Work autonomy and its associated factors among health professionals in public hospitals of North East Ethiopia

Abstract

A low level of work autonomy is the bottleneck for the health service delivery and the quality of the service. Although work autonomy is the pillar of organizational commitment and a means of employee retention mechanism, information about the magnitude of work autonomy among health professionals is limited in Ethiopia. Therefore, this study aimed to assess work autonomy and its predictors among health professionals working in public hospitals of Northeast Ethiopia. Institution-based cross-sectional study was conducted from March 24 to April 24, 2021, among health professionals using a stratified sampling technique. Variables with a p-value of < 0.25 in bivariable analysis were included in the multivariable analysis and variables with a p-value of < 0.05 in multivariable analysis were regarded as significantly associated factors. The overall good work autonomy in public hospitals (Dessie and Boru Meda Hospital) of North East Ethiopia was 54.5% (95% CI 54.48–54.53). Satisfaction with organizational policy and strategy (AOR 2.34, 95% CI 1.29–4.25), satisfaction with supervisor support (AOR 7.20, 95% CI 3.97–13.07), good health service delivery planning practice (AOR 1.88, 95%CI: 1.13–3.13), being married (AOR 4.26, 95%CI: 2.06–8.82) being pharmacy professionals (AOR 0.44, 95% CI 0.19–0.98), and being anesthesia and radiology professionals (AOR 4.66, 95% CI 1.65–13.19) were significantly associated with work autonomy of health professionals. More than half of the health professionals working in public hospitals in Northeast Ethiopia are autonomous in their work. Satisfaction with organizational policy and strategy, satisfaction with supervisor support, having good health service delivery planning practice, being married, and type of profession were significantly associated factors in public hospitals. Thus, strengthening strategies aimed at shaping poor health service delivery planning practices and dissatisfaction of employees concerning supervisor support and organizational policy might have a substantial contribution to improving the work autonomy of health professionals.