Job Satisfaction and Associated Factors among Anesthetists Working in Amhara National Regional State, Northwest Ethiopia, May 2017: A Multicenter Cross-Sectional Study

Abstract

Background Job satisfaction is an important determinant of health staff's motivation, retention, and performance. Difficulties in critical decision-making and problems with lack of respect and recognition lead to lower job satisfaction level among anesthetists. It leads to high turnover intention, dropout from the profession, burnout, impaired health status of anesthetists, and lower work performance. Objective The aim of this multicenter cross-sectional study was to assess the level of job satisfaction and associated factors among anesthetists working in Amhara National Regional State. Methods A multicenter cross-sectional study was conducted from April 1 to June 30, 2017. Ninety-eight anesthetists that were working in Amhara National Regional State Hospitals were involved in this study. The structured questionnaire was scored on five-point Likert scales. Data were analyzed using Statistical Package for Social Sciences version 20. Binary logistic regression was used to measure statistical significance between dependent and each independent variable. Variables with P value of ≤0.2 on crude analysis were taken into multivariate analysis, and P value 0.05 and 95% CI was used as cut off point. Result 98 out of 104 participants were involved in this study with a response rate of 94.3%. The overall level of job satisfaction was 46.9%. Anesthetists in academic working position were satisfied with the odds of about 2.3 (AOR = 2.269; CI = 1.137–6.740) compared to those in clinical working position. Anesthetists were least satisfied with coworker relationships (37.8%), work schedule (43.9%), professional opportunity (46.9%), and recognition (49%) while they were most satisfied from their control of responsibility (59.2%), social interaction (55%), and salary and benefits (51%). Conclusion and Recommendation Job satisfaction of anesthetists was low, and we suggest that facilitation of professional development, creation of smooth relationship in working environment, increasing the number of anesthetists, and recognition of the anesthesia professional are of paramount importance to increase job satisfaction of anesthetists.

Job Satisfaction and Associated Factors among Health Professionals Working at Public and Private Hospitals in Bahir Dar City, Northwest Ethiopia: A Comparative Cross-Sectional Study

“…In this study, the magnitude of overall job satisfaction was comparable with previous studies conducted among health professionals in Ethiopia, at Addis Ababa 52.9% [ 17 ], East Gojjam zone (54.2%) [ 16 ], and northwest Ethiopia (46.9%) [ 20 ]. But this finding was lower than those of studies conducted in Jimma University Specialized Hospital 60.3% [ 19 ], Nepal (76%) [ 12 ], and Nigeria (90.4%) [ 14 ].…”

“…On the other hand, it was lower than a study conducted in Nigeria (90.4%) [ 14 ]. However, it is higher than studies done in Ethiopia [ 11 , 17 , 19 , 20 ]. Possible reasons for this variation might be the differences in infrastructure in the health institutions, study area differences, and the tools used to measure the outcome variable that might affect job satisfaction.…”

Health Professionals Job Satisfaction and Associated Factors in Ethiopia: A Systematic Review and Meta-analysis

“…All studies included in this systematic review and metaanalysis were cross-sectional studies 2,12,13,[15][16][17][18][19][20][21][22][23][24][25][26][27][28][29][30][31][32][33][34][41][42][43][44][45][46][47][48][49][50][51][52] The included studies were published between 2011 and 2020. Among the studies included in this systematic review and meta-analysis, nine were conducted at the national level, 10 in the Oromia region, six in the Amhara region, four studies in Addis Ababa, three in the Harari region, one study in Tigray, and one in Southern Nations and Peoples Region (SNNPR).…”

“…Some of the possible factors were as follows: personal characteristics of leaders, managerial competencies of leaders, 14 working environment, job description and time pressure, 8 work environments, poor fringe benefits, dignity, the responsibility given at workplace and time pressure, 9 responsibility, opportunity to develop, staff relations and patient care, 10 opportunity to develop, responsibility, patient care and staff relations. 11 Besides, security in work environment, [15][16][17][18][19] coworkers relationship, 15,17,20,21 positive supervisor relationship, 15,17,19,22 having autonomy, 15,23 organizational commitment, 15,17 promotion opportunity, [15][16][17]23 being female, 22,24,25 marital status, 12,19,22 having bachelor of science, 22,[26][27][28] workload, 22,28 being male, 29,30 service year, 31,32 recognition at work, 16,17,33 salary, …”

Unique expatriate factors associated with job dissatisfaction among nurses

“…Nurses are in a unique position to manage and improve coordination across healthcare departments as well as propose new health policies (Arabi et al 2014). Improving nurses’ job satisfaction ultimately increases quality of care, improves patient health, and protects patient safety (Wang et al 2017; Yilkal Fentie et al 2018).…”