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Sa HC, Nhiem NTT, Anh BTM, Thanh ND. Job satisfaction of health workers at a Vietnamese University Hospital and its predicted factors: A cross-sectional study. Health Sci Rep 2024; 7:e2026. [PMID: 38585012 PMCID: PMC10995253 DOI: 10.1002/hsr2.2026] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/17/2023] [Revised: 02/06/2024] [Accepted: 03/18/2024] [Indexed: 04/09/2024] Open
Abstract
Background and Aims Job satisfaction of healthcare workers from conventional and university hospitals (or teaching hospitals) might be different due to several factors, for example medical staff required to carry out multiple clinical and teaching tasks simultaneously. Our study aimed to determine how the job satisfaction among healthcare workers in university hospitals is different from those in conventional hospitals. Methods A cross-sectional study was conducted by using the validated and contextualized job satisfaction tool for the Vietnamese context to survey 216 healthcare workers at a university hospital in Vietnam from January to March 2020 with online Google forms. Results The results indicated low overall job satisfaction (43.1%) in our study university hospital with the score cutoff of 80%. However, healthcare workers still reported high job satisfaction rates in certain aspects, such as personal empathy (70.8%), discipline, and reward (67.6%), co-worker collaboration (65.3%), training and promotion (63%), workplace environment (57.4%), and salary and allowance (44.9%). Subgroup analysis revealed statistically significant differences in job satisfaction (p < 0.01) related to age (31 to 40-year-old), and job position with ORs 3.9, and 8.6 respectively. Conclusion University hospitals need to improve the healthcare workers' job satisfaction. It is recommended that special human resource strategies should be developed focusing on keeping satisfying older healthcare staff by recognizing their contributions and providing appropriate benefits based on their positions in the hospital.
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Affiliation(s)
- Hoang Cao Sa
- Health Management Training InstituteHanoi University of Public HealthHanoiVietnam
| | | | - Bui Thi My Anh
- Department of Health Management and Organization, School of Preventive Medicine and Public HealthHanoi Medical UniversityHanoiVietnam
| | - Nguyen Duc Thanh
- Health Management Training InstituteHanoi University of Public HealthHanoiVietnam
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Huynh CM, Nguyen CH, Le KND, Tran PTN, Nguyen PM. Job Satisfaction within the Grassroots Healthcare System in Vietnam's Key Industrial Region-Binh Duong Province: Validating the Vietnamese Version of the Minnesota Satisfaction Questionnaire Scale. Healthcare (Basel) 2024; 12:432. [PMID: 38391808 PMCID: PMC10887916 DOI: 10.3390/healthcare12040432] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/25/2023] [Revised: 01/13/2024] [Accepted: 01/31/2024] [Indexed: 02/24/2024] Open
Abstract
Background: The grassroots healthcare system is the closest and most community-oriented force, working as an extended arm of the primary healthcare network to implement healthcare programs at the household level. Its comprehensive development is a crucial task set by the Vietnamese government. Job satisfaction significantly influences the performance of healthcare staff within this system. Objective: to assess job satisfaction among healthcare staff using the short-form of the Minnesota Satisfaction Questionnaire while also evaluating the Vietnamese translation of this scale. Methods: A descriptive cross-sectional study with analysis based on the responses of 587 healthcare staff using the Vietnamese-translated version of the MSQ short-form scale. The response data from the participants were subjected to CFA, and if the proposed CFA model did not fit the data, EFA was conducted. Results: The results indicate that the new model, which evaluates job-related factors in three distinct groups, is more suitable than the original model. The 14 questions of the MSQ scale were analyzed and categorized into Autonomy, Obligation, and Specificity based on the participants' responses. The confirmatory factor analysis (CFA) conducted on the new model demonstrated favorable fit indices: CFI = 0.934, TLI = 0.917, GFI = 0.919, and RMSEA = 0.093 (90% CI: 0.085-0.102). Conclusions: The Vietnamese version of the MSQ short form demonstrates reliability and validity. It also provides additional data on the effectiveness of the MSQ short form in measuring job satisfaction.
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Affiliation(s)
- Chin Minh Huynh
- Binh Duong Province's Department of Health, People's Committee of Binh Duong Province, Thu Dau Mot City 750000, Vietnam
| | - Chuong Hong Nguyen
- Binh Duong Province's Department of Health, People's Committee of Binh Duong Province, Thu Dau Mot City 750000, Vietnam
| | - Khoa Nguyen Dang Le
- Binh Duong Province's Department of Health, People's Committee of Binh Duong Province, Thu Dau Mot City 750000, Vietnam
| | - Phuong Thi Ngoc Tran
- Department of Pediatrics, Faculty of Medicine, Can Tho University of Medicine and Pharmacy, Can Tho City 900000, Vietnam
| | - Phuong Minh Nguyen
- Department of Pediatrics, Faculty of Medicine, Can Tho University of Medicine and Pharmacy, Can Tho City 900000, Vietnam
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Thanh ND, Anh PQ, Huyen Chang PT, Dung HV, Xiem CH, Chau LB. Health staff's job motivation post COVID-19 pandemic: A case study in Vietnam. SAGE Open Med 2023; 11:20503121231207699. [PMID: 38020795 PMCID: PMC10640800 DOI: 10.1177/20503121231207699] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/08/2023] [Accepted: 09/28/2023] [Indexed: 12/01/2023] Open
Abstract
Objectives Vietnam has witnessed a severe shortage of qualified staff in the public health sector after the COVID-19 pandemic. Our cross-sectional study aimed to identify job motivation and associated factors among experienced frontline health staff working in public health in order to have preventive measures in the event of future pandemics. Methods A cross-sectional study, from March 2022 to November 2022 at a Vietnamese public hospital, on the job motivation and the predicted factors of 381 healthcare workers who participated in the frontlines of the COVID-19 pandemic from 2020 to 2021. The survey tool, developed by Mbindyo Patrick (2009), includes three components: (i) job satisfaction, (ii) organizational commitment, and (iii) conscientiousness. The survey tool was revalidated in our study with structural equation model for the construction of job motivation model and confirmatory factor analysis for certifying the elementary three components (factors) of the tool. And the tool's reliability was evaluated by Cronbach's Alpha. Bivariate analysis and multiple logistic regression were used to identify the predicted factors with the job motivation cutoff of 4.0. Results The tool for job motivation constructs showed all specifications were good fit indices and the Cronbach's Alpha was 0.85. The job motivation of health staff decreased dramatically in all dimensions post COVID-19 pandemic, with a mean score of 3.26. Job satisfaction and organizational commitment were the most negatively impacted areas, with scores of 3.02 and 3.00, respectively. The predicted factors of low job motivation were young age (less than 30 years old), low monthly income (less than $400), high qualification, and non-managerial positions with odds ratio of 2.27, 2.5, 2.09, and 3.61, respectively. Conclusion Following the COVID-19 outbreak in Vietnam, healthcare workers who had been in the frontlines of the COVID-19 pandemic, had experienced a significant decline in their job motivation, despite their continued employment at public hospitals.
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Affiliation(s)
- Nguyen Duc Thanh
- Department of Hospital Management, Health Management Training Institute, Hanoi University of Public Health, Hanoi, Vietnam
| | - Pham Quynh Anh
- Department of Health Organization and Management, Health Management Training Institute, Hanoi University of Public Health, Hanoi, Vietnam
| | - Pham Thi Huyen Chang
- Department of Health Organization and Management, Health Management Training Institute, Hanoi University of Public Health, Hanoi, Vietnam
| | | | - Chu Huyen Xiem
- Department of Hospital Management, Health Management Training Institute, Hanoi University of Public Health, Hanoi, Vietnam
| | - Le Bao Chau
- Department of Health Organization and Management, Health Management Training Institute, Hanoi University of Public Health, Hanoi, Vietnam
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Pomaranik W, Kludacz-Alessandri M. Talent management and job satisfaction of medical personnel in Polish healthcare entities. Front Psychol 2023; 14:1146073. [PMID: 37564317 PMCID: PMC10409650 DOI: 10.3389/fpsyg.2023.1146073] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/16/2023] [Accepted: 07/05/2023] [Indexed: 08/12/2023] Open
Abstract
Background There is a mass exodus of qualified medical personnel in countries such as Poland. As a result, it is becoming increasingly important to study the satisfaction of medical personnel employed in public healthcare entities and the factors influencing this satisfaction. One such factor is the quality of talent management. Purpose The study aimed to assess the quality of talent management in Polish healthcare entities and its impact on the job satisfaction of medical personnel. The study also considered the impact of other demographic, organizational and behavioral factors on medical personnel satisfaction, such as social competencies, job mobility, orientation toward the patient, gender and education stage. Methods A questionnaire for healthcare professionals was used to collect data. A total of 747 respondents (506 defined as medical talent) participated in the survey. A 5-point Likert scale was adopted to assess job satisfaction and talent management practices. Reliability analysis was conducted to investigate the properties of this scale and the items that comprise it. The data was analyzed using descriptive statistics and structural equation modeling. Results The survey showed that the quality of talent management in Polish healthcare institutions is not well assessed. Professional satisfaction of medical personnel working in Polish public healthcare entities depends mainly on talent management measured by talent motivation, talent development, employee appraisal and organizational culture. Among the factors that have a positive but smaller impact on job satisfaction are job mobility and the education stage. The impact of gender, patient orientation and social competence had the smallest but most significant impact on job satisfaction. Conclusion Healthcare organizations should improve their talent management strategy to meet healthcare professionals' current and future demands and improve their job satisfaction.
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Analysis of Factors Influencing the Job Satisfaction of New Generation of Construction Workers in China: A Study Based on DEMATEL and ISM. BUILDINGS 2022. [DOI: 10.3390/buildings12050609] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/10/2022]
Abstract
China’s construction industry is facing serious problems of aging construction workers and labor shortages. Improving the job satisfaction of construction workers is a key point for retaining existing construction workers and for attracting younger generations into the construction field in China. At present, the new generation of construction workers (NGCW) born after 1980 has been the main force on construction sites in China. Therefore, it is very important to study and explore the influencing factors of the job satisfaction of the NGCW. This paper aims to determine the influencing factors of job satisfaction of the NGCW through literature research and to clarify the interaction mechanisms and hierarchical structures of influencing factors using the Decision-Making Trial and Evaluation Laboratory (DEMATEL) and Interpretive Structural Modeling (ISM) to design appropriate human resource practices to promote their job satisfaction. Research findings show that there are 12 main influencing factors of job satisfaction of the NGCW, which are at three levels: personal traits, job characteristics and social environment, and the influencing factors can be divided into a cause group and an effect group, including four layers: the root layer, controllable layer, key layer and direct layer in the multi-level hierarchical structure model. Furthermore, the critical influencing factors of the job satisfaction of the NGCW consist of education level, competency, career development, salaries and rewards, rights protection and work–family balance. This research enriches the job satisfaction literature of construction workers and provides an important reference for decision makers in construction enterprises and the construction industry to understand what influences the job satisfaction of the NGCW and how it is influenced to then improve it in China.
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Ngo TT, Van Nguyen H, Pham TH, Van Nguyen T, Vu KD, Pham MD, Phung D, Thi Tran AN, Nguyen PT, Le PM, Thi Dao AM, Ngo HT, Van Hoang M. The relationship between team dynamics with healthcare coordination and clinical work satisfaction among Commune Health Workers: A Bayesian model averaging study. Int J Health Plann Manage 2022; 37:2684-2696. [PMID: 35484691 DOI: 10.1002/hpm.3494] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/04/2020] [Revised: 01/12/2022] [Accepted: 04/01/2022] [Indexed: 11/11/2022] Open
Abstract
OBJECTIVE To determine the relationship between team dynamics with healthcare coordination and clinical job satisfaction of the community health workers (CHWs). METHODS A cross-sectional study was conducted among 133 health workers (including doctors, nurses, or midwives) at 21 Commune Health Cent in Quoc Oai District, Vietnam, from July 2015 to May 2017. A self-administered questionnaire consisting of 5-Likert items regarding team dynamics and healthcare coordination clinical work satisfaction was utilised. Descriptive statistics and correlation matrix were applied for seven factors of team dynamic, clinical work satisfaction, and patient care coordination queried by primary care providers. Bayesian model averaging (BMA) was used to identify the predictors of the level of team dynamics and healthcare coordination. RESULTS The mean score of overall team dynamics among the study participants was 4.08. Clinical work satisfaction and patient care coordination scores among resident physicians were higher than those of attending clinicians; however, the differences were not statistically significant. The results of BMA analysis indicated that team dynamics significantly associated with clinical work satisfaction, and it explains 9% of the total variance in clinical work satisfaction. Team dynamics level was also positively associated with patient care coordination. Patient care coordination was not a significant mediator between team dynamics and clinical work satisfaction. CONCLUSION Team dynamics is a potential contributor to improving patient care coordination and clinical job satisfaction of CHWs. As no significant correlation between patient care coordination and clinical job satisfaction was observed, to improve team performance, providing conditions that facilitate team building and teamwork should be conducted for CHWs in CHCs.
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Affiliation(s)
- Tuan Tri Ngo
- Department of Health Management and Organization, School for Preventive Medicine and Public Health, Hanoi Medical University, Hanoi, Vietnam
| | - Huy Van Nguyen
- Health Innovation and Transformation Centre, Federation University, Mount Helen, Victoria, Australia.,School of Medicine and Dentistry, Griffith University, South East Queensland, Queensland, Australia.,Graduate School of Public Health, St. Luke's International University, Tokyo, Japan.,Department of Population and Quantitative Health Sciences, University of Massachusetts Medical School, Worcester, Massachusetts, USA
| | | | - Tien Van Nguyen
- Department of Health Organization and Management, Faculty of Public Health, Thai Binh University of Medicine and Pharmacy, Thai Binh City, Vietnam
| | - Kien Duy Vu
- OnCare Medical Technology Company Limited, Hanoi, Vietnam
| | | | - Dung Phung
- School of Public Health, The University of Queensland, Herston, Queensland, Australia
| | - Anh Ngoc Thi Tran
- Graduate School of Cancer Science and Policy, National Cancer Center, Goyang-si, Korea
| | - Phuong The Nguyen
- Graduate School of Public Health, St. Luke's International University, Tokyo, Japan
| | - Phuong Mai Le
- Graduate School of Public Health, St. Luke's International University, Tokyo, Japan
| | - An Minh Thi Dao
- School of Public Health, The University of Queensland, Herston, Queensland, Australia.,Department of Population and Quantitative Health Sciences, University of Massachusetts Medical School, Worcester, Massachusetts, USA.,Department of Epidemiology, School for Preventive Medicine and Public Health, Hanoi Medical University, Melbourne, Vietnam
| | - Hiep Tri Ngo
- Department of Epidemiology, Faculty of Public Health, Vinh Medical University, Vinh, Vietnam
| | - Minh Van Hoang
- Hanoi University of Public Health & Center for Population Health Sciences, Hanoi University of Public Health, Hanoi, Vietnam
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