PROPOSAL

ON

Job satisfaction and its associated factors among doctors in public

and private hospitals in Dhaka, Bangladesh: A comparative
cross-sectional study

This proposal is prepared for partial fulfillment of the requirements of the

Master of Public Health (MPH) Degree of North South University, Dhaka,
Bangladesh

Tanzeema Younus Sarkar

ID:2115541680

MASTER OF PUBLIC HEALTH PROGRAM

DEPARTMENT OF PUBLIC HEALTH
SCHOOL OF HEALTH & LIFE SCIENCES
NORTH SOUTH UNIVERSITY
BASHUNDHARA, DHAKA
BANGLADESH
2022

1
 The proposal Entitled

Job satisfaction and its associated factors among doctors in public

and private hospital in Dhaka, Bangladesh: A comparative cross-
sectional study

This proposal is submitted to the Department of Public Health, North South University for
the partial fulfillment of the requirements of the Master of Public Health (MPH) degree.

Date: ………....………...….…….…….................
Name:
Student’s ID:

2
 DEPARTMENT OF PUBLIC HEALTH
MASTER OF PUBLIC HEALTH

We, the members of thesis proposal defense committee certify that we have carefully read
the proposal and recommended to the Dean for approval of proposal entitled.

Job satisfaction and its associated factors among doctors in public

and private hospital in Dhaka, Bangladesh: A comparative cross-
sectional study

Submitted by Tanzeema Younus Sarkar, ID: 2115541680 for partial fulfillment of the
requirements of Master of Public Health (MPH) degree.

………………………………………………..
Dr. Mohammad Delwer Hossain Hawlader
Ph.D., MPH, MBBS
Associate Professor & Chairman
Department of Public Health
North South University
Supervisor

…….....................................................
..........................................
Professor Dr. G.U.Ahsan
Dr. Shaikh Abdus Salam
MBBS, DTM & H, MPHM, Ph.D
MPH, MBBS
Dean,
Lecturer
School of Health & Life Sciences
Department of Public Health
North South University
North South University
Member

3
 ACKNOWLEDGMENT

This proposal is presenting the devoted presence of many people. I am extremely grateful to
the Almighty for the splendid opportunity that has allowed me to pursue the course work of
the MPH program offered by the renowned educational institution North South University,
Bashundhara, Dhaka, Bangladesh.

I would like to express my profound gratitude to my learned and experienced supervisor Dr.
Mohammad Delwer Hossain Hawlader, Ph.D., MPH, MBBS, Chairman and Associate
Professor, Department of Public Health of North South University for his kind supportive
supervision and proper guidance.
I sincerely acknowledge the member of my thesis committee Dr. Shaikh Abdus Salam,
MPH, MBBS, Lecturer, Department of Public Health for his kind cooperation, valuable
advice, continuous guidance, and support.

I am also grateful to all officials in the Department of Public Health office, North South
University.

Last but not the least, all the credit goes to my parents who never stopped believing in me.

4
 TABLE OF CONTENTS
Content Page
Title Page 1
Submission Page 2
Evaluation Page 3
Acknowledgment 4
Executive Summary 5
Table of Content 6-7
Abbreviations 8
CHAPTER I: INTRODUCTION 9-13
1.1 Introduction 9-10
1.2 Justification of the Study 11
1.3 Operational Definition 12
1.4 Research Question 13
CHAPTER II: LITERATURE REVIEW 14-20
CHAPTER III: RESEARCH METHODOLOGY 21-26
3.1 Objectives of the Study 21
3.1.1 General Objective 21
3.1.2 Specific Objectives 21
3.2 Conceptual Framework 22
3.3 Study Design 23
3.4 Target Population 23
3.5 Study Site 23
3.6 Study Period 23
3.7 Sample Size 23
3.8 Inclusion Criteria 23
3.9 Exclusion Criteria 24
3.10 Sampling Technique 24
3.11 Data Collection Tools 24
3.12 Data Management &Analysis Plan 24

5
Content Page

3.13 Quality Control and Quality Assurance 25

3.14 Ethical Consideration 25
3.15 Expected Outcomes 25
3.16 Action Plan 26

REFERENCES 27-29

APPENDICES 30-51
APPENDIX – A: Consent Form 30
APPENDIX – B: Consent Form (Bengali) 31
APPENDIX – C: Questionnaire 32-41
APPENDIX – D: Questionnaire (Bengali) 42-51

6
 ABBREVIATIONS

WHO: World Health Organization

BMDC: Bangladesh Medical and Dental Council

BMA: Bangladesh Medical Association

MBBS: Bachelor of Medicine and Bachelor of Surgery

BDS: Bachelor of Dental Surgery

GP: General Physician

7
 CHAPTER I
INTRODUCTION
1.1Introduction
In the health sector, the quality of patient care is primarily determined by employer
satisfaction with their job, motivation, and the ability to apply resources to the workplace (1).
Doctors' job satisfaction is a significant issue since doctors are generally among society's
highest-paid and most respected leaders (2). It is an essential issue for healthcare
management and organizations that correlate with patient and staff outcomes. This is critical
to maintaining and improving employee performance to provide quality care (3). Therefore,
job satisfaction among doctors is increasingly being discussed and studied in developing
countries. Job satisfaction is a pleasurable or positive emotional state that can weigh up the
appraisal in one’s job or work experience (4). In other words, it is an individual’s emotional
attitude towards their work, their level of devotion to their work, or their subjective
significance of work.

Various factors can influence the level of job satisfaction. Some of these factors consist of
pay and benefits, promotion, the quality of the working conditions, leadership and social
relationships, opportunities, advancement, and the job itself in the organization (5).
According to Frederick Herzberg, two dimensions of job satisfaction exists. It includes
intrinsic motivation, recognition, and responsibility and extrinsic-hygiene factors, which
include job security, salary, and working conditions. Intrinsic-motivation factors enable
higher satisfaction and performance, whereas the absence of extrinsic factors mitigate
dissatisfaction (6). Maslow (1943, 1970) proposed several independent sets of basic human
needs. He speculated on a universal set of different motivations related to physiology, safety,
affection, self-esteem, and self-actualization. Failure to meet one need can affect the next
level of needs. Low order needs are prioritized before higher order needs are activated,
ensuring that demands are met in the correct order (7).According to Herzberg's theory of
motivation applied to the workplace, there are two types of motivating factors: 1) satisfiers
(motivators), which are the main drivers of job satisfaction and include factors such as
achievements, recognition, responsibility, and work advancement, and 2) dissatisfiers
(hygiene factors), which are the leading causes of job dissatisfaction  and include factors

8
such as working conditions, salaries, relationships with colleagues, administrative
procedures, and administrative procedures. Herzberg used this model was used by Herzberg
to describe how an individual at work might be both satisfied and unhappy at the same time
because these two sets of factors work in different sequences.(8)

Satisfaction is derived in three possible ways: from differences between what the job offers
and what the individual expects; from the degree to which a job fulfills individual needs; and
from the degree to which individual values are fulfilled (9).A physicians’ satisfaction with
their job directly affects any country’s healthcare system. The doctors who are dissatisfied
with their jobs have less satisfied patients and are more likely to affect mental and physical
health, quality of life, goal achievement, and personal development. Most importantly , it is
essential to understand the level of satisfaction of doctors and other contextual variables (6).
Moreover, research suggests that job satisfaction and performance are positively correlated
(10). Doctors serve humanity; however, they are becoming more dissatisfied with their job,
and ultimately this is affecting the health service quality and patient’s satisfaction. Job
satisfaction is a crucial aspect in patient care, and there is evidence that a high degree of job
satisfaction correlates with positive patient and health-care system outcomes. Job satisfaction
is the result of a complex web of interconnected positions, responsibilities, tasks,
interactions, rewards, and incentives. According to the research, healthcare workers had poor
levels of overall satisfaction. The nature of work has been changing the attitude of employees
towards the work itself. Some of the issues found were dissatisfaction with clinical decision-
making autonomy, system roles, the amount of time spent with patients, and low pay.
Evidence reveal that, while private health-care industry is reasonably well organized and
provides good working conditions, public-sector employees encounter a slew of challenges
that negatively impact their job satisfaction. Increased job satisfaction not only benefits
individual growth and well-being, but it also ensures high-quality patient care and better
healthcare delivery.

Many researches showed that employees’ job satisfaction is sector dependent and reported
inconsistent findings regarding job satisfaction in public and private sectors hospitals. A
study conducted in Russia found differences in physicians levels of the job satisfaction in the

9
public and private sectors (11). Similarly, a study in Ethiopia found job satisfaction of
healthcare professionals in private sector hospitals higher than in public sector hospitals (12).
Besides, studies in Bangladesh revealed that  private hospital patients sensed better
healthcare service quality performance and had higher satisfaction than patients in public
hospitals (9). In Bangladesh, the current doctor-patient ratio is 0.637 per 1,000 population
(13). There is a huge shortage of doctors in Bangladesh and this hampering the quality of
healthcare delivery and patient’s satisfaction due to turnover and dissatisfaction from job.
This indirect relationship along with determinants of job satisfaction lead to a better
understanding of the complex phenomenon of job satisfaction which will help design better
effective strategies to address doctor’s shortage and improve patients care quality. Therefore,
there is a dire need to conduct a study among doctors as the health system might deteriorate
if proper action is not taken. However, there has been limited comparative studies to measure
the job satisfaction among doctors in the public and private sector in Bangladesh.

10
1.2 Justification of the study

Health professionals such as doctors are responsible for maintaining and restoring a person's
health and well-being. Despite this, doctors face many challenges in the healthcare system.
They have long working hours, heavy workloads, increased stress and burnout, job
insecurity, and workplace violence, which negatively affect their overall satisfaction with
their work. Patients' satisfaction with their care is affected by health workers' job satisfaction.
To provide effective and efficient health care delivery and improve the quality of services, it
is imperative to focus on these aspects of doctors' job satisfaction.

There is a difference in health care delivery between the public and private sectors in
Bangladesh, and many doctors work here. Unfortunately, doctors' job satisfaction is not
usually discussed or monitored in Bangladesh. It is time to address job satisfaction and its
determinants among doctors in the country. So, to get a better understanding of the
determinants of doctor’s job satisfaction this study will help the decision makers adopt and
implement effective measures to improve healthcare services in the country. Thus, this study
will assess and compare the factors that impact job satisfaction among doctors in public and
private sectors in Dhaka, Bangladesh.

11
1.3 Operational Definitions

Satisfaction:

It is a judgment that a health care service gives a pleasurable level of fulfillment and overall
level of contentment with a service experience. Satisfaction is easy to understand but hard to
define. Satisfaction is not some pre-existing phenomenon waiting to be measured but a
judgment people from overtime as they reflect on from their experience.

Job satisfaction:

Job satisfaction is a pleasurable or positive emotional state associated with a job or job
experience. It may result from differences between what a particular job offers and what the
individual expects, from the extent to which a job fulfils individual needs and the degree to
which personal values are fulfilled (7).

Morale:

Morale is described as the degree to which an individual's demands are met and the degree to
which that satisfaction is attributed to the entire work.

Attitude:

Attitudes are based on cognitive, emotional, and behavioral factors that cause people to
behave differently.
Turnover

Job security

12
1.4 Research Question:

1. What are the differences in the level of job satisfaction among doctors in public and
private hospital in Dhaka, Bangladesh?

2. What are the associated factors of job satisfaction among doctors in public and
private hospitals in Dhaka, Bangladesh?

13
 CHAPTER II
LITERATURE REVIEW

Nowadays, job satisfaction among doctors is one of the most neglected topics of our
healthcare system. Job satisfaction and morale among doctors is a growing concern
everywhere. A physician is responsible for maintaining and restoring the health of an
individual ‘s physical and mental health. Besides, the doctors are so much into managing
others health; however, we forget to acknowledge the importance of a physician. So, if we
want a healthy state, it is necessary to ensure that doctors are satisfied with their jobs. If we
can do that, we could contribute our maximum potential for the betterment of our society.
However, sufficient job satisfaction helps a person contribute productively to the community.
Individual well-being, overall life happiness, and work performance are all influenced by job
satisfaction among healthcare professionals.

In the year 2020, in Bangladesh to find out job satisfaction of healthcare professionals, a
survey was done in combined military hospital. The study population consisted of doctors,
nurses, paramedic medical assistants, and technologists, and 574 respondents were chosen
from five CMHs using simple random sampling. Certain indicators were used to determine
job satisfaction, and the Health Professions Stress Inventory was used to assess occupational
stress. The results concluded that in terms of job prospects (61.4%), people they worked with
(86.5%), physical working conditions (79.4%), the way their department was run (80.7%),
the way their abilities were used (78.2%), and their interest and skill involved in their
job (77.4 %) were satisfied. A minor (56.7 %) of respondents were dissatisfied with their
pay. 32.4 % said they were not concerned about losing their work, and more over half (60.8
%) have said that they are financially secure for the next ten years. The author found that job
satisfaction and stress have a statistically significant association.(5)

Another descriptive cross-sectional study in Bangladesh was conducted on 2019 to measure

the job satisfaction of doctors working at Upazila Health Complexes in Barisal District. The
author used job satisfaction survey scale to measure the job satisfaction. The results showed
that 57.6% of doctors were dissatisfied, 27.1% were satisfied and 15.3% were inconclusive.

14
Most of the participants were dissatisfied with salary, promotional scope allowances, night
duty, working hours, accommodation facility and transport facility.(14)

A quantitative study was done among the public and private doctors with 384 doctors from
29 out of a total 64 districts of Bangladesh during October and November 2015. The impact
of work characteristics and other factors on job satisfaction, turnover intention, and burnout
among doctors from Bangladesh's district health system's public primary, secondary, and
private facilities were explored. There were 354 doctors who replied. On combined job
characteristics and outcomes factors, no significant differences were detected between public
primary and secondary level doctors, however there were substantial differences between
public and private doctors. Both public and private doctors' job satisfaction, turnover
intention, and burnout were negatively impacted by organizational support; private doctors
received more assistance. The impact of health-care politics on public physicians were
alarming.(15)

A study conducted in South Africa where a comparative analysis of the antecedents and
consequences of employee satisfaction for urban and rural healthcare workers was done.
Brian et. al (2019) found that urban and rural healthcare workers differed significantly in
terms of their satisfaction with work duties, compensation, career development, service
delivery, and turnover intentions (16).

In Ghana, a qualitative study looked into the effects of motivation and job satisfaction on
turnover intention, as well as how district health managers can promote motivation and
satisfaction in order to increase health worker retention. Bonenberger et al (2014) found that
overall, 69 percent of respondents intended to change their jobs among 256 health workers.
Motivation and job satisfaction were found to be significantly related to turnover intention,
with higher levels of both reducing the probability of health workers planning to leave their
job. Motivational and job satisfaction dimensions career development (OR = 0.56, 95 %CI:
0.36 to 0.86), workload (OR = 0.58, 95 % CI: 0.34 to 0.99), management (OR = 0.51, 95 %
CI: 0.30 to 0.84), organizational commitment (OR = 0.36, 95 % CI: 0.19 to 0.66), and
burnout were all significantly associated with turnover intention.(17)

15
In 2003 in Switzerland, among 1184 swiss physicians, a work satisfaction questionnaire was
filled in to determine the work-related predictors of satisfaction. The physicians were more
satisfied with patient care, professional relations, and personal rewards, whereas dissatisfied
with work-related burden, work-related income and prestige. Dimension of satisfaction
constituted type of practice, specialty, hours spend on administrative tasks, and on continuing
medical education.(18)

In Canada, a national survey was conducted among 34,753 family physicians to determine
the job and work-life balance satisfaction.72% of the respondents were satisfied with their
job and 49% with their work-life balance. The author found that family physicians not in a
focused practice had greater dissatisfaction with their job and work-life balance compared to
their co-workers who have more areas of clinical focus. Moreover, male doctors had less
satisfaction with job and work-life balance than female doctors.(19)

Another survey conducted in the same year in Malaysia assessed job satisfaction of public
and private primary care physicians in Malaysia. They found that a higher proportion of
public doctors felt they were being overloaded with the administrative task and part of the
work does not make sense. Only 62.9% of public doctors felt that there was a good balance
between effort and reward while a 85.8% of private doctors reported the same (20).

Some of the studies conducted in India showed differences in level of job satisfaction among
Indian doctors. A study showed that 49.6% of the doctors were dissatisfied with the average
amount of work-hours/ day. 55.2% of the doctors were dissatisfied with their choice of
profession being a doctor. A significant proportion of doctors were found to be dissatisfied
with the average number of their work-hours and salary. The mean work-hours per day and
the number of night shifts per month were found to have a significant relation with
dissatisfaction(21).

Another study was conducted by Anand.et. al 2022 among 115 medical officers working in
Delhi, India. The author found that 59.1% of them were satisfied with their job. However, the

16
study revealed the cause of dissatisfaction with the job was that the pay did not match the
demand of the job. Besides, when comparing to female physician, considerably higher
proportion of male participants perceived lack of accommodation and frequent detail to be a
major issues in their profession.(22)

Another survey in China reported that 64.8% of participants were dissatisfied with their jobs.
Factors that were significant to doctors’ job satisfaction was doctors’ professional title,
department, work hours, work requirements life and work stress, and the types of patients
that doctors treated or expected to treat. Doctors’ job satisfaction was related to their
professional title, types of patients that doctors treated or expected to treat, as well as their
work stress (23).

In Pakistan in 2014, a comparative survey was done to find out the differences in the level of
job satisfaction of doctors working in public and private tertiary care hospitals. This cross-
sectional study reported that the majority of doctors (68.8%) were unsatisfied with their
professions, with high levels of satisfaction only evident in regard to pay timeliness (92.9%)
and job safety (98%) among the total study respondents. Doctors in private hospitals were
more satisfied with their jobs than doctors in public hospitals, and this difference was
statistically significant. The author suggested that there is a need to identify the discrepancies
and develop strategies to alleviate these problems.(24)

The reviewed literature shows low levels of job satisfaction among healthcare professionals.
Upon reviewing those studies, we can deduce that, without proper intervention proper
delivery of appropriate healthcare by doctors is hampered and bringing change in this is
essential and is the utmost functioning of the state’s wellbeing. So, we all have to formulate
an integrated management plan to improve the job satisfaction of doctors in Bangladesh.

17
 CHAPTER III

RESEARCH METHODOLOGY

3.1 Study Objectives

3.1.1 General Objective

To assess the level of job satisfaction and its associated factors among doctors in
public and private hospital in Dhaka, Bangladesh.

3.1.2 Specific objective:

1. To measure the association between sociodemographic factors with job satisfaction

among doctors in public and private hospital in Dhaka, Bangladesh;

2. To determine the organizational factors influencing job satisfaction among doctors in

public and private hospital in Dhaka, Bangladesh

3. To determine the work-related factors influencing job satisfaction among doctors in

public and private hospital in Dhaka, Bangladesh;

18
3.2 Conceptual Framework

Independent Variables Dependent Variables

Socio-demographic variables

 Age
 Gender
 Marital status
 Religion
 Job position
 Work experience
 Qualification/Specialization
 Monthly salary
 Workplace
 Dual practice

Organizational related factors

 Managerial support/Supervision
 Performance appraisal/Recognition
 Promotion
 Communication (counseling opportunities, Job satisfaction
feedback)
 Co-workers
 Training and development
 Accommodation facilities
 Transport facilities
S
Job-related factors

 Autonomy and work control

 Workload
 Meaningfulness
 Job security
 Night shift duty/Week
 Duty hours/ week
 Working environment
 Workplace safety/violence
 Work-life balance
 Work stress

19
3.3 Study design:
A comparative cross-sectional study will be conducted among the doctors of public and
private hospitals of Dhaka city.

3.4 Target Population

Target population of this study will be the doctors in Dhaka city.

3.5 Study Site & Area

Study site will be in Dhaka city.

3.6 Study Period

April to June 2022 (3 months)

3.7 Sample Size

In Bangladesh, a study was conducted to assess job satisfaction among doctors in a

District. However, using the following formula, we assume a prevalence of job
satisfaction of 27% (14)to compute the sample size:

( 1.96 )2 x 0.27 x( 1−0.27)

n=
(0.05)²

n = 302

So, the determined sample size is 302.

20
3.8 Inclusion criteria:
1. Participants having either a MBBS or BDS degree with BMDC registration;
2. Doctors having at least more than 1 year of job experience in either public or private
hospital;

3.9 Exclusion criteria:

1. Doctors having less than 1 year of job experience;
2. Doctors not available or on leave during the study period;

3.10 Sampling method:

A convenient sampling technique will be applied for this study.

3.11 Data collection tools:

Semi-structured questionnaire will be used to collect data for this study.

3.12 Data management & analysis plan:

Statistical analysis will be performed using SPSS V25. Demographic characteristics will
be described as median (interquartile range, IQR) for the continuous variables and
frequency for the categorical variables. We will conduct a Chi-square test to analyze the
association between different responses and outcomes. We will perform binary logistic
regression to calculate the odds ratios (ORs) and the corresponding 95% confidence
intervals (95% CIs) to analyze the univariate associations between sociodemographic
characteristics, organizational factors, job-related factors. To perform the analysis, we
will estimate our cut-off value for……………. All tests will be two-sided, and p<0.05
will be regarded as statistically significant.

21
3.13 Quality Control & Quality Assurance
The following measures will be adapted for quality control and assurance.
 A standard research protocol of the Department of Public Health, North South
University will be implemented.
 Regular help and guidance will be taken from the Supervisor and Co-Supervisor(s).
 The Field Supervisor (FS) will oversee and monitor all field activities.
 The designed questionnaire will be pretested or piloted, translated, and simplified.
 The data will be checked and rechecked for validity and reliability. The supervisor
will recheck at least 5% of the collected data to monitor the data quality.
 Manipulation of data will be strictly prohibited. The data will be closely monitored,
maintained confidentially, and stored on a password-protected device. However, only
the research team will have access to the data.
 The data should be inspected manually to assure the data accuracy during coding and
cleaning,
 The researchers will perform the data collection, analysis, and report writing. 

3.14 Ethical consideration: 

 Ethical clearance will be obtained from the Institutional Review Board (IRB)/Ethical
Review Committee (ERC)/the Department of Public Health, North South University,
with the Department Chair's signature for this study.
 The authorities of the respective study sites will be approached for permission to
proceed with the data collection.
 Each participant will be briefed about the study's objectives before data collection.
We will ensure the privacy and confidentiality of the participants.
 Informed written/verbal consent will be attained before the data collection.
 Since participation in this study will be voluntary, the participants can withdraw from
the interview at any moment.
 Confidentiality of the information given by the participant will be preserved.
 The moral principles set down in the 1964 Declaration of Helsinki and its last
changes will be observed.

22
 3.15 Expected Outcome:
In this study, doctors' job satisfaction in public and private hospitals of Dhaka, Bangladesh,
will be assessed. Additionally, we will determine the sociodemographic factors that affect job
satisfaction. This survey will also determine the differences in job satisfaction among doctors
in public and private hospitals. By doing so, the factors can be identified as contributing to
dissatisfaction among target populations. Additionally, based on the findings of this study,
redesigning the policy of the Bangladeshi health system is deemed crucial.
3.16 Work plan:
Activities April May June July August September
2022 2022 2022 2022 2022 2022
Development &
approval of
proposal

Development of
data collection
tools

Pretesting
questionnaire

Data collection,
entry &
analysis

Report writing
& submission

23
Reference:
1. Rigoli F, Dussault G. The interface between health sector reform and human resources in
health. Hum Resour Health [Internet]. 2003 Nov 3 [cited 2022 Mar 14];1(1):1–12. Available
from: https://human-resources-health.biomedcentral.com/articles/10.1186/1478-4491-1-9
2. Kravitz RL. Physician job satisfaction as a public health issue. Kravitz Isr J Heal Policy Res
[Internet]. 2012;2012:51. Available from: http://www.ijhpr.org/content/1/1/51
3. Isonne C, Nardi A, de Soccio P, Zerbetto A, Giffi M, Sindoni A, et al. Job Satisfaction Among
Employees After a Merger: A Cross-Sectional Survey in the Local Health Unit of Sardinia
Region, Italy. Front Public Heal. 2021 Dec 9;9:1987.
4. Weisman CS, Nathanson CA. Professional satisfaction and client outcomes. A comparative
organizational analysis. Med Care [Internet]. 1985 [cited 2022 Mar 9];23(10):1179–92.
Available from: https://pubmed.ncbi.nlm.nih.gov/4058072/
5. Munir UR, Rahman MF, Nosib MNU. Job Satisfaction among the Healthcare Professionals of
Combined Military Hospitals of Bangladesh. J Armed Forces Med Coll Bangladesh. 2020 Mar
10;14(2):164–8.
6. Bhattacherjee S, Ray K, Roy JK, Mukherjee A, Roy H, Datta S. Job Satisfaction among
Doctors of a Government Medical College and Hospital of Eastern India. Nepal J Epidemiol
[Internet]. 2016 Oct 3 [cited 2022 Mar 14];6(3):595–602. Available from:
https://pubmed.ncbi.nlm.nih.gov/27822405/
7. CiNii Articles -  The nature and causes of job satisfaction [Internet]. [cited 2022 Mar 15].
Available from: https://ci.nii.ac.jp/naid/10016045566/
8. Alrawahi S, Sellgren SF, Altouby S, Alwahaibi N, Brommels M. The application of
Herzberg’s two-factor theory of motivation to job satisfaction in clinical laboratories in Omani
hospitals. Heliyon [Internet]. 2020 Sep 1 [cited 2022 Apr 10];6(9). Available from:
https://pubmed.ncbi.nlm.nih.gov/32954029/
9. Ahmed S, Tarique KM, Arif I. Service quality, patient satisfaction and loyalty in the
Bangladesh healthcare sector. Int J Health Care Qual Assur [Internet]. 2017 [cited 2022 Mar
15];30(5):477–88. Available from: https://pubmed.ncbi.nlm.nih.gov/28574325/
10. Bowron JS, Todd KH. Job Stressors and Job Satisfaction in a Major Metropolitan Public EMS
Service. Prehosp Disaster Med [Internet]. 1999 [cited 2022 Mar 13];14(4):32–5. Available
from: https://www.cambridge.org/core/journals/prehospital-and-disaster-medicine/article/abs/
job-stressors-and-job-satisfaction-in-a-major-metropolitan-public-ems-service/
72325579B525F71178CFCFD99DCD27C7
11. Shkolnikova M, Yugay M, Pankevich V. Comparative Study of Physicians’ Job Satisfaction

24
 Levels in the Public and the Private Sectors in Russia. Open J Soc Sci [Internet]. 2017 Aug 8
[cited 2022 Mar 15];05(08):101–13. Available from: //file.scirp.org/Html/8-
1761491_78221.htm
12. Shaka Gudeta N. Comparative Study on Job Satisfaction among Health Workers in Public and
Private Sector Hospitals at South-West Shoa Zone, Oromia Regional State, Ethiopia. 2017
[cited 2022 Mar 14];7(5):2225–0484. Available from: www.iiste.org
13. Physicians (per 1,000 people) - Bangladesh | Data [Internet]. [cited 2022 Mar 13]. Available
from: https://data.worldbank.org/indicator/SH.MED.PHYS.ZS?locations=BD
14. Rashid MH, Islam M, Imtiaz A, Ferdushi HM, Salahuddin A, Chowdhury MH, et al. Job
satisfaction of doctors working at Upazila Health Complexes in Barisal District. Asian J
Biomed Pharm Sci. 2019;9(67).
15. Roy A, Van Der Weijden T, De Vries N. Relationships of work characteristics to job
satisfaction, turnover intention, and burnout among doctors in the district public-private mixed
health system of Bangladesh. BMC Health Serv Res [Internet]. 2017 Jun 20 [cited 2022 Mar
9];17(1). Available from: https://pubmed.ncbi.nlm.nih.gov/28637454/
16. Tawana B, Barkhuizen NE, Plessis Y du. A comparative analysis of the antecedents and
consequences of employee satisfaction for urban and rural healthcare workers in Kwazulu-
Natal Province, South Africa. SA J Hum Resour Manag. 2019;17.
17. Bonenberger M, Aikins M, Akweongo P, Wyss K. The effects of health worker motivation
and job satisfaction on turnover intention in Ghana: a cross-sectional study. Hum Resour
Health [Internet]. 2014 Aug 9 [cited 2022 May 1];12(1). Available from:
https://pubmed.ncbi.nlm.nih.gov/25106497/
18. Bovier PA, Perneger T V. Predictors of work satisfaction among physicians. Eur J Public
Health [Internet]. 2003 Dec [cited 2022 Apr 14];13(4):299–305. Available from:
https://pubmed.ncbi.nlm.nih.gov/14703315/
19. Malhotra J, Wong E, Thind A. Canadian family physician job satisfaction - Is it changing in
an evolving practice environment? An analysis of the 2013 National Physician Survey
database. BMC Fam Pract. 2018 Jun 23;19(1).
20. Ab Rahman N, Husin M, Dahian K, Mohamad Noh K, Atun R, Sivasampu S. Job satisfaction
of public and private primary care physicians in Malaysia: analysis of findings from
QUALICO-PC. Hum Resour Health [Internet]. 2019 Nov 4 [cited 2022 Mar 6];17(1).
Available from: https://pubmed.ncbi.nlm.nih.gov/31684972/
21. Sharma R, Kaur S, Talwar R, Verma A, Singh S. A study of job satisfaction and work
environment perception among doctors in a tertiary hospital in Delhi Cite this paper A

25
 STUDY OF JOB SATISFACTION AND WORK ENVIRONMENT PERCEPTION AMONG
DOCTORS IN A TERTIARY HOSPITAL IN DELHI. Indian J Med Sci. 2009;63(4).
22. Anand T, Kaur G, Gupta K, Thapliyal S, Lal P. Job satisfaction among medical officers
working in Delhi. J Fam Med Prim Care [Internet]. 2022 [cited 2022 Apr 14];11(1):155.
Available from: /pmc/articles/PMC8930123/
23. Liu J, Yu W, Ding T, Li M, Zhang L. Cross-sectional survey on job satisfaction and its
associated factors among doctors in tertiary public hospitals in Shanghai, China. BMJ Open
[Internet]. 2019 Mar 1 [cited 2022 Mar 17];9(3). Available from:
https://pubmed.ncbi.nlm.nih.gov/30826758/
24. Deeba DF, Usmani DRA, Akhtar DM, Zahra DT, Rasool DH. Job Satisfaction; Among
Doctors Working in Public and Private Tertiary Care Hospitals of Lahore. Prof Med J.
2015;20(10):1373–8.

26
 APPENDICES

APPENDIX-A

Inform Decision Making Consent Form

Serial No……… Date ……………

Name of Respondent …………………………………………………………………

I, Tanzeema Younus Sarkar, student of MPH program of North South University, am

conducting research on “Job satisfaction and its associated factors among doctors in
public and private hospital in Dhaka, Bangladesh: A comparative cross-sectional
study”

As a part of this study, your participation would be highly appreciated and would
contribute a lot to this research study. You will be asked to answer several questions. Your
identity will not be disclosed and will be kept confidential.

Your participation in this study will not involve any inconvenience or risks. If any
questions asked to you during the study poses embarrassment or discomfort, you are free to
refuse to answer those questions. Your participation is voluntary. Refusal to participate or
withdrawal of your consent or discontinue participation in the study will not result in any
penalty or loss of benefits. The results of this study will be presented anonymously.

North South University has reviewed and approved the procedures of this study. If
you have any questions about this study, you should feel free to ask now or anytime
throughout the study. If you have understood the nature of the study and have agreed to
participate, please sign in the place, indicated below. Thanking you,

……………………………... ………………………………
Participant’s signature & date Investigator’s signature & date

27
 Appendix - B

CONSENT FORM (BENGALI)

কোডঃ..........................................
তারিখঃ..........................................
নামঃ.............................................

প্রিয় সুহৃদ, তানজিমা ইউনু স সরকার , নর্থ সাউথ বিশ্ববিদ্যালয়ের এমপিএইচ প্রোগ্রামের ছাত্র । আমি একটি
গবেষণা কর্ম করছি যার শিরোনাম হল “Job satisfaction and its associated factors among doctors
in public and private hospital in Dhaka, Bangladesh: A comparative cross-sectional
study” । আমি আপনাকে এই গবেষণায় অংশগ্রহণের আমন্ত্রণ জানাচ্ছি। আপনাকে উক্ত গবেষণা কর্মে কিছু
প্রশ্নের উত্তরও দিতে হবে যা এই ফর্মে উল্লেখ করা আছে।

আমি আপনাকে জানাতে চাই যে এটি সম্পূর্ণরূপে একটি একাডেমিক গবেষণাকর্ম এবং আপনার প্রদত্ত তথ্য
সমূহ অন্য কোন উদ্দেশে ব্যবহৃত হবে না। আপনার নাম প্রকাশনায় গোপন থাকবে।

এই গবেষণা কর্মে আপনার অংশগ্রহণ ঐচ্ছিক এবং গবেষণাকর্মের যেকোন সময় এতে অংশ নেয়া থেকে বিরত
থাকতে পারবেন। ইন্টারভিউ চলাকালীন কোন নির্দি ষ্ট প্রশ্নের উত্তর না দিতে চাইলে, প্রশ্নের উত্তর না দেয়ার
অধিকার আপনি সংরক্ষণ করেন।

আমি আপনার সহযোগিতায় কৃ তজ্ঞ থাকব। আপনি যদি গবেষণায় যোগ দিতে সম্মত হন, তবে অনুগ্রহ পূর্বক
নির্দি ষ্ট স্থানে স্বাক্ষর করুন।

তথ্য গ্রহণকারীর স্বাক্ষর ও তারিখঃ ................................................................................

গবেষণায় অংশগ্রহণকারীর স্বাক্ষর ও তারিখঃ ......................................................................

28
 Appendix - B

Questionnaire – English

Identification No __________________

Name: …………………………………….

Hospital name: ……………………………

Your Phone no: ………………………….

Section-1: Sociodemographic factors

SLno. Questions Types Code Remarks

1 Age (in years)

…………. years
2 Gender Male 1
Female 2
3 Religion Islam 1
Hindu 2
Christian 3
Others 4

4 Job position Medical officer 1

Junior consultant 2
Senior consultant 3
Assistant register 4
Register 5
RMO 6
EMO 7
Others 8
5 Job experience 1-5 years 1
6-10 years 2
>10 years 3

29
6 Marital status Married 1
Unmarried 2
Divorced 3

7 Specialization Graduate-MBBS/GP 1
Postgraduate/Specialist 2
Dentist 3

8 Salary Expected 1
Less than expected 2
9 Workplace Public hospital 1
Private hospital 2
10 Are you doing dual Yes 1
practice? No 2

30
 Section-2: Satisfaction of Employee in Healthcare (SEHC) Survey
Important notes on how to answer the questions / statements in the following sections:
All statements / questions are measured on a 4-point rating scale:
1= strongly disagree,
2= disagree,
3 = agree
4 = strongly agree
You need to circle/tick only one out of five options that you believe factual
SL.no Questions Strongly Disagree Agree Strongly
disagree agree
1 The management of 1 2 3 4
this organization is
supportive of me
2 I receive the right 1 2 3 4
amount of support
and guidance from
my direct
supervisor

3 I am provided with
all the training
necessary for me to
perform my job.

4 I have learned
many new job skills
in this position.

5 I feel encouraged by
my supervisor to
offer suggestions
and improvements.

6 The management
makes changes
based on my
suggestions and
feedback.

31
7 I am appropriately
recognized when I
perform well at my
regular work duties.

8 The organization
rules make it easy
for me to do a good
job.

9 I am satisfied with
my chances for
promotion.

10 I have adequate
opportunities to
develop my
professional skills.

11 I have an accurate
written job
description.
12 The amount of
work I am expected
to finish each week
is reasonable.
13 My work
assignments are
clearly explained to
me.
14 My work is
evaluated based on
a fair system of
performance
standards.
15 My department
provides all the
equipment,
supplies, and
resources necessary
for me to perform
my duties.

16 The buildings,
grounds and layout
of this facility are
32
 adequate for me to
perform my work
duties.
17 My coworkers and I
work well together.

18 I feel I can easily

communicate with
members from all
members from all
levels of this
organization.
19 I would recommend
this health facility
to other workers as
a good place to
work.
20 How would you rate
this health facility
as a place to work
on a scale of 1 (the
worst) to 10 (the
best)?

33