ABSTRACT
This study investigated the Effects of Health
Workers Job Satisfaction on Health Care in a Tertiary Hospital in Lagos State.
The purpose of this research was to determine the
level of health workers overall job performance, to identify the factors
influencing job satisfaction of health workers, to identify health workers
reason to stay in the health care setting and to identify health workers reason
to leave in the health care setting. The
descriptive survey research method was used to assess the respondents’ opinions
using questionnaire and the sampling
technique. In this study, 50 (fifty) respondents were selected and used as
samples to represent the population of the study. Four (4) research questions
and two (2) null hypotheses were formulated and tested in this study. Also, the
ANOVA statistical tool was used to test and analyses the null hypotheses at
0.05 level of significance at the end of the exercise, the following results
were obtained: Hypothesis one revealed that Job satisfaction will have a significant effect on health
care delivery in a tertiary hospital while hypothesis two indicated that
there is a significant
difference in the level of health workers overall job performance. Based on the findings from the study
the following recommendations were made on the basis of the findings of this
study which include the following: Interventions
should be carried out to increase levels of job satisfaction among healthcare
workers by reinforcing relevant human resources polices, improving working
conditions and compensation. Priority should be given to improving
relationships between management and healthcare workers and increasing
decision-making latitude among staff members. It is recommended that healthcare
workers’ job be redesigned to have a scope of enrichment and be of interest.
Involving the healthcare staff in a cooperative, team approach will allow for
consideration of ways to improve aspects relating to job satisfaction. Improving the work environment so that it
provides a context in line with the aspirations of healthcare staff is likely
to increase job satisfaction and consequently have a positive effect on
individual, organizational and quality of health care services and Improved
working climate, suitable and market compatible perks and benefits, taking
efforts to improve the career structure including capacity building, promotions
and giving due rewards on job performance
Keywords:
Health Workers, Job Satisfaction Attitude, Health Care in Tertiary Hospital
TABLE OF CONTENTS
PAGES
Title
Page i
Certification ii
Dedication iii
Acknowledgments iv
Abstract v
Table
of Contents vi
CHAPTER ONE: INTRODUCTION
Introduction 1
Statement
of the Problem 4
Purpose
of the Study 5
Research Questions 5
Research Hypotheses 6
Significance
of the Study 6
Scope of the Study 7
Definition
of Terms 7
CHAPTER TWO: LITERATURE REVIEW
Introduction 10
Nature
of Job Satisfaction 12
Job
Satisfaction Theories 14
Job
Satisfaction in Public Healthcare Environment 18
Motivation
of Health Workers and Workplace Relationship 23
Job
Satisfaction and Productivity 25
Job
Satisfaction and Service Delivery 29
Job
Satisfaction and Work Performance 31
Determinants
of Job Satisfaction 32
Factors
Affection Job Satisfaction of health care Workers Staff Relations 35
Job
Satisfaction in Public Healthcare Environment 37
Summary
of Literature Review 38
CHAPTER
THREE: RESEARCH METHODOLOGY
Research Method 40
Population and Sampling Procedures 41
Research Instrument 41
Data Collection Techniques 42
Validation of Instrument 42
Reliability of Instrument 43
Method of Data Analysis 43
CHAPTER FOUR: DATA
ANALYSES AND RESULTS
Introduction 44
Descriptive Analysis of Respondents 44
Research Questions 48
Hypotheses Testing 50
Summary of Findings 51
Discussion of Findings 52
CHAPTER FIVE: DISCUSSION OF FINDINGS, SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
Introduction 54
Summary of the Study 54
Conclusions 55
Recommendations 56
Suggestion for Further Studies 57
REFERENCES 58
APPENDIX 61
CHAPTER ONE
INTRODUCTION
Introduction
Every healthcare
institute is expected by the public to render quality and professional
healthcare services. In order to do so, healthcare institutes need employees to
be satisfied with their jobs. Health care workers can be a valuable source of
information about factors that enable or hinder them from providing high
quality care. The Nigerian health system consists of both a private for profit
health sector and a public health sector. The majority of Nigerians rely on the
public health care sector for their health care needs but expenditure in the
private sector far outweighs that of the public sector. This scenario,
exacerbated by the global financial crisis, has resulted in an over-serviced
private sector, and under-serviced public sector. Provision of good quality
health care requires that the whole health care system be functioning with well
trained, motivated and satisfied staff, adequate services and equipment, good
referral networks and appropriate management and support. The absence of some
of these would lead to poor quality (Khumalo, 2014).
Health services
are affected by many factors such as human resources, delivery system and
health infrastructures. Among these human resources is a vital component in
delivering health services. Job satisfaction of the health workers is highly
important in building up employee motivation and efficiency as higher job
satisfaction determine better employee performance and higher level of
patients’ satisfaction. Job dissatisfaction resulting in burn out and turn over
would exacerbate the current shortage and results in serious under staffing of
health care facilities. This has the potential to have a negative impact on the
delivery of patient care because there is evidence to suggest that reduction in
health professional staff below certain level is related to poor patient
outcomes (Yami, Hamza, Hassen, Jira and Sudhakar, 2011).
Job satisfaction
in the health care field and the consequences of that satisfaction are good
indicators of the well-being and quality of life of the workers. The presence
of highly motivated personnel who are satisfied with their job and their
employer increases productivity and the quality of service. In the healthcare
sector, the job satisfaction of professionals plays an effective and strong role
in their performance and is further reflected in the health and satisfaction of
the patients. In addition, the job satisfaction of health care professionals
also determines the quality of services delivered by them to the respective
communities (Garcia, 2000).
Job satisfaction
is a multi-layered behaviour that depicts a professional’s reactions and
feelings towards his/her job. Job satisfaction generally describes how content
an individual is with his/her job or the feelings people have about their jobs.
The most focal employees’ attitude is job satisfaction and employees have views
about various aspects of their job, their career and for whom they work
(Jayasuriya et al., 2012). This is
epitomized in medical care provision where a health care worker’s satisfaction
influence their performance resultantly, compliance among their patients. An
organization’s overall productivity and quality of individual work is related
to job satisfaction (Kisa, 2006).
High job
satisfaction can improve the enthusiasm of the staff and is beneficial to the
success and progress of the organisation. It can lead to lower turnover and
high quality service. Healthcare staff with low job satisfaction may suffer
from medical problems themselves and individual employee health may influence
the overall stability of the healthcare staff. Dissatisfied employees are more
likely to leave the organisation, and as a result, the remaining employees may
engage in counterproductive activities such as low-quality service and cause
damage to equipment. There are several factors are associated with job
satisfaction. A survey conducted by Maissiat (2015) indicated that job
satisfaction was associated with professional accomplishment, freedom of
expression and appreciation. An investigation undertaken by Atif (2015),
revealed that age, educational background, years of service and income were
significantly associated with job satisfaction among doctors.
The job
satisfaction of health professionals has been shown to be influenced by a range
of individual and organisational factors including personality, the work
itself, work organisation, remuneration, workload, interactions with
colleagues, training opportunities, recognition, and leadership styles.
Importantly, job satisfaction depends not only on the characteristics of a job
but also on employees’ expectations of what their job should provide
(Barriball, 2012).
Statement of the Problem
Most countries
especially less developed ones have been found to have less than 50% of the
required staff available to provide health care in most health institutions,
and in most, health care services are provided by non-qualified staff (WHO,
2006, Hongoro and Normand, 2006).
Health Workers are
leaving their workplaces because of difficult working conditions. This portents
grave danger to the poor who want to access health care, this scenario is no
different in Nigeria as many health workers are leaving for greener pastures.
The series of industrial unrest seen in the Nigerian health sector is indeed
alarming. The frequency and intensity of the strikes have created a serious
lacuna in health care services provision and the trust patients have in our
health system has been eroded.
Organisations
around the world consist of people with similar aim, objective, goals and insights,
who cooperatively join hands to achieve what an individual cannot achieve in
isolation. If therefore, the people that make the place will not relate
positively with one another then, the goals of the organisation can hardly be
achieved. There are organisations where there are no cordial relationships
among staff members, and subordinates and superiors; for example, when strife,
jealousy, hatred, bias, backbiting, witch-hunting, all of these and many more
co-existing with the people, there is bound to be conflict which may not be
healthy for the organisation. Hence, for a healthy atmosphere in any
organisation, the people must understand their differences; there must be the
“give and take” which is the basis of a true and genuine relationship. Therefore
the gap of the study is to investigate the effects of health workers job
satisfaction on health care in a tertiary hospital in Lagos State (LASUTH,
Lagos State University Teaching Hospital).
Purpose of the Study
This study is to investigate the effects of health workers job
satisfaction on health care in a tertiary hospital in Lagos State.The following objectives are to achieve the purpose
of the study.
1. To determine the level of health workers overall
job performance.
2. To identify the factors influencing job
satisfaction of health workers.
3. To identify health workers reason to stay in the
health care setting.
4. To identify health workers reason to leave in the
health care setting.
Research Questions
1. What are the effects of job satisfaction on health
care delivery.
2. What are the factors influencing job satisfaction of health workers?
3.What are the reasons why health workers intend to
stay in the health care setting?
4. What are the reasons why health workers intend
to leave in the health care setting?
Research Hypotheses
Hypothesis 1
H01: Job
satisfaction will have no significant influence on health care delivery in a
tertiary hospital in Lagos State
Hypothesis 2
H02: There is no significant difference in the
level of health workers overall job
performance
Significance of the Study
The study is
relevant in the sense that it will add more to the existing literature in the
area of health workers job
satisfaction in a health care
setting.
The research will
also help government, practitioners and health care owners to know the required
working conditions that would enhance health workers performance and facilitate
higher productivity. It will also help sensitize the government on areas in which
they need to focus more attention to health workers so as to boost their morale
and hence elicit better efforts towards achieving their goals and
organizational goals.
This study will
provided information that is important to practice, health care administration
and policy maker, and health education. This study will provide input for
policy maker on changing worker characteristics, changing job characteristics,
and working environment adjustment. It may also help in job placement
strategies to retain more staff. Again, for education and training of staff
this study may indicate the area of interest for provision of problem solving
education.
Administrators
could use this information to build solid and supportive units. This is
important because the culture of the unit and the quality of health workers
staff affects every aspect of a health worker practice and the patients’ care.
Health care managers and practitioners should be aware of the hardships that
health worker face in trying to give quality care to patients. Therefore, it
can be said that knowing a nurse’s tendency and difficulties will help predict
the nurse’s job satisfaction and intention to quit.
Finally, the study
will also act as a source of reference for further studies to be done on human resource
in higher institutions in Nigeria. Future researchers will also benefit from
this study because it will provide them with relevant information on the topic.
Scope of the Study
The scope of this
study is to examine health workers job
satisfaction on health care in a tertiary hospital in Lagos State with
reference to Gbagada General Hospital (LASUTH, Lagos State University Teaching
Hospital).
Definition of Terms
Job
Satisfaction: Job satisfaction is a personal feeling of
contentment which a health workers has and exhibits towards his or her work
situation.
Motivation: Motivation can be defined as a person’s degree of
willingness toward achieving an individual goal that is consistent with that of
the organization and the reasons underlying behavior which can be either
intrinsic or extrinsic
Interpersonal Relations: Interpersonal relationship at work constitutes the day
to day interaction between co-workers, or managers and employees. These
relations are a natural part of the work environment and are usually pleasant
and creative, but sometimes the source of tension and frustration.
Workplace:
A workplace is a location
or building where people perform physical or mental work in order to earn a
living.
Rewards:
Something given in return
for or get from job completed, superior performance.
Payment:
“A pre-set regular recompense, normally compensated on a monthly basis”.
Promotion:
The progress of an employee from one employment level to a new employment level
that having a high salary package, high level designation and frequently, more
employment responsibilities.
Recognitions: “One-time cash or non-cash award for significant
outstanding performance”.
Employee Performance: Employee performance is defined as whether a person
executes their job duties and responsibilities well. Many companies asses their
employee's performance on an annual or quarterly basis in order to define
certain areas that need improvement. Performance is a critical factor in
organizational success.
Job Dissatisfaction: It is a feeling of unhappiness about the work that
one does in his/her own appraisal of work.
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