Factors that affect job satisfaction and intention to leave of allied health professionals in a metropolitan hospital
Natalie A. WilsonSouth Western Sydney Local Health District, Dietetics Department, Liverpool Hospital, Locked Bag 7103, Liverpool BC, NSW 1871, Australia. Email: natalie.wilson@sswahs.nsw.gov.au
Australian Health Review 39(3) 290-294 https://doi.org/10.1071/AH14198
Submitted: 6 November 2014 Accepted: 10 February 2015 Published: 7 April 2015
Abstract
Objective The purpose of the present study was to determine the aspects of the allied health professional’s job that contribute most to job satisfaction and intention to leave in a metropolitan hospital.
Method Data were collected via a questionnaire that was emailed to all clinical allied health staff at Campbelltown and Camden Hospitals in New South Wales, Australia. The participants then rated their level of satisfaction with various job aspects.
Results A significant correlation was found between several job satisfaction factors and intention to leave in this study group, including quality of supervision, level of competency to do the job, recognition for doing the job, advancement opportunities, autonomy, feelings of worthwhile accomplishment, communication and support from the manager.
Conclusion In relation to Herzberg’s job satisfaction theory, both intrinsic and extrinsic work factors have been shown to have a significant correlation with intention to leave in this study group. This information can assist workforce planners to implement strategies to improve retention levels of allied health professionals in the work place.
What is known about the topic? Job satisfaction is a significant predictor of retention in the workplace for allied health professionals in rural and remote areas; however, limited research has reviewed predictors of job satisfaction of allied health professionals in metropolitan hospitals.
What does this paper add? This paper provides evidence that job satisfaction factors are important predictors of intention to leave for allied health in metropolitan hospitals, and that both intrinsic and extrinsic job satisfaction factors have a significant correlation with intention to leave.
What are the implications for practice? Those involved in workforce management of allied health professionals can implement strategies to improve job satisfaction and assist with retention of the allied health workforce.
References
[1] Cohen J, Stuenkel D. Providing a healthy work environment for nurses: the influence on retention. J Nurs Care Qual 2009; 24 308–15.| Providing a healthy work environment for nurses: the influence on retention.Crossref | GoogleScholarGoogle Scholar | 19381111PubMed |
[2] Mueller C, McCloskey J. Nurse job satisfaction: a proposed measure. Nurs Res 1990; 39 113–16.
| Nurse job satisfaction: a proposed measure.Crossref | GoogleScholarGoogle Scholar | 1:STN:280:DyaK3c7pt1Wqtw%3D%3D&md5=bfbbbb324c36259ab55019f5add4fd05CAS | 2315065PubMed |
[3] Probst J, Baek J, Laditkia S. The relationship between workplace environment and job satisfaction among nurse assistants. J Am Med Directors 2010; 11 246–52.
| The relationship between workplace environment and job satisfaction among nurse assistants.Crossref | GoogleScholarGoogle Scholar |
[4] Boxall P, Macky K, Rasmussen E. Labour turnover in New Zealand: the causes and consequences of leaving and staying with employers. Asia Pac J Hum Resour 2003; 41 196–214.
| Labour turnover in New Zealand: the causes and consequences of leaving and staying with employers.Crossref | GoogleScholarGoogle Scholar |
[5] Swafford L, Legg J. Determinants of job satisfaction among radiation therapy faculty. J Allied Health 2009; 38 163–9.
| 19753428PubMed |
[6] Loane-Clarke J, Arnold J, Coombs C, Hartley R. Retention, turnover and return – a longitudinal study of allied health professionals in Britain. Human Resource Manage J 2010; 20 391–406.
[7] O’Toole K, Schoo A, Hernan A. Why did they leave and what can they tell us? Allied health professionals leaving rural settings. Aust Health Rev 2010; 34 66–72.
| 20334760PubMed |
[8] Stagnitti K, Schoo A, Dunbar J, Reid C. An exploration of issues of management and intention to stay: allied health professionals in South West Victoria, Australia. J Allied Health 2006; 35 226–32.
| 17243438PubMed |
[9] Dodd J, Saggers S, Wildy H. Retention in the allied health workforce: Boomers, Generation X and Generation Y. J Allied Health 2009; 38 215–19.
| 20011820PubMed |
[10] Herzberg F. Motivation –hygeine profiles. Organ Dynamics 1974; 3 18–29.
[11] Herzberg F. One more time: how do you motivate employees. Harvard Bus Rev 1987; 65 109–120.
[12] Hegney D, Plank A, Parker V. Extrinsic and intrinsic work values: their impact on job satisfaction in nursing. J Nurs Manag 2006; 14 271–81.
| Extrinsic and intrinsic work values: their impact on job satisfaction in nursing.Crossref | GoogleScholarGoogle Scholar | 16629841PubMed |
[13] Furnham A, Petrides K, Jackson C, Cotter T. Do personality factors predict job satisfaction? Pers Individ Dif 2002; 33 1325–42.
| Do personality factors predict job satisfaction?Crossref | GoogleScholarGoogle Scholar |
[14] Tran D, McGillis L, Davis A, Landry M. Identification of recruitment and retention strategies for rehabilitation professionals in Ontario Canada. Br Health Serv Res 2008; 8 1–17.
[15] Smith Randolph D. Predicting the effect of extrinsic and intrinsic job satisfaction factors on recruitment and retention of allied health professionals. J Healthc Manag 2005; 50 49–60.
[16] Ackroyd D, Wilson S, Painter J, Figuers C. Intrinsic and extrinsic predictors of work satisfaction in ambulatory care and hospital settings. J Allied Health 1994; 23 155–64.
[17] Jenkins M. The problems with recruitment: a local study. Br J Occup Ther 1991; 54 449–52.
[18] Moore K, Cruickshank M, Haas M. Job satisfaction in occupational therapy: a qualitative investigation in urban Australia. Aust Occup Ther J 2006; 53 18–26.
[19] Rodwell J, Noble A, Demir D, Steane P. The impact of the work conditions of allied health professionals on satisfaction, commitment and psychological distress. Health Care Manage Rev 2009; 34 273–83.
| The impact of the work conditions of allied health professionals on satisfaction, commitment and psychological distress.Crossref | GoogleScholarGoogle Scholar | 19625832PubMed |
[20] Traynor M, Wade B. The development of a measure of job satisfaction for use in monitoring the morale of community nurses in four trusts. J Adv Nurs 1993; 18 127–36.
| The development of a measure of job satisfaction for use in monitoring the morale of community nurses in four trusts.Crossref | GoogleScholarGoogle Scholar | 1:STN:280:DyaK3s7lsFeqtQ%3D%3D&md5=b8630351d6fc54b9b19255addbe0df56CAS | 8429157PubMed |
[21] Lyons K, Lapin J, Young B. A study of job satisfaction of nursing and allied health graduates from a Mid-Atlantic university. J Allied Health 2003; 32 10–17.
| 12665288PubMed |
[22] van Saane N, Sluiter J, Verbeek A. Reliability and validity of instruments measuring job satisfaction: a systematic review. Occup Med 2003; 53 191–200.
| Reliability and validity of instruments measuring job satisfaction: a systematic review.Crossref | GoogleScholarGoogle Scholar | 1:STN:280:DC%2BD3s3gsVKjuw%3D%3D&md5=ac147aa0f2bc596c0840895448d0ffa1CAS |
[23] Schoo A, Stagnetti K, Mercer C, Dunbar J. A conceptual model for recruitment and retention: allied health workforce enhancement in Western Australia. Rural Remote Health 2005; 5 1–18.
[24] Blegen M. Nurse job satisfaction: a metanalysis. Nurs Res 1993; 42 36–41.
| Nurse job satisfaction: a metanalysis.Crossref | GoogleScholarGoogle Scholar | 1:STN:280:DyaK3s7ktFCiuw%3D%3D&md5=0106793101e988d324a842f8f59b6346CAS | 8424066PubMed |
[25] Collins K, Jones M, McDonnell A, Read S, Cameron A. Do new roles contribute to job satisfaction and retention of staff in nursing and professions allied to medicine? J Nurs Manag 2000; 8 3–12.
| 1:STN:280:DC%2BD3cvmtlahtQ%3D%3D&md5=d94f1c83a459ed418834fa1758cbbb7fCAS | 11013536PubMed |
[26] Barnes D. Job satisfaction and rehabilitation professionals: administration and management. Quart Am Occupat Ther Assoc 1998; 14 1–12.
[27] Collins K, Collins S, McKinnes R, Jensen S. Employee satisfaction and employee retention. Health Care Manag (Frederick) 2008; 27 245–51.
| Employee satisfaction and employee retention.Crossref | GoogleScholarGoogle Scholar | 18695404PubMed |
[28] Maidani E. Comparative study of Herzberg’s two factors theory of job satisfaction among public and private sector. Public Pers Manage 1991; 20 49–68.
[29] Campbell D, Campbell K. Why individuals voluntarily leave: perceptions of human resource managers versus employees. Asia Pac J Hum Resour 2001; 39 23–41.
| Why individuals voluntarily leave: perceptions of human resource managers versus employees.Crossref | GoogleScholarGoogle Scholar |
[30] Daniels K, Harris C. Work, psychological well being and performance. J Occup Med 2000; 50 304–9.
| Work, psychological well being and performance.Crossref | GoogleScholarGoogle Scholar | 1:STN:280:DC%2BD3cvmvFKnuw%3D%3D&md5=b65bad3f357837a090d31e30fbd6924bCAS |
[31] Broski D, Cook S. The job satisfaction of allied health professionals. J Allied Health 1978; 7 281–7.
| 1:STN:280:DyaE1M%2FkvVSrsg%3D%3D&md5=83c164640ddacd16edba6c2def4bc845CAS | 10239353PubMed |
[32] Saari L, Judge T. Employee attitudes and job satisfaction. Hum Resour Manage 2004; 43 395–407.
| Employee attitudes and job satisfaction.Crossref | GoogleScholarGoogle Scholar |
