Job Satisfaction Among Healthcare Providers in a Tertiary Care Government Medical College and Hospital in Chhattisgarh

Deshmukh, Namita; Raj, Purnima; Chide, Pratik; Borkar, Avinash; Velhal, Gajanan; Chopade, Rahul

doi:10.7759/cureus.41111

Cited by 6 publications

(2 citation statements)

References 19 publications

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“…Several studies have been found supporting such associations. For example, authors found that higher income levels were associated with increased job satisfaction [41]. Another study explored the influence of incentives on nurse satisfaction and reported a positive correlation between incentives and job performance [42].…”

Section: Discussionmentioning

confidence: 99%

Exploring the Factors behind Nurses’ Decision to Leave Clinical Practice: Revealing Causes for Leaving and Approaches for Enhanced Retention

Alanazi,

Bahari,

Alzahrani

et al. 2023

Healthcare

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Nursing turnover has emerged as an urgent concern with a substantial influence on the financial efficiency and quality of care in healthcare frameworks worldwide. This study determined important factors associated with nurses’ intentions to leave and what would bring them back. This was a cross-sectional, multisite study of nurses in three public hospitals. Convenience sampling was used to recruit 205 nurses from the selected hospitals. A questionnaire was used to measure demographic and professional background information, current job satisfaction, and the intention to leave work and return. Bivariate and multivariate analyses were run using SPSS. This study revealed that both job satisfaction (M = 47.26, SD = 11.59, range: 19–76) and intent to leave a current job (M = 14.18, SD = 4.36, range: 4–20) were reported at moderate levels. There were significant differences reported between the scores of nationality and job satisfaction (p < 0.05) and between the means of income level and intention to leave (p < 0.05). There was also a significant, negative association between satisfaction and intention to leave (r = −0.551, p < 0.05). In regression, income level (β = 0.159, p = 0.021), incentives (β = 0.186, p = 0.002), hospital type (β = 0.189, p = 0.005), and intention to leave (β = −0.454, p < 0.001) significantly influenced satisfaction. Gender (β = −0.122, p = 0.037) and nationality (β = −0.210, p = 0.007) were found to influence the intention to leave among participants significantly. In conclusion, this study indicated that job satisfaction and intention to leave are important factors affecting nurses’ enthusiasm. Incentives also had a positive impact on increasing nurses’ satisfaction levels. Future research studies should investigate what factors might lead to improved monthly salaries and provide more incentives among nurses.

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Section: Discussionmentioning

confidence: 99%

Exploring the Factors behind Nurses’ Decision to Leave Clinical Practice: Revealing Causes for Leaving and Approaches for Enhanced Retention

Alanazi,

Bahari,

Alzahrani

et al. 2023

Healthcare

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show abstract

“…4 There are 57 countries with critical shortages of healthcare providers which is equivalent to a global deficit of 2.4 million doctors, nurses and midwives and more than 4.3 million health workers overall. 5 Nurses among the healthcare staff play a crucial role in the healthcare system, but their job satisfaction remains under-researched in India. 6 Only the 'tangibles' dimension has been covered in previous study assessments which had a satisfactory internal quality level.…”

Section: Introductionmentioning

confidence: 99%

Instrument for Measuring Perception of Healthcare Service Providers: Development and Validation

Kaur

2023

CHCMJ

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Introduction:The accessibility to healthcare services is an absolute necessity today. The purpose of this article is to create and validate an instrument for measuring healthcare service providers' perception which analyses their level of satisfaction with existing healthcare services' availability, infrastructure, burden, efficiency of the instruments, and work environment. Method:The items were generated from a previous literature review and were also self-generated by the authors. Content and face validation were also done by a panel of experts to add/ delete/ modify items or constructs in the instrument. Statements for the constructs, i.e. Registration, Diagnosis, Emergency services, Infrastructure, and Government policies, were presented on a five-point scale.Results: The instrument's face validity and content validity met the necessary criteria. Region-specific suggestions were taken from the healthcare service providers which would be a significant factor in improving the healthcare system of the state. It was further developed and validated in the native language, Punjabi. Conclusion:The development of this instrument is the first of its kind to the best of the authors' knowledge and it consists of all aspects contributing to the perception of the doctors and nurses about the healthcare institutions. This instrument would be helpful in determining the perception of healthcare service providers, i.e., doctors and nursing staff from different regional areas regarding the healthcare services and infrastructure availability of the health institutions.

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Employment Opportunities, Latency, and Satisfaction among KAUFD Graduates

Farag,

Al-Dehlawi,

Hafiz

et al. 2024

TODENTJ

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Introduction With the expansion in dental education in the Kingdom of Saudi Arabia and the increased number of graduating dentists, the current marketplace has become less accommodating, leaving several dental graduates unemployed. Objectives This study aimed to estimate the latency of getting the first job among graduates of King AbdulAziz University Faculty of Dentistry (KAUFD) and to assess the factors that may influence the latency of getting the first job, to evaluate the financial and professional satisfaction of the first job, and to determine the sectors that provide the highest number of employment opportunities. Methods A 20-item self-administered questionnaire was developed, and face validity was confirmed. The questionnaire was populated using Google Survey Forms® and distributed between December 2022 and January 2023 to all dentists who graduated from KAUFD in 2019, 2020, and 2021. Results A total of 100 respondents undertook the questionnaire, of which 55% were females. The majority of respondents were in the age range of 25 to 27 years old. Fifty-six percent of the respondents managed to secure their first job by the time this questionnaire was undertaken and 42% reported getting their jobs within the first year after graduation. There was no influence of gender, graduation Grade Point Average (GPA), and Saudi Dental License Exam (SDLE) scores on job opportunities (p= 0.21, 0.418, and 0.606, respectively) or latency for getting the first job (p=0.654, p=0.745, and 0.374, respectively). Almost half of the job opportunities were provided by the private sector. Of the respondents, 46% reported a lack of financial satisfaction, while 37% reported a lack of professional satisfaction. Conclusion A significant number of new KAUFD graduates are encountering difficulties in getting their first job. Only half of the graduates managed to secure a job within the first year after graduation. Age, GPA, and SDLE scores had no influence on job opportunities. Capitalization of the private sector/enterprises is the future direction. Further studies are needed from other dental institutions.

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Job Satisfaction Among Healthcare Providers in a Tertiary Care Government Medical College and Hospital in Chhattisgarh

Cited by 6 publications

References 19 publications

Exploring the Factors behind Nurses’ Decision to Leave Clinical Practice: Revealing Causes for Leaving and Approaches for Enhanced Retention

Exploring the Factors behind Nurses’ Decision to Leave Clinical Practice: Revealing Causes for Leaving and Approaches for Enhanced Retention

Instrument for Measuring Perception of Healthcare Service Providers: Development and Validation

Employment Opportunities, Latency, and Satisfaction among KAUFD Graduates

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