literature review on job satisfaction and performance

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Relationship between job satisfaction and employee performance in the construction industry of pakistan.

1. Introduction

2. literature review, 2.1. employee performance, 2.2. job satisfaction, 3. research methodology.

• SS = sample size;
• Z = Z value (1.65 for 90 percent confidence level);
• p = percentage picking a choice expressed as a decimal (0.5 used for sample size needed);
• C = margin of error (9%), the maximum error of estimation, which can be 9 or 8%.
• High tolerance (e.g., 0.84) = low multicollinearity.
• Low tolerance (e.g., 0.19) = high (serious) multicollinearity.

4. Results and Discussion

4.1. relation of quantity of the work managed by the employee with job satisfaction parameters, 4.2. relation of employee knowledge with job satisfaction parameters, 4.3. relation of increase in employee steadiness under pressure with job satisfaction, 4.4. relation of time management skills using job satisfaction, 4.5. relation of employee planning capability using job satisfaction, 5. discussion, 6. conclusions, author contributions, institutional review board statement, informed consent statement, data availability statement, acknowledgments, conflicts of interest.

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Memon, A.H.; Khahro, S.H.; Memon, N.A.; Memon, Z.A.; Mustafa, A. Relationship between Job Satisfaction and Employee Performance in the Construction Industry of Pakistan. Sustainability 2023 , 15 , 8699. https://doi.org/10.3390/su15118699

Memon AH, Khahro SH, Memon NA, Memon ZA, Mustafa A. Relationship between Job Satisfaction and Employee Performance in the Construction Industry of Pakistan. Sustainability . 2023; 15(11):8699. https://doi.org/10.3390/su15118699

Memon, Aftab Hameed, Shabir Hussain Khahro, Nafees Ahmed Memon, Zubair Ahmed Memon, and Ahmed Mustafa. 2023. "Relationship between Job Satisfaction and Employee Performance in the Construction Industry of Pakistan" Sustainability 15, no. 11: 8699. https://doi.org/10.3390/su15118699

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Systematic literature review of job satisfaction: an overview and bibliometric analysis

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A critical assessment of charismatic—transformational leadership research: back to the drawing board, do ethical, authentic, and servant leadership explain variance above and beyond transformational leadership a meta-analysis:, impact of working environment on job satisfaction, effect of transformational leadership on job satisfaction and patient safety outcomes, related papers (5), trending questions (3).

Not addressed in the paper.

The systematic literature review identified four key categories related to job satisfaction in management: leadership, salary, organizational commitment, and job stress.

The current state of research on job satisfaction is discussed in the paper, which includes a systematic literature review and bibliometric analysis of articles published from 2017 to 2022. The study identified four categories related to job satisfaction: leadership, salary, organizational commitment, and job stress.

The Relationship Between “Job Satisfaction” and “Job Performance”: A Meta-analysis

• Original Research
• Published: 24 August 2021
• Volume 23 , pages 21–42, ( 2022 )

Cite this article

• Ali Katebi 1 ,
• Mohammad Hossain HajiZadeh 1 ,
• Ali Bordbar 1 &
• Amir Masoud Salehi 1  

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The purpose of this meta-analytic research is to obtain a clear and unified result for the relationship between job satisfaction and job performance, as previous research has shown contradictions in this regard. A total of 913 articles in both English and Persian languages were obtained from four databases, and finally, 113 articles with 123 independent data were selected and analyzed. The random-effects model was adopted based on results, and the analysis resulted a medium, positive, and significant relationship between job performance and job satisfaction ( r  = 0.339; 95% CI = 0.303 to 0.374; P  = 0.000). Finally, the country of India was identified as a moderator variable. The publication, language, selection, and citation biases have been examined in this study. Increasing and improving the job performance of employees have always been an important issue for organizations. The results of this study can be useful for managers in different industries, especially for Indian professionals in both public and private sectors, to better plan and manage the satisfaction and the performance of their employees. Also, Indian scholars can use these results to localize the global research in this regard.

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We would like to express our special thanks and gratitude to prof. Gholamreza Asadollahfardi for sharing his pearls of wisdom and experience with us to improve this research. We are immensely grateful to him for his comments on an earlier version of the manuscript. His insightful comments and suggestions have truly shined a light on our path and helped us to achieve better and brighter intuition.

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Katebi, A., HajiZadeh, M.H., Bordbar, A. et al. The Relationship Between “Job Satisfaction” and “Job Performance”: A Meta-analysis. Glob J Flex Syst Manag 23 , 21–42 (2022). https://doi.org/10.1007/s40171-021-00280-y

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Job Satisfaction: A Literature Review

2011, Management Research and Practice

Job satisfaction represents one of the most complex areas facing today's managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of ...

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Dr. Damas D O M I N I C Suta

Job satisfaction represents one of the most complex areas facing today's managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations Unfortunately, in our region, job satisfaction has not still received the proper attention from neither scholars nor managers of various business organizations.

Ravina Sawant

John Salvador

Job satisfaction, as an academic concept, has aroused wide attentions from the fields of management, social psychology, and practical operations in recent years. This paper reviews more than a decade of researches on the antecedents and outcomes of job satisfaction. Starting from the definition of job satisfaction, the author discusses the several models for the measurement of job satisfaction. Then, the author discusses the achievements of job satisfaction and mentions a model describing the job satisfaction. Finally, the author presents a paradox of job satisfaction and job performance.

Wiseways Valley

Job satisfaction is one of the most researched variables in the area of workplace psychology [1] , and has been associated with numerous psychosocial issues ranging from leadership to job design [2]. This article seeks to outline the key definitions relating to job satisfaction, the main theories associated with explaining job satisfaction, as well as the types of and issues surrounding the measurement of job satisfaction. While it is also important to explore what factors precede and are impacted by job satisfaction, this is covered in a separate article.

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Human Capital is the utmost vital resource on which the Information Technology & Information Technology Enabled Services (IT & ITES) depends. One of the greatest challenges for today’s administrators lies in building a workplace that employees want to persist with and outsiders want to be hired into. Therefore, an employer’s foremost responsibility is retention of its best employees and this can be attained only by keeping the employees satisfied and motivated. Focusing on employee satisfaction can positively impact the organization as it increases employee productivity, performance, quality of work, profits, commitment to the organization and reduces turnover and absenteeism. The present paper is an attempt to study the impact of job satisfaction on the employee retention, which is measured by a structured questionnaire administered to the middle level employees in leading BPO companies in Jaipur. Keywords : Job Satisfaction, Retention, BPO Companies.

www.academia.com

Salim Masood Nassery, DBA

In the intricate web of organizational dynamics, job satisfaction emerges as a critical factor that not only influences individual well-being but also significantly impacts overall workplace productivity and success. Understanding the various factors that contribute to job satisfaction is crucial for creating a positive work environment and fostering employee engagement. This article delves into the multifaceted elements that shape job satisfaction and explores how organizations can enhance these aspects for the benefit of their workforce.

Muhammad Irfan

Purpose: To investigates the causes of job satisfaction among the employees of different organizations and how can maximize the performance of employees through job satisfaction. Design/ Methodology - Questionnaires were designed and distributed to all the employees of different organization. This measures perceived levels of job satisfaction amongst the employees of organizations and potential effects of job satisfaction on the performance of employees. Practical implications-The findings of this research emphasis on organization culture, work place conditions and job rank in order to optimize the performance of the employees through job satisfaction. There is also a need to undertake longitudinal research to investigate Findings: Findings suggested that there is a positive relationship exists between stress, time management and Family conflict problems. Increase in lack of support from family increase the stress level of a student similarly if a student could not manage its time this also increase the stress of a student. Research limitations- The research was carried out in five organizations and therefore results cannot be generalized to cover the whole organization sector. Value-This research paper highlights the causes of job satisfaction and their positive impacts on employee’s performance. Key Words- Job satisfaction, Organization culture, Job rank, Work place conditions.

journal johe

Background : Some researchers have argued that job satisfaction has been vaguely defined in the organizational literature. Also, there is a lack of consensus over the meaning of job satisfaction in literature. The aim of this study was to clarify dimensions of job satisfaction's concept based on a systematic review study. Materials and Methods: The present study used a systematic review to clarify job satisfaction's concept. Some databases including Pubmed and Medline were searched, carefully using proper keywords. A total of 38 articles were reviewed, all were published between 1986 and 2009, with the majority being of quantitative nature and design. Data on the following items were extracted: country, setting, subjects, the definition of job satisfaction, theoretical background for measuring job satisfaction and the dimensions of job satisfaction. Results: The results of this study showed that job satisfaction has been born in mind both conceptually and operationally. In both aspects, job satisfaction was assumed to be influenced by personal and organizational dimensions. The main focus was on identifying and controlling different factors to provide job satisfaction for individuals. Yet, individuals' contributions to satisfy themselves were ignored. Conclusions: We explored that job satisfaction is a multi dimensional concept. This contains individual abilities, attitudes, beliefs and value system. To achieve job satisfaction, it is important that the staff have the characteristics of positive feelings and attitudes, commitment, and responsibility.

Prof (Dr). MD Pushpakumari

Employee attitudes are important to management because they determine the behavior of workers in the organization. The commonly held opinion is that “A satisfied worker is a productive worker”. A satisfied work force will create a pleasant atmosphere within the organization to perform well. Hence job satisfaction has become a major topic for research studies. The specific problem addressed in this study is to examine the impact of job satisfaction on performance. It considered which rewards (intrinsic and extrinsic) determine job satisfaction of an employee. It also considered influence of age, sex and experience of employees on level of job satisfaction. In addition it investigated in most satisfying event of an employee in the job, why employees stay and leave the organization. Data were collected through a field survey using a questionnaire from three employee groups, namely Professionals, Managers and Non-managers from twenty private sector organizations covering five industries...

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EMPLOYEE MOTIVATION, JOB SATISFACTION, AND EMPLOYEE PERFORMANCE: A LITERATURE REVIEW

• Imam Hidayat Universitas Trisaksi, Jakarta, Indonesia
• Endi Supardi Universitas Trisaksi, Jakarta, Indonesia
• Alvis Anwar Universitas Trisaksi, Jakarta, Indonesia
• Sarfilianty Anggiani Universitas Trisaksi, Jakarta, Indonesia

The purpose of this paper is to provide a structured literature review on the constructs of employee motivation, job satisfaction, employee performance, and empirical evidence on the relationship between motivation, job satisfaction, and performance. 20 (twenty) papers published during 2017-2021 that investigates employee motivation, job satisfaction, employee performance, and the relationship between employee motivation, job satisfaction, and employee performance were reviewed. The results of the review show that employee motivation and job satisfaction have positive and significant effect on employee performance or in other word employee motivation and job satisfaction are the determinants of employee performance.

Astuti, W., and Amalia, L. 2021. The Relationship Between Work Motivation, Job Satisfaction, and Employee Performance: The Moderating Role of Psychology Capital and the Mediating Role of Organizational Commitment. Journal of Theory & Applied Management, Vol. 14. No. 2, pp. 102-128.

Buchanan, D.A., and Huczynsky, A.A. 2019. Organizational Behaviour, 10th Edition, Harlow: Pearson Education Limited,

Carvalho, A.D.C., Riana, I.G., and Soares, A.D.C. 2020. Motivation on Job Satisfaction and Employee Performance. International Research Journal of Management, IT & Social Sciences, Vol. 7 No. 5, pp. 13-23. https://doi.org/10.21744/irjmis.v7n5.960 .

Cetin, F., and Askun, D. 2018. The Effect of Occupational Self-Efficacy on Work Performance through Intrinsic Work Motivation. Management Research Review, Vol. 41 No. 2. https://doi.org/10.1108/MRR-03-2017-0062 .

Colquitt, J.A., Lepine, J.A., and Wesson, M.J. 2019. Organizational Behavior: Improving Performance and Commitment in The Workplace. 6th Edition. New York: McGraw-Hill Education.

Dharma, Y. 2018. The Effect of Work Motivation on the Employee Performance with Organization Citizenship Behavior as Intervening Variable at Bank Aceh Syariah. Emerald Reach Proceedings Series, Vol. 1 pp. 7-12. https://doi.org/10.1108/978-1-78756-793-1-00065 .

DuBrin, A.J. 2019. Fundamentals of Organizational Behavior, 6th Edition. Academic Media Solutions.

Egenius, S., Triatmanto, B., and Natsir, M. 2020. The Effect of Job Satisfaction on Employee Performance Through Loyalty at Credit Union (CU) Corporation of East Kutai District, East Kalimantan. International Journal of Multicultural and Multireligious Understanding, Vol. 7, Issue 10, pp.: 480-489.

Endang T., and Sari, E. 2019. The Effect of Motivation and Discipline on Employee Performance at the Ministry of Transportation's Directorate of Ports. Ilomata International Journal of Social Science, Vol. 1 No. 1, pp. 1-9.

Girdwichai, l., and Sriviboon, C. 2020. Employee Motivation and Performance: Do the Work Environment and the Training Matter?. Journal of Security and Sustainability Issues, Vol. 9, pp. 42-64.

Griffin, R.W., Phillips, J.M., and Gully, S.M. 2019. Organizational Behavior: Managing People and Organizations, 13th Edition. Boston: Cengage Learning, Inc

Hariati, Muis, M., and Amar, Y. 2021. The Effect of Job Motivation and Job Satisfaction on Employee Performance through Organizational Citizenship Behavior. Hasanudin Journal of Business Strategy, Volume 3 Nomor 4, pp. 93-104.

Kinicki, A. 2021. Organizational Behavior: A Practical, Problem Solving Approach, 3rd Edition. New York: McGraw-Hill Education.

Kuswati, Y. 2020. The Effect of Motivation on Employee Performance. Budapest International Research and Critics Institute-Journal Vol. 3, No 2, pp. 995-1002.

Lin, Y. 2021. A Study on the Relationship Between Project Management Competency, Job Performance and Job Motivation in e-Commerce Industry. Measuring Business Excellence, Vol. 25 No. 1. https://doi.org/10.1108/MBE-10-2020-0144 .

Luthans, F., Luthans, B.C., and Luthans, K.W. 2021. Organizational Behavior: An Evidence-Based Approach, 14th Edition. Charlotte: Information Age Publishing, Inc.

Mubarok, T.M.S., Lindayani, L., Farizah, S.N. 2021. The Relationship between Job Satisfaction and Employee Performance. Advances in Economics, Business and Management Research, Volume 657, 6th Global Conference on Business, Management, and Entrepreneurship (GCBME 2021), pp. 459-464.

Nurdiansyah, R., Mariam, S., Ameido, M.A., and Ramli, A.H. 2020. Work Motivation, Job Satisfaction, and Employee Performance. Business and Entrepreneurial Review Vol. 20, No.2, pp. 153-162.

Ouakouak, M.L., Zaitouni, M.G., and Arya, B. 2020. Ethical Leadership, Emotional Leadership, and Quitting Intentions in Public Organizations: Does Employee Motivation Play a Role?. Leadership & Organization Development Journal, Vol. 41 No. 2, pp. 257-279. https://doi.org/10.1108/LODJ-05-2019-0206 .

Pawirosumarto, S., Sarjana, P.K., and Muchtar, M. 2017. Factors Affecting Employee Performance of PT. Kiyokuni Indonesia. International Journal of Law and Management, Vol. 59 No. 4. https://doi.org/10.1108/IJLMA-03-2016-0031 .

Rita, M., Payangan, O.R., Rante, Y., Tuhumena, R., and Erari. 2018. Moderating Effect of Organizational Citizenship Behavior on the Effect of Organizational Commitment, Transformational Leadership and Work Motivation on Employee Performance. International Journal of Law and Management, Vol. 60 No. 4, pp. 953-964. https://doi.org/10.1108/IJLMA-03-2017-0026 .

Riyanto, S., Endri, E., and Herlisha, N. 2021. Effect of Work Motivation and Job Satisfaction on Employee Performance: Mediating Role of Employee Engagement. Problems and Perspectives in Management, Vol. 19, Issue 3, pp. 162-174.

Robbins, S.P., and Judge, T.A. Organizational Behavior, Update 18th Edition. Harlow: Pearson Education Limited.

Safitri, R.D., Suratno, A., and Sulistiyani, E. 2018. The Influence of Job Satisfaction and Motivation on Employee Performance at PT Chakra Naga Furniture Jepara. Jurnal JOBS, Vol. 4, No. 1, pp. 45-55.

Sidabutar, E., Syah, T.Y.R., and Anindita. R. 2020. The Impact of Compensation, Motivation, and Job Satisfaction on Employee Performance. Science, Engineering and Social Science Series, Vol. 4, No. 1, pp. 1-5.

Suardhita, N., Rafik, A., and Siregar, O. Analysis of The Effect of Motivation and Job Satisfaction on Employee Performance in PT Gagas Energi Indonesia Jakarta. Journal of Industrial Engineering & Management, Vol. 1 No. 3, pp. 209-217.

Sartika, L., Fatimah, F., and Asiati, D.I. 2022. The Effect of Competence, Job Placement and Job Satisfaction on Employee Performance at the Regional Office VII BKN. International Journal of Business, Management, and Economics, Vol. 3 No. 3, pp.257-270.

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Individual and organizational factors of nurses' job satisfaction in long-term care: A systematic review

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• 1 Clinical Epidemiology Program, Ottawa Hospital Research Institute, General Campus, 501 Smyth Rd, Box 711, Ottawa, ON K1H 8L6, Canada. Electronic address: [email protected].
• 2 Clinical Epidemiology Program, Ottawa Hospital Research Institute, General Campus, 501 Smyth Rd, Box 711, Ottawa, ON K1H 8L6, Canada. Electronic address: [email protected].
• 3 University of Ottawa - School of Nursing, Ottawa Hospital Research Institute, General Campus, 501 Smyth Rd, Box 711, Ottawa, ON K1H 8L6, Canada. Electronic address: [email protected].
• PMID: 34536909
• DOI: 10.1016/j.ijnurstu.2021.104073

Background: In long-term care facilities, nurses' job satisfaction predicts staff turnover, which adversely affects resident outcomes. Thus, it is important to develop a comprehensive understanding of factors affecting nurses' job satisfaction in long-term care facilities.

Objectives: To analyze factors associated with job satisfaction among nurses in nursing homes from individual and organizational perspectives utilizing a deductive approach.

Design: Systematic literature review SETTING: Nursing homes.

Participants: Registered nurses and licensed practical nurses in nursing homes.

Methods: A systematic literature review of seven online databases (EMBASE, CINAHL, PsychINFO, MEDLINE, PubMed, Scopus, and Web of Science) to July 23, 2020 was conducted. Studies were included if they examined factors associated job satisfaction in the target population and setting. Decision rules on how to determine factors important to nurse job satisfaction were developed a priori. Two team members independently screened the publications for inclusion, extracted data, and assessed included publications for methodological quality; conflicts were resolved through a consensus process and consultation of the third senior team member when needed.

Results: Twenty-eight studies were included. Of these, 20 studies were quantitative, 6 were qualitative, and 2 were mixed methods. Factors associated with job satisfaction were grouped into two categories: individual and organizational. Individual factors significantly associated with job satisfaction were age, health status, self-determination/autonomy, psychological empowerment, job involvement, work exhaustion, and work stress. Individual factors identified as not important or equivocal were gender and experience as a nurse/in aged care. No organizational factors were identified as important for nurses' job satisfaction. Facility ownership, supervisor/manager support, resources, staffing level, and social relationships were identified as equivocal or not important. Findings from qualitative studies identified relationship with residents as an important factor for job satisfaction.

Conclusions/implications: Factors identified as important to nurses' job satisfaction differ from those reported among care aides in nursing homes and nurses employed in acute care settings, suggesting that there is a need for unique approaches to enhance nurses' job satisfaction in nursing homes.

Keywords: Job satisfaction; Long-term care; Registered nurses; Regulated nurses; Work environment.

Copyright © 2021. Published by Elsevier Ltd.

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Conflict of interest statement

Declaration of Competing Interest The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper.

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• Published: 21 June 2024

Professional quality of life and job satisfaction among nurses working at tertiary hospitals in central Ethiopia

• Sentayehu Admasu Saliya 1 ,
• Taye Mezgebu Ashine 1 ,
• Asnakech Zekiwos Heliso 1 ,
• Getachew Ossabo Babore 1 ,
• Bethelhem Birhanu 1 &
• Awoke Girma Hailu 1  

BMC Nursing volume  23 , Article number:  417 ( 2024 ) Cite this article

127 Accesses

Metrics details

Professional quality of life is a crucial aspect of healthcare professionals’ well-being and job satisfaction. Job satisfaction, on the other hand, encompasses fulfillment of desired needs within the work environment, happiness or gratifying emotional response towards working conditions, and job values or equity. Existing literature tends to address job satisfaction and professional quality of life separately, overlooking their interconnectedness, especially within the unique context of Ethiopia. This study aimed to assess nurses’ professional quality of life and job satisfaction.

A descriptive cross-sectional study was conducted from September 1–30 2023 among 420 nurses using a structured questionnaire. The study participants were recruited by simple random sampling. Multiple linear regressions were used to identify factors associated with outcome variables.

The study involved 420 nurses, with 407 completing the questionnaire, yielding a 96.68% response rate. The findings revealed varying levels of professional quality of life. Specifically, 258 participants (63.4%) exhibited low compassion satisfaction, while 271 (66.6%) and 266 (65.4%) experienced average levels of burnout and secondary traumatic stress, respectively. Job satisfaction was moderate to high for 55% of the participants. As the finding of this study indicates, there is a positive correlation between compassion satisfaction and job satisfaction in nursing. The study also identified predictors for job satisfaction, compassion satisfaction, and compassion fatigue, such as marital status, education, and experience.

The majority of participants reported a medium level of compassion satisfaction, with a significant proportion experiencing moderate to high levels of compassion fatigue. Although more than half of the participants had moderate to high job satisfaction, there were still low levels of satisfaction. The study recommends developing targeted training programs, implementing workplace policies, and designing initiatives to enhance education, experience, and compassion satisfaction.

Peer Review reports

Introduction

The standard of patient care and the well-being of healthcare professionals are significantly impacted by professional quality of life and job satisfaction in the nursing profession [ 1 ].

A nurse’s job-related satisfaction is impacted by both their favorable and detrimental daily work experiences [ 2 ]. Compassion Satisfaction is a positive aspect of professional quality of life, whereas Compassion Fatigue is a negative aspect. Two factors contribute to compassion fatigue. Burnout, which includes tiredness, frustration, rage, and despair that are usually connected to one’s job, is the first element. The second element is secondary trauma stress, which is an uncomfortable feeling brought on by fear and trauma at work [ 3 ].

In the nursing field, job satisfaction was characterized by three aspects: the ability to meet needs in the workplace, happiness or a positive emotional reaction to working conditions, and employment equity or values [ 4 ].

In the nursing context, these two elements are intricately interrelated, as the emotional demands and stressors inherent in the profession directly impact the overall job satisfaction of nurses [ 5 ]. The emotional toll of empathetic caregiving can have a significant impact on a nurse’s general well-being. Excessive compassion fatigue can have negative effects on one’s physical and mental health, while high levels of compassion satisfaction are linked to job satisfaction and general well-being [ 6 ].

Burnout, compassion fatigue, and workload pressures are among the key contributors to diminished professional quality of life and job satisfaction in nursing [ 7 ]. The study from the United States indicates compassion satisfaction is positively correlated with job satisfaction [ 8 ]. Studies have indicated that individuals who provide support to others who have had traumatic stressors may be more susceptible to negative symptoms of depression, burnout, and post-traumatic stress disorder [ 9 , 10 , 11 , 12 ]. On the other hand high level of job satisfaction has a positive effect on a high level of professional quality [ 13 ]. Job satisfaction is crucial to prevent burnout. It is defined as a “syndrome resulting from chronic workplace stress that was not properly addressed” [ 14 ].

In Ethiopia, the national pooled prevalence of job satisfaction among health professionals is 46.17% [ 15 ], However, there is a significant variation in job satisfaction levels across different regions of the country. For instance, the study conducted in the Amhara region reported a high level of job satisfaction among health professionals, with a mean score of 57.5 [ 16 ] On the other hand, a cross-sectional study in the Oromia region found that only 16.5% of health professionals were satisfied with their jobs.

In contrast, studies have reported moderate levels of compassion fatigue among health professionals in Ethiopia [ 17 ]. Similarly, a study conducted in South Africa, Turkey Saudi Arabia, and the United States reported moderate levels of compassion fatigue among healthcare providers [ 10 , 11 , 18 , 19 ]. Studies from Latvia indicate there was a positive correlation between compassion fatigue and secondary traumatic stress [ 20 ].

Achieving the best possible patient outcomes depends on nursing practitioners who feel satisfied with their work [ 1 ]. A significant positive relationship was observed between compassion satisfaction and clinical competence [ 21 ]. Nurses with higher levels of compassion satisfaction and lower levels of compassion fatigue and secondary traumatic stress tend to have higher levels of clinical competencies [ 22 ].

Altruism and the satisfaction that comes from being able to help others might be seen as the positive sides of helping. The degree of the painful content that the caregiver is exposed to such as direct contact with victims exacerbates the negative impacts of caregiving, especially when the exposure is ugly and explicit. Burnout, depression, increased substance use, and symptoms of posttraumatic stress disorder are possible effects [ 9 ].

Despite the abundance of individual studies on job satisfaction [ 15 , 16 , 23 , 24 ] and professional quality of life [ 17 , 25 ] in various occupational sectors in Ethiopia, there is a lack of comprehensive exploration that consolidates these two critical dimensions into a single study.

The existing body of literature tends to address job satisfaction and professional quality of life separately, overlooking the interconnectedness between these facets, especially within the unique context of Ethiopia, especially in nursing. This gap highlights the need for a comprehensive investigation that not only identifies the distinct contributors to job satisfaction and professional quality of life but also explores their synergies and interdependencies within the Ethiopian work environment. A study was conducted to assess professional quality of life and job satisfaction among nurses working in tertiary hospitals in central Ethiopia.

Objective To assess nurses’ professional quality of life and level of job satisfaction among nurses working at tertiary hospitals in central Ethiopia in 2023.

Study design and period

The institution-based cross-sectional was conducted from September 1–30, 2023.

The study was carried out in tertiary-level hospitals in central, Ethiopia. The region is organized into 6 zones and three special woredas on an administrative level. In the region, there are 3 tertiary-level hospitals; Wolikite University Hospital, Wachemo University Hospital, and Worabe Hospital. About 539 nurses were working in those hospitals. Worabe Hospital is located 172 km south of Ethiopia’s capital city, Addis Ababa, in Worabe, a town. There are 112 nurses in the hospital at Worabe Hospital. Wachemo University Hospital Referral is in Hossaena town, 232 km south of Addis Ababa, Ethiopia’s capital city. There are 287 nurses in total at the Wachemo University Hospital. Wolikite University Hospital is located 158 km from Addis Ababa, Ethiopia’s capital. There are 140 nurses in total at the Wolikite University Hospital.

The source population was all nurses working at tertiary level hospitals of central Ethiopia and the study population was all sampled nurses who were working at tertiary level hospitals in central Ethiopia, 2023.

Eligibility criteria

All nurses who were working at tertiary-level hospitals in central Ethiopia, in 2023 were included in the study and nurses who were sick, unable to respond, and on annual leave were excluded from the study.

Sample size determination

The sample size was calculated using a single population proportion calculation that takes into account the following factors: 95% confidence interval, 46.68% proportion [ 26 ], and a margin of error of 5%.

\(N = (1.96)2 * \frac{{0.4801(1 - .0.4801)}}{{0.05 * 0.05}}\) = 382 a total of 420 is obtained by adding a 10% non-response rate.

Sampling technique

The total sample size was proportionally distributed based on the number of nurses working in each academic tertiary hospital as shown in the figure below (Fig.  1 ).

Sampling procedure to select study participants from tertiary level Hospitals in central, Ethiopia 2023

Ni = proportional sample size for each hospital.

Nh = total number of nurses in each hospital.

Nt = overall number of nurses in the hospital.

N = estimated sample size.

Then, the sampling frame was prepared for each hospital by having lists of nurses from the hospital’s human resource management. Finally, nurses of each hospital were selected by a simple random sampling technique using a computer-generated random number from the sampling frame.

Data collection tool and procedure

Data were collected using pre-tested, structured, and self-administered questionnaires which were adopted from previous Ethiopian studies [ 24 , 27 , 28 ]. The questionnaire was written in English and then translated into Amharic, with questions retranslated back into English for consistency. The questionnaire was divided into socio-demographic, Minnesota Satisfaction scale, and professional quality of life scale.

A pre-test was conducted in Hawassa University’s Comprehensive Specialized Hospital two weeks before the actual data collection time on 10%(42 nurses) of the sample size.

The Minnesota Satisfaction Questionnaire (MSQ) short form was used to assess job satisfaction [ 29 , 30 , 31 ]. Twenty questions were rated on a 5-point Likert scale, with 1 signifying severely dissatisfied and 5 denoting very satisfied. Negative items were reversed to positive before summing. The measuring items on nurses’ job satisfaction were achievement, advancement, work itself, recognition, growth at work, organization policy, relationship with colleagues and supervisor, payment, and working conditions. The overall score of the questionnaire ranges from 20 to 100 so the score ranges of 20–47, 48–76, and 77–100 indicate a low, moderate, and high level of job satisfaction, respectively [ 32 ].

The reliability test in the previous study revealed that the tool for the subscale was reliable, with a Cronbach’s alpha score of 0.83 [ 14 ], in this study reliability test value was acceptable with Cronbach’s alpha of 0.891. The mean score was calculated after checking the normality of the distribution.

The professional quality of life scale contains 30 items and the scale has 3 sub-scales [ 33 ]: Compassion satisfaction, secondary traumatic stress, and burnout scale. The secondary traumatic stress subscale and burnout subscale measure compassion fatigue. The scale was measured using a point Likert scale (5 = very often to 1 = never) [ 34 ]. The higher the score of compassion satisfaction, the higher the compassion satisfaction, the higher the score of compassion fatigue, and the higher the risk of compassion fatigue.

Dependent and independent variables of the study

Dependent variable.

Job Satisfaction.

Professional quality of life.

Independent variables

Socio-demographic factors.

Educational level

marital status

work experience

Operational definition

• Job satisfaction

The questionnaire’s total score ranges from 20 to 100, with scores in the three categories of 20–47, 48–76, and 77–100, representing low, moderate, and high levels of job satisfaction, respectively [ 32 ].

A score of 22 or less indicated a low degree of burnout, a score between 23 and 41 indicated an intermediate level of burnout, and a score of 42 or above indicated a severe level of burnout [ 35 ].

Secondary traumatic stress

A score of 22 or a low level; a score between 23 and 41 an average level, and a score of 42 or more indicated a high level of Secondary traumatic stress [ 35 ].

• Compassion satisfaction

A score of 22 or less low level, a between 22 and 41 is an average level, and a score of 42 or more indicates a high level of Compassion satisfaction [ 35 ].

Data management and analysis

After the data were checked for consistency and completeness, data were entered into EpiData version 4.6 and exported to SPSS (Statistical Package for Social Sciences) version 26 for analysis. Tables, graphs, and charts were used to interpret and show the results. Those that were associated with outcome variables in bivariate analysis at P  values of 0.25 or lower were included in the multivariable linear regression model. We then performed tests for multicollinearity, including variance inflation factor reports and condition number tests because of the potentially high overlap between the explanatory variables; for example, age and work experience, and gender and profession. Age and years of work experience variables were highly collinear and age was removed from explanatory variables. We report regression coefficients for these models. Variables with estimated coefficients that had P  values ≤ 0.05 were considered statistically significant associated factors in this study.

Ethical consideration

Ethical clearance was obtained from the Wachemo University College of Medicine and Health Science, with reference number IRB/172/16. Written informed consent was approved by the Wachemo University College of Medicine and Health Science Institutional Review Board. Written informed consent was obtained from all study participants. To protect participants from risks, the study did not record participants’ names, identification numbers, and names of health facilities where he or she worked.

Socio-demographic data

The questionnaires were distributed to the 420 sampled nurses working in tertiary-level hospitals. Four hundred-seven (407) nurses returned the questionnaires, indicating a 96.9% response rate. The participants were between 20 and 41 years old, with a mean age of 30.85 and an SD of 6.39. The respondents predominantly were between the ages of 25 to 29 years. The majority of 220 (54.1%) respondents were female. In terms of marital status, 204 (50.1%) study participants were single. Most respondents, 298 (73.2%), had a BSc degree in nursing. The majority of study participants 248 (60.9%) had less than five years of work experience. The average monthly income of respondents was 888.43, with a minimum of 5000 and a maximum income of 13,000 Ethiopian Birr (Table  1 ).

• Professional quality of life

The mean compassion satisfaction score among study participants was found to be 26.34 ± 9.38, with a minimum score of 10.00 and a maximum score of 47.00 [ 1 ]. On the other hand, the mean compassion fatigue score was significantly higher at 55.26 ± 18.80, with a minimum score of 20.00 and a maximum score of 93.00.

The results suggest that the average mean score of compassion satisfaction was lower than the mean score of compassion fatigue, indicating that most of the study participants experienced lower compassion satisfaction. This finding is concerning, as compassion satisfaction is an essential factor in maintaining the well-being and mental health of healthcare providers see (Table  2 ).

The findings of our study indicate that 258 (63.4%%) of the participants were found to have low levels of compassion satisfaction. Our study finding indicates the level of burnout and secondary traumatic stress is mainly average with 271(66.6%) and 266(65.4) respectively as shown in Table  3 .

The statement “I am pleased with how I can keep up with helping techniques and protocols” had the highest agreement level in the study, with 153 responses (37.6%) indicating often and 127 responses (31.2%) indicating sometimes. The statement “I get satisfaction from being able to help people” has the lowest agreement level in the study, with 116 responses (28.5%) indicating Sometimes and 98 responses (24.1%) indicating Often. The statement “I feel invigorated after working with those I help” has the highest disagreement level in the study, with 153 responses (37.6%) indicating often and 71 responses (17.4%) indicating “never.” The statement “I believe I can make a difference through my work” had the lowest disagreement level in the study, with 85 responses (20.9%) indicating often and 2 responses (0.5%) indicating always as shown in (Table  4 ).

• Compassion fatigue

The statement “I avoid certain activities or situations because they remind me of frightening experiences of the people I help” had the highest agreement level in the study, with 114 responses (28.0%) indicating often and 122 responses (30.0%) indicating sometimes. The statement “I feel as though I am experiencing the trauma of someone I have helped” has the lowest agreement level in the study, with 136 responses (33.4%) indicating often and 70 responses (17.2%) indicating never. The highest level of disagreement in the study was The statement “I feel depressed because of the traumatic experiences of the people” has the highest disagreement level, with 152 responses (37.3%) indicating Sometimes and 56 responses (13.8%) indicating Often. “The statement with the lowest agreement levels in the study was, “I think that I might have been affected by the traumatic stress of those I help.” has the lowest disagreement level, with 53 responses (13.0%) indicating often and 2 responses (0.5%) indicating always as shown in (Table  5 ).

The statement “I feel trapped by my job as a helper” has the highest agreement level in the study, with 132 responses (32.4%) indicating “Sometimes” and 98 responses (24.1%) indicating Often. The statement “I am the person I always wanted to be” had the lowest agreement level, with 152 responses (37.3%) indicating often and 43 responses (10.6%) indicating always. The highest disagreement levels in the study were The statement “I feel overwhelmed because my case workload seems endless” has the highest disagreement level, with 127 responses (31.2%) indicating often and 1 response (0.2%) indicating always. lowest disagreement levels, the statement “I feel happy” has the lowest disagreement level, with 152 responses (37.3%) indicating Sometimes and 56 responses (13.8%) indicating Often as shown in (Table  6 ).

The study found that the overall mean score for job satisfaction among healthcare providers was 27.46 ± 9.86. This score falls within the moderate range of job satisfaction, indicating that healthcare providers in the study reported a moderate level of satisfaction with their jobs.

Furthermore, the study found that 55% of healthcare providers reported a moderate to high level of job satisfaction. There is still room for improvement, as the overall mean score for job satisfaction falls within the moderate range.

as shown in (Fig.  2 ).

level of job satisfaction of nurses working at tertiary level hospitals in central Ethiopia, 2023

Job satisfaction various conditions revealed that the nurses working in academic tertiary hospitals were satisfied with five factors: satisfaction in achievement (0.73449), advancement (1.4263 (0.69797), autonomy (1.6454 (0.69723), the recognition they get for good work (2.7232 (1.06691), leadership and organizational policy (2.2973 (0.96494), salary and working conditions (2.0511 (0.75966) and relationship (3.2973 (0.98667)) (Table  2 ). According to the mean score of each, the nurses working in academic tertiary hospitals were dissatisfied with the remaining fifteen factors. The highest level of dissatisfaction was reported for the opportunity for training or education at 1.36 (0.503). This was followed by a house allowance of 1.53 (0.749), hazard allowance for nurses of 1.93 (0.259), availability of resources and supplies of 2.17 (0.800), feeling about the job itself of 2.85 (1.319), and Salary (3.20 ± 1.535), respectively as shown in the (Table  7 ).

Correlation between compassion fatigue and job satisfaction

The finding of our study indicates compassion satisfaction and job satisfaction are strongly correlated, with a Pearson’s correlation coefficient of 0.762 and a p -value of 0.001. This indicates that there is a significant relationship between compassion satisfaction and job satisfaction among the nurses in the study. This strong correlation signifies a meaningful and significant relationship between compassion satisfaction and job satisfaction within the study cohort. This finding underscores the interconnectedness of these two factors and highlights the importance of addressing both compassion satisfaction and job satisfaction to enhance the overall well-being and job performance of nurses. as shown in the (Table  8 ).

Multiple linear regression analysis for compassion satisfaction and compassion fatigue

For Compassion fatigue, the results showed that marital status had a negative relationship with the outcome variable, with a standardized beta coefficient of − 0.127, indicating that participants who were not married had higher levels of compassion fatigue. The educational level also had a negative relationship with the outcome variable, with a standardized beta coefficient of − 0.269, indicating that participants with lower levels of education had higher levels of compassion fatigue. For compassion satisfaction, the results showed that marital status had a negative relationship with the outcome variable, with a standardized beta coefficient of − 0.132, indicating that participants who were not married had lower levels of compassion satisfaction. educational level also had a negative relationship with the outcome variable, with a standardized beta coefficient of − 0.244 and a, indicating that participants with lower levels of education had lower levels of compassion satisfaction as shown in (Table  9 ).

Multiple linear regression analysis job satisfaction

The results showed that educational level had a positive relationship with the outcome variable, with a standardized beta coefficient of 0.088 and a t-value of 2.712, indicating that participants with higher levels of education had higher levels of job satisfaction. Experience in a year had a negative relationship with the outcome variable, with a standardized beta coefficient of − 0.094 and a t-value of -2.740, indicating that participants with more years of experience had lower levels of job satisfaction as shown in (Table  10 ).

This study was conducted to assess levels of professional quality of life and job satisfaction among nurses working at tertiary hospitals in central Ethiopia.

The finding of our study indicates that 64.1%% of the participants were found to have moderate to high levels of compassion satisfaction. Only 0.7% of the study participants have a high level of compassion satisfaction. This is lower than the study from China oncology nurses [ 36 ], 668, Guangzhou, Guangdong, China, 78% [ 37 ], a study from Nepal [ 38 ] with, a moderate level of compassion satisfaction is 71.3%, and a high-level compassion satisfaction 28.3%, Saudi Arabia, in which high of compassion satisfaction is 17.7% [ 35 ], a study from Thailand 75.3% [ 39 ], Northwest Ethiopia especially those on the high level of compassion satisfaction aspect in this study is 32.7% [ 27 ].

The discrepancies in studies can be attributed to various factors, including differences in sample size, for example, sample size from China oncology nurses [ 36 ], sample size 668, Guangzhou, Guangdong, China, its sample size 337 [ 37 ], and the specific population of nurses being studied.

This study indicated level of compassion fatigue is 124(30.5%), 275(67.6%), 5(0.5%) low, moderate and high level satisfaction respectively. Concerning components like burnout and secondary traumatic stress those who have moderate to high levels of burnout and secondary traumatic stress are 67%0.2,66.9% respectively.

The finding is consistent with a study from China on component burnout 63% and lower on secondary traumatic stress 76% component [ 37 ]. A similar study from a China frontline nurse in Wuhan [ 40 ] was higher than a study from Saud Arabia [ 35 ] in which the compassion fatigue level was 18% and burnout level 15%. Lower than the study from Nepal in which the level of compassion fatigue was moderate at 77% high level of 3.5% [ 38 ], a study from Uganda reported 49.11% high levels, 29.62% reported average levels, and 21.27% low levels of compassion fatigue [ 41 ]. Studies from oncology nurses also reported a high level of compassion fatigue and a low level of compassion satisfaction [ 34 ].

In our study, nurses working in central Ethiopia, have a moderate to high level of job satisfaction is 55%. This finding is consistent with other studies in Ethiopia like; a study from Jimma Ethiopia, with overall job satisfaction of [ 28 ], Bahir Dar Ethiopia [ 24 ], Ethiopia [ 42 ], and Ethiopian national pooled prevalence of job satisfaction [ 43 ], and lower than study from USA 2018 national sample survey of registered nurses, which 88.7% either extremely or moderately satisfied. Reasons for low level could be poor job conditions and limited resources [ 44 ], limited opportunities for career development, a combination of financial and non-financial incentives, and lack of motivation through incentives such as bonuses, house allowances, and salary increments [ 45 ].

The finding of our study indicates compassion satisfaction and job satisfaction are strongly correlated, with a Pearson’s correlation coefficient of 0.762 and a p -value of 0.001. This indicates that there is a significant relationship between compassion satisfaction and job satisfaction among nurses. This finding is in line with a study from the USA [ 8 ]. High levels of compassion satisfaction and job satisfaction can contribute to the overall well-being of nurses. Nurses’ satisfaction directly impacts the quality of care they provide to patients.

In this study, marital status had a negative relationship with the outcome variable, with a standardized beta coefficient of − 0.127 and a t-value of -2.779, indicating that participants who were not married had higher levels of compassion fatigue. The educational level also had a negative relationship with the outcome variable, with a standardized beta coefficient of − 0.269 and a t-value of -5.573, indicating that participants with lower levels of education had higher levels of compassion fatigue. This finding is consistent with a study from Turkey that found that being single or divorced and not having children were related to the highest levels of burnout in nurses [ 46 ].

The finding of our study indicates; that marital status and educational level were predictor variables for both compassion satisfaction and compassion fatigue.

This finding suggests that being married may serve as a protective factor against the development of compassion fatigue. This could be due to various reasons. For example, married individuals may have access to emotional support from their partners, which can help them cope with the emotional demands of their work. They may also have a stronger support system in general, including family and friends, which can contribute to their overall well-being and resilience. On the other hand, the negative relationship between educational level and compassion fatigue suggests that individuals with lower levels of education may be more susceptible to experiencing compassion fatigue. This could be attributed to several factors. For instance, individuals with lower levels of education may have limited access to resources and support systems that can help them cope with the emotional demands of their work. They may also have fewer opportunities for professional development and self-care, which can contribute to higher levels of emotional exhaustion.

For Compassion satisfaction, the results showed that marital status had a negative relationship with the outcome variable, with a standardized beta coefficient of − 0.132 and a t-value of -2.887, indicating that participants who were not married had lower levels of compassion satisfaction. educational level also had a negative relationship with the outcome variable, with a standardized beta coefficient of − 0.244 and a t-value of -5.043, indicating that participants with lower levels of education had lower levels of compassion satisfaction. This finding is consistent with systematic review and meta-analysis of oncology nurses [ 34 ].

The finding from our study indicates; that educational level has a positive relationship with nurses’ job satisfaction, with a standardized beta coefficient of 0.88. which indicates that participants with a higher level of education status had increased satisfaction with their jobs. On the other hand; experience in a year has a negative relationship with job satisfaction, with a standardized coefficient of -0.094 and a a t-value of -2.74. the finding was in line with study from Ethiopia [ 47 ] and Slovenia [ 34 ].

A study on the impact of broadcasting mistake management culture found that organizations that prioritize the quality of work life (QWL) of their personnel, which can include factors like educational opportunities, tend to have higher job satisfaction levels [ 48 ]. Another study on nursing home residents found that having more choice and control over relocation was associated with higher psychological well-being, which can be related to job satisfaction [ 49 ].

Conclusion and recommendations

The study aimed to assess the levels of professional quality of life and job satisfaction among nurses working at tertiary hospitals in central Ethiopia. The majority of participants reported a medium level of compassion satisfaction, with a significant proportion experiencing moderate to high levels of compassion fatigue. Although more than half of the participants had moderate to high job satisfaction, there were still low levels of satisfaction. The study also identified predictors for compassion satisfaction and compassion fatigue, such as marital status, education, and experience, providing valuable insights into factors influencing professionals’ well-being. The strong correlation between compassion satisfaction and job satisfaction underscores the interconnectedness of these factors in nursing. Addressing the factors that contribute to satisfaction is essential for promoting the well-being of nurses and ensuring high-quality patient care. The study recommends developing targeted training programs, implementing workplace policies, and designing initiatives to enhance education, experience, and compassion satisfaction.

Strength and limitation

The results of this study provide fresh knowledge and reflect the state of nurse professional quality of life and job satisfaction in tertiary hospitals of central Ethiopia. The sample was taken randomly, which nearly represented the population under the study. However, this study employed a cross-sectional study design and it was not possible to ascertain the temporal relationships between the outcome and explanatory variables.

Data availability

The dataset used and analyzed during the current study will be available from the corresponding author upon reasonable request.

Abbreviations

Compassion Satisfaction

Compassion Fatigue

Professional Quality of Life

Adjusted OD Ratio

Confidence Interval

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Acknowledgements

We would like to say thanks to the supervisors, data collectors, and our study participants for their valuable input. We also would like to give our greatest thanks to Wachemo University, College of Medicine and Health Science, School of Nursing, for providing an opportunity to carry out this study.

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Sentayehu Admasu Saliya, Taye Mezgebu Ashine, Asnakech Zekiwos Heliso, Getachew Ossabo Babore, Bethelhem Birhanu & Awoke Girma Hailu

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Conceptualization: Sentayehu Admasu SaliyaData curation: Sentayehu Admasu Saliya, and Taye Mezgebu Ashine Formal analysis: Sentayehu Admasu Saliya, Taye Mezgebu Ashine, and Asnakech Zekiwos HelisoFunding acquisition: Getachew Ossabo Babore, Bethelhem Birhanu, and Awoke Girma HailuInvestigation: Sentayehu Admasu SaliyaMethodology: Sentayehu Admasu Saliya, Taye Mezgebu Ashine, Asnakech Zekiwos Heliso, Getachew Ossabo Babore, Bethelhem Birhanu, and Awoke Girma HailuValidation: Sentayehu Admasu Saliya, Taye Mezgebu Ashine, Asnakech Zekiwos Heliso, Getachew Ossabo Babore, Bethelhem Birhanu, and Awoke Girma Hailu Visualization Sentayehu Admasu Saliya, Taye Mezgebu Ashine, Asnakech Zekiwos Heliso, Getachew Ossabo Babore, Bethelhem Birhanu, and Awoke Girma HailuWriting – original draft: Sentayehu Admasu SaliyaWriting – review & editing: Sentayehu Admasu Saliya, Taye Mezgebu Ashine, Asnakech Zekiwos Heliso, Getachew Ossabo Babore, Bethelhem Birhanu, and Awoke Girma Hailu.

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Ethical consideration and consent to participate.

Ethical clearance was obtained from the Wachemo University College of Medicine and Health Science, with reference number IRB/172/16. In Ethiopia, we did not ask the National Research Ethics Review Committee (NRERC) to obtain ethical approval/waiver for the following two reasons: (a) This study had no significant risks on study participants as approved by Wachemo University College of Medicine and Health Science, with reference number IRB/172/16; (b) NRERC is primarily focused on providing ethical decisions for clinical trials involving new drugs, experimental research, and studies that require human biological specimens/samples. Instead of NRERC ethical approval, the human resources for health experts at Wachemo.

The University Institutional Review Board (IRB) of the College of Medicine and Health Science reviewed the study protocol and granted permission to conduct the study. Written informed consent was approved by the Wachemo University College of Medicine and Health Science Institutional Review Board. Written informed consent was obtained from all study participants.

To protect participants from risks, the study did not record participants’ names, identification numbers, and names of health facilities where he or she worked. Data were also entered into a computer with unique randomly generated ID numbers given for each study participant. All methods were carried out following relevant guidelines and regulations.

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Saliya, S.A., Ashine, T.M., Heliso, A.Z. et al. Professional quality of life and job satisfaction among nurses working at tertiary hospitals in central Ethiopia. BMC Nurs 23 , 417 (2024). https://doi.org/10.1186/s12912-024-02101-w

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DOI : https://doi.org/10.1186/s12912-024-02101-w

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