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Vol.7, No.5, 2017

Comparative Study on Job Satisfaction among Health Workers in

Public and Private Sector Hospitals at South-West Shoa Zone,
Oromia Regional State, Ethiopia
Nimona Shaka Gudeta
Department of Psychology, Institute of Education and Behavioral Sciences, Ambo University,
Ambo, Ethiopia

Abstract
Job satisfaction among health workers become high on the agenda as it has been the driving force on quality of
work, productivity, patients’ satisfaction and organizational performance. Employees’ job satisfaction is sector
dependent and inconsistent findings were reported in public and private sectors hospitals. Thus, the objective of
this study was to examine the level of job satisfaction among health workers of private and public sector
hospitals in South-West Shoa Zone, Oromia Regional State. Comparative cross-sectional survey was conducted
on 220 healthcare workers who were selected based on stratified sampling method. The stratification is based on
fields of profession. Spector’s self-administered Job Satisfaction Scale was used to collect data on job
satisfaction. Descriptive statistics such as mean and standard deviation; and inferential statistics including
independent sample t-test, one way ANOVA followed by Bonferroni post-hoc analysis were used. Pearson
Correlation was also computed to determine the association between overall job satisfactions with facets of job
satisfaction. The result of this study indicated that the mean score of overall job satisfaction in private sector
hospital (M = 3.29, SD =.56) was found to be higher than those in public sector hospital (M = 2.94, SD = .41).
The Independent sample t-test also revealed statistically significant difference on the level of overall job
satisfaction between health workers at private and public sector hospital, t (219) = 5.292, p = .000. Regarding
profession, the mean score of overall job satisfaction of Physicians was found to be 3.35 with SD of .54; Health
officers (M= 3.48, SD= .63); Nurses (M=2.94, SD= .41); Midwifes (M=3.07, SD=.36); Lab technicians (M=2.70,
SD=.09); Anesthesia expert (M=3.02, SD=.53); and others (M= 3.02, SD= .48). ANOVA further revealed the
statistically significant differences on job satisfaction across fields of profession F (6, 214) = 7.430, p = .001.
Moreover,the post-hoc analysis using Bonferroni showed Health officers are significantly more satisfied than
all the other fields of profession except for the Physicians and Lab Technicians. Table 20 also indicates high
level of dissatisfaction between Anesthesia experts and some fields of profession as indicated by the large mean
difference between Anesthesia experts and Health Officers (mean difference was -.77429); and Anesthesia
experts and Physicians (mean difference was -.65379). High level of dissatisfaction between Nurse and some
fields of professions was also obtained by large mean difference between Nurses and Health Officers (mean
difference was -.53304); and Nurses and Physicians (mean difference was -.41253). Multiple regression analysis
revealed a statistically significant moderate positive relationship between overall job satisfaction and nine facets
of job satisfaction (p <.05), which indicates that increases in dimension of satisfaction correspond to increases in
the overall job satisfaction. Conclusion: The level of job satisfaction among health workers in public and private
sector at South-West Shoa Zone was moderate in general though private health workers had a better job
satisfaction. The study findings could provide decision makers with valuable insights on the various components
of job satisfaction for future intervention aimed at enhancing job satisfaction of health workers.
Key words: Job satisfaction, Health workers, Public and Private Sector Hospitals

1. INTRODUCTION
Ethiopia has made commendable progress in scaling up the health status of its population in the last one and half
decades. However, the health services still need some improvement, and the shortage of healthcare workers is
still well documented (1). Different factors could be responsible for the shortage of health work force in Ethiopia.
One factor could be lack of job satisfaction. With this respect, the findings from the Second Wave of a Cohort
Study of Young Doctors and Nurses of Ethiopia indicated job dissatisfaction is one of the factors that lead to
international migration of health workers (2).
Job satisfaction is an essential part of ensuring quality care, as dissatisfied healthcare providers are
likely to give poor quality and less efficient care (3); its absence often leads to exhaustion and reduced
organizational commitment (4); is also considered a strong predictor of overall individual well-being (5); and a
good predictor of intentions or decisions of employees to leave a job (6).
As many research findings indicated, employees’ job satisfaction is sector dependent and inconsistent
findings were reported in public and private sectors hospitals. With this regard, the finding obtained from a
comparative study in Punjab showed that employees in private sector feel that their jobs are more
comfortable and satisfaction level is quite high as compared to employees working in the public hospitals (7).

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Similarly, a research done in Turkish Health care staffs have found out that the job satisfaction level in private
hospitals were higher compared to public hospitals (8). On the other hand, a study have revealed that the
government healthcare workers were significantly more satisfied with their job than private counterparts
(9). Still there is also a study that indicates no statistically significant difference on job satisfaction between
government and private sector employees (10).
However, after a review of the literature specific to health workers’ job satisfaction, the researchers
realized that most of the studies were done in developed countries while little research outputs found in
developing countries including Ethiopia. Even if there were some local research on job satisfaction, they failed
to address differences of job satisfaction in government and privates sector and among different professionals.
Moreover, they emphasize on the overall level of job satisfaction rather than the various facet of the job
satisfaction. These are serious gap as they failed to provide adequate information for the two sectors and various
professionals and also failed to indicate the extent of the various facets of job satisfaction which ultimately
affects the intervention process aimed at enhancing job satisfaction.
This research, therefore, tried to address the above mentioned gaps. Thus, the general objective this
research were to find out the overall job satisfaction and the extents of the various facets of job satisfaction
among health workers of public and private sector hospitals in South-West Shoa Zone , Oromia Regional State.

2. METHODS AND MATERIALS

Comparative cross-sectional survey was carried out from February 8 to March 6, 2015 among 220 health
workers at public and private sector hospitals in South-West Shoa Zone, Oromia Regional State. There are only
two hospitals in the South-West Shoa zone which: Tullu Bollo public hospital and St. Luke private hospital. The
total population of the present study was 271 health workers, of which 187 health workers from St. Luke private
hospital and the rest 84 were from Tullu Bollo public hospital. Accordingly, 232 health workers were the
participants of the study using Cochran method of sample size determination method. In order to draw the
representative sample, proportionate stratified sampling technique was applied. The stratification was based on
fields of profession, which was Physician, Health Officer, Midwifery, Nurses, Lab technician, Anesthesia Expert,
and Other which includes psychiatrists, Physiotherapy, Pharmacist, Ophthalmologist, X-ray technicians for both
sectors, and Lab technicians for public sector.
In order to collect data on job satisfaction, Job Satisfaction Scale (JSS) developed by Spector (1997)
was used. The JSS allows the researchers to find out not only whether people are satisfied with their jobs but
also, more importantly, which parts of the job facets is related to job satisfaction. Further, previous research has
indicated that the JSS has high psychometric properties for example providing assurance that the data would be
valid and reliable (11).
The JSS contained 19 negatively and 17 positively worded items in which the respondents rate their
level of agreement on 6 point scale ranging from 1 (disagree very much) to 6 (agree very much). A mean item
response (after reverse scoring the negatively-worded items) of four or more represents satisfaction, whereas
mean responses of three or less represents dissatisfaction. Mean scores between three and four was moderate.
The data collected through JSS were analyzed with SPSS version 20 on the basis of their relevance for
answering the research questions intended. Accordingly, descriptive statistical measures such as mean score
were used for the sake of explaining the general pattern of job satisfaction. Independent sample T-test and one
way ANOVA were also used in this study. Bonferroni Post-hoc test were used to explain what means were
exactly significant when the statistically significant difference were obtained. Bonferroni test able to control
Type-I error or fluctuation of alpha resulted from difference in sample size between comparative groups.
Ethical clearance and approval to conduct this research was obtained from the Research and Post-
Graduate Program Coordinator, College of Education and Behavioral Sciences, Jimma University. After getting
permission from the administration, objectives of the study were clearly explained to the participants and oral
informed consent was obtained. Confidentiality and anonymity were ensured throughout the execution of the
study as participants were not required to disclose personal information on the questionnaire. Participants were
informed that their participation was voluntary and that they could withdraw from the study at any time if they
wished to do so.

3. RESULTS
The purpose of this study was to examine job satisfaction among health workers of public and private sector
hospitals at South-West Shoa Zone, Oromia Regional State. This chapter presents the results of the study based
on the empirical analysis of the data collected from the research participants with respect to basic research
questions. In addition, both descriptive and inferences on the data analysis are presented.
3.1. Sample characteristics
3.1.1. Response rate
In order to answer the aforementioned research questions, this comparative cross-sectional study was conducted

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at South-West Shoa Zone among health workers of public and private sector hospitals. The total population of
the study was 271 health workers where 184 and 87 were taken from private and public sector hospital
respectively. From this total population, 232 samples (156 health workers from private and 76 health workers
from public sector hospitals) were drawn using a standard formula developed by Kurtz (1983). A total of 232
health workers were provided the self-administered questionnaire.
A total of 232 questionnaires were distributed. 157 questionnaires were distributed to the private sector
health workers and the other 75 questionnaires were distributed to the health workers in government sector
hospital. Among the 232 questionnaires distributed, 220 completed questionnaires were returned, resulting in an
overall response rate of 94.83%. Within these 220 questionnaires, 148 questionnaires were from private sector
health workers, with a response rate of 94.27%; 72 questionnaires were from public hospital health workers, with
a response rate of 96%. The overall response rate and the response rates of the two specific sectors of health
workers are very much satisfactory.
3.1.2. Description of general characteristics of respondents’
The study solicited information from participants based on their sex, age, sector, experience, fields of profession
and level of education. In aggregate, the study attracted a total of 220 respondents of which 148 (67%) were
from private and 72 (33%) were from public sector hospitals. In terms of sex distribution, female health workers
are made up 114 (51.82 %) while male health workers constituted 106 (48.18%). Slightly more than half of the
participants 113 (51.36 %) were in the age group of less than 30 years, followed by the age group 30-40 were 75
(34.10 %), and 14.54 % above 40 years of age. The holders of at least first degree accounted for 92 (41.82 %),
diploma accounts 91 (41.36%), and about 100 (45.45 %) of the respondents have a work experience of five and
less, followed by 6-10 years of service 81 (36.81 %) and above 10 years, respectively.
Regarding profession, it is clear that from both sector most of the respondents in the sample were
Nurses 81 (36.81%) mostly due to the large number of nurses in both government and private sector hospitals,
30 (13.63%) were physicians, 39 (17.72%) were Others, which includes psychiatrists, Physiotherapy, Pharmacist,
Ophthalmologist, X-ray technicians for both sectors, and Lab technicians for public sector; 27 (12.72%) were
midwifes, 21 (9.54%) were health officers, 11 (5%) were lab technicians and anesthesia expert each.
Table 3: Socio-demographic characteristics of the respondents under the study (N=220).
Demographic variables Public Hospital Private Hospital Total
F % F % F %
Sex
Male 33 15 73 33.18 106 48.18
Female 39 17.72 75 34.10 114 51.82
Total 72 32.72 148 67.28 220 100
Age
<30 years 30 13.63 83 37.73 113 51.36
30 – 40 years 35 15.91 40 18.19 75 34.10
Above 40 years 7 3.18 25 11.36 32 14.54
Total 72 32.72 148 67.28 220 100
Level of Education
Diploma 31 14.09 60 27.27 91 41.36
Bsc. Degree 30 13.64 62 28.18 92 41.82
Above Bsc. Degree 11 5.00 26 11.82 37 16.82
Total 72 32.72 148 67.28 220 100
Service year
5 year and less 33 15.00 67 40.45 100 45.45
6 – 10 years 28 12.72 53 24.09 81 36.81
Above 10 years 11 5.00 28 12.727 39 17.72
Total 72 32.72 148 67.28 220 100
Profession
Physicians 12 5.45 18 8.18 30 13.63
Health Officer 9 4.09 12 5.45 21 9.54
Nurses (Bsc. & Diploma) 27 12.27 54 24.54 81 36.81
Midwifes 11 5.00 16 7.27 27 12.27
Lab technicians - - 11 5.00 11 5.00
Anesthesia Expert - - 11 5.00 11 5.00
Others 13 5.90 26 11.82 39 17.72
Total 72 32.72 148 67.28 220 100
**-Others include (psychiatrists, Physiotherapy, Pharmacist, Ophthalmologist, X-ray technicians for both sectors,

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and Lab technicians for public sector).

3.2. Health workers’ Job satisfaction

Table 4 shows job satisfaction mean scores for the nine JSS facets and total satisfaction for the healthcare
workers. As shown in table 4, the mean of overall job satisfaction among health workers was found to be 3.05
with the standard deviation of .90, which can be interpreted as moderate level of satisfaction. Co-workers, nature
of work, contingent reward, communication had a moderate mean value of 3.89 (SD=.90), 3.52 (SD=.77), 3.21
(SD=.67), 3.10 (SD=.54) respectively which can be interpreted that health workers were moderately satisfied
with co-workers relationship, nature of work, contingent reward and communication. They were lowly agree
with pay (M=2.78, SD=.88), promotion (M=2.59, SD=.87), supervision (M=2.78, SD= .78), fringe benefits
(M=2.94, SD= .69), operating procedures (M=2.61, SD= .92), which interpreted as low satisfaction.
Table 4: Descriptive statistics of overall job satisfaction and particular facets of job satisfaction among health
workers (N=220).
Facets of job satisfaction Mean SD. Minimum Maximum
Pay 2.78 .88 1.00 4.50
Promotion 2.59 .87 1.00 4.50
Supervision 2.78 .78 1.50 4.75
Fringe benefits 2.94 .69 1.25 4.75
Contingent reward 3.21 .67 1.75 4.75
Operating procedures 2.61 .92 1.00 4.50
Co-workers 3.89 .90 2.00 6.00
Nature of work 3.52 .77 1.25 5.75
Communication 3.10 .54 1.75 4.75
Overall Job satisfaction 3.05 .49 2.06 4.86

3.3. Job satisfaction across sector (public and private)

One of the main objective of this study was to investigate whether or not there is significant difference
on the level of job satisfaction between health workers in public and private sector hospitals. As such, the
descriptive statistics and Independent Samples T-Test was computed, and results obtained are summarized in
Table 5. According to these results, the mean score of overall job satisfaction in private sector hospital (M=3.29,
SD=.56) was found to be higher than those in public sector hospital (M=2.94, SD=.41). In terms of the facets of
job satisfaction, analysis result showed that except satisfaction with the nature of work and co-workers
relationship the mean score of satisfaction with contingent reward (M=3.62, SD=.68), operating conditions
(M=3.20, SD=98), communication (M=3.17, SD=.55), pay (M=3.11, SD=.82), Promotion (M=3.11, SD=1.00),
fringe benefits (M=3.16, SD=.72), supervision (M=3.07, SD=.78) was found to be high in private sector hospital
health workers.
Also Table 5 indicates that there is a statistically significant difference on the level of overall job
satisfaction between health workers at private and public sector hospital (t (219) = 5.292, p < 0.05). More
specifically, Independent sample t-test revealed a statistically significant mean difference across sectors on seven
facets of job satisfaction, namely pay (t (219) = 3.957, p < 0.05), promotion (t (219) = 6.814, p < 0.05), supervision
(t (219) = 3.985, p < 0.05), fringe benefits (t (219) = 3.387, p < 0.05), co-workers relationship (t (219) = -5.235, p <
0.05), contingent reward (t (219) = 6.891, p < 0.05), and operating conditions (t (219) = 7.536, p < 0.05). However,
no statistically significant difference was found regarding the nature of work (t (219) = -.628, p >0.05) and
communication (t (219) = 1.577, p >0.05), between private and public sector hospitals’ health workers.

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Table 5: Summary of descriptive analysis and Independent sample T-test of job satisfaction across private and
public sector hospital (N=220).
Facets of job Private hospital Public hospital t-test for Equality of Means
satisfaction Mean SD. Mean SD. T df p-value
Pay 3.11 .82 2.62 .87 3.957 219 .000
Promotion 3.11 1.00 2.33 .66 6.814 219 .000
Supervision 3.07 .78 2.63 .75 3.985 219 .000
FB 3.16 .72 2.83 .66 3.387 219 .001
CR 3.62 .68 3.01 .58 6.891 219 .000
OC 3.20 .98 2.32 .72 7.536 219 .000
Coworkers 3.46 .83 4.10 .86 -5.235 219 .000
NW 3.47 .69 3.54 .81 -.628 219 .530
Com 3.17 .55 3.05 .53 1.577 219 .116
Overall JS 3.29 .56 2.94 .41 5.292 219 .000
**. Difference is significant at 0.05 alpha levels (2-tailed), p < 0.05

3.4. Job satisfaction across fields of professions.

Table 9 indicates some mean score difference were observed between different fields of profession, health
officers had better mean score of job satisfaction (M=3.48, SD=.63), followed by physicians (M=3.35, SD=.54),
midwifes (M=3.07, SD=.36), others (M=3.05, SD=.48), and anesthesia expert (M=3.02, SD=.53), respectively.
However, low mean score was observed among nurses (M=2.94, SD=.41), and lab technicians (M=2.70,
SD=.09).
Table 7: Descriptive summary of overall job satisfaction across fields of profession among health workers both
public and private sector hospitals (N=220).
Variables Group N Mean SD. Min Max
Profession Physicians 30 3.35 .54 2.25 4.47
Health officers 21 3.48 .63 2.50 4.86
Nurses 82 2.94 .41 2.06 3.50
Midwifes 27 3.07 .36 2.44 3.89
Lab technicians 11 2.70 .09 3.00 3.19
Anesthesia expert 11 3.02 .53 2.06 3.44
Others 39 3.05 .48 2.0 3.89
Analysis of variance (ANOVA) followed by post hoc test was carried out between job designations and
overall job satisfaction. The finding from Table 13, indicates that there is statistically significant difference
between job satisfaction and the various fields of profession F(6,214)=7.430, p <.05.
Since the result was significant, post-hoc analysis by using Bonferroni test was then carried out. The
post-hoc test showed significant difference between some fields of professions as shown in Table 14. The
findings indicate that among health workers in South-West Shoa Zone Hospitals, the Physicians and Health
officers tend to be moderately satisfied than other fields of professions.
The Physicians are significantly more satisfied than all the other job designations except for Health
Officers, Lab technicians, and others, which include psychiatrists, Physiotherapy, Pharmacist, Ophthalmologist,
X-ray technicians for both sectors, and Lab technicians for public sector. The Health officers are significantly
more satisfied than all the other fields of profession except for the Physicians and Lab Technicians. Table 14 also
indicates high level of dissatisfaction between Anesthesia experts and some fields of profession as indicated by
the large mean difference between Anesthesia experts and Health Officers (mean difference -.77429); and
Anesthesia experts and Physicians (mean difference -.65379). High level of dissatisfaction between Nurse and
some fields of professions was also obtained by large mean difference between Nurses and Health Officers
(mean difference -.53304); and Nurses and Physicians (mean difference -.41253).

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Table 13: Summary of the ANOVA to test whether there is a significant difference between different professional
groups on measures of job satisfaction of health workers (N-220).
Variables Group Sum of Mean
square Df square f Sig.
Profession Physicians Between groups 9.396 6 1.566 7.430 .000
Health officers Within groups 45.102 214 .211
Nurses Total 54.498 220
Midwifes
Lab technicians
Anesthesia expert
Others
**. Difference is significant at 0.05 alpha levels (2-tailed), p < 0.05

Table 10: Bonferroni post-hoc test for job satisfaction and fields of profession.
(I)Profession (J) Profession Mean Difference Std. Sig. 95% Confidence Interval
(I-J) Error Lower Upper
Bound Bound
Physicians Health officer -.12050 .13062 1.000 -.5221 .2811
Nurses .41253* .09796 .001 .1113 .7137
Midwifes .43755* .12178 .009 .0631 .8120
Lab technician .28763 .16182 1.000 -.2099 .7852
Anesthesia expert .65379* .16182 .002 .1562 1.1513
Others .33768 .11149 .058 -.0051 .6805
Health off Physician .12050 .13062 1.000 -.2811 .5221
Nurses .53304* .11228 .000 .1878 .8783
Midwifes .55805* .13357 .001 .1473 .9688
Lab technician .40813 .17087 .373 -.1173 .9335
Anesthesia expert .77429* .17087 .000 .2489 1.2997
Others .45818* .12426 .006 .0761 .8402
Nurses Physician -.41253* .09796 .001 -.7137 -.1113
Health officer -.53304* .11228 .000 -.8783 -.1878
Midwifes .02502 .10186 1.000 -.2882 .3382
Lab technician -.12491 .14741 1.000 -.5782 .3283
Anesthesia expert .24125 .14741 1.000 -.2120 .6945
Others -.07486 .08930 1.000 -.3494 .1997
Midwifes Physician -.43755* .12178 .009 -.8120 -.0631
Health officer -.55805* .13357 .001 -.9688 -.1473
Nurses -.02502 .10186 1.000 -.3382 .2882
Lab technician -.14993 .16421 1.000 -.6548 .3550
Anesthesia expert .21624 .16421 1.000 -.2887 .7212
Others -.09987 .11493 1.000 -.4533 .2535
Lab tech Physician -.28763 .16182 1.000 -.7852 .2099
Health officer -.40813 .17087 .373 -.9335 .1173
Nurses .12491 .14741 1.000 -.3283 .5782
Midwifes .14993 .16421 1.000 -.3550 .6548
Anesthesia expert .36616 .19575 1.000 -.2357 .9681
Others .05005 .15673 1.000 -.4319 .5320
Anesthesia Physician -.65379* .16182 .002 -1.1513 -.1562
Health officer -.77429* .17087 .000 -1.2997 -.2489
Nurses -.24125 .14741 1.000 -.6945 .2120
Midwifes -.21624 .16421 1.000 -.7212 .2887
Lab technician -.36616 .19575 1.000 -.9681 .2357
Others -.31611 .15673 .944 -.7980 .1658
Others Physician -.33768 .11149 .058 -.6805 .0051
Health officer -.45818* .12426 .006 -.8402 -.0761
Nurses .07486 .08930 1.000 -.1997 .3494
Midwifes .09987 .11493 1.000 -.2535 .4533
Lab technician -.05005 .15673 1.000 -.5320 .4319
Anesthesia expert .31611 .15673 .944 -.1658 .7980
*. The mean difference is significant at the 0.05 level.
*. Others include (psychiatrists, Physiotherapy, Pharmacist, Ophthalmologist, X-ray technicians for both sectors,
and Lab technicians for public sector).

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3.5. Association of nine facets of job satisfaction with overall satisfaction

Table 13 shows that there is statistically significant moderate positive relationship between overall job
satisfaction and nine facets of job satisfaction (p <.05), which indicates that increases in dimension of
satisfaction correspond to increases in the overall job satisfaction. Correlation result (table.12) shows except
nature of work (r=.208**) and co-worker relationship (r=.359**), the rest seven dimensions have a strong
association with satisfaction related to the job which is ranges from .622 to .733. Results also shows that fringe
benefit (.733**) is the most associated dimension with job satisfaction. Where nature of work (.208**) is the
least associated dimension with overall job satisfaction among health workers. A significant association also
found within some dimensions of the job satisfaction.
Table 12: Correlation Matrix for the nine facets of job satisfaction with overall satisfaction (N=220).
Pay Pro Sup FB CR OC NW Cow CO OJS

Pay PC 1
Sig.(2-tailed)
Pro PC .574** 1
Sig.(2-tailed) .000
Sup PC .328** .362** 1
Sig.(2-tailed) .000 .000
FB PC .515** .567** .563** 1
Sig.(2-tailed) .000 .000 .000
CR PC .480** .589** .502** .575** 1
Sig.(2-tailed) .000 .000 .000 .000
OP PC .378** .530** .546** .437** .515** 1
Sig.(2-tailed) .000 .000 .000 .000 .000
Cow PC .135* -.190** -.091 .019 -.054 -.243** 1
Sig.(2-tailed) .044 .005 .177 .776 .426 .000
NW PC .000 -.011 .364** .081 .142* -.042 .346** 1
Sig.(2-tailed) .998 .876 .000 .230 .034 .535 .000
CO PC .342** .352** .403** .516** .420** .234** .212** .241** 1
Sig.(2-tailed) .000 .000 .000 .000 .000 .000 .001 .000
OJS PC .682** .693** .705** .733** .732** .622** .208** .359** .638** 1
Sig.(2-tailed) .000 .000 .000 .000 .000 .000 .002 .000 .000
* Correlation is significant at the 0.05 level (2-tailed).
** Correlation is significant at the 0.01 level (2-tailed).
** PC=Pearson Correlation, Pro=Promotion, Sup=Supervisor, FB=Fringe benefits, CR=Contingent reward,
OP=Operating procedures, Cow=Co-workers, NW=Nature of work, CO=Communication, OJS=Overall Job
satisfaction.

Discussion
This is a comparative cross-sectional study that aimed at comparing job satisfaction between private and public
sector hospital health workers in South-West Shoa Zone, Oromia Regional State. This section presents the
results of the statistical analysis in relation to the previous research and literature.
The findings of this study show that health workers working in hospitals at South-West Shoa Zone were
moderately satisfied with their job. Interestingly, this finding is similar to that of several other studies conducted
on job satisfaction among health workers in Kigali University Teaching Hispital (D’amour, 2012), Malaysia
(Roslan, et al, 2014), Iran (Ali-Mohammed, 2004), Rwanda (Nkomeje, 2008).
Of the factors that were investigated in this study, satisfactions with ‘co-workers’, supervision, ‘nature
of work’, ‘contingent reward’ and ‘communication’ had the moderate mean satisfaction rate. However, the mean
score of satisfaction with operating conditions pay and promotion showed low level of satisfactions.
Similarly, Jahrami et al. (2011) reported that health workers in psychiatric hospitals in Bahrain were
moderately satisfied with their job. Regarding facets, their finding have found out that health workers had better
level of job satisfaction with regard to nature of work, supervision, co-workers and communications as compared
to other dimensions of job satisfaction such as pay, promotion, fringe benefits, contingent reward and operating

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conditions. As this study revealed, the most important factors for health workers’ job satisfaction were co-worker
relationship and nature of work. Health workers in this survey saw that the tasks and duties of helping others
were the major sources of satisfaction.
Dissatisfaction with regard to salaries in this study finding seems to be a common issue that is also
evident in a very recent study conducted in West Shoa Zone, Ethiopia (Mengistu & Bali, 2015). Again, this
result is partly similar with the result obtained in Bahrain (Jahrami et al., 2011).
With regard to sector differences, the present study indicate that the health workers in private sector feel
that their jobs are more comfortable and satisfaction level is quite high as compared to employees working in the
public hospitals. In line with these results, consistent findings were obtained. For example, Rana (2014) reported
that in Punjab private sector health workers were more satisfied than public sector health workers. Likewise,
Pala, et al (2008) also reported that a significant difference in job satisfaction in which private hospitals workers
were having higher job satisfaction levels compared to public hospitals. Contrary to this study, Rao & Malik
(2012) found out that government healthcare workers are more satisfied with their job as compared to private
health workers.
With regard to facets of job satisfaction in the two sectors , the finding of this study divulge that the
health workers who were worked in private sector hospital had comparatively better satisfaction than those in
public hospital in all dimension of job satisfaction except satisfaction with co-workers. This result partially
inconsistent with the result reported by Pillay (2008) which reported private sector health workers were
dissatisfied with pay and promotion while health workers from public sector were moderately satisfied with such
facets of job satisfaction.
Generally, a statistically significant differences between private and public sector hospital healthcare
workers and were obtained for the overall job satisfaction scores and for seven out of the nine dimensions; the
only exception was the dimension of nature of work and communication.
Several previous researches suggest that job satisfaction can be influenced by a variety of factors such
as personal variables like fields of profession. In line with this, the findings of this study indicated a statistically
significant difference on job satisfaction between different fields of profession. Thus, physicians and health
officers were significantly more satisfied as compared to other fields of professions. The difference that exists in
this study on job satisfaction among fields of profession were similar with the study in Serbia by Aleksandra
(2007) which reported a significant difference on job satisfaction between health workers with varied fields of
profession, in which physicians were most satisfied with their job than Nurses.
Similar findings were also reported by Roslan et al (2014) indicates in Malaysia Physicians were found
to be significantly more satisfied than other fields of profession. The result of present study also agrees with
Alemishet, et al. (2011), have found out that nurses were less satisfied than physicians and other fields of
professions.

Conclusion
This study examined the level of job satisfaction among health workers of government and private hospitals at
South-West Shoa Zone, Oromia Regional State. The findings of this study can provide the basis for further
research so that valuable insight can be taken in identifying factors to focus on in order to improve job
satisfaction. However, the present study has some limitations. First, the cross-sectional study design did not
allow determination of the causal relationships among variables. Second, even with the high level of
participation in this study, there is a possibility that responses of individuals who did not participate may have
differed in some manner from those who did in fact participate. Lastly, the conclusions of this study cannot be
generalized to all health workers across Ethiopia, as the different environment and circumstances prevailing in
other hospitals may impact on job satisfaction. In spite of these limitations, the following conclusions are drawn
on the basis of results obtained:
The level of job satisfaction among health workers in hospitals at South-West Shoa Zone was moderate
in general. Regarding facets, they were moderately satisfied with contingent reward, co-worker relationship
nature of work, and communication in their workplace. However, they are dissatisfied with the rest six facets of
job satisfaction, namely pay, promotion, supervision, fringe benefits, and operating condition. If health workers
are not satisfied with their job the tendency to turnover would be very high and even if they are in their job they
could not deliver quality service.
Comparatively, the findings of current study showed a significant difference in the level of job
satisfaction among health workers in government and private sector. Though private sector hospital’s health
workers were moderately satisfied with their work but overall the government health workers are poorly satisfied
with their work. Further, this study was also found a statistically significant difference among fields of
profession on job satisfaction. Thus, Physicians and Health Officers are more satisfied than Midwifes, Nurses,
Anesthesia expert, Lab technicians and others (psychiatrists, Physiotherapy, Pharmacist, Ophthalmologist, X-ray
technicians for both sectors, and Lab technicians for public sector).

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ISSN (Paper)2224-5766 ISSN (Online)2225-0484 (Online)
Vol.7, No.5, 2017

Recommendations
The purpose of this section is to lay emphasis on several recommendations drawn from the present study. The
aim of these recommendations is to discover new ideas to enhance job satisfaction there by describing factors
associated to job satisfaction among healthcare employees at South-West Shoa Zone. Thus, the federal
government and administrating bodies of private sector should improve such factors on the way satisfies health
workers. Moreover, Since health workers in private and public sector hospitals at South-West Shoa Zone were
dissatisfied with their pay, promotion, supervision, fringe benefits, and operating procedures, the government of
Ethiopia specifically Ministry of Health and the administrative bodies of the private sector hospital should
understand the importance of implementing appropriate salaries, supervision, fringe benefits, operating
procedures and fair promotion.

Acknowledgements
We would like to express heartfelt thanks to Dr. Getachew Abeshu (PhD.) and Ms. Aregash Hassen (Head,
Psychology Department, Jimma University). We also wish to express our gratitude to the study participants.

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