Relevant bibliographies by topics / Physicians – Job satisfaction – Lesotho

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  2. Dissertations / Theses
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Academic literature on the topic 'Physicians – Job satisfaction – Lesotho'

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Published: 4 June 2021
Last updated: 12 February 2022

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Journal articles on the topic "Physicians – Job satisfaction – Lesotho"

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ANDERSON, JANE. "Primary Care Physicians Lack Job Satisfaction." Internal Medicine News 41, no. 24 (December 2008): 39. http://dx.doi.org/10.1016/s1097-8690(08)71371-4.

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O'Leary, Patrick, Natalia Wharton, and Thomas Quinlan. "Job satisfaction of physicians in Russia." International Journal of Health Care Quality Assurance 22, no. 3 (May 2009): 221–31. http://dx.doi.org/10.1108/09526860910953502.

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Simsaa, Abdalla E. A., Modawy E Modawy, Omer Ibrahim Abdallah, and Alashary A. Hamdoon. "Job Satisfaction among Sudanese Community physicians." IOSR Journal of Nursing and Health Science 06, no. 1 (January 2017): 64–68. http://dx.doi.org/10.9790/1959-0601036468.

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Dogar, Imtiaz Ahmad, Samreen Afzal, Muhammad Arif Ali, Nighat Haider, and Aliya Asmat. "JOB SATISFACTION OF PHYSICIANS AND TEACHERS." Professional Medical Journal 22, no. 11 (November 10, 2015): 1525–30. http://dx.doi.org/10.29309/tpmj/2015.22.11.2445.

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Objectives: To determine the level of job satisfaction of physicians and teachershaving regular jobs and those having contract based jobs and to compare level of job satisfactionbetween these types of jobs and between the two professions. Study design: Cross sectionalstudy. Duration and place of study: This study was conducted with teachers and physiciansrecruited at different schools, colleges and hospitals of Faisalabad in six months from October,2008 to March 2009. Subjects and methods: A sample of 200 participants, 100 physicians(50 regular and 50 on contract basis) from public hospitals and 100 teachers (50 regular and50 on contract) from public schools and colleges was drawn through purposive convenientsampling technique. Result: In overall profession wise analysis teachers scored higher onjob satisfaction scale (m=131.98) than physicians (m=126.98). Personals having regular jobshad lower job satisfaction (m=128.52) than professionals have contract jobs (m=130.45).Conclusion: Contract based jobs carry higher levels of job satisfaction for employees than theregular based jobs.
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Wangmo, Choni, Sunkyung Kim, Thupten Palzang, and Robert Quick. "A cross-sectional job satisfaction survey of physicians in Bhutan to address the problem of retention." Bhutan Health Journal 5, no. 2 (November 13, 2019): 28–36. http://dx.doi.org/10.47811/bhj.86.

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Introduction: A persistent shortage of physicians and relatively high attrition (>10% over 7 years) have been longstanding challenges for Bhutan despite efforts at improvement. Little is known about physicians’ job satisfaction. The study was done to assess level of job satisfaction amongst physicians in Bhutan and identify factors affecting it, thereby be able to better understand factors affecting physician retention. Methods: A national, cross-sectional study on job satisfaction of all Bhutanese physicians was conducted in 2016. Physicians were defined as satisfied if they answered yes to >50% of general survey questions about job satisfaction and and associations between demographic or job characteristics (e.g., married vs. unmarried, clinical vs. non- clinical) and job satisfaction were examined. Physicians were also queried about specific elements of their jobs (e.g., pay, working conditions) and explored associations between demographic or job characteristics and job elements. Results: Of 147 physicians who completed the job survey, 94 (64%) were classified as satisfied. There were significant differences in job satisfaction between married and unmarried physicians (72% vs 49%, p=0·01), specialists and generalists (73% vs 55%, p=0·04), nonclinical and clinical physicians (89% vs 61%, p=0·02), and physicians in referral and district hospitals (75% vs 48%, p <0·01). Across all demographic and job characteristics, salary satisfaction was low (11%). In multivariable analysis, non-clinicians had significantly greater satisfaction than clinicians with salary, annual leave, and work-family balance. Physicians in referral hospitals had significantly greater satisfaction than physicians in district facilities with work hours and working conditions. Conclusion: Survey findings suggest that, although job satisfaction appeared high, improved physician retention may require increased pay, opportunities for promotion to desired settings and job categories, and improved staffing and work conditions in district healthcare facilities.
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Saberi Isfeedvajani, Mohsen, Esmat Davoudi-Monfared, and Mojtaba Naderi. "Satisfaction of Physicians Working in a Referral Hospital in Tehran, Iran in 2019." Hospital Practices and Research 5, no. 2 (June 11, 2020): 70–74. http://dx.doi.org/10.34172/hpr.2020.13.

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Background: Physicians’ satisfaction is closely related to the effectiveness of health services, including quality of services as well as patient compliance, satisfaction, and outcomes. Objectives: This study was designed to examine the job satisfaction level of physicians working at a referral hospital in Tehran. Methods: This research was a descriptive study performed on a population of physicians working at a referral hospital from April to August 2019. The sample size was calculated as 120 subjects. The Physicians’ Job Satisfaction Questionnaire (PJSQ), which is a valid questionnaire, was used as the data collection tool. The collected data was entered into SPSS Statistics 20. Mann-Whitney and t tests were used for data analysis. Results: The frequency of female and male physicians was 50 (38.2%) and 81 (61.8%), respectively. The total mean of Job satisfaction in physicians was 51± 7.05. Overall satisfaction scores were 70.7±15.1, 51.5±11.1, 49.8±13.1, 49.5±11.2, 44.1±9.3, and 40.5±11.9 in domains of income satisfaction, physicians’ satisfaction with management, relationship between physicians and their colleagues, patients, staff, and physicians’ job satisfaction, respectively. 87% of physicians participating in this study were not willing to leave their jobs. The income satisfaction of the female physician group was significantly higher than that of men (P=0.029). The income satisfaction of subspecialists was significantly higher than that of specialists (P=0.022). The job satisfaction of physicians who were not faculty members was significantly higher than that of physicians who were faculty members (P=0.034). Conclusion: The job satisfaction level of physicians working at a referral hospital in Tehran was moderate. Income satisfaction and job satisfaction were the highest and lowest levels of satisfaction, respectively.
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Oh, Young-In, Hyeongsu Kim, and KyeHyun Kim. "Factors Affecting Korean Physician Job Satisfaction." International Journal of Environmental Research and Public Health 16, no. 15 (July 30, 2019): 2714. http://dx.doi.org/10.3390/ijerph16152714.

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This study examines job satisfaction of physicians in Korea and investigates factors affecting their satisfaction. The majority of the past studies tend to cover few minor factors— including stress and occupation professionality or insufficient scale of respondents in particular regions—thus leading to restricted explanations on job satisfaction of the overall physician pool in Korea. This study examines the level of job satisfaction of physicians in Korea and factors affecting their satisfaction by using the ‘2016 Korean Physician Survey (KPS)’ data which included all physicians in Korea. Ordinal logistic regression analysis was conducted in this study in order to identify the factors affecting job satisfaction of physicians in terms of care environment attributes. These attributes included autonomy for care delivery, colleagues/staff/patient relations, income, healthcare resources, social reputation, personal leisure time, administration, restrictions and regulations, and work hours and loads. For the ordinal logistic regression analysis, general socio-demographic attributes, such as gender, age, specialty, job position, type of affiliated healthcare organization, working region, and length of service were controlled beforehand. The result of our measures, the affecting factors of job satisfaction for physicians, include being able to; maintain positive relations with patients through adequate time for consultation and necessary healthcare, have the autonomy to make clinical decisions, have healthy relations with peers and staff, obtain respect from family and society, work in an environment with desirable income and have adequate health resources, and have appropriate work hours and loads for those who facilitate high-quality care. Creating an environment in which physicians can focus on patient-oriented healthcare will contribute to promoting national healthcare.
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Graham, J., AJ Ramirez, A. Cull, I. Finlay, A. Hoy, and MA Richards. "Job Stress and Satisfaction among Palliative Physicians." Palliative Medicine 10, no. 3 (July 1996): 185–94. http://dx.doi.org/10.1177/026921639601000302.

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Büyükcam, Ayşe, and Ateş Kara. "Job Satisfaction of Pediatric Infectious Disease Physicians." Journal of Pediatric Infection 14, no. 1 (March 15, 2020): 9–14. http://dx.doi.org/10.5578/ced.202003.

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Edith Moloantoa, Mateko, and Nirmala Dorasamy. "Job satisfaction among academic employees in institutions of higher learning." Problems and Perspectives in Management 15, no. 3 (October 27, 2017): 193–200. http://dx.doi.org/10.21511/ppm.15(3-1).2017.03.

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The factors affecting job satisfaction of academic employees, with specific reference to the National University of Lesotho (NUL) were analysed. Understanding the factors that affect academic performance is pivotal for satisfactory levels of performance by higher education institutions. Satisfactory working conditions at universities like NUL can provide the impetus to attract well qualified academics. Six areas pertaining to working conditions, relationship with colleagues, access to resources, job security, recognition and advancement were focused on analyzing job satisfaction among academic employees at the National University of Lesotho. A concurrent approach of both quantitative and qualitative techniques was used. The target population of 156 respondents completed a 5-point Likert scale questionnaire. Quantitative data were analyzed using SPSS, version 22.0, while thematic analysis was used to analyse qualitative data. The findings of the study highlighted salaries as a factor influencing job satisfaction. Further, insufficient financial resources to support teaching, learning and research at the NUL impacted job satisfaction. Over and above dissatisfaction with benefits, allowances, lack of equipment, as well as poor institutional management, there was collegiality with heads of departments, working as a team. The findings are valuable to university administrators and academics to consider for improving job satisfaction among employees.
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Dissertations / Theses on the topic "Physicians – Job satisfaction – Lesotho"

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Makong, Makahlolo. "Retention strategies for doctors and nurses in Lesotho : an implementation framework." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2559.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017.
This paper reviews retention strategies for Lesotho’s doctors and nurses and presented an implementation framework to support and promote staff retention. . Based on the increasing necessity to retain doctors and nurses, the implementation framework becomes an essential element of retention strategy. A qualitative and quantitative research design technique using a self-managed questionnaire and interviews was adopted to gather data. The 120 doctors and nurses make up a sample. The information was statistically analysed using SPSS and grounded theory. Results identified that the current implementation strategy has failed to increase the retention rate of doctors and nurses. It is hoped that the implementation framework presented in this paper would help to achieve increased retention rate for doctors and nurses.
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Bouwkamp, Jennifer Clark. "The work values and job satisfaction of family physicians." [Bloomington, Ind.] : Indiana University, 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3330807.

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Thesis (Ph.D.)--Indiana University, Dept. of Counseling and Educational Psychology, 2008.
Title from PDF t.p. (viewed on Jul 21, 2009). Source: Dissertation Abstracts International, Volume: 69-10, Section: A, page: 3865. Adviser: Susan C. Whiston.
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Swanson, Vivien. "Occupational stress, job satisfaction and role conflict in doctors." Thesis, University of Stirling, 1997. http://hdl.handle.net/1893/2201.

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Based on a transactional model of stressors, mediators/moderators and strains, this large scale study investigated occupational stress, job satisfaction and role conflict in doctors in Scotland using a self-report questionnaire methodology. The sample of 986 doctors included male and female general practitioners (GPs) and specialist consultants. The relationship between sources and levels of occupational stress and job satisfaction was investigated using scales from the Occupational Stress Indicator (OSI) (Cooper et al 1988), considering the role of intervening variables mcludmg age, gender, marital/parental status, medical speciality, coping and attitudes. The relationship between occupational and domestic stressors and satisfactions was examined using theoretically denved models of additivity and asymmetric permeability of roles. A range of analytic procedures mcluding multivanate analysis of variance, hierarchical regression, factor analysis and qualitative content analysis methods were employed. Results mdicated that GPs recorded greater stress and lower job satisfaction than consultants on the OSI scales Managenal or structural occupational factors, and factors intrinsic to medical work were major stressors. Patient care was both a main source of stress and job satisfaction. The rather small magnitude of differences in stress and satisfaction between subject groups, and between subject groups and norms for the OSI scales was offset by clear evidence of stress related to doctors occupational roles, domestic roles, and gender roles elucidated using more qualitative methodologies. Subjects' age, gender and medical speciality were shown to affect the relationship between occupational stress and job satisfaction. Younger doctors, male GPs and female consultants experienced greater stress and less job satisfaction. Coping efficacy was negatively related to occupational stress and positively related to job satisfaction for GPs, and male and female GPs employed different styles of coping with stressors. Comparison of consultant specialities revealed differences in sources and levels of occupational stress and job satisfaction with Public Health Consultants recording most stress. Both male and female doctors with multiple occupational and domestic role demands reported higher levels of stress. Stress from work to home was found to be greater than stress from home to work for both male and female doctors. Recommendations and implications of the research for doctors, patients, and the National Health Service are discussed.
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Pantenburg, Birte, Katharina Kitze, Melanie Luppa, Hans-Helmut König, and Steffi G. Riedel-Heller. "Job satisfaction of foreign-national physicians working in patient care." Universitätsbibliothek Leipzig, 2016. http://nbn-resolving.de/urn:nbn:de:bsz:15-qucosa-209598.

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Background: Physician migration is gaining attention worldwide. Despite increasing numbers of foreign physicians in Germany, their perceptions on working in Germany remain unexplored. Within a large survey on Saxon physicians, the aim of this study was to elucidate whether foreign-national physicians’ job satisfaction differed from German physicians' job satisfaction. Methods: The study was designed as a comprehensive cross-sectional survey. All physicians ≤40 years and registered with the State Chamber of Physicians of Saxony (n = 5956) were mailed a paper-pencil questionnaire, of which 2357 were returned (response rate = 40 %). Questionnaires addressed socio demographics and assessed job satisfaction by asking participants to rate their satisfaction with the overall job situation and 20 different aspects on a 5-point Likert scale (1 = very dissatisfied to 5 = very satisfied). Results: Ten percent of participants were foreign-national physicians. The three main countries of origin were the Czech Republic, Slovakia, and Poland. Foreign-national physicians were more satisfied with aspects related to patient care, such as "possibility to treat patients as you deem optimal" and "relationship with patients". However, they were less satisfied with aspects related to human relations, such as "work atmosphere", relationship with co-workers, and "social status". Foreign-national physicians were also less satisfied with the aspect "work enjoyment". Conclusions: Further research on determinants promoting foreign-national physicians' job satisfaction is needed as their professional well-being may influence quality of patient care. Measures teaching cross-cultural competence and awareness may be beneficial for both foreign-national and German physicians.
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Wat, Ka-lung, and 屈家龍. "Review on relationship between management measures and satisfaction of doctors and nurses." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hdl.handle.net/10722/193813.

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Introduction: Shortage of doctors and nurses is a global problem. How to retain them in the public sector is one of the most important issues that needs to tackle at the administrative level. There are numerous number of studies focusing on the factors that medical staff considered to be significant in enhancing their job satisfaction so as to make them stay in their existing job. However, there are relatively fewer studies on the intervention that are effective to increase the job satisfaction. In this project, literatures are reviewed on the effectiveness of different management measures in enhancing job satisfaction of the medical staff. Method: Literature search on the effect of different management measures on job satisfaction of medical staff. The review will also cover the combination of various measures in order to maximize their effects in enhancement of job satisfaction. Results: It is suggested that by improving the working environment, which includes unit re-organization, workload re-allocation and new technology adoption, is the most common and effective way to improve job satisfaction among medical staff. Indirectly, by allowing more autonomy and provision of training as well as learning opportunities to the staff can lead to an increase in self-esteem and respect from patients and colleagues. These will in turn improve job satisfaction. However, due to the use of different evaluation methodologies by different investigators, direct comparison of the management measurements is difficult. Conclusion: The management measures like improving the working environment, allowing more autonomy and providing trainings are found to be effective in enhancing job satisfaction of medical staff. Using standardized evaluation tools will allow a more valid comparison between different interventions.
published_or_final_version
Public Health
Master
Master of Public Health
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Cheru, Tesfaye Gudeta. "Assessment of job satisfaction amongst physicians working in Public hospitals in Addis Ababa, Ethiopia." University of the Western Cape, 2014. http://hdl.handle.net/11394/8220.

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Magister Public Health - MPH
Introduction The Human Resource Strategic Plan of the Ethiopian Ministry of Health lists current health workforce problems as a high attrition rate among public service physicians, poor human resource management, non-conducive working conditions and high workloads. In Addis Ababa's public hospitals, the turnover of physicians is high and - as repeatedly and informally reported by hospital managers - the presence of the contributory factors listed above are also anecdotally thought to be present. These factors present a serious challenge to the delivery of high quality health care services and their presence indicates that the job satisfaction of physicians is likely to be low. However, factors responsible for job dissatisfaction among physicians and their implications for staff turnover have not been studied or documented in the context of Ethiopia's health system. It was this scenario that motivated the researcher to conduct this study in order to assist policy makers in taking appropriate actions, if and as required. Aim: The aim of the study was to assess the level of job satisfaction, the factors influencing job satisfaction and the consequences of job satisfaction among physicians in public hospitals in Addis Ababa, Ethiopia. Objectives: • To describe the job satisfaction levels of physicians in public hospitals in Addis Ababa, Ethiopia • To identify factors affecting the job satisfaction levels of physicians • To assess possible consequences linked to physicians' job satisfaction levels. A self-administered questionnaire was used to measure job satisfaction, composed of 65 individual variables grouped within 13 dimensions and adapted to the Ethiopian context from the Job Descriptive Index and the Minnesota Satisfaction Questionnaire. An additional questionnaire was used to assess socio-demographic variables and the possible consequences of low job satisfaction. Analysis: A composite job satisfaction score was obtained by summing the individual answers for each of the variables to assess overall job satisfaction. Bivariate analysis was undertaken, using 2X2 tables (with 95% confidence intervals) to calculate the prevalence ratio for each of the potential causes and consequences of low job satisfaction, using the composite score cut-off levels of job satisfaction. Multivariate analysis was undertaken to obtain the adjusted prevalence odds ratios for both the potential causes and consequences of low job satisfaction, using multiple logistic regression analysis.
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Hu, Qieng Phitaya Charupoonphol. "Job satisfaction among medical doctors in Weifang people's Hospital in China /." Abstract, 2005. http://mulinet3.li.mahidol.ac.th/thesis/2548/cd375/4737942.pdf.

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Ozaki(Utsugi), Makiko. "Physician Job Satisfaction and Quality of Care Among Hospital Employed Physicians in Japan." 京都大学 (Kyoto University), 2010. http://hdl.handle.net/2433/97939.

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Somo, Tlou. "Job satisfaction amongst doctors working at rural hospitals of Waterberg District in the Limpopo Province." Thesis, University of Limpopo (Turfloop Campus), 2007. http://hdl.handle.net/10386/887.

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Thesis (MBA) --University of Limpopo, 2007
If medical doctors are expected to function effectively and efficiently to provide the highest quality of care to the largest number of patients in rural hospitals, it is imperative that they derive job satisfaction from their work and thus perform well. The present study aimed to investigate whether the doctors in the target population have job satisfaction. The doctors were selected from the rural hospitals of the Waterberg District of the Limpopo Province. An exploratory qualitative research design was used, which included a self administered questionnaire enquiring about the demographic and work situation variables. Content analysis was used to analyse qualitative data. The main findings that emerged from the study were that the respondents were dissatisfied with their work environment. The most common theme that emerged was related to the bad working conditions, lack of support from management, lack of proper equipment, and the salary or incentives in proportion to the workload. These findings highlighted the issues that can be addressed by the employing organisation.
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McEwen, Janet S. "Emergency Physician Communication Style and Career Satisfaction: Is There a Correlation?" Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3330/.

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The correlation between social style and career satisfaction among emergency physicians was investigated. An e-mail survey was sent to a random sample of 1,000 members of the American College of Emergency Physicians in practice for at least three years; 707 had valid e-mail addresses. A twenty-item behavioral style survey instrument and a five-item career satisfaction scale were used. The study incorporated prenotification and reminder e-mails. Valid responses were obtained from 329 physicians (46.5%). No correlation was shown between social style and career satisfaction. Problems with both survey instruments were discovered. Survey respondents were unhappy with their careers, with an average satisfaction of 4.03, 1 being very satisfied, 5 very dissatisfied. Areas for future study include redoing the study using different survey instruments.
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Books on the topic "Physicians – Job satisfaction – Lesotho"

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Richardsen, Astrid M. Occupational stress and job satisfaction among physicians: Sex differences. [London, Ont.]: National Centre for Management Research and Development, School of Business Administration, University of Western Ontario, 1990.

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Boley, Cruz N. Tess, ed. Issues in physician satisfaction: New perspectives. Ann Arbor, Mic: Health Administration Press, 1994.

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Schwartz, Friedrich Wilhelm. Arbeitsbedingungen und Befinden von Ärztinnen und Ärzten: Befunde und Interventionen. Köln: Deutscher Ärzte-Verlag, 2010.

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Friedberg, Mark W. Factors affecting physician professional satisfaction and their implications for patient care, health systems, and health policy. Santa Monica, CA: Rand Health, American Medical Association, 2013.

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A, Gould Debra, and Strosahl Kirk 1950-, eds. Real behavior change in primary care: Improving patient outcomes and increasing job satisfaction. Oakland, CA: New Harbinger Publications, 2010.

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Geckler, Cheri L. Practice perspectives and medical decision-making in medical residents: Gender differences : a preliminary report. [Wellesley, MA: Center for Research on Women, Wellesley College], 1995.

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Meshiv ha-ruaḥ: Yetsiratiyut, hitlahavut u-meniʻat sheḥiḳah be-miḳtsoʻot ha-refuʼah. Tel-Aviv: Ramot, Universiṭat Tel-Aviv, 2010.

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Grosseman, Suely. Do desejo à realidade de ser médico: A educação e a prática médica como um processo contínuo de construção individual e coletiva. Florianópolis: Editora da UFSC, 2004.

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Richard, Kravitz, and United States. Office of the Assistant Secretary of Defense (Health Affairs)., eds. Job satisfaction among military physicians under the CHAMPUS reform initiative: Baseline results. Santa Monica, CA (P.O. Box 2138, Santa Monica 90407-2138): Rand, 1991.

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Strosahl, Kirk D., Patricia J. Robinson, and Debra A. Gould. Real Behavior Change in Primary Care: Improving Patient Outcomes and Increasing Job Satisfaction. New Harbinger Publications, 2011.

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Book chapters on the topic "Physicians – Job satisfaction – Lesotho"

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Nicodemus, Katharine M. "Personality Type and Job Satisfaction." In Physicians’ Pathways to Non-Traditional Careers and Leadership Opportunities, 11–17. New York, NY: Springer New York, 2011. http://dx.doi.org/10.1007/978-1-4614-0551-1_2.

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Keltgen, Jaciel Elizabeth. "Inequality in Pay Ranks Among Factors Impacting Job Satisfaction Among Female Physicians." In Women Empowerment and Well-Being for Inclusive Economic Growth, 1–23. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3737-4.ch001.

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Job satisfaction has fallen among doctors, and beyond lack of pay parity that averages 25%, female physician job satisfiers differ from male colleagues. Health systems can build upon female physicians' confidence in their abilities to communicate with patients, show empathy, build trust, and elicit patient compliance with treatment plans. Systems must attend to work conditions for young and female cohorts, thereby retaining half of the workforce offering critical care to 7.8 billion people. Ordinal logistic regression was used to analyze data gathered in the U.S. by the Center for Studying Health System Change. Data were used to build a predictive statistical model in concert with independent variables linked to generational and job satisfaction literature. This study revealed statistically significant correlations between factors not only by gender, but also by generational membership. Statistically significant factors affecting job satisfaction among female physicians include provision of quality care to all patients, adequate time spent with patients and income.
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