Job Satisfaction And Commitment To Work Among Health Workers

Job Satisfaction And Commitment To Work Among Health Workers (Charles)
Abstract
This study was carried out to examine job satisfaction and commitment to work among healthcare workers using University of Nigeria Teaching Hospital (UNTH) Ituku Ozalla Enugu State as a case study. The study specifically was aimed to ascertain whether there is a significant relationship between job satisfaction and work commitment, identify the factors affecting healthcare workers job satisfaction, and ascertain the impact of job satisfaction on healthcare workers commitment to work. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of healthcare workers in University of Nigeria Teaching Hospital (UNTH) Ituku Ozalla Enugu State. In determining the sample size, the researcher conveniently selected 160 respondents and 141 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables and mean scores. While the hypotheses were tested using Pearson correlation statistical tool, SPSS v23. The result of the findings reveals there is a significant relationship between job satisfaction and work commitment. The study also revealed that job satisfaction has a positive impact on healthcare workers commitment to work as it improves employees commitment, minimizes employees turnover, stimulates employees motivation, improves employees effectiveness, and enhances employees productivity. Therefore, it is recommended that the financial package needs continuous review to meet the nurses’ expectations. In addition clear policies related to salary increments and benefits should be put in place and observed. Collective bargaining agreements (CBA) should be honoured and implemented immediately they are concluded. To mention but a few.
Table of Content
- Title Page
- Certification
- Dedication
- Acknowledgement
- Table of Content
- List of Tables
- Abstract
Chapter One:
Introduction
- 1.1 Background of the Study
- 1.2 Statement of the Problem
- 1.3 Objective of the Study
- 1.4 Research Questions
- 1.5 Research Hypothesis
- 1.6 Significance of the Study
- 1.7 Scope of the Study
- 1.8 Limitation of the Study
- 1.9 Definition of Terms
- 1.10 Organisations of the Study
Chapter Two:
Review of Literature
- 2.1 Conceptual Framework
- 2.2 Theoretical Framework
- 2.3 Empirical Review
Chapter Three:
Research Methodology
- 3.1 Research Design
- 3.2 Population of the Study
- 3.3 Sample Size Determination
- 3.4 Sample Size Selection Technique and Procedure
- 3.5 Research Instrument and Administration
- 3.6 Method of Data Collection
- 3.7 Method of Data Analysis
- 3.8 Validity of the Study
- 3.9 Reliability of the Study
- 3.10 Ethical Consideration
Chapter Four:
Data Presentation and Analysis
- 4.1 Data Presentation
- 4.2 Analysis of Data
- 4.3 Answering Research Questions
- 4.4 Test of Hypotheses
Chapter Five:
Summary, Conclusion and Recommendation
- 5.1 Summary
- 5.2 Conclusion
- 5.3 Recommendation
- References
- APPENDIX
- QUESTIONNAIRE
Chapter One
Introduction
1.1 Background of the Study
The highest quality of care is achieved when the health workers is thoroughly satisfied with their jobs (Hu et al., 2022). In contrast, job dissatisfaction, like burnout, leads to high turnover rates and may also have negative impacts on the individual such as lower work commitments. Commitment also means being committed to the job role. Individual needs should be considered to promote work commitment and job satisfaction (Emory et al., 2022). Job satisfaction is an important factor in health care settings. Health workers job satisfaction influences the organizational success and quality of health care. However, the lack of job satisfaction in the long term disrupts the organization and causes rebellion, absenteeism, and reduced sense of responsibility and commitment of health workers (Hu et al., 2022). Also, dissatisfaction with job leads to low work commitment, medical errors, and other undesirable functioning (Taylor-Clark, et al., 2022). Health workers employed in the hospital, especially in the ICU, struggle with different issues such as, job features, workload, high level of physical, mental, and emotional stress in the workplace which may affect their job satisfaction, and they are mostly dissatisfied with their job (Akinyemi, George, & Ogundele, 2022).
Job satisfaction has become a critical issue for healthcare organizations around the world. In the health care profession, job satisfaction plays a vital role in the provision of healthcare (Bagnasco et al., (2022). The level of work commitment of healthcare workers is closely connected to the productivity and quality of care provided by healthcare institutions. In Spain, work commitment of healthcare workers is positively predicted by self-efficacy and job satisfaction. In Canada and Spain stress related to residents’ work commitment was negatively associated with job satisfaction. Stress related to family conflict issues moderated the positive association of work commitment and job satisfaction differently in each location (McGilton et al.,2022). In Korea, the prolonged coronavirus disease 2019 (COVID-19) pandemic has caused an overload of work for healthcare workers and resulted in high levels of stress which reduces their work commitment and job satisfaction (Hwang, 2022).
In the Nigeria, healthcare workers comprise the largest group of health professionals, and job dissatisfaction remains a challenge to the labor force and healthcare system (Adajar, De Torres, & Tuazon, 2022). Due to the high amount of human contact in the healthcare profession, moral discomfort and professional stress are unavoidable challenges for healthcare workers which sometimes reduces the commitment to work. Those who keep working despite these problems, however, have to deal with stress, burnout, and dissatisfaction (Radoc-Samson et al., 2022). Healthcare workers job satisfaction is influenced by their highest educational attainment, and monthly income. Job satisfaction has no bearing on healthcare workers quality care, but further research is needed to confirm this assumption but it does influence the work commitment of healthcare workers (Abella, 2022).
1.2 Statement of the Problem
“Employee job satisfaction” refers to a broad variety of topics, including as work-life balance, managing diversity, equal opportunities, and motives for professional advancement in addition to more modern issues like these (Saleh, 2020). It consists of the policies and initiatives created to ensure that workers are happy and productive. However, some healthcare facilities in Nigeria seems to throw healthcare workers job satisfaction behind them by not giving it special attention and priority, as a result, they are still struggling to accomplish the organizational goals and objectives due to healthcare workers low performance. Nevertheless, this has led to needless arguments in healthcare, which has lowered output.
The job satisfaction of healthcare professionals is highly important in building up employee interest and efficiency. Higher job satisfaction determines better employee performance and a higher level of patient satisfaction ultimately to gain competitive advantage and greater productivity of the organization [Hwang, 2022]. Researchers found that employees satisfied with their job prefer to stay with their employers [Akinyemi, George, & Ogundele, 2022].
However, various findings showed that job satisfaction among health workers is low (McGilton et al.,2022). In Asian countries, various cross-sectional studies reported the level of job satisfaction as Vietnam 41.8% (Afsar, et al., 2020), Pakistan 41% (Emory et al., 2022), Nepal 76% (Hu et al., 2022), and Sri Lanka 23.7% (Torabizadeh, & Bijani (2020). Similarly, studies in Africa reported the peak level of job satisfaction owned by Nigeria (90.4%) (Cherif 2020) and the least being in Ghana (36.4%) (Bagnasco et al., 2022). hence, the study tends to examine job satisfaction and commitment to work among healthcare workers.
1.3 Objectives of the Study
The main purpose of this study is to investigate on job satisfaction and commitment to work among healthcare workers. Specifically, the study will;
- Ascertain whether there is a significant relationship between job satisfaction and work commitment.
- Identify the factors affecting healthcare workers job satisfaction.
- Ascertain the impact of job satisfaction on healthcare workers commitment to work
1.4 Research Questions
The following questions have been prepared for the study
- Is there a significant relationship between job satisfaction and work commitment ?
- What are the factors affecting healthcare workers job satisfaction?
- What are the impact of job satisfaction on healthcare workers commitment to work?
1.5 Research Hypothesis
- Ho: There is no significant relationship between job satisfaction and work commitment.
- Ha: There is a significant relationship between job satisfaction and work commitment.
1.6 Significance of the Study
This study will be of great significance to the healthcare workers, healthcare administrators, patients and the hospital. The finding from this study will provide a basis for healthcare workers will have the chance to express their personal views on job satisfaction and commitment and its impact on organizational productivity. They can also suggest actions the organization should take to enhance motivation. Also, the study’s results, along with recommendations from participants, will be shared with management, providing insights into the advantages of ensuring job security and boosting employee productivity. Additionally, the research will inform management across different organizations about the consequences of relationship practices between employers and employees. Furthermore, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to an investigation on job satisfaction and commitment to work among healthcare workers.
1.7 Scope of the Study
The scope of this study is boarded on job satisfaction and commitment to work among healthcare workers. However the study will be delimited to University of Nigeria Teaching Hospital (UNTH) ItukuOzalla Enugu State.
1.8 Limitation of the Study
Like in every human endeavour, the researcher encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size. More so, the researcher simultaneously engaged in this study with other academic work. As a result, the amount of time spent on research will be reduced.
Moreover, the case study method utilized in the study posed some challenges to the investigator including the possibility of biases and poor judgment of issues. However, the investigator relied on respect for the general principles of procedures, justice, fairness, objectivity in observation and recording, and weighing of evidence to overcome the challenges.
1.9 Definition of Terms
Job satisfaction:
A feeling of fulfillment or enjoyment that an employee derives from their job.
Employee’s Commitment:
The degree to which employees are bound emotionally or intellectually to the organization.
1.10 Organization of the Study
The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the review of literature with emphasis on conceptual framework, theoretical framework, and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study, sample size determination, sample size, and selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter (chapter five) contains the summary, conclusion and recommendation.
Chapter Five
Summary, Conclusions and Recommendations:
5.1 Introduction
This chapter summarizes the findings on job satisfaction and commitment to work among healthcare workers using University of Nigeria Teaching Hospital (UNTH) Ituku Ozalla Enugu State as a case study. The chapter consists of summary of the study, conclusions, and recommendations.
5.2 Summary of the Study
In this study, our focus was to examine job satisfaction and commitment to work among healthcare workers using University of Nigeria Teaching Hospital (UNTH) Ituku Ozalla Enugu State as a case study. The study specifically was aimed to ascertain whether there is a significant relationship between job satisfaction and work commitment, identify the factors affecting healthcare workers job satisfaction, and ascertain the impact of job satisfaction on healthcare workers commitment to work.
The study adopted the survey research design and randomly enrolled participants in the study. A total of 141 responses were validated from the enrolled participants where all respondents are healthcare workers in University of Nigeria Teaching Hospital (UNTH) ItukuOzalla Enugu State.
5.3 Conclusions
Based on the findings of this study, the researcher made the following conclusion.
- There is a significant relationship between job satisfaction and work commitment.
- The factors affecting healthcare workers job satisfaction includes: working Environment, remuneration,workload, recognition, and job security.
- Job satisfaction has a positive impact on healthcare workers commitment to work as it improves employees commitment, minimizes employees turnover, stimulates employees motivation, improves employees effectiveness, and enhances employees productivity.
5.4 Recommendations
Based on the findings of the study, the following recommendations are proffered.
- The financial package needs continuous review to meet the nurses’ expectations. In addition clear policies related to salary increments and benefits should be put in place and observed. Collective bargaining agreements (CBA) should be honoured and implemented immediately they are concluded.
- Management should create an environment where open communication is the norm. Frequent communication to employees should be made o f all business objectives and any organization/departmental changes that are effected. Further, computerization and networking of systems to facilitate E-mail in intranets should be undertaken to ensure instant dissemination and sharing of information. Lastly but most important, feedback from staff should be encouraged.
- The hospital management should ensure optimum staffing to facilitate realistic workload to minimize stress on the existing capacity. Attainment of the WHO recommended staff to patient ratios will facilitate adequate coverage o f patient needs, leading to provision o f quality services.
- The nurses should be involved in decisions involving their work, goal setting and problem solving. The nurses will be motivated to do their jobs well if they have ownership and are responsible for outcomes. Empowerment will facilitate prompt decision making as well as solve problems in a timely manner.
- The hospital management should ensure that adequate equipment and materials are availed to facilitate provision o f quality services. The hospital’s equipment should be in working condition. Lack of complimentary inputs leads to frustration and stress among staff

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