affected their commitment level and conscientiousness in extra-role behaviour leading into intention to leave the organization, absenteeism and sabotage (De Gleter, Hofsman, &