Introduction
Job satisfaction is essential in healthcare settings since it enables employees to enjoy performing their assigned duties. Brimhall and Barak (2018) define job satisfaction as an emotional state where the employee gains some sense of gratification when working combined with the achievements of desired results over a period. This indicates that employees can only be satisfied when the jobs they perform are fulfilling to them and create a sense of belonging where their efforts are seen and recognized. Maslow’s hierarchy of needs theory develops contributors of job satisfaction in humans consisting of five levels. This theory forms the basis of explaining human behavior and how different needs can be satisfied to achieve self-actualization (Stefan et al., 2020). Job satisfaction determines the quality of care that patients receive in a healthcare facility. As a result, the ability of practitioners to provide superior services is dependent on how effective their positions propel them. Therefore, understanding the effects of job satisfaction on the level of quality care provided in health settings is essential to develop appropriate ways to enhance it, thus ensuring client satisfaction and reducing adverse outcomes.
The ability to provide high-quality care forms the basis for excellence in the healthcare industry. Quality of care is defined as the ability of health services provided to patients to achieve the most desired outcomes. Such services must be professionally rendered in environments that promote the well-being of patients while using evidence-based practices in the treatment and processes. The Model for Improvement (MFI) provides a basis for developing appropriate action plans that can enhance quality improvement in healthcare. These include the development of an appropriate aim, measures, and changes to be implemented in the organization to improve operational processes and procedures constantly (Comfere et al., 2020). Additionally, it must be based on three major principles, including safety, effectiveness, and people-centric care that guarantees patient satisfaction (World Health Organization, 2020). Improved healthcare can significantly increase the chances of achieving the global goal of universal health care hence the need to invest in human resources.
Findings
With continued reductions in the availability of qualified and competent nurses and physicians, it becomes difficult to manage health care properly. Koch et al. (2020) highlight the challenges facing German health institutions with the periodic fluctuations and shortages of physicians. The research used data from 1060 practitioners to determine the possibility of an association between job satisfaction, quality of care, and the probable intention to leave by the respondents (Koch et al., 2020). The study’s findings showed that job satisfaction mediated the relationship between the quality of care provided and the intention by nurses and physicians to leave the institution. This indicates the importance of satisfaction in the careers of young practitioners in healthcare that can increase the job retention rate.
Health care institutions are likely to face a myriad of challenges in the future without adequate preparations, with possible deficits in the number of personnel and an increasing elderly population. Andersen et al. (2020) discuss the role of job satisfaction of nurses in determining the quality of care in Norwegian hospitals and the effects of poor service delivery. It is evident that there is a direct link between the competency of nurses and their ability to provide better services. Therefore, aspects of health, safety, environment, and other organizational factors affect the job satisfaction rates of nurses in care facilities. This indicates that maintaining a high number of staff in wards prevents higher mortality rates. Further, it is established that job satisfaction can only be possible in a stable labor force that works efficiently. Consequently, the ability of a practitioner to be content in their working environment has an impact on their ability to provide professional quality of care.
The quality of care directly resonates with the ability of nurses and physicians to provide services in health institutions. Apart from that, Gillet et al. (2018) researched the role of selected work factors on job satisfaction, staff turnover and quality of care in 11 oncology units. The findings indicated that job satisfaction had a positive correlation with the quality of care while it had a negative link to overall turnover intentions of employees. More so, staffing levels, value congruence and support from supervisors were determined to have an effect on job satisfaction rates. Therefore, the presence of positive links between job satisfaction and quality of care shows a level of interdependence between the two factors. Consequently, it is vital to understand the role that job satisfaction plays at any health institution to ensure constant enhancement that will ultimately maintain high quality of services.
Notably, staff turnover is dependent on the work environment and the rate of job satisfaction in health care. Sabei et al. (2019) surveyed the perceptions of nurses on the relationship between the work environment and turnover while examining the moderating role of job satisfaction. The findings showed that quality of care was predicted by adequacy in staffing and participation in institutional affairs. Aspects affecting job satisfaction were found to include personal characteristics, client outcomes, job characteristics, and organizational characteristics. More so, nurse job satisfaction can be increased through empowerment that provides them with the active roles. This is important in ensuring lower turnover intentions thus maintaining adequate staff that are content with their work environment.
Job satisfaction is identified as a critical factor that significantly affects practitioners’ productivity and ability to provide excellent services. Halawani et al. (2021) researched the impact of job satisfaction on the quality of care provided by healthcare workers in Saudi Arabia. The cross-sectional study showed that aspects such as client satisfaction and the ability to manage stress in the workplace improve the fulfillment levels of healthcare workers. Further, the research showed the low satisfaction rates experienced by practitioners in the industry primarily due to poor management practices in their institutions. Overall, there was significant evidence in the study that showed the strong association between quality of care and job satisfaction.
Discussion
Job satisfaction is considered an essential component in health care delivery due to its influence on the decisions of practitioners to provide care. It is evident that staff retention depends heavily on job satisfaction in the health sector (Koch et al., 2020; Sabei et al., 2019). It is essential for employers to recognize the role that employees play in their institutions to develop motivation. Acknowledging when good work has been done and providing meaningful feedback when mistakes occur is essential in providing the requisite optimal environment for healthcare workers. Further, job descriptions may become monotonous for employees who work long hours performing the same duties. Therefore, ensuring that activities such as job rotations and promotions occur frequently can increase job satisfaction, in the long run, thus motivating employees to perform at their best and provide excellent care to patients.
Moreover, healthcare outcomes constitute metrics that determine the quality of care received by patients. Practitioners must be competent enough to be able to deliver care without causing any unnecessary harm while strengthening engagements with the family and patient to contribute to their well-being (World Health Organization, 2022; Halawani et al., 2021). Additionally, the patient must be involved throughout the treatment process to ensure that their decisions are in their best interest. Health practitioners can therefore provide such quality of service in environments that support their development. Ultimately, patients must be able to spread the news of the type of services received in a health facility to others to ensure that their recommendations can be considered by others.
Conclusion
Job satisfaction can be defined as a physical and emotional state where the employee gains some sense of gratification when working combined with the achievements of desired results over a period. On the other hand, quality of care refers to the ability of health services provided to patients to achieve the most desired outcomes. Employers need to recognize the role that employees play in their institutions to develop motivation that can improve job satisfaction rates. Furthermore, ensuring that activities such as job rotations and promotions occur frequently can increase job satisfaction. Practitioners must further be competent enough to deliver care without causing any unwarranted harm while strengthening collaborations among the involved parties. Therefore, nurses and physicians can provide such high quality of service in environments that support their development in the long run.
References
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