Journal of Paramedical Sciences (JPS) Summer 2015 Vol.6, No.

3 ISSN 2008-4978

Studying the factors affecting job satisfaction of employees of Semnan health centers

Alireza Emadi1, Hadi Hasanzadeh2, Mohsen Bigdeli Pashaie3, Ali Asghar Ghods4,*
1
Department of Information Technology, Semnan University of Medical Sciences, Semnan, Iran
2
Cancer Research Center & Department of Medical Physics, Semnan University of Medical Sciences, Semnan, Iran
3
Health Tecnology Incubator Center, Semnan University of Medical Sciences, Semnan, Iran
4
Department of Nursing, Faculty of Nursing and Allied Health, Semnan University of Medical Sciences, Semnan, Iran

*Corresponding Author: email address: [email protected] (AA. Ghods)

ABSTRACT

Job satisfaction of employees is one of the most challenging concepts in any organization and is the
basis for many of the policies and management strategies to increase productivity and efficiency. It is
influenced by many factors including environmental and personal factors, income, nature and social
status of the job, organizational prestige, promotion, job security, lack of role ambiguity, and physical
job conditions Co-workers. This study was carried out to determine the factors affecting job satisfaction
employees of Semnan health center's to meet the challenges and increase efficiency. This is a cross-
sectional study carried out in 2013, over 93 employees with a employment history of over 2 years.
Method and data collection was through job descriptive inventory (Job Descriptive Index); data was
collected and analyzed using SPSS16. The results of questionnaire analysis in seven items regarding job
satisfaction, show satisfaction supervision and leadership (77.2%), management policy (77%), job
stability (63.4%), environmental conditions (59.6%), cross-relation between Co-workers (58.6%), salary
and benefits (53.4%) and opportunities for growth, development and promotion (53.2%). Based on
evaluated items, the overall job satisfaction in this study was moderate. Thus, in terms of job
satisfaction, it seems that different factors affective in different ratios. Job satisfaction is not only very
important by itself, but also important concerning its impact on other aspects of the job attitude. In fact,
by increasing job satisfaction, other aspects of job attitudes such as organizational commitment, job
involvement and organizational atmosphere can be improved. This point can also be seen in proposed
models and research carried out by professionals in this field.

Keywords: job satisfaction; health center; Job Descriptive Index questionnaire

INTRODUCTION Job success is an important factor for job

Today, the key role of efficient human motivation and is necessary for continuing
resources in the organization as well as other employment. In Hopock's opinion, job
social institutions is obvious. So skilled and satisfaction is a complex and multidimensional
motivated personnel constitutes the most concept related to psychological, physical and
important asset of any organization. Progress social factors. A certain combination of various
and development of any society depends on the factors causes the employe to feel satisfied with
protection and better utilization of human his job and enjoys it [4]. Job satisfaction of
resources and academic elite [1]. According to employees is one of the most challenging
many experts's opinion, among all concepts concepts of any organization and is the basis for
assessed by behavioral experts, management many policies and management strategies which
experts and industrial organizational increase productivity and efficiency [5]. It is
psychologists in different positions in an influenced by many factors including
organization, job satisfaction is one of the most environmental and personal factors, income,
important research areas and its role as a main nature and social status of the job,
component in the assessment of organizational organizational prestige, promotion, job security,
health is undeniable [2] and determines many lack of role ambiguity, physical job conditions
organizational variables such as increasing and communication with co-workers [6]. The
productivity, increasing the quantity and quality relationship between job satisfaction and
of work and other items [3]. exhaustion among academic libraries in Egypt

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 Journal of Paramedical Sciences (JPS) Summer 2015 Vol.6, No.3 ISSN 2008-4978

was the issue of research that was conducted in METHODS

2004 by Tesigilis and Kostlios. The findings This is a cross-sectional study conducted on health
showed that job satisfaction and exhaustion are care employees in 2013 in Semnan. In this study,
different structures and there is a correlation people with a history of over 2 years were considered
between job satisfaction and exhaustion. The to be studied, as employees with less experience are
findings also suggest that satisfaction of job not familiar enough with the process of job
improvement among academic librarians in Egypt satisfaction and including them in the study can
is low and the employment record is considered reduce credibility. Method for collecting data on job
the most important factor in the promotion of the satisfaction is Job Descriptive Index developed by
librarians [7]. Smith, Kendall and Hulin [9]. The scale of these
Therefore, one can say that job satisfaction is a questions is like a 5 point Likert scale (very low,
phenomenon that transcends the boundaries of the low, medium, high, very high), scientific validity of
organization and affects the private life of the tool was done through the content validity and
individuals working at a organizational position, reliability of the tool was proved according to
different states are created for the staff; If previous similar studies [9-12] and filling
employee are satisfied with their job, it would questionnaires. The collected data were analyzed
cause them to be more motivated and enthusiastic using SPSS16 software. To analyze collected data,
to perform their duties. If employees are not for each participant average of scores of questions in
satisfied with their jobs, it reduces their interest each field and all fields were calculated. Scores less
and commitment to do their tasks [8] in which than 1.5 were considered as very low satisfaction,
case returns diminish and the organization between 1.5-2.49 low satisfaction, 2.5-3.49 medium
experiences a major challenge. satisfaction, 3.5-4.49 high satisfaction and 4.5 and
Therefore, this study aimed to investigate the more as very high satisfaction.
factors influencing job satisfaction of employees
in health centers in Semnan and determine the RESULTS
factors influencing job satisfaction and Form distributed questionnaires, 93 questionnaires
productivity and related factors such as income, were returned (response rate of 86.91%). The
amenities and service history to overcome the findings showed that 61 employees (65.59%) were
present challenges and increase organization female and 32 (34.4%) were male; 81.48% of
efficiency. employees were married and 18.52% were single.

Table 1. Frequency, average and SD of the degree of job satisfaction in Semnan health centers, separated by educational levels
Satisfaction degree
Category Educational level Very Very average SD P-Value
Low Medium High
low high
Diploma 12.4 19.2 56.8 11.6 - 2.62 0.73
salary and benefits B.Sc./M.A. 6.9 27.6 58.6 6.9 - 2.70 0.61 0.882
M.A./M.Sc. or higher 14.3 20.8 52.5 12.5 - 2.40 0.78
Diploma 2.6 10.5 39.5 44.7 2.6 3.26 0.73
job stability B.Sc./M.A. 3.4 27.6 37.9 27.6 3.4 3.00 0.77 0.781
M.A./M.Sc. or higher - 18.8 43.8 25.0 12.5 3.27 0.74
cross-relation Diploma 5.3 10.5 55.3 28.9 - 3.06 0.72
between Co- B.Sc./M.A. - 24.5 58.6 6.9 - 2.74 0.52 0.02
workers M.A./M.Sc. or higher - 31.3 37.5 31.3 - 3.01 0.73
opportunities for Diploma 2.6 42.1 44.7 7.9 2.6 2.68 0.63
growth,
B.Sc./M.A. 3.4 41.4 44.8 10.3 - 2.58 0.66 0.156
development and
promotion M.A./M.Sc. or higher 6.3 18.8 62.5 12.5 - 2.73 0.70
Diploma 4.8 3.3 24.5 45.9 21.4 3.78 0.95
supervision and
B.Sc./M.A. 3.1 3.9 24.7 42.3 26.0 3.87 0.92 0.393
leadership
M.A./M.Sc. or higher 3.3 4.8 18.1 44.3 29.5 3.94 0.95
Diploma 4.2 4.8 22.7 45.6 22.7 3.80 0.96
management
B.Sc./M.A. 2.6 4.2 24.2 42.1 26.9 3.87 0.94 0.099
policy
M.A./M.Sc. or higher 1.3 3.5 24.4 47.2 23.6 3.89 0.84
Diploma 12.5 16.2 41.9 19.4 9.6 2.97 1.12
environmental
B.Sc./M.A. 6.6 15.5 49.6 19.9 7.7 3.07 0.97 0.259
conditions
M.A./M.Sc. or higher 10.0 18.6 39.7 18.3 5.5 2.90 1.03

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Table 2. Frequency, average and SD of the degree of job satisfaction in Semnan health centers separated by genders
Satisfaction degree (%)
Gender Very Average SD
low medium high Very high
low
Female 2.4 8.7 41.7 44.4 2.5 3.32 0.77
Male 3.9 33.8 23.1 27.9 9.4 2.98 0.83

Also, 29.6% of employees were 20- 29 years old, necessary and valuable element in health
44.67% were 30- 39 and 25.73% were aged more promotion and is of great importance. Job
than 40 years. In terms of educational level, 21 dissatisfaction among personnel not only causes
(22.58%) had high school diploma, 58 (62.36%) dysfunction regarding quantify of patients
had B.Sc./B.A, and 14 (15.05%) had B.Sc./M.A. affairs, but also the quality of health care is
and higher. affected [13].
The results of questionnaire analysis in seven Job satisfaction is not only very important by
items regarding job satisfaction, show itself, but also regard to its impact on other
satisfaction supervision and leadership (77.2%), aspects of the job attitude of great importance.
management policy (77%), job stability In fact, by increasing job satisfaction, other
(63.4%), environmental conditions (59.6%), aspect of job attitudes such as organizational
cross-relation between Co-workers (58.6%), commitment, job involvement and
salary and benefits (53.4%) and opportunities organizational atmosphere improves. This point
for growth, development and promotion can also be seen in proposed models and
(53.2%). research carried out by professionals in the
The results suggest that female employees are field. Keshani have concluded in their studies
more satisfied than male (P<0.05). Overally, that women and men in terms of job satisfaction
17.42% of participants had low satisfaction, and exhaust are different. Women have higher
41.53% medium and 26.24% had high job satisfaction and exhaust than men [14]
satisfaction. About the relationship between which is similar to the results of present study
marital status and job satisfaction, it was shown and could be due to the fact that it is the primary
that job satisfaction score and its components duty of men to meet the family's livelihood, but
were not significantly different between married some women have accepted and taken this
and unmarried personnel (P <0.872). Also, a responsibility for surplus of subsistence
significant difference was observed between job allowance for the enjoyment of family. Keshani
satisfaction and work experience (P <0.05) so puts it this way, the relationship between job
that those with higher work experience were satisfaction and exhaust is negative, i.e. if there
more satisfied. is high job satisfaction, exhaust is low and if
Due to the lack of significant differences there is low job satisfaction, job exhaust is high
between job satisfaction and educational level in [14]. Job satisfaction of employees in this study
a more detailed analysis, job satisfaction areas was moderate. Thus, in terms of job satisfaction,
including supervision and leadership, it seems that different factors are effective in
management policy, job stability, environmental different portions. The results regarding to the
conditions, cross-relation between Co-workers, area of supervision showed that the majority of
salary and benefits and opportunities for personnel 77.2% was satisfied with the
growth, development and promotion were availability of personnel in an emergency and
compared between staff. among the mentioned the way of officials' monitoring their work. The
components, only satisfaction with interaction results of this study are consistent with the study
between Co-workers among the three groups by Khavari and colleagues [9] in Yazd
were significantly different (P <0.02). University and Zia Poor [15] entitled in
Kermanshah.
DISCUSSION The results of this study, about the relationship
Job satisfaction in health centers, due to the between job satisfaction and job experience,
task and responsibility that they have in also indicate that the satisfaction of employees'
prevention, care and treatment of humans, is a welfare and working history had close relations,
the results of study by Mirzaee and colleagues
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[16] suggest this point, so that employees with interactions with clients and staff, there is a
less than 5 years of experience were more moderate to high level of satisfaction with
satisfied with the welfare conditions. One business partnerships and friendly relations with
potential reason for this is that, increasing the Co-workers.
working history causes personnel to elevate These findings suggest that interactions in the
their expectations and to become more aware of study population was relatively good, good
their rights, so their consent is less. organizational environment and not peace as a
Of significant factors associated with job result of lack of environmental stresses give the
satisfaction is salary that some studies suggest employees the chance to use their potential for
that salary and benefits have the lowest better and more service to the clients.
satisfaction rating in the staff of an organization According to the present results, promotion and
[17-19]. The results of this study also showed improvement of communication conditions and
that the lowest level of employee satisfaction providing more communication within the
has been the aspects of salary and benefits, organization is recommended to the employees
opportunities for growth, development and the of health care in Semnan to increase their job
promotion while the results of the study by satisfaction.
Monjamed and colleagues [20], expressed
salaries and benefits as rating the highest ACKNOWLEDGMENTS
satisfaction among employees. Hereby, we thank and appreciate all
Job satisfaction in terms of interaction with employees of health care clinic in Semnan who
colleagues was moderate with an average of helped this study to be carried out.
58.73%. Analyzing of the findings in this aspect
have shown that in addition to the variable

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