Professional satisfaction of family physicians working in primary healthcare centers: A comparison of two Saudi regions

Bawakid, Khalid; Rashid, Ola Abdul; Mandoura, Najlaa; Shah, Hassan Bin Usman; Mugharbel, Kholood M

doi:10.4103/jfmpc.jfmpc_6_18

Cited by 8 publications

(3 citation statements)

References 19 publications

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“…In a study comparing the factors associated with occupational satisfaction/dissatisfaction among family physicians in two regions affiliated with the Ministry of Health, it was shown that 84% and 78% of family medicine participants were satisfied and that most of them were willing to choose the same speciality another time if given a chance. 19 In this study, general job satisfaction, internal job satisfaction and external job satisfaction were found to be moderate by the literature, and internal job satisfaction was higher than external job satisfaction. Professional self-esteem reflects an individual's professional self-understanding, self-esteem, and behavioural orientations, including knowledge, skills, flexibility, leadership, communication ability, and satisfaction with their profession.…”

Section: Discussionsupporting

confidence: 49%

The Factors Affecting the Level of Job Satisfaction of Family Physicians and their Relationship with Professional Self-Esteem

NAZLIGÜL,

AYRALER

2023

Online Türk Sağlık Bilimleri Dergisi

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Objective: The study aimed to investigate the relationship between job satisfaction and professional self-esteem levels of family medicine practitioners working in Family Health Center. Materials and Methods: Between April 2021 and April 2022, 128 family physicians who volunteered from 155 family physicians working in family health centres in Giresun province were included in the study. The socio-demographic descriptive form, the Minnesota Job Satisfaction and Occupational Self-Esteem Scales were administered face-to-face and online (via WhatsApp groups and e-mail communities). Results: There was no significant relationship between job satisfaction and its sub-dimensions with age, gender, marital status, specialisation status, physical conditions of the Family Health Center, total years of practice and years of training in family medicine (p>0.05). The mean level of occupational self-esteem was 112.48. It was found to be significantly positively correlated with age, total years of practice, years of family medicine practice and average number of patients seen (p=0.05, p=0.004, p=0.004, p=0.004, p=0.009, respectively). Conclusion: Professional self-esteem levels increase as professional age, total years of profession, and total years of working in family medicine increase.

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Section: Discussionsupporting

confidence: 49%

The Factors Affecting the Level of Job Satisfaction of Family Physicians and their Relationship with Professional Self-Esteem

NAZLIGÜL,

AYRALER

2023

Online Türk Sağlık Bilimleri Dergisi

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“…The factors significantly associated with professional dissatisfaction included the physicians having an opinion that they were not respected by community members and their own perception of being inferior to other specialties. 28 A study from Pakistan conducted on hospital doctors revealed that only 35% had well-above-average or outstanding job satisfaction. The factors associated with lack of satisfaction with job included younger age, lower income, fewer number of years in service and a lack of postgraduate qualification.…”

Section: Discussionmentioning

confidence: 99%

Determinants of Physicians’ Job Satisfaction

Burney¹,

Sabei

AL-Rawajfah

et al. 2022

Sultan Qaboos Univ Med J

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Objectives: Physician satisfaction with their job can lead to a better quality of care, fewer chances of making errors, and better patient outcomes. The purpose of the study was to examine physician satisfaction; and to assess job satisfaction across several factors, such as quality of care, ease of practice, relationship with leadership, and inter-professional collaboration. Method: A descriptive cross-sectional design was used. Data were collected between July 2019 and January 2020. Participants provided demographic information and completed surveys related to physician satisfaction (13-item Likert type items on a scale from 1 to 5), and inter-professional collaboration (15-item, 4-point Likert scale, ranging from 1 for “strongly disagree” to 4 for “strongly agree”). Multiple linear regressions were used to determine the relationship between overall job satisfaction and demographic features and inter-professional collaboration. Results: Out of 396 physicians who were contacted, 354 responded (response rate = 89.4%). The median age was 40 years, and there were 208 male and 124 female physicians. The vast majority (238/354 = 62%) were expatriates. Seventy percent had a post-graduate degree. The vast majority (308 = 87%) worked in government hospitals. Results showed that 15 (5%) of the physicians were not satisfied with their job (<3.00), 179 (40%) expressed a moderate level of satisfaction (3.00 – 3.75), and 129 (55%) were highly satisfied (>3.76). There was no difference in mean job satisfaction score among different groups of study participants, except for gender, and the working grade (p < 0.05). The overall job satisfaction rates were higher for the quality of care (M = 3.93, SD = 0.61), and for ease of practice (M = 3.89, SD = 0.55) and lower for the relationship with leadership (M = 3.67, SD = 0.86). Having a clinical postgraduate degree together with a PhD, a senior level of responsibility and good inter-professional relationship were associated with higher job satisfaction rates (p = 0.003 and 0.007, respectively). Conclusion: Overall, the job satisfaction rate was high. There was no difference among different groups of study participants, except for the working grade. Having a clinical postgraduate degree, a senior level of responsibility, and good inter-professional relationship were associated with higher job satisfaction rates. The overall job satisfaction rates were higher for the quality of care, and for ease of practice, and lower for relationship with the leadership. Relationship with the leadership is a modifiable factor and efforts at enhancing the physician-leadership relationship may lead to even higher satisfaction rates. Keywords: Interprofessional relations; Job Satisfaction; Leadership; Oman; Physician; Quality of health care

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“…The observed relationship between job-esteem, job satisfaction, and intention to stay in this study is supported by previous literature that has partially confirmed these associations. For instance, the significant relationship between job-esteem and job satisfaction has been reported in several studies (Alotaibi et al, 2022;Bawakid et al, 2018). Additionally, studies focusing on nurses have highlighted the importance of job-esteem as a significant factor for job retention (Seo et al, 2021;Yoon & Ahn, 2022).…”

Section: Discussionmentioning

confidence: 96%

Effect of COVID-19 Frontline Nurses’ Profession Perception on Their Intention to Stay: The Mediating Role of Job Satisfaction

Koh

2023

SAGE Open Nursing

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Introduction Understanding the factors affecting the intention of frontline nurses during the coronavirus disease (COVID-19) pandemic to stay in the nursing profession is essential for developing strategies to overcome the challenges associated with the pandemic. Objectives This study aimed to examine the mediating effect of nurses’ job satisfaction on the relationship between their sense of calling, job-esteem, and the intention to stay in their profession. Methods The study used a previously collected dataset, sourced from a dedicated COVID-19 hospital in Seoul City, South Korea. Original data were collected from June to July 2021. The study sample consisted of 134 nurses who provided direct care to patients. The intention to stay was measured with the following question: “Are you willing to work during this COVID-19 pandemic?”. The Job Satisfaction Scale from the Korean Labor and Income Panel Study, Korean version of a Multidimensional Calling Measure, and Job-Esteem Scale for Hospital Nurses were utilized. Associations between the study variables were estimated using bivariate correlation analyses and bootstrapping mediation analyses. Results In the bivariate correlation analysis, nurses’ sense of calling ( r = .36, p < .001), job-esteem ( r = .32, p < .001), and job satisfaction ( r = .39, p < .001) were significantly associated with the intention to stay. In the mediation analysis, job satisfaction partially mediated the relationship between the sense of calling and the intention to stay (total effect; B = 0.410, p < .001) and fully mediated the relationship between job-esteem and the intention to stay (total effect; B = 0.549, p < .001). Conclusion Enhancing nurses’ job satisfaction is crucial for fostering the retention of the nursing workforce amid the pandemic. Consequently, it is imperative to closely examine the job satisfaction and work environment of frontline nurses to identify areas in need of improvement. Addressing the factors that impede nurses’ job satisfaction is essential to unlock the positive effects of a sense of calling and job-esteem.

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Professional satisfaction of family physicians working in primary healthcare centers: A comparison of two Saudi regions

Cited by 8 publications

References 19 publications

The Factors Affecting the Level of Job Satisfaction of Family Physicians and their Relationship with Professional Self-Esteem

The Factors Affecting the Level of Job Satisfaction of Family Physicians and their Relationship with Professional Self-Esteem

Determinants of Physicians’ Job Satisfaction

Effect of COVID-19 Frontline Nurses’ Profession Perception on Their Intention to Stay: The Mediating Role of Job Satisfaction

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