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

Chua, Gin Nie; Yee, Lai Jiuan; Sim, Bee Ai; Tan, Keat; Sin, Ng Khai; Shafie, Asrul Akmal; Ooi, Guat See

doi:10.1111/ijpp.12077

Cited by 29 publications

(77 citation statements)

References 28 publications

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“…The mean job satisfaction score among community pharmacists in the present study was above the midpoint of the scale, suggesting that most pharmacists appeared to have at least a moderate level of job satisfaction. This is comparable to the findings of a previous study in Malaysia of pharmacists working in the public sector . In addition, studies conducted among community pharmacists in other countries, such as Portugal, the UK and US, have found that the level of job satisfaction of community pharmacists is above the scale midpoint …”

Section: Discussionsupporting

confidence: 87%

“…Job satisfaction reflects a person's emotional well‐being and affects the behaviour of a person, which could, in turn, affect the functioning of an organisation . For pharmacists, job satisfaction has been found to reduce dispensing errors, reduce intention to leave the profession, improve organisational commitment and improve patient outcomes …”

Section: Introductionmentioning

confidence: 94%

“…However, there have been limited studies published regarding job satisfaction and job stress among community pharmacists in Malaysia. Recent studies have mostly focused on pharmacists in the public sector only . A study conducted in 2004 found that most pharmacists in Malaysia appeared to have moderate job satisfaction that was affected by income, age and job position .…”

Section: Introductionmentioning

confidence: 99%

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Job satisfaction and stress levels among community pharmacists in Malaysia

Teong

Paraidathathu

et al. 2019

Pharmacy Practice and Res

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Background Community pharmacists have an important role in ensuring safe and effective use of medicines. However, poor job satisfaction and high stress levels may negatively affect job performance. Aim This study evaluated job satisfaction and job stress levels, and associated factors, among community pharmacists in Klang Valley, Malaysia. Methods A cross‐sectional survey was conducted to assess job satisfaction and stress among community pharmacists. A sample of 286 respondents was selected using stratified‐random clustered sampling. Levels of and factors affecting job satisfaction and stress, as reported by community pharmacists, were analysed. Results There was a moderate level of job satisfaction among pharmacists (mean (±SD) score 3.39 ± 0.42; range 1–5). Job characteristics that provided the highest satisfaction were work environment and interpersonal relationships with coworkers. Stress levels among pharmacists were below the scale mid‐point (mean (±SD) score 1.86 ± 0.44; range 1–4). Responsibility for patient care was perceived to contribute most to job stress. Ethnicity (p = 0.026) and average number of prescriptions filled daily (p = 0.016) significantly affected job satisfaction, whereas job stress was significantly affected by age (p < 0.001), years of experience (p = 0.003) and number of working hours/week (p = 0.003). Conclusions This study demonstrates the effects of various demographic and job‐related variables on community pharmacists’ job satisfaction and stress. Further research is required to gain a better understanding of factors affecting job satisfaction and stress among pharmacists across Malaysia, and their effects on professional practice and patient care.

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Section: Discussionsupporting

confidence: 87%

Section: Introductionmentioning

confidence: 94%

Section: Introductionmentioning

confidence: 99%

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Job satisfaction and stress levels among community pharmacists in Malaysia

Teong

Paraidathathu

et al. 2019

Pharmacy Practice and Res

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“…It typically arises from intrinsic conditions of a job itself, including recognition, achievement and personal growth . Dissatisfaction resulting from a low level of motivation and the failure in overcoming the challenges to career advancement would eventually lead to a poor work performance and a high staff turnover rate . It is also believed that institutional supports, especially in terms of providing job‐related training, are essential to enhance the work performance of staff …”

Section: Introductionmentioning

confidence: 99%

“…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 .…”

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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What makes employees want to stay? A study in the Malaysian manufacturing sector

Subramaniam¹,

Choo²,

Johari³

2019

Glob Bus Org Exc

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An organization's employee retention rate can signal a source of competitive advantage or risk. Yet, many of the factors that can affect retention rates have not been adequately studied, particularly in sectors where competition for highly qualified employees is fierce, such as the Malaysian manufacturing industry. To assess the impact of three categories of organizational initiatives—performance management, rewards and recognition, and hiring and promotion practices—on employee retention in Malaysia, researchers polled 130 employees in a semiconductor manufacturing facility. They also examined the moderating role of work environment and job design. Using a structural equation approach to analyze several hypothesized relationships, the researchers found that performance management, as well as rewards and recognition, had a significant impact on employees' willingness to remain with their employer, and that work environment and job design significantly moderated the relationship between hiring and promotion and employee retention. Employers that wish to improve their employee retention rate can begin by strengthening human resources practices that foster employee engagement and commitment.

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

Abstract: The findings from this study provide stakeholders with evidence on factors and issues affecting pharmacists’ job satisfaction and commitment in the public workforce as well as the likely turnover rate with an early cohort of pharmacists affected by the compulsory service.

Cited by 29 publications

References 28 publications

Job satisfaction and stress levels among community pharmacists in Malaysia

Job satisfaction and stress levels among community pharmacists in Malaysia

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

What makes employees want to stay? A study in the Malaysian manufacturing sector

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