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| Year : 2016 | Volume
: 21
| Issue : 2 | Page : 27-39 |
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Determinants of job satisfaction and retention of public sector health workers in southeast Nigeria
Daniel C Ogbuabor, Ijeoma Okoronkwo, Benjamin Uzochukwu, Obinna Onwujekwe
Department of Health Administration and Management, Faculty of Health Sciences and Technology, College of Medicine, University of Nigeria, Enugu Campus, Enugu, Nigeria
Correspondence Address:
Daniel C Ogbuabor
Department of Health Administration and Management, Faculty of Health Sciences and Technology, College of Medicine, University of Nigeria, Enugu Campus, Enugu
Nigeria
 Source of Support: None, Conflict of Interest: None
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Background: Employee job satisfaction and retention are crucial elements of health system performance. This paper assessed determinants of job satisfaction and retention of different cadres of health workers in publicly owned health facilities in Nigeria.
Method: Job descriptive index questionnaire and a 3-item intention to leave scale were used to assess 180 health workers in publicly owned health facilities in three Local Government Areas of Enugu State, southeast Nigeria.
Results: General job satisfaction (ρ = 0.001), satisfaction with work (ρ = 0.001) and satisfaction with co-worker (ρ = 0.003) differ among doctors, nurses and community health technicians (CHTs). Satisfaction with pay is inversely associated with marital status (ρ = 0.043) only among CHTs. Years of experience predicted satisfaction with work only among doctors (ρ = 0.015). Job location predicted satisfaction with promotion only among CHTs only (ρ = 0.022). Satisfaction with supervision was not predicted by socio-demographic factor (ρ < 0.05). Gender (ρ = 0.007) and facility type (ρ = 0.006) were associated with satisfaction with co-worker only among CHTs. Satisfaction with pay, work, promotion, co-worker and general job satisfaction (ρ < 0.05) predicted intention to leave only among nurses (R2 = 22%, ρ < 0.05).
Conclusion: Identifying cadre-specific drivers of job satisfaction and retention provides evidence for designing and implementing effective financial and non-financial incentives. There is need to revise and implement human resources for health policy to ensure improved retention of different cadres of health workers.
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