Determinants of Job Satisfaction Among Nursesi Christian Health Association of Ghana (Chag) Hospitals in the Sekyere South District of the Ashanti Region.

Abstract

The level of job satisfaction that nurses have is critical to the quality of care that they provide, particularly in healthcare systems that are experiencing staffing shortages and restricted resources. This study assessed the level of job satisfaction among nurses working in Christian Health Association of Ghana (CHAG) hospitals in the Ashanti Region, and to identify the key factors influencing their satisfaction. A cross-sectional study involving 257 nurses was conducted using multi-stage sampling. Data was obtained through the use of questionnaires, interviews, and observations made in the field. The focus was on demographics, demographic characteristics, the working environment, institutional support, and overall job satisfaction. A combination of descriptive and inferential statistics were deployed in the analysis of the data using SPSS version 25.0. Prior to the procedure of data collection, both ethical approval and informed permission were made available. Most (76.0 %) of the nurses reported moderate to high job satisfaction, 44.4 % expressed a strong commitment to staying long-term at their current hospitals. Job satisfaction was significantly influenced by rank (χ²=6.17, p=0.046); nurse officers were 65% less likely to be satisfied compared to Certified Registered Nurses and Senior Nurse Officers [AOR=0.35 (0.13–0.91), p=0.032]. Environmental factors that significantly influenced job satisfaction included manageable workload (χ²=16.7, p<0.001), adequate staffing (χ²=11.6, p=0.001), workplace safety (χ²=26.8, p<0.001), teamwork (χ²=19.4, p<0.001), and decision-making autonomy (χ²=4.3, p=0.038). Those who felt their workload was moderate were twice as likely to feel satisfied [AOR=2.1 (1.11–4.09), p=0.023], while those in safe and well-equipped environments were 6 times more likely to be satisfied [AOR=5.9 (1.97–17.90), p=0.002]. Teamwork improved satisfaction by 3 times [AOR=3.1 (1.51–6.23), p=0.002]. Still, many nurses identified understaffing and job-related stress as ongoing concerns. Institutional support also influenced job satisfaction. There was a twofold increase in satisfaction rates among nurses who reported feeling supported by administration. [AOR=2.02 (1.02–4.48), p=0.043], and those who experienced open communication were nearly twice as likely to be satisfied [AOR=1.93 (1.01–3.96), p=0.038]. Yet, many expressed dissatisfaction with the lack of recognition for their efforts and the perceived unfairness of their compensation. In conclusion, while most nurses in CHAG hospitals are moderately to highly satisfied with their jobs, several factors, including staffing challenges, emotional stress, and inadequate recognition, continue to affect morale. To improve job satisfaction, the study recommends collaboration between CHAG and the Ghana Health Service to establish fair workload guidelines and enforce minimum staffing standards.