C ontemporary I ssue

Job satisfaction in health-care organizations

A bstract
Downloaded from http://journals.lww.com/inpj by BhDMf5ePHKav1zEoum1tQfN4a+kJLhEZgbsIHo4XMi0hCywCX1AW

Kavita Bhatnagar, Job satisfaction among health-care professionals acquires significance for the purpose
of maximization of human resource potential. This article is aimed at emphasizing
Kalpana Srivastava1
importance of studying various aspects of job satisfaction in health-care organizations.
Department of Ophthalmology,
nYQp/IlQrHD3i3D0OdRyi7TvSFl4Cf3VC4/OAVpDDa8KKGKV0Ymy+78= on 10/17/2024

Pad Dr. D. Y. Patil Medical

College, Pimpri, Pune,
1
Department of Psychiatry, Armed
Forces Medical College, Pune,
Maharashtra, India

Address for correspondence:

Dr. Kavita Bhatnagar,
B4/21, Brahma Aangan, Off
Salunke Vihar Road, Kondhwa,
Pune 411 048, Maharashtra, India.
E-mail: rajankavita12@rediffmail. Keywords: Health care, job satisfaction, professionals
com

T here has been considerable emphasis on human

resource management in recent past. In an organization,
productivity and quality of service depend entirely on the
The job satisfaction of an employee is a topic that
has received considerable attention by researchers and
managers alike. The most important information to have
organization’s ability to manage the human resource.[1] regarding an employee in an organization is a validated
Human resource management encompasses organizational measure of his or her level of job satisfaction (Roznowski
development, human resource development, and industrial and Hulin 1992).[4] Thus, it is fruitful to say that managers,
relations. Human resource functions in an organization supervisors, human resource specialists, employees, and
include everything that has to do with ‘people’, i.e., their citizens in general are concerned with ways of improving
recruitment, induction, retention, welfare, appraisal, job satisfaction.[5]
growth, training, skill development, attitudinal-orientation,
compensation, motivation, industrial relation and The foundation of job satisfaction theory was introduced
retirement, etc.[2] by Maslow with a five-stage hierarchy of human needs, now
recognized as the deprivation/gratification proposition.
All organizations operate within an internal and an external However, much of the job satisfaction research has focused
environment. Technology provides resources; structure on employees in the private sector.[6,7]
defines the formal relationship of people in organization
and both internal and external environment as well as The motivation to investigate the degree of job satisfaction
influences the attitudes of people.[3] arises from the fact that a better understanding of
employee satisfaction is desirable to achieve a higher
How to get ‘people’ involved and motivated for excellence level of motivation that is directly associated with patient
at work? The key to effective work performance is in satisfaction.
understanding what domains of work are important for
job satisfaction among clinicians. Offering the highest quality of health-care services
possible to as many people who need them, within a given
Access this article online environment of social, material, financial, and human
Quick Response Code: resources is the main goal of health-care systems and of
Website: www.industrialpsychiatry.org every single health-care organization or unit within an
organization. Achieving this goal requires a committed and
high-quality workforce in health-care organizations. Due
DOI: 10.4103/0972-6748.110959 to the anticipated significant impact of human resources
management on the quality of services and its increasing

Industrial Psychiatry Journal  75 Jan-Jun 2012 | Vol 21 | Issue 1

 Bhatnagar and Srivastava: Job satisfaction

coverage in formalized quality systems, it is essential that • Relationships with co-workers – social harmony and
a health-care establishment pays attention to the quality respect
of human resources in early stages of development of a • Promotion opportunities – chances for further
quality system. Attending to job satisfaction of staff is then advancement
a fundamental component of human resources quality. In • Pay – adequacy of pay and perceived equity vis-à-vis
particular, many researchers have demonstrated strong others[22,23]
positive correlations between job satisfaction of medical
Downloaded from http://journals.lww.com/inpj by BhDMf5ePHKav1zEoum1tQfN4a+kJLhEZgbsIHo4XMi0hCywCX1AW

staff and patient satisfaction with the services in these Research tends to divide the characteristics of work into
health-care settings.[8-12] two broad categories: extrinsic variables and intrinsic
variables. In 1957, Herzberg et al. made the distinction
nYQp/IlQrHD3i3D0OdRyi7TvSFl4Cf3VC4/OAVpDDa8KKGKV0Ymy+78= on 10/17/2024

Organizations’ efficiency depends to a large extent on between the intrinsic rewards from the job and the
the morale of its employee. Behavioral and social science extrinsic rewards from the job. The intrinsic factors
research suggests that job satisfaction and job performance refer to a job’s inherent features – people’s affective
are correlated.[13] Job satisfaction and morale among reactions to features integral to the work itself. The
medical practitioners is a current concern worldwide.[14-16] extrinsic work factors focus on issues that are external to
Poor job satisfaction leads to increased physician turnover, the job itself, such as pay.[21,24,25] The distinction between
adversely affecting medical care job satisfaction. [17,18] intrinsic and extrinsic work factors, rewards, motives,
Consequently, by creating an environment that promotes needs, etc., remains to be a useful tool in studies of
job satisfaction, a health-care manager can develop many researchers.
employees who are motivated, productive, and fulfilled.
This in turn will contribute to higher quality patient care There are important reasons why the researcher should
and patient satisfaction.[6,9] be concerned with job satisfaction. The first is that
people deserve to be treated fairly and with respect.
JOB SATISFACTION: DEFINITIONS, FACETS, AND Job satisfaction is to some extent a reflection of good
treatment. It can also be considered as an indicator of
IMPORTANCE
emotional well-being or physiological health. The second
Schermerhorn define job satisfaction as the degree to which reason is that job satisfaction can lead to behavior of
individuals feel positive or negative about their jobs.[19] It employees that affects organizational functioning.
is an attitude or emotional response to one’s tasks as well Furthermore, job satisfaction can be a reflection
as to the physical and social conditions of the workplace. of organizational functioning. Differences among
Job satisfaction is motivational and leads to positive organizational units in job satisfaction can be diagnostic
employment relationships and high levels of individual of potential trouble spots.[26]
job performance.
Dissatisfied workers are more likely to provide inferior
According to Locke and Hanne, the definition could be services, and the physical and mental status and the social
‘the pleasant emotional state which flows from someone functioning of these workers can be affected substantially
realizing his or her motives (values) in the work’.[20] ‘Job by the level of their job satisfaction.[27]
satisfaction is simply how people feel about their jobs and
different aspects of their jobs. It is the extent to which However, as Schermerhorn points out, job satisfaction
people like (satisfaction) or dislike (dissatisfaction) their job. alone is not a consistent predictor of individual work
As it is generally assessed, job satisfaction is an attitudinal performance.[21]
variable’.[21]
IMPORTANCE OF STUDYING JOB SATISFACTION IN A
Job satisfaction can be considered as a global feeling about HEALTH-CARE INSTITUTION
the job or as a related constellation of attitudes about
various aspects or facets of the job. The global approach Hospital personnel have difficulties in meeting the needs of
and the facet approach can be used to get a complete their patients if their own needs are not met[28,29]; therefore,
picture of employees’ job satisfaction.[21] According to hospital managers have responsibilities to both staff and
Werner, job satisfaction has five facets, which can be put patients.[30]
together to measure a job descriptive index (JDI) as follows:
• The work itself – responsibility, interest, and growth According to the literature, job satisfaction in health-care
• Quality of supervision – technical help and social organizations is related to many factors: optimal work
support arrangements; the possibility to participate actively in the

Jan-Jun 2012 | Vol 21 | Issue 1 76 Industrial Psychiatry Journal

 Bhatnagar and Srivastava: Job satisfaction

decision-making process; effective communication among South Bend, Indiana: Press, Ganey Associates
Inc; 1999.
staff and supervisors; and to be able to express freely one’s 12. Ostroff C. The relationship between satisfaction, attitudes
opinion. Collective problem solving and the attitude of and performance: An organizational level analysis. J Appl
management are also important to the satisfaction of the Psychol 1992;77:963-74.
employees.[31-33] 13. Bowran JS, Todd KH. Job stressors and job satisfaction in a
major metropolitan public EMS service. Prehosp Disaster Med
1999;14:236-9.
Job satisfaction can be increased by attending to motivating 14. Huby G, Gerry M, McKinstry B, Porter M, Shaw J, Wrate R.
Downloaded from http://journals.lww.com/inpj by BhDMf5ePHKav1zEoum1tQfN4a+kJLhEZgbsIHo4XMi0hCywCX1AW

factors, such as making work more interesting, requiring Morale among general practitioners: Qualitative study
exploring relations between partnership arrangements,
more initiative, creativity, and planning. [34,35] This is personal style, and work load. BMJ 2002;325:140.
especially relevant when budget constraints limit increases 15. Kmietowicz K. Quarter of GPs want to quit, BMA survey
nYQp/IlQrHD3i3D0OdRyi7TvSFl4Cf3VC4/OAVpDDa8KKGKV0Ymy+78= on 10/17/2024

to pay and benefits.[36] shows. BMJ 2001;323:887.

16. Sibbald B, Enzer I, Cooper C, Rout U, Sutherland V. GP job
satisfaction in 1987, 1990 and 1998: Lessons for the future?
Managers who grasp the importance of factors affecting Fam Pract 2000;17:364-71.
the well-being of staff are more likely to gain improved 17. Buchbinder SB, Wilson M, Melick CF, Powe NR. Primary care
performance from the various groups of hospital physician job satisfaction and turnover. Am J Manag Care
2001;7:701-13.
staff.[37-39] It is of utmost importance to seek the opinions 18. Pathman DE, Konrad TR, Williams ES, Scheckler WE, Linzer
of employees and include them in decision-making and M, Douglas J. Physician job satisfaction, job dissatisfaction,
problem-solving processes.[32] This will improve satisfaction and physician turnover. J Fam Pract 2002;51:593.
among the employees and make them feel that they are part 19. Schermerhorn JR. Organizational Behavior. 7th Ed. New York:
Wiley; 2000.
of the organization.[30-32] 20. Locke EA, Henne D. Work motivation theories. International
review of industrial and organizational psychology.
Chichester, England: Wiley; 1986.
REFERENCES 21. Spector PE. Job satisfaction: Application, assessment,
causes, and consequences. Thousand Oaks, CA:
1. Murthy KV. Towards excellence in productivity through Sage; 1997.
human resource development. In: Rao TV, Nair MR, editors. 22. Rose M. Job satisfaction, job skills, and personal skills. In:
Excellence through human resource development: Improving Penn R, editor. Skill and occupational change. Oxford: Oxford
productivity and competitiveness. 3rd reprint. New Delhi: University Press; 1994.
Tata Mc Graw Hill; 1992. p. 14-25. 23. Werner A. Motivation in human resources management.
2. Rao TV, Pareek U. Designing and accordingly managing Cape Town: Oxford University Press; 2001. p. 587.
human resource systems. New Delhi: Oxford and IBM; 1982. 24. Chaudhury S, Banerjee A. Correlates of job satisfaction
p. 52-70. in medical officers. Med J Armed Forces India 2004;
3. Newstorm JW, Davis K. Organization behavior: Human 60:329-32.
behavior at work. 9th ed. New Delhi: Tata Mc Graw Hill 25. Kaarna M. The Importance of job satisfaction in hospital
Publishing Co; 1995. p. 121-270. quality process. Master of Public Health. NHV: Nordic School
4. Roznowski M and Hulin C The scientific merit of valid of Public Health;North Estonia: MPH 2007:4;Dnr U12/01:294
measures of general constructs with special reference to job 26. Landy FJ. The Psychology of Work Behavior. 4th ed. John
satisfaction and job withdrawal. In Cranny CJ, Smith PC and Wiley and Sons; 1989.
Stone EF (Editors). Job satisfaction: How people feel about 27. McNeely RL. Age and job satisfaction in human service
their jobs and how it affects their performance. Lexington employment. Gerontologist 1988;28:163-8.
Books: New York: 1992. 28. Linn LS, Brook RH, Clark VA, Davies AR, Fink A, Kosecoff
5. Gautam M, Mandal MK, Dalal RS. Job Satisfaction of faculty J. Physician and patient satisfaction as factors related to the
members of veterinary sciences: An analysis. Livestock organization of internal medicine group practices. Med Care
Research for Rural Development 2006. p. 18. Available 1985;23:1171-8.
from: http://www.lrrd.org/lrrd18/6/gant18089.htm. [cited 29. Hasenfeld Y. Human Service Organizations. Englewood
on 2011 Nov 18]. Cliffs, NJ: Prentice Hall; 1983.
6. Lawer EE, Porter LW. The effect of performance on job 30. Kivimaki M, Kalimo R, Lindstrom K. Contributors to
satisfaction. Industrial Relations 1968;1:20-8. satisfaction with management in hospital wards. J Nurs
7. Niehouse OL. Job satisfaction: How to motivate today's Manag 1994;2:229-34.
worker. Supervisory management, 1986. p. 8-11. 31. Love JE Jr. A study of the relationships between perceived
8. Leiter MP, Harvie P, Frizzell C. The correspondence of organizational stratification, and individual job satisfaction
patient satisfaction and nurse burnout. Soc Sci Med 1998; and adaptiveness in hospital laboratories. Am J Med Technol
47:1611-7. 1977;43:1135.
9. Linn LS, Brook RH, Clark VA, Davies AR, Fink A, Kosecoff J. 32. Freeborn DK, Hooker RS. Satisfaction of physician assistants
Physician and patient satisfaction as factors related to the and other nonphysician providers in a managed care setting.
organization of internal medicine group practices. Med Care Public Health Rep 1995;110:714-9.
1985;23:1171-8. 33. Herzberg F, Mausner B, Snyderman BB. The motivation of
10. Haas JS, Cook EF, Puopolo AL, Burstin HR, Cleary PD, work, 2nd Ed. New York: John Wiley and Sons;1963.
Brennan TA. Is the professional satisfaction of general 34. Hackman JR, Oldham GR. Development of the job diagnostic
internists associated with patient satisfaction? J Gen Intern survey. J Appl Pyschol 1975;60:159-70.
Med 2000;15:122-8. 35. Longest BJ. Management Practices for the Health
11. Kaldenberg DO, Regrut BA. Do satisfied patients depend on Professional, 4th Ed, Norwalk: Appleton and Lange; 1990.
satisfied employees? Or do satisfied employees depend on 36. Maslow A. Motivation and personality, 2nd Ed. New York:
satisfied patients? The Satisfaction Report newsletter. Vol. 3. Harper and Row; 1970.

Industrial Psychiatry Journal  77 Jan-Jun 2012 | Vol 21 | Issue 1

 Bhatnagar and Srivastava: Job satisfaction

37. McGregor D. The human side of enterprise. New York: from United Kingdom medical schools. Med Educ 2000;
McGraw-Hill; 1960. 34:348-54.
38. Dowell AC, Hamilton S, McLeod DK. Job satisfaction,
psychological morbidity and job stress among New Zealand
How to cite this article: Bhatnagar K, Srivastava K. Job satisfaction in
general practitioners. N Z Med J 2000;113:269-72.
health-care organizations. Ind Psychiatry J 2012;21:75-8.
39. Lambert TW, Goldacre MJ, Evans J. Views of junior doctors
about their work: Survey of qualifiers of 1993 and 1996 Source of Support: Nil. Conflict of Interest: None declared.
Downloaded from http://journals.lww.com/inpj by BhDMf5ePHKav1zEoum1tQfN4a+kJLhEZgbsIHo4XMi0hCywCX1AW
nYQp/IlQrHD3i3D0OdRyi7TvSFl4Cf3VC4/OAVpDDa8KKGKV0Ymy+78= on 10/17/2024

Announcement
iPhone App
A free application to browse and search the journal’s content is now available for iPhone/iPad.
The application provides “Table of Contents” of the latest issues, which are stored on the device
for future offline browsing. Internet connection is required to access the back issues and search
facility. The application is Compatible with iPhone, iPod touch, and iPad and Requires iOS 3.1 or
later. The application can be downloaded from http://itunes.apple.com/us/app/medknow-journals/
id458064375?ls=1&mt=8. For suggestions and comments do write back to us.

Jan-Jun 2012 | Vol 21 | Issue 1 78 Industrial Psychiatry Journal