Job satisfaction among Yahya Khamis, Nawal Saeed, Abdulla Saeed, Muneer Mohammed

Job satisfaction among Yemeni Nurses working in Mukalla Governmental

and private Hospitals

Yahya Khamis Almualm

Assistant Professor, Mother, Neonatal and Paediatric Nursing Department, Hadhramout University, Yemen.

Nawal Saeed Banafa

Associate Professor, Fundamental Medical Sciences Department, Hadhramout University, Yemen.
Abdulla Saeed Al-Hanshi
Associate Professor, Community Health Nursing Department, Hadhramout University, Yemen.
Muneer Mohammed Ba-Abbad
Assistant Professor, Chemical Engineering Department, Hadhramout University, Yemen.

Receiving Date : 28 August 2018 Delivery Date: 31 March 2019

Abstract:
Background: The current nursing shortage is recently a concern in many countries due to its higher
impact upon the efficiency and effectiveness of any healthcare delivery system. Recruitment and
retention of nurses are persistent problems associated with job satisfaction. For this reason, the
nurse's job satisfaction in governmental and private hospitals for mukalla city-Yemen as a case study
was conducted. Aim of this Study: The purpose of this research was to measure nurses' job
satisfaction in Mukalla city in a governmental and private hospitals. Setting: The study carried out in
Mukalla city -Yemen. Materials and Methods: This study was applied on 315 (males and
females) nurses working in Mukalla Governmental and private Hospitals. Tools: The main three
tools selected to collect all data consist of Personal data of participants, nurse's satisfaction factors.
Design: Survey research (cross sectional) design. Sample: Based on a simple random sample 315
nurses was selected. Results: The result of this study showed that a high percentage of nurses in
private hospitals were satisfied while in governmental hospitals were dissatisfied with their jobs. The
higher significantly satisfaction was obtained for nurses work in Private Hospital compared with the
Governmental hospitals. These results attributed to some reasons such as the nurses satisfaction
with supervision, co-workers and nature of works. Conclusion: There was a higher significantly
satisfaction for nurses work in Private Hospital compared with the Governmental hospitals.
Keywords: Nurses, governmental hospitals, , Yemen, job satisfaction, private hospitals.

INTRODUCTION: varying level of job satisfaction. Job

Nurses working in various hospitals may have satisfaction among nurses is an important

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Job satisfaction among Yahya Khamis, Nawal Saeed, Abdulla Saeed, Muneer Mohammed

issue in nursing profession, many factors compare between them for the purpose of
influences job satisfaction like workload, developing institutional work in Hospitals.
respect, salary, promotion and designation etc. Materials and Methods:
A multitude of strategies, with varying degrees The study design was a cross-sectional
of success, have been implemented by analytical study, which was carried out in
governments to address this problem and Governmental and Private Hospitals in Al-
attract nurses to underserved areas. These Mukalla City, Yemen.
strategies include financial incentives, non- Study area:
financial incentives, educational or recruitment The study was conducted at all Governmental
interventions and regulatory interventions(1). and Private Hospitals in AlMukalla city the
Calculating significance scores to define the capital of Hadramout governorate, Yemen.
level of job satisfaction of registered staff There are six Hospitals; 3 Governmental and 3
nurses from these Hospitals resulted in the Private Hospitals.
following order of job satisfaction components: Study population:
autonomy, pay, interaction, task requirements, The study population was all nurses in Private
(2)
professional status and organizational policies . and Governmental Hospitals in Mukalla city
The social aspects of the healthcare system, during the period from (April to August) 2017.
in which the disparity between Private and (Total number was315). The list of all (nurses)
Public healthcare is significant may contribute was obtained from Hospitals administrator.
negatively to the social image and therefore Sampling Method:
self-concept of nurses working in the public The sample was selected random sampling
(3)
healthcare system . work life balance and job method , we determined the total number of
Satisfaction are important for developing and nurses working in Governmental and Private
enhancing organizational commitment among Hospitals in Al-Mukalla city.
(4)
healthcare workers . There is a plenty of The hospitals are:
studies about nurses’ job satisfaction; 1 - IbnSina General Hospital (ISGH).
however, the published studies about such 2 - Universal Hospital (UH).
topic were limited in Arab countries. Studies 3 - Hospital of Mukalla For Motherhood and
about this topic focused mainly on the Childhood (HMMC)
variables that influence nurses’ job satisfaction 4 - Al-Rayan Specialist Hospital (RSH)
and its outcomes; yet these studies were not 5 - Al-Bourg Hospital (AH)
comparative in nature, especially about nurses 6 - Hadhramout Hospital (H.H)
in different types of hospitals and differences the Total number of Nurses are (530) in all
between hospital’s settings. This study Hospitals in Al-Mukalla city. Then the sample
focuses on nurses Satisfaction with the job in size (315) was selected randomly among the
governmental and private hospitals and six Hospitals.

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Data collection methods & tools: participants and verbal consent was obtained
The data have been collected by face-to-face from all participants before enrollment in the
interviews using a questionnaire. The study. We ensure that those who agreed to
questionnaire was divided into two parts as the participate in our study, their information will
following: be kept in strictest confidence used in the
Section I: Personal data of participants (name benefit of the community.
not included) like gender, age, material status, RESULTS:
Qualification, specialist, current position, This section describes the statistical analyses
experience, type of hospital. of the survey data. (315) questionnaires were
Section II: contains the nurses satisfaction selected randomly based on a simple random
aspects. These aspects includes in 5 sample. The demographic and personal
dimensions, which are Relation between characteristics of the Yemeni nurses
supervisor and worker, Job security, Salary, participating in the study and provides the
Promotions and Environmental circumstances. response to the first eight items of the
The nurses's satisfaction was measured with question‟s demographic section.
the construction of the fife-point Likert scale
which identified the different level of nurses's Table (1)
satisfaction . Sociodemographic characteristic of study
Data Analysis: population
Data was checked for completeness, coded Characteristics Frequency Percentage
then entered into a computer by Statistical Sex
Package for Social Sciences (SPSS v 20). Male 171 54,3
Obtained data were analyzed using descriptive Female 144 45.7
statistical tools (frequencies, percentages) For
Age
personal data. The Student t-test was used to
Less than 30 year 167 53
determine the differences (for comparison) of
From 31 to 40 124 39.4
mean scores of nurses satisfaction for every
From 41 to 50 20 6.3
aspect of Satisfaction in governmental and
More than 50 4 1.3
private hospitals. Finally, the data collected
was organized and analyzed manually and by Marital status

using computer application (word) for Single 122 83.7

construction of tables. Married 181 57.5
Ethical Considerations: Divorce 9 2.9
An approval of this study was obtained from Widow 3 1
Hadhramout University College of Nursing. Qualification
The objectives of our study was clarified to Diploma 206 65.4
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Job satisfaction among Yahya Khamis, Nawal Saeed, Abdulla Saeed, Muneer Mohammed

Bachelor 108 34.3 contractors. (13.7 %)were duty payment and

post graduate 1 0.3 (1.9%) were other positions (such as salary
from Foundations or traders).(12.4 %) of the
sample reported that they had less than one
Current position
Staff supervisor 28 8.9 year of experience in nursing, (50.5%) had

Staff 89 28.3 between 1 and 5 years of nursing experience,

Contractor 149 47.3 (23.2%) had between 6 and 10 years of

Duty payment 43 13.9 nursing experience and (14%) of the
Other 6 1.9 participants indicated that they had more than
Experience 10 years of nursing experience. The type of
Less than 1 year 39 12.4 hospital for (68.6%) of the Nurses were from
From 1 to 5 159 50.5 Governmental Hospital and (31 .4%) were
From 6 to 10 73 23.2 from Private Hospital.
More than 10 year 44 14 Responses Reflecting Level of Job Satisfaction
Type of Hospital To facilitate the interpretation and comparisons
Government 216 68.6 of the nurses' responses to the different items
Private 99 31.4 reflecting their level of job satisfaction,
according to their characteristics, scoring that
A total of 315 nurses in Mukalla Hospitals ranged between 1 and 5 was applied ( Likert
were enrolled in this study.(54.3%) of the Scale).
nurses were male and(45.7%) were female. A score of 1 indicated ‘strongly disagree’ and
(53%) of the nurses were (less than 30 years a score of 5 indicated ‘strongly agree’. The
of age), (39.4%) were(31 –35 years).(6.3%) second section of the survey (22 items) was
were (41–50 years) and(1 .3%) were aged related to the level of satisfaction. (Questions
(51 years and over).(38.7%) of the nurses 1, 2, 3, 4) regarding,di (ension of
were single, (57.5%) were married and (2.9 relationship,between supervisor. and, worker,
%) were divorced and(1 %)were widowed. jobsecurity (Questions5 ,6, 7, 1,) ,salary
(65.4%) of the nurses had a diploma .(34.3%) (Questions 8, 9, 10), promotions (Questions
of them held a bachelor degree and (0.3%) 11, 17, 21, 22) and, environmental,
held postgraduate degrees. (8.9%) of them circumstances (Questions 12 ,13 ,15 ,16 ,18
were working as staff (supervisor) of nurses, ,19 ,20).
(28.3 %) were staff.(47.3 %) were
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Table (3) (N,P) satisfaction in relationship between supervisors and nurses

Governmental Private
N = (216) N= (99)
Strongly Agree Neutral Disagree strongly Strongly Agree Neutral Disagree strongly
N Items agree disagree agree disagree
O (%) (%) (%) (%) (%) (%) (%) (%) (%) (%)

provide justice in
the distribution of 19 71 37 67 22 21 56 12 7 3
1
the work tasks (8.8) (32.9) (17.1) (31) (10.2) (21.2) (56.6) (12.1) (7.1) (3)
among employees
clear instructions
9 62 53 69 23 20 64 9 2 4
2 from the
(4.2) (28.7) (24.5) (31.9) (10.6) (20.2) (64.6) (9.1) (2) (4)
administration
the administration’s
keenness to hear the 10 42 36 72 56 27 42 19 6 5
3
proposals of the (4.6) (19.4) (16.7) (33.3) (25.9) (27.3) (42.4) (19.2) (6.1) (5.1)
workers
enough delegation of
management to 9 45 51 71 40 15 60 15 5 4
4
make a decision (4.2) (20.8) (23.6) (32.9) (18.5) (15.2) (60.6) (15.2) (5.1) (4)
about the work
MEAN± S.D 10.8±3.4 15.3±2.8
P value 0.00

*Student t test p<0.05 is considered statistically significant

Table 3, illustrated that the mean satisfaction was Private Hospitals compared to nurses in
significantly higher (15.3±2.8) among nurses of Governmental Hospital at(10.8±3.4). The p -
(Relationship between supervisors and workers) in value =(0.00)
Table (4) (N,P)satisfaction toward job security (N= 315)
Governmental Private
N = (216) N=(99)
Items
NO Strongly Agree Neutral Disagree strongly Strongly Agree Neutral Disagree strongly
agree disagree agree disagree
(%) (%) (%) (%) (%) (%) (%) (%) (%) (%)
5 praise the
20 87 32 51 26 32 41 9 10 7
supervisors for
(9.3) (40.3) (14.8) (23.6) (12) (32.3) (41.4) (9.1) (10.1) (7.1)
my work
6 cooperation 82 111 11 10 2 48 42 5 2 2
among workers (38) (51.4) (5.1) (4.6) (0.9) (48.5) (42.4) (5.1) (2) (2)
7 my relationship 46 111 38 16 5 23 58 11 3 4
with consumer (21.3) (51.4) (17.6) (7.4) (2.3) (23.2) (58.6) (11.1) (3) (4)
14 job security at 7 67 41 58 43 22 44 12 5 16
work (3.2) (31) (19) (26.9) (19.9) (22.2) (44.4) (12.1) (5.1) (16.2)
MEAN ± S.D 13.8±2.7 15.6±2.7
P value 0 .00

*Student t test p<0.05 is considered statistically significant

able 4 illustrated that the mean satisfaction compared to nurses in Governmental
was also significantly higher (15.6±2.7) among Hospitals.( 13.8±2.7) at (p-value = 0.00).
nurses toward job security in Private Hospitals

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Table (5) (N,P)satisfaction toward salary (N= 315)

Governmental Private
N = (216) N=(99)
Strongly Agree Neutral Disagree strongly Strongly Agree Neutral Disagree strongly
NO agree disagree agree disagree
Items (%) (%) (%) (%) (%) (%) (%) (%) (%) (%)

8 my salary is 8 17 26 51 114 25 35 17 8 14
commensurate
with my work (3.7) (7.9) (12) (23.6) (52.8) (25.3) (35.4) (17.2) (8.1) (14.1)
9 salary on 7 14 21 40 134 39 39 7 6 8
time (3.2) (6.5) (9.7) (18.5) (62) (39.4) (39.4) (7.1) (6.1) (8.1)
10 the incentives
are diverse 3 11 25 52 125 9 37 27 12 14
and meet the (1.4) (5.1) (11.6) (24.1) (57.9) (9.1) (37.4) (27.3) (12.1) (14.1)
needs
MEAN ± S.D 5.2±2.5 10.6±2.9
P value 0.00

Regarding to the salary table 5 illustrated that, Hospitals as compared to nurses in

the mean satisfaction was significantly higher governmental Hospitals (5.2±2.5) at (p-value
(10.6 ±2.9) among nurses in Private = 0.000).

Table (6) (N,P)satisfaction toward promotions (N= 315)

Governmental Private
N = (216) N=(99)
Strongly Agree Neutral Disagree strongly Strongly Agree Neutral Disagree strongly
N agree disagree agree disagree
O Items (%) (%) (%) (%) (%) (%) (%) (%) (%) (%)

11 there is equity in 3 19 45 64 85 10 32 33 12 12
promotions (1.4) (8.8) (20.8) (29.6) (39.4) (10.1) (32.3) (33.3) (12.1) (12.1)
17 opportunity to do 5 21 42 78 70 11 37 27 13 11
creative work (2.3) (9.7) (19.4) (36.1) (32.4) (11.1) (37.4) (27.3) (13.1) (11.1)
21 participation in
6 21 33 61 95 13 28 24 19 15
training courses and
(2.8) (9.7) (15.3) (28.2) (44) (13.1) (28.3) (24.2) (19.2) (15.2)
self-development
22 opportunity to 10 33 36 59 78 21 22 25 19 12
continue education (4.6) (15.3) (16.7) (27.3) (36.1) (21.2) (22.2) (25.3) (19.2) (12.1)
MEAN ± S.D 8.4±3.1 12.6±3.9
P value 0.000

Regarding to the Promotions table 6 illustrated in private hospitals as compared to nurses in

that, the mean satisfaction was also governmental (8.4± 3.1) at (p-value =
significantly higher (12.6±3.9) among nurses 0.000).

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Table (7) (N,P) satisfaction toward environmental circumstances (N=

Governmental Private
N = (216) N=(99)
Strongly Agree Neutral Disagree strongly Strongly Agree Neutral Disagree strongly
agree (%) disagree agree disagree
Items
NO (%) (%) (%) (%) (%) (%) (%) (%) (%)

12 coordination
9 43 60 66 38 32 39 15 7 6
between different
(4.2) (19.9) (27.8) (30.6) (17.6) (32.3) (39.4) (15.2) (7.1) (6.1)
departments
13 working hours are 13 77 36 53 37 37 31 18 4 9
appropriate (6) (35.6) (16.7) (24.5) (17.1) (37.4) (31.3) (18.2) (4) (9.1)
15 adequate staff at 5 40 42 64 65 17 38 21 15 8
work (2.3) (18.5) (19.4) (29.6) (30.1) (17.2) (38.4) (21.2) (15.2) (8.1)

16 use of technology 4 26 44 56 86 17 42 20 13 7
(1.9) (12) (20.4) (25.9) (39.8) (17.2) (42.4) (20.2) (13.1) (7.1)

18 hospital compliance
9 39 40 64 64 32 34 13 13 7
with health and
(4.2) (18.1) (18.5) (29.6) (29.6) (32.3) (34.3) (13.1) (13.1) (7.1)
safety requirements
19 quality and
ventilation are
9 62 44 54 47 40 34 7 14 4
available in the
(4.2) (28.7) (20.4) (25) (21.8) (40.4) (34.3) (7.1) (14.1) (4)
working
environment
20 office supplies are 9 56 42 52 57 19 37 23 13 7
available (4.2) (25.9) (19.4) (24.1) (26.4) (19.2) (37.4) (23.2) (13.1) (7.1)

MEAN ± S.D 17.5±5.2 25.7±5.7

P value 0.000
*Student t test p<0.05 is considered statistically significant
As illustrated in table 7, the mean satisfaction in private hospitals as compared to nurses in
was significantly higher (25.7±5.7) among governmental (17.5±5.2) at p-value = 0.00.
nurses toward (Environmental circumstances)
Table (8) Differences (Comparison) between Governmental and Private
Hospitals on Nurses total Satisfaction
Hospital Nurses Mean scores T test value P value*
Type No
Governmental 216 55.7 1.73 0.000
Private 99 79.8

Table 8 illustrated that, there are significant The total mean scores of the Private Hospital
differences between the Governmental and among nurse's satisfaction was higher compared

Private Hospitals among nurses ' total to the total mean scores of the Governmental

satisfaction (p-value = 0.00) . Hospital among nurse's satisfaction

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DISCUSSIONS nurses regarding job security in the Private

Health Work in Yemen is divided into two than the Governmental Hospitals, this means
public and Private sectors. Private sector that
Hospitals are profitable, While the public the work nature and environment in private
sector Hospitals are not profitable. So the hospitals is good enough for nurses., this
improvement in public sector Hospitals of findings in contrast with the the study from
working environment is poor. This study was Sudia Arabia reported that, more than half of
carried out to assess the satisfaction of the the respondents does not provide a secure
nurses with the various aspects of job working environment (6).
satisfaction in Governmental and Private In this study found that, the nurses
Hospitals in Mukalla city and compare satisfaction was significantly higher among
between them. However, this is the first nurses regarding salary satisfaction in the
study that was being done in mukalla about Private than the Governmental Hospitals, this
this point. In this study t found that majority findings disagree with the study from
of nurses mostly falling in the age group of Australia reported that Inadequate salaries as
less than 30 to more than 50 years, having a source of dissatisfaction (7).
work experience of 1 – 5 years. Majority In this study found that, the nurses
nurses were male having diploma satisfaction was significantly higher among
qualification in nursing. nurses regarding promotion in the Private
In our study we found that mean satisfaction than the Governmental Hospitals, however,
was significantly higher among nurses officials in these hospitals should give more
regarding relationship between supervisors consideration to nurses’ satisfaction due to
and workers in Private Hospitals compared to its tremendous consequences. Public
nurses in Government Hospital, this findings hospitals must work to improve nurses’
disagree with the study from Sudia Arabia commitment and loyalty.
reported that the majority of nurses perceived In this study found that, the nurses
dissatisfaction with the work life/home life satisfaction was significantly higher among
factors including family needs, working hours nurses regarding environmental
and energy left after work (5). circumstances in the Private than the
In this study found that, the nurses Government hospitals this findings agree with
satisfaction was significantly higher among the study from Saudi Arabia reported that

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Job satisfaction among Yahya Khamis, Nawal Saeed, Abdulla Saeed, Muneer Mohammed

most nurses slightly agree that they are the following hospitals - IbnSina General
committed to their employing hospitals, this Hospital, Universal Hospital, Hospital of
means that their degree of loyalty to their Mukalla for Motherhood and Childhood, Al-
hospitals is not strong enough, which gives Rayan Specialist Hospital, Al-Bourg Hospital
sufficient belief to say that if they find a good and Hadhramout Hospital for their
offer elsewhere they will leave their hospitals. permission to use data obtained by
Public hospitals must work to improve questionnaire, and sincerely thank to the
nurses’ commitment and loyalty (8). group of nursing students (Hussein saleh
CONCLUSION allabshir,salem ahmed sabeeh, yaqawb
The result of our study reveals that nurses at saeed afeef ,Abdullah mhbin abidoun, nadia
the private hospitals more satisfied with all hussein aladady, nora mohammed baali,
aspects of Job satisfaction than those at the rawiah mohammed bafutaim, suaad
governmental hospitals . It is clear that abdullah alamudi, amna salem yagout and
private hospitals are facilitating the work and ysra mahfud baziad) from college of nursing
developing themselves in order to provide Hadhramout university, who assisted in data
maximum job facilities to their worker. The collection.
governmental hospitals is performing good
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