Job Satisfaction and Its Determinants Among Health Staffs in An Lao District Hospital, Hai Phong Tran Thi Thuy Ha Haiphong University of Medecine and Pharmacy, Viet Nam

OUTLINE Background Introduction Results Recommendations The presentation will follow

1. Background Human power is the backbone of the provision for quality health care for the population. The high level of staff satisfaction earns great benefits including higher worker force retention and patient satisfaction. Job satisfaction is the level of contentment employees feel toward their work, which can affect their performance.

Key points of previous results : A systematic research was conducted to review statistics on the satisfaction of medical workers in Vietnam from 2000 to 2014. Most of the results indicated that medical workers were at medium level of job satisfaction. The cottage/district hospital in Vietnam is currently facing with difficulties in recruitment and retention of human resources as well as improvement of the patient satisfaction. Recently, the hospitals have been investigating to improve the employee’s satisfaction for higher patient’s satisfaction. recruitment (tuyển dụng) Medical worker (nhân viên y tế) Statistics (số liệu, dữ liệu thống kê)

2. Research introduction Location: An Lao District is a rural area of Hai Phong City. An Lao Hospital is a second-ranked general hospital with 200 beds and over 200 staffs. Time: January-March 2016 Objectives: This study was conducted to determine the level of and factors affecting job satisfaction of medical staff working in Clinical and Paraclinical Departments of An Lao Hospital, Haiphong in 2016. Khoa lâm sàng: clinical department Khoa cận lâm sàng: medical technique departments

Research design Objects Cross-sectional descriptive study Questionaire Clinical Departments Direct medical staffs (n=157) Objects Paraclinical Departments Cross-sectional descriptive study Personal characteristics object of study Questionaire Relative factors Characteristics of the job satisfaction (53 questions) GPA each subsection is the total points of all study subjects divided the number of samples. Likert scale: 1-dissatisfied 2-unsatisfied 3-normal 4-satisfied 5-very satisfied Occupational factors (24 qs) Organizational factors (29q) 4 subsections 5 subsections Each subsection was considered satisfying when GPA greater than or equal to 4 points

Data analysis After the data was collected, it was entered into a computer and analyzed by using SPSS version 19.0 windows statistical software. Chi-square tests were made to evaluate association of different variables with job satisfaction, and P-value < 0.05, at 95% CI was taken as a cut-off point for statistical significance.

Table 1. General information on the objects of study 3. Results Table 1. General information on the objects of study Description n=157 Proportion (%) Gender Male 34 21,7 Female 123 78,3 Age < 30 77 49,1 30 - 39 54 39,4 40 - 49 14 8,9 > 50 12 7,6 Professionalism BA., DR. 25 15,9 Nurses 81 51,6 Others 15 32,5 Work content Clinical 137 87,3 Para-clinical 20 12,7 Types of employment Regular staff 56 64,3 Temporary staff 101 35,7 Working duration ≤ 10 years 58 70,1 > 10 years 47 29,9 Level Employees 131 83,4 Management 26 16,6 Average monthly income (mil VND) < 5 40 67,5 ≥ 5 51

Table 2. Average score of each subsection 3. Results Table 2. Average score of each subsection Subsection GPA Clinical Paraclinical p Job content 4,29 4,32 >0,05 Relationship with superiors 4,37 4,49 Relationship with colleagues 4,40 4,58 Advancement of professionalism 4,35 4,56 <0,05 Policy 4,25 4,51 < 0,05 Salary and incentives 4,17 4,34 > 0,05 Training and career development 4,30 4,61 Working condition 4,12 Management mechanism 4,26 4,59 Overall 4,28 4,48

Figure 1. Ratio of satisfaction by criteria (n=157)

Figure 2. Overall satisfaction rate of Occupational factors and organizational factors (n=157)

Figure 3. Overall satisfaction ratio for all criteria (n=157)

3. Results Table 3. Relation between the general job satisfaction and the demographic factors Factors Unsatisfied Satisfied OR 95%CI p Gender Male 17 2,63 1,20-5,75 p<0,05 Female 34 89 Age < 30 12 42 0,20 0,59-0,71 40 – 49 10 4 Professionalism BA.,DR. 13 2,64 1,09-6,38 Nurses, technician 83 Types of employment Regular staff 39 3,44 1.7-6.94 Temporary staff 57 Income < 5 mil VND 37 0,26 0.09-0.76 >5 mil VND 14

Table 4. Multivariate analysis 3. Results Table 4. Multivariate analysis Variable n = 157 OR 95% CI p Gender: Male Female 1 2,36   1,04 - 5,36 0,041 Age: Others 40 – 49 2,02 0,54 - 7,53 0,293 Professionalism: Others BA, Dr. 0,41 0,15 - 1,16 0,093 Employement: Regular staff Temporary staff 0,96 0,45 - 2,03 0,906 Income: others >5mil VND 1,05  0,45 - 2,47    0,911

Conclusions Overall satisfaction ratio of medical staff of An Lao Hospital is 63,1%. The factor of relationship with colleagues get the highest level of satisfaction (82,2%); while the factor of salary and incentives get the lowest score (65,6%). The satisfaction towards the work is affected by several factors including gender, age, professionalism, job content and income, but the real factors that affect the job satisfaction is gender

4. Recommendations The research result indicates that the satisfaction of medical staff at An Lao hospital towards their job is at average level. The leaders should investigate to improve the satisfaction of the medical staff for greater satisfaction of the patient.

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