ISSN: Vol.

1, Issue 1 | July–September 2025

Assessing Job Satisfaction Among Health Workers in Catholic

Hospitals in the Western Region of Ghana: A Case Study of Holy
Child Catholic Hospital and Father Thomas Alan Rooney
Memorial Hospital, Asankrangwa
1Marino Nana Kontoh and 2Dr Kwame Owusu-Boampong
1Deputy Diocesan Director of Health, Catholic Diocese of Sekondi-Takoradi, Ghana

2Senior Lecturer, Department of Public Health, Catholic University of Ghana, Ghana .

Abstract satisfaction related to collegial

relationships (M = 2.89), supervisory
Background: Job satisfaction is a support (M = 2.82), and sense of purpose
critical determinant of health worker (M = 2.80). The independent t-test
retention, performance, and patient care showed no significant difference in
quality, particularly in mission-based satisfaction by gender (p = 0.31).
institutions operating under resource However, one-way ANOVA revealed a
constraints. This study assessed job statistically significant difference by
satisfaction among healthcare workers in educational level (F = 4.07, p = 0.008),
two Catholic hospitals in the Western with more educated staff expressing
Region of Ghana—Holy Child Catholic higher satisfaction.
Hospital in Fijai and Father Thomas Alan
Rooney Memorial Hospital in Conclusion: Healthcare workers in
Asankrangwa. Catholic hospitals are generally satisfied
with their work, particularly in relational
Methods: A descriptive cross-sectional and intrinsic aspects. Educational level
design was adopted, involving 234 health emerged as a significant factor
workers selected through convenience influencing job satisfaction. These
sampling. Data were collected using a findings underscore the need for targeted
structured self-administered human resource strategies that promote
questionnaire and analyzed using inclusive development opportunities and
descriptive statistics (means and leverage non-financial motivators to
standard deviations) and inferential tests sustain a committed workforce in faith-
(independent samples t-test and one-way based health institutions.
ANOVA). Job satisfaction was assessed
using a 4-point Likert scale, with mean Keywords: Job satisfaction, Catholic
scores above 2.50 indicating satisfaction. hospitals, healthcare workers, Ghana,
education, faith-based institutions,
Results: Respondents reported human resources
moderate to high job satisfaction across
all indicators, with the highest

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https://doi.org/10.64261/pajhps.v1n1.004.
 ISSN: Vol.1, Issue 1 | July–September 2025

Introduction Hospital in Fijai and Father Thomas Alan

Rooney Memorial Hospital in
Job satisfaction is a critical component in Asankrangwa. It seeks to explore the
healthcare delivery, influencing specific dimensions of satisfaction
employee retention, quality of care, and expressed by health staff and provide
overall organizational performance. In recommendations for human resource
mission-based institutions such as and institutional development.
Catholic hospitals, where service delivery
is often influenced by values of By examining staff satisfaction levels in
compassion, commitment, and these mission hospitals, the study aims to
stewardship, understanding the factors contribute to the development of tailored
that drive staff satisfaction becomes vital. strategies to strengthen workforce
These institutions often operate under retention, improve patient care, and
financial constraints and are challenged sustain institutional goals in Catholic
to sustain a stable and motivated health facilities.
workforce without the luxury of
competitive remuneration. Methodology

Globally, studies have linked job Study Design

satisfaction among healthcare workers to A descriptive cross-sectional
factors such as quality of leadership, survey design was employed to assess
access to professional development, team the level of job satisfaction among
dynamics, workload, reward systems, healthcare workers in the selected
and work–life balance (Lu et al., 2019; Catholic hospitals. This design enabled
Coomber & Barriball, 2007). In the the collection of data at a single point in
African context, especially in Ghana, time to describe trends and perceptions
existing literature points to job regarding job satisfaction.
satisfaction being shaped not just by
salary, but by a mix of personal, Study Sites
institutional, and systemic factors The study was conducted at:
(Dapaah & Appiah, 2019). These include
recognition, sense of purpose, • Holy Child Catholic Hospital,
opportunities for training, and Fijai – a 35-bed faith-based
supportive supervision. facility providing outpatient,
surgical, maternal, and public
Despite this understanding, there is health services.
limited empirical evidence on job
satisfaction in faith-based hospitals in • Father Thomas Alan Rooney
Ghana, particularly in the Western Memorial Hospital,
Region. This study, therefore, Asankrangwa – a 112-bed mission
investigates the level of job satisfaction hospital offering a wide range of
among healthcare workers in two inpatient, outreach, and
Catholic hospitals: Holy Child Catholic specialized health services.

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https://doi.org/10.64261/pajhps.v1n1.004.
 ISSN: Vol.1, Issue 1 | July–September 2025

Study Population and Sample 1 = Strongly Disagree, 2 = Disagree,

3 = Agree, 4 = Strongly Agree.
The study population consisted of 456
health workers across both hospitals. A Validity and Reliability
total sample of 234 respondents was
determined using Yamane’s formula, Content and face validity were confirmed
with an added 10% to accommodate non- through expert review at the Department
response. Respondents were selected of Public Health. A pre-test was
using convenience sampling, allowing conducted at Jubilee Catholic Hospital,
the inclusion of staff who were available Apowa, and adjustments were made
and willing to participate during the data accordingly. Internal consistency of the
collection period. scale was maintained through reliability
analysis.
Inclusion and Exclusion Criteria
Ethical Considerations
• Included: Health workers with
at least one year of continuous Approval for the study was obtained from
service. the Christian Health Association of
Ghana (CHAG). Informed consent was
• Excluded: Interns, attachment obtained from each participant, and
students, and staff on long leave. anonymity and confidentiality were
strictly ensured throughout the study
Data Collection Instrument process.
Data were collected using a structured Data Analysis
self-administered questionnaire.
The section on job satisfaction included Data were cleaned, coded, and analyzed
statements on workplace conditions, using descriptive statistics. Mean
interpersonal relationships, rewards, scores and standard deviations
support systems, and alignment with the were computed. A mean score above
hospital’s mission. Responses were rated 2.50 was considered indicative of
using a 4-point Likert scale: satisfaction, while scores below this
threshold signaled dissatisfaction

Results
Table 1: Demographic Characteristics of Respondents
Variable Category Frequency (n=234) Percentage (%)
Gender Male 96 41.03
Female 138 58.97

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https://doi.org/10.64261/pajhps.v1n1.004.
 ISSN: Vol.1, Issue 1 | July–September 2025

Age Group Below 31 44 18.80

31–40 137 58.55
41–50 34 14.53
Above 51 19 8.12
Marital Status Married 131 55.98
Single 57 24.36
Cohabiting 23 9.83
Separated 14 5.98
Divorced 9 3.85
Education Level Certificate 26 11.11
Diploma 53 22.65
Bachelor’s Degree 97 41.45
Master’s/PhD 58 24.79
Employment Type Permanent 125 53.42
Locum/Part-time 78 33.33
Casual 31 13.25
Years of Service 1–5 years 61 26.07
6–10 years 86 36.75
Above 10 years 87 37.18
Table 1 presents the demographic profile of respondents. The majority were female
(58.97%) and within the age range of 31–40 years (58.55%), suggesting a predominantly
youthful and gender-diverse workforce. Most participants were married (55.98%), had at
least a bachelor’s degree (41.45%), and were employed on a permanent basis (53.42%).
Notably, 73.93% had been employed for more than five years, indicating a workforce with
considerable experience and likely emotional investment in their work.
The educational background and length of service suggest that most respondents possess
both the qualifications and practical insights needed to meaningfully assess job
satisfaction. Their employment status and length of service also imply that their

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https://doi.org/10.64261/pajhps.v1n1.004.
 ISSN: Vol.1, Issue 1 | July–September 2025

responses reflect a deeper understanding of institutional practices and work conditions

in the two hospitals.
Table 2: Job Satisfaction Levels Among Health Workers
Statement Mean Standard Deviation
(SD)
I am satisfied with the working conditions at my 2.73 0.635
hospital
I feel respected and supported by my supervisors 2.82 0.609
I have a good working relationship with my 2.89 0.593
colleagues
I am satisfied with the level of job security 2.71 0.618
provided
I am proud to work in this hospital 2.78 0.620
I find meaning and purpose in the work I do here 2.80 0.627
Source: Field Survey, 2024
Table 2 shows that respondents expressed high levels of job satisfaction across all six
indicators, with all mean scores above 2.50. The highest-rated item was “I have a good
working relationship with my colleagues” (Mean = 2.89), suggesting that collegiality and
interpersonal harmony are strong within the two Catholic hospitals. This is consistent
with research by Coomber and Barriball (2007), which found that peer support is one of
the most stabilizing elements in health sector job satisfaction.
The statement “I feel respected and supported by my supervisors” also recorded a high
mean score (2.82), indicating positive supervisory relationships, which are essential for
feedback, guidance, and professional encouragement. The strong sense of respect and
support from leadership may also reflect the faith-based mission of these institutions,
which often promotes compassion, ethics, and teamwork.
Satisfaction with working conditions (Mean = 2.73) and job security (Mean = 2.71)
indicates that respondents felt fairly comfortable and secure in their current roles. In a
context like Ghana where job insecurity is often a source of stress, this result is notable.
It aligns with the findings of Dapaah and Appiah (2019), who reported that stable
employment enhances both performance and organizational loyalty.
Finally, respondents showed pride in their institutions (Mean = 2.78) and a strong sense
of meaning in their work (Mean = 2.80). This suggests that many staff are driven not only
by professional demands but also by a sense of mission and purpose, which is especially

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 ISSN: Vol.1, Issue 1 | July–September 2025

characteristic of those working in religious health institutions. This intrinsic satisfaction

can be a major asset in contexts where extrinsic rewards such as high salaries may not be
feasible.
Table 3: Independent Samples t-Test – Gender and Job Satisfaction
Gender N Mean Job Standard t- df p-
Satisfaction Deviation (SD) value value
Male 96 2.76 0.39
Female 138 2.81 0.41 -1.02 232 0.31
Source: Field Survey, 2024
Table 3 presents the results of the independent samples t-test comparing mean job
satisfaction scores between male and female respondents. The mean job satisfaction for
females (M = 2.81, SD = 0.41) was slightly higher than for males (M = 2.76, SD = 0.39),
but this difference was not statistically significant, t(232) = -1.02, p = 0.31. This implies
that gender did not significantly influence job satisfaction among the health workers in
the two Catholic hospitals.
Table 4: One-Way ANOVA – Educational Level and Job Satisfaction
Educational Level N Mean Job Satisfaction Standard Deviation (SD)
Certificate 26 2.64 0.34
Diploma 53 2.69 0.40
Bachelor’s Degree 97 2.81 0.43
Master’s/PhD 58 2.87 0.39
ANOVA Results F(3, 230) = 4.07 p = 0.008
Source: Field Survey, 2024
Table 4 shows the outcome of a one-way ANOVA conducted to assess the effect of
educational level on job satisfaction. The results indicate a statistically significant
difference in mean satisfaction scores across educational groups, F(3, 230) = 4.07, p =
0.008. Post-hoc analysis using Tukey’s HSD revealed that respondents with a Master’s
degree or PhD reported significantly higher job satisfaction than those with Certificate or
Diploma qualifications. This suggests that job satisfaction may increase with educational
attainment, possibly due to better career advancement opportunities, professional
autonomy, or role clarity.

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 ISSN: Vol.1, Issue 1 | July–September 2025

Discussion observed here may also be influenced by

the faith-based orientation of the
This study examined job satisfaction institutions, which often emphasizes
among health workers in two Catholic human dignity and compassion in staff
hospitals in the Western Region of management (Mensah et al., 2017).
Ghana: Holy Child Catholic Hospital in
Fijai and Father Thomas Alan Rooney Furthermore, staff reported a strong
Memorial Hospital in Asankrangwa. The sense of pride in their work and
findings suggest that, overall, health alignment with the hospital’s mission
workers in these mission-based facilities (Mean = 2.78), as well as finding
experience moderate to high levels of job meaning in their roles (Mean = 2.80).
satisfaction across multiple dimensions, These intrinsic motivators align with
including interpersonal relationships, Herzberg’s motivation-hygiene theory,
supervisory support, job security, and which identifies purpose, recognition,
alignment with the institutional mission. and achievement as key drivers of job
satisfaction (Herzberg, 1966). In the
The highest levels of satisfaction were context of Catholic healthcare, these
recorded in relation to peer findings are significant because they
relationships. Respondents reported suggest that mission and values remain
strong collaboration and collegiality in central to workforce engagement.
their respective institutions (Mean =
2.89), a finding consistent with Lu et al. While descriptive findings were
(2019), who emphasized that supportive encouraging, inferential analysis added
co-worker relationships are essential for depth to the interpretation. The
staff morale and job satisfaction in independent samples t-test (Table 3)
healthcare settings. In Catholic mission showed no statistically significant
hospitals, such relationships may be difference in job satisfaction between
reinforced by shared ethical values and a male and female workers (p = 0.31). This
collective sense of service, which foster finding contrasts with some global
community among staff (Agyepong et al., literature, which suggests that gender
2014). disparities may exist in health sector
experiences (Shields & Ward, 2001).
Respondents also expressed high However, the absence of a gender gap
satisfaction with supervisory support here may reflect institutional policies
(Mean = 2.82), indicating that leaders rooted in the Catholic tradition of equity
and managers in these institutions play a and inclusiveness, or possibly a relatively
positive role in fostering respectful and egalitarian working culture in the
professional environments. Osei et al. selected facilities.
(2015) similarly found that supportive
supervision enhances staff engagement The one-way ANOVA (Table 4), however,
and reduces burnout, particularly in revealed a significant relationship
settings where resource limitations are between educational level and job
common. The respect for leadership satisfaction (p = 0.008). Health workers

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 ISSN: Vol.1, Issue 1 | July–September 2025

with a Master’s or PhD reported higher faith-based systems where financial

job satisfaction than those with capacity may be limited.
certificates or diplomas. This may be
attributed to greater autonomy, clearer This study, however, is not without
career trajectories, and more meaningful limitations. The use of self-report
roles assigned to higher-educated staff. questionnaires introduces a potential for
Similar findings were reported by social desirability bias, especially in
Coomber and Barriball (2007), who mission institutions where respondents
noted that more educated staff often may hesitate to critique the employer.
experience greater job clarity, skill Additionally, the cross-sectional design
utilization, and professional does not account for seasonal or time-
recognition—all of which contribute to bound variations in satisfaction. Future
higher satisfaction. studies should consider using mixed-
methods approaches and longitudinal
These findings have important policy designs to provide a deeper and more
implications. First, while overall job nuanced understanding of job
satisfaction is positive, there is a need to satisfaction trends.
target interventions at lower-educated or
casual staff, who may not be experiencing In conclusion, the study found that job
the same level of fulfillment. Providing satisfaction among health workers in
mentorship, training, and internal Catholic hospitals in the Western Region
promotion opportunities can help bridge is generally high, driven by strong
this satisfaction gap. Second, institutions interpersonal bonds, supportive
should institutionalize continuous supervision, and alignment with
professional development and recognize institutional values. However, significant
qualifications through structured differences exist based on educational
incentives, as this may increase background, highlighting the need for
motivation and retention. Finally, more inclusive staff development
supervisors and hospital administrators policies. These insights offer important
should intensify inclusive staff guidance for Catholic health managers
engagement practices, ensuring that all and policymakers seeking to strengthen
categories of workers feel seen, heard, workforce stability and performance in
and valued. Ghana’s faith-based healthcare sector.

From a workforce management Conclusion

perspective, Catholic hospitals must This study assessed job satisfaction
sustain their culture of interpersonal among healthcare workers in two
respect and value-driven service while Catholic hospitals in the Western Region
adapting to the changing needs of a of Ghana: Holy Child Catholic Hospital in
multi-generational and multi- Fijai and Father Thomas Alan Rooney
qualification health workforce. Investing Memorial Hospital in Asankrangwa. The
in both tangible and intangible forms of findings reveal that overall job
recognition is key to staff retention in
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https://doi.org/10.64261/pajhps.v1n1.004.
 ISSN: Vol.1, Issue 1 | July–September 2025

satisfaction among staff was moderate to Coomber, B., & Barriball, K. L. (2007).
high, with particularly strong satisfaction Impact of job satisfaction components on
expressed in areas such as peer intent to leave and turnover for hospital-
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