Job satisfaction and the association with involvement in clinical activities among hospital pharmacists in Hong Kong

Lau, Wai-Man; Pang, Janet; Chui, William

doi:10.1111/j.2042-7174.2010.00085.x

Cited by 31 publications

(36 citation statements)

References 32 publications

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“…The trend that we see in the responses about global job satisfaction is as follows: the higher the position, job title, education level, prestigiousness of the place, and years of experience, the higher the level of overall job satisfaction. These findings were consistent with earlier findings that satisfaction levels varied according to the practice setting and job title due to differences in the clinical activities and work environment within the practice settings [22,23].…”

Section: Discussionsupporting

confidence: 82%

Assessment of job satisfaction among hospital pharmacists in Saudi Arabia

Balkhi¹,

Alghamdi²,

Alshehri³

et al. 2017

IOSRPHR

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Abstract:-Background: Job dissatisfaction at work has been associated with low productivity, absenteeism, high turnover, and workers reducing their hours. Little is known about job satisfaction among pharmacists in Saudi Arabia and why they are leaving their profession. This study aims to assess job satisfaction status among Saudi pharmacists working in different practice sites in Saudi Arabia and to explore factors associated with job satisfaction among pharmacists in Saudi Arabia. Method:A cross-sectional questionnaire survey of pharmacists working in government and private hospitals in Saudi Arabia.Results: A total of 122 pharmacists answered the survey, of which 42.98% were satisfied with the size of their work place and stated it was large enough to perform their job, and 47.11% were satisfied regarding having access to computer resources such as Internet and pharmaceutical references. The main factors for job satisfaction were salary, workload, work environment, training and education opportunities, promotion, and incentives. Conclusion:Job satisfaction among pharmacists is relatively low and may create economic and work force complications in Saudi Arabia. Education, training, and promotions within each premises as well as policies concerning general classification and ranking systems need to be re-evaluated to improve overall job satisfaction.

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Section: Discussionsupporting

confidence: 82%

Assessment of job satisfaction among hospital pharmacists in Saudi Arabia

Balkhi¹,

Alghamdi²,

Alshehri³

et al. 2017

IOSRPHR

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“…Another important aspect of the profession as viewed by pharmacists in this survey and around the globe is the opportunity for training or professional development . Pharmacists’ job satisfaction has been found to be dependent upon how useful or worthy they are to the organisation . However, at present, specialisation training opportunities are limited and there isn't a clearly defined career structure for pharmacists in the public healthcare sector in Malaysia.…”

Section: Discussionmentioning

confidence: 88%

“…On the other hand, pharmacists working in hospitals and health clinics may need to cope with the expanding pharmaceutical services, on‐call and extended working hours. Such workload pressure has been shown to affect the overall job satisfaction of young pharmacists at the beginning of their professional careers . The problem and effect of increasing workload in the pharmacy profession is indeed an inevitable global phenomenon.…”

Section: Discussionmentioning

confidence: 99%

“…Such workload pressure has been shown to affect the overall job satisfaction of young pharmacists at the beginning of their professional careers. [10,31,32] The problem and effect of increasing workload in the pharmacy profession is indeed an inevitable global phenomenon. Increasing support staff or reshuffling pharmacists' job posting according to the type and number of pharmacy services offered may be viable options to help alleviate workload pressure and improve job satisfaction among pharmacists.…”

Section: Discussionmentioning

confidence: 99%

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Job satisfaction, organisation commitment and retention in the public workforce: a survey among pharmacists in Malaysia

Chua

Yee²,

Sim³

et al. 2013

International Journal of Pharmacy Practice

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“…While pharmacists become increasingly important as part of the healthcare system globally, performance‐based remuneration and rewards have been identified as a major motivator in their careers . The utilization of pharmacists’ clinical knowledge and skills, flexible job descriptions and due recognition for their good work performance were also shown to have a positive impact on their job satisfaction . On the other hand, inadequate job‐related training was consistently perceived by pharmacists as one of the major challenges to their career advancement …”

Section: Introductionmentioning

confidence: 99%

Perceived motivators, training supports and challenges to career advancement among pharmacists in the Malaysian public healthcare system

Chang

Hassali

Hss

et al. 2019

International Journal of Pharmacy Practice

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Objectives To explore the perceived motivators, training supports and challenges to career advancement among fully and provisionally registered pharmacists (FRPs and PRPs) in the Malaysian public service. Methods Nine hundred and fifty‐three pharmacists in the public service of Perak State, Malaysia, were invited for participation in an online survey that was conducted in October 2018. Based on a 5‐point Likert scale, they were required to respond to 56 items, ranging from the perceived availability and importance of both motivators and training supports, the challenges to career advancement, to the awareness of the need for career planning. Their responses were subsequently dichotomized into ‘agree’/‘important’ and ‘disagree’/‘not important’. Key findings Four hundred and eighty pharmacists participated in the survey, yielding a response rate of 51.2%. More than half of them agreed with the inflexibility of working time and the absence of a performance‐based salary and promotion scheme. More than 80% of them also highly valued the training in both pharmacy‐related areas and management. Apart from inadequate training, no specialization in pharmacy as a profession and the absence of a performance‐based promotion scheme were identified as the major challenges to their career advancement. As compared with the PRPs, the FRPs had greater concern over the absence of a performance‐based salary and promotion scheme, flexible working time and periodic feedback for their work performance. Conclusions The findings indicate the inadequacy of the current system in providing recognition, training, feedback for work performance and a clear career pathway to pharmacists in the Malaysian public service, which warrants a change.

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Job satisfaction and the association with involvement in clinical activities among hospital pharmacists in Hong Kong

Cited by 31 publications

References 32 publications

Assessment of job satisfaction among hospital pharmacists in Saudi Arabia

Assessment of job satisfaction among hospital pharmacists in Saudi Arabia

Job satisfaction, organisation commitment and retention in the public workforce: a survey among pharmacists in Malaysia

Perceived motivators, training supports and challenges to career advancement among pharmacists in the Malaysian public healthcare system

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