Factors associated with job satisfaction among district hospital health workers in Northern Vietnam: a cross-sectional study

2016 ◽  
Vol 32 (2) ◽  
pp. 163-179 ◽  
Author(s):  
Huy Van Nguyen ◽  
Huong Thao Duong ◽  
Toan Thinh Vu
Keyword(s):  
Job Satisfaction ◽  
Health Workers ◽  
District Hospital ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional ◽  
Factors Associated ◽  
Northern Vietnam

Factors Associated With Intent to Leave in Registered Nurses Working in Acute Care Hospitals: A Cross-Sectional Study in Ontario, Canada

2019 ◽  
Vol 68 (3) ◽  
pp. 121-128
Author(s):  
Behdin Nowrouzi-Kia ◽  
Mary T. Fox
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Acute Care ◽  
Resource Availability ◽  
Intent To Leave ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional ◽  
Factors Associated ◽  
Work Environment Factors

Background: The work environment factors associated with nurses’ intention to leave their jobs are not well understood because most studies have used non-probabilistic sampling methods, thus restricting the generalizability of the results. This study examined the relationship between work environment factors and intent to leave among nurses working in acute care hospitals in Ontario, Canada. Methods: This study included a random sample of 1,427 registered nurses who were part of a larger cross-sectional study and who responded to a mailed survey that included measures of resource availability, interprofessional collaboration, job satisfaction, and demographics. Results: Most of the respondents were female (94.8%), with an average age of 45.6 years, and 14.5 years of nursing experience at their current workplace, which included mostly urban (94.6%) and non-teaching hospitals (61.8%). In the multivariate model, we observed that the work environment variables explained 45.5% of the variance in nurses’ intent to leave scores, F(9, 1362) =125.41, p < .01, with an R2 of .455 or 45.5%. Job satisfaction ( p < .01), flexible interprofessional collaborative relationships ( p = .030), and resource availability ( p < .01) were significantly associated with nurses’ intent to leave scores. Conclusion/Application to Practice: Nurses who reported greater job satisfaction, flexible interprofessional relationships, and resource availability were less likely to express an intent to leave their hospital workplaces. Employers and health policy makers may use these findings as part of a broader strategy to improve the work environment of nurses. Occupational health nurses are ideally positioned to demonstrate leadership in promoting retention efforts in the workplace by advocating for the importance of job satisfaction, flexible interprofessional relationships, and resources.

scholarly journals Vaccination against tuberculosis, polio and hepatitis B at birth in Podor health district, Northern Senegal: cross-sectional study of vaccination coverage and its associated factors

2022 ◽  
Vol 22 (1) ◽  
Author(s):  
Oumar Bassoum ◽  
Ndeye Mareme Sougou ◽  
Mouhamadou Faly Ba ◽  
Malick Anne ◽  
Mamoudou Bocoum ◽  
...  
Keyword(s):  
Hepatitis B ◽  
Health Facility ◽  
Vaccination Coverage ◽  
Health Workers ◽  
Cross Sectional Study ◽  
Health District ◽  
Sectional Study ◽  
Cross Sectional ◽  
Factors Associated ◽  
Birth Dose

Abstract Background In Senegal, studies focusing specifically on vaccination coverage with the Bacille de Calmette et Guérin (BCG) vaccine, the birth dose of oral polio vaccine (OPV zero dose) and the birth dose of hepatitis B (HepB-BD) vaccine are insufficient. This study aimed to highlight vaccination coverages with birth doses and factors associated with timely vaccination in Podor health district. Methods A cross-sectional study was carried out from June 19 to 22, 2020. The study population consisted of children aged 12 to 23 months of which 832 were included. A stratified two-stage cluster survey was carried out. The sources of data were home-based records (HBR), health facility registries (HFR) and parental recalls. Timely vaccination refers to any vaccination that has taken place within 24 h after birth. Descriptive analyzes, the chi-square test and logistic regression were performed. Results The crude vaccination coverages with BCG, OPV zero dose and HepB-BD were 95.2%, 88.3% and 88.1%, respectively. Vaccination coverages within 24 h after birth were estimated at 13.9%, 30% and 42.1%, respectively. The factors associated with timely HepB-BD are delivery in a health facility (AOR = 1.55; 95% CI = 1.02–2.40), access to television (AOR = 1.63; 95% CI = 1.16–2.29), weighing (AOR = 3.92; 95% CI = 1.97–8.53) and hospitalization of the newborn immediately after birth (AOR = 0.42; 95% CI = 0.28–0.62). Conclusion Timely administration of birth doses is a challenge in the Podor health district. The solutions would be improving geographic access to health facilities, involving community health workers, raising awareness and integrating health services.

scholarly journals Predictors of job satisfaction in public hospitals in Belgrade, Serbia: a cross-sectional study

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
K Tripković ◽  
M Odalović ◽  
S Mladenović Janković ◽  
A Nešković ◽  
M Jakovljević
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Work Stress ◽  
Health Workers ◽  
Cross Sectional Study ◽  
Public Hospitals ◽  
Sectional Study ◽  
Health Care Managers ◽  
Cross Sectional ◽  
Care Managers

Abstract Background Growing evidence has suggested that job satisfaction in the health-care system can affect productivity, the quality of service, and patient safety. Knowledge regarding job satisfaction of health workers and its determinants is valuable to health-care managers for decision making in the field of personnel policy. This study was aimed to assess job satisfaction among health workers in public hospitals in Belgrade, Serbia and identify its associated factors. Methods This was a cross-sectional study, carried out within 24 hours, in December 2018, as a part of a national survey, which is conducted annually in all health care institutions in Serbia. Data were collected by self-administered structured questionnaire, which was distributed to all health workers who were at work at the time of the survey (11,588 health workers in 26 public hospitals in Belgrade). The completed questionnaires were returned by 9,203 health workers, which constituted the response rate of 79.4%. Multivariable logistic regression was applied to identify factors significantly and independently associated with a higher level of job satisfaction. Results Overall, 31.4% of the respondents were satisfied with their job. Age less than 35 years [AOR = 1.40; 95% CI (1.18-1.67)], no work stress [AOR = 2.66; 95% CI (1.94-3.65)], satisfaction with time for accomplishment of tasks [AOR = 1.92; 95% CI (1.64-2.26)], satisfaction with recognition and value of health workers’ engagement [AOR = 1.79; 95% CI (1.51-2.13)], and satisfaction with leadership style and work organization [AOR = 1.90; 95% CI (1.60-2.26)] were identified as determinants with highest influence at job satisfaction. Conclusions Less than third of health workers in Belgrade’s hospitals were satisfied with their job, while satisfaction with various aspects of the job, age, and work stress, were identified as predictors. The results of this study could be useful in proposing strategies to improve job satisfaction of health workers. Key messages The job satisfaction of health workers in Belgrade’s hospitals is low. Health-care managers should pay attention to create an environment that promotes job satisfaction and reduces work stress.

scholarly journals Work motivation and job satisfaction among health workers at primary health facilities: a cross-sectional study from Nepal

2020 ◽  
Author(s):  
Pratik Khanal ◽  
Bishnu P Choulagai ◽  
Pawan Acharya ◽  
Sharad Onta
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Work Motivation ◽  
Health Workers ◽  
Cross Sectional Study ◽  
Health Facilities ◽  
Sectional Study ◽  
Cross Sectional ◽  
Primary Health ◽  
Primary Health Facilities

Abstract BackgroundWork motivation and job satisfaction are linked with the performance and retention of health workforce. Primary health facilities, mostly comprising mid-level health workers, serve the majority of the population in Nepal. The aim of the study was to assess the determinants of job satisfaction in relation to socio-demographics, job characteristics and work motivation status among health workers working in primary health facilities. MethodsA cross-sectional study was conducted in Jhapa district in Eastern Nepal covering 40 primary health facilities. The data collection involved 151 self-administered questionnaire interviews and 16 in-depth interviews with health workers. Mean differences in work motivation among those satisfied and unsatisfied with their job was examined using t tests. Logistic regression with 95% confidence interval at p<0.05 was used for identifying associated factors with job satisfaction. Thematic analysis was done to analyze qualitative data. ResultsAmong the study participants, 78.2% were either auxiliary health workers or auxiliary nurse midwives. The median employment period of health workers was 174 months. On the 5-point Likert scale, the mean score of work motivation was highest for team work (3.99) and lowest for financial motivation (2.21). Higher age of health workers and satisfaction with career development, and financial motivation were significantly associated with job satisfaction. The qualitative findings also revealed that the majority of the health workers were not satisfied with the existing career development opportunities, availability of resources in health facility, or financial motivation. ConclusionSatisfaction with career development and financial motivation significantly increased job satisfaction among health workers. Resource availability in health facility, recognition of work and management support affected work motivation and job satisfaction of health workers. A focus on improving work environment through increased financial motivation and career development opportunities as well as investing in primary health facilities with increased resource support is recommended to improve job satisfaction.

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