Job satisfaction of health care personnel working in Malatya province center and influencing factors

Introduction and Purpose: Income and working environment is one of the most important factors affecting job satisfaction in the profession. This survey has been conducted to analyze job satisfaction level of personnel employed at primary and secondary level health institutions and in Malatya province center and factors affecting their job satisfaction.Material and Method: The population of the survey in cross-sectional type is comprised of 1571 doctors and assistant health care personnel employed at primary and secondary level health institutions in Malatya province between 2006-2007 years. 22,97 % of the population is composed of doctors and specialist doctors (362 people), 67,09 % mid-views (1053 people), 9,92 % health care officers (156 people). Reaching at least half of the health care personnel employed at each institution was aimed at and 847 health care personnel has been reached by simple random sampling method taking total occupational density of all institutions into consideration. Coverage ratio of sampling is 54%. "Minnesota Job Satisfaction Questionnaire", "Job Satisfaction Scale", "Burnout, Job Satisfaction and Socio-demographic Questionnaire Form? and ?Questionnaire for the Assessment of Employer Satisfaction ?, validity and reliability of which are known, have been utilized and a "questionnaire" specifically developed for this study has been used. The study has been evaluated in SPSS 11.5 program, ki-square test, t test, Kolmogorow Smirnow, variance analysis and multiple comparisons and correlation analysis were performed.Findings: 45, 7 % of 847 healthcare personnel participating to the survey are employed at primary level (387 people) and 54,3 % of them are employed at secondary level (460 people). 26,6 % of the employees are doctors and specialist doctors (225 people), 73, 4% of them are mid-views and health care officers.56,6 % of the employees working in primary level are not satisfied with the money they earn, however this ratio decreases to 43,4 % at secondary level (p<0.05). By 76,5 % assistant health care personnel indicate 3,25 times more than the doctors that money earned from the occupation is insufficient (p<0.05).90, 7 % of all health care personnel mentioned that they do not have full job satisfaction and 75, 4 % of them showed salaries and other payment, 71,1 % of them showed insufficient support of their superiors as a reason. Despite circulating capital in primary level and performance application in secondary level, this ratio is quite high. In primary level 81,3 % of the employees find circulating capital insufficient, this number is 65,7 % among secondary level employees (p<0.05). 82,9 % of the health care personnel mentioned that there is an injustice in distribution of circulating capital, 76,4 % of primary level and 49,4 % of secondary level employees stated that they are not satisfied with monthly extra-payment system. Having differences in payment amounts in primary and secondary levels also create dissatisfaction.When physical condition, environment, adequate furnishing and cleanliness of the institution, which enable evaluation of general working environment, are jointly taken into consideration, 72,8 % of health care personnel mentioned that they find at least one of these variables insufficient.When effects of family practice on job satisfaction and motivation are searched; 36,8 % of the personnel stated that it shall not increase motivation. 42,7 % of primary level health care personnel and 33 % of secondary level health care personnel stated that family practice shall not increase motivation and a meaningful difference has been determined in between the two (p<0.05). Besides, it is striking that there is an indecision resulting from the fact that many of the personnel lacks sufficient information on family practice system.Result: ?Full job satisfaction? among all health care personnel is not realized at high level. This ratio is even higher among primary level health care personnel due to low income level. Careful and fair arrangement of additional payments among primary and secondary level healthcare personnel, development of working environment and physical conditions so as to cover requirements of employees can be called as important factors in terms of job efficiency.Ambiguity in family practice applications is in parallel with ambiguities in thoughts regarding its reflections on job satisfaction and motivation of our personnel employed in our province which has not carried this into execution.Key Words: Job satisfaction, motivation, personnel's satisfaction