Study of job satisfaction and absenteeism amongst class IV employees in tertiary care teaching hospital in Mumbai

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1 Original article: Study of job satisfaction and absenteeism amongst class IV employees in tertiary care teaching hospital in Mumbai Armaity S. Dehmubed 1, Prachi V. Chakor (Palwe) 2, Purushottam A. Giri 3, Nitin S. Palwe 4 1 Associate Professor, Dept. of Community Medicine (PSM), Topiwala National Medical College, Mumbai, India 2, 4 Ex. Resident Medical Officer, Dept. of Community Medicine (PSM), Seth G. S. Medical College & KEM Hospital, Mumbai, India 3 Associate Professor, Dept. of Community Medicine (PSM), Rural Medical College, Loni, Maharashtra, India. Corresponding author: Dr. Armaity S. Dehmubed Date of submission: 12 November 2014 ; Date of Publication: 15 January 2015 Abstract: Background: Industry-wide shortages create the possibility that patients will receive substandard care or even be placed in danger. The present study was done to assess the job satisfaction and absenteeism amongst class IV employees in tertiary care teaching hospital in Mumbai Materials and methods: A cross sectional study was carried out during the period of July 2010 to June 2011 in Class IV employees in a tertiary care teaching hospital in Mumbai. A total of 171 employees were included for the study. Minnesota Job Satisfaction questionnaire was used to assess the job satisfaction of the participants. Data was analyzed in the form of percentage and proportions and chi-square test. Results: Out of the total 171 study participants, 116 (67.8%) were males, 55 (32.2%) were female. Majority 89 (52%) participants prefer to take leave in the months of April, May and June. Maximum 170 (99.4%) participants were somewhat satisfied with their job. Conclusion: From present study, overall satisfaction level was somewhat satisfied however the determinants of job satisfaction show variable association. Key words: Job satisfaction, absenteeism, class IV employees, tertiary care teaching hospital Introduction: Industry-wide shortages create the possibility that patients will receive substandard care or even be placed in danger. These shortages also create an environment that is not conducive to retaining the most qualified and experienced healthcare professionals as well as the other non medico staff like clerks and class IV employees.(1) The healthcare industry requires a more skilled workforce today as a result of advancement in medical technology and the demand for more sophisticated patient care. Job satisfaction among these professionals and the non medico staff is increasingly being recognized as a measure that should be included in quality improvement programmes. Similarly Job Satisfaction in non medico personnel working in hospitals such as clerical staff and class IV employees is also important because low job satisfaction in these groups can 7

2 result in increased staff turnover and absenteeism, which affects the efficiency of health services. Overall job satisfaction is actually a combination of intrinsic and extrinsic job satisfaction. Intrinsic job satisfaction is when workers consider only the kind of work they do and the tasks that make up the job, while extrinsic job satisfaction is when workers considers the conditions of the work, such as but not limited to pay, coworkers, management style and communication.(2) The present study was done to study the job satisfaction and absenteeism amongst class IV employees in tertiary care teaching hospital in Mumbai. Materials and methods: A cross sectional epidemiological study was carried out during the period of July 2010 to June 2011 in Class IV employees in a tertiary care teaching hospital in Mumbai. In tertiary care teaching hospital selected for the study, total no. of permanent class IV employees are 1457 and temporary (khada badli) workers are 300 in number, working in various departments under different designations as Sweeper, aayabai, ward boy, and hamal etc. Only permanent employees were included in the study. A pre-formed, semi-structured questionnaire was used as a tool to interview the participants. The timing of interview was decided according to the duty schedule of the class IV employees and it was suitably modified to meet objectives of the study. Ethical committee of the institute approved the study. From the previous study on job satisfaction, the prevalence of job satisfaction in class IV employees was found to be 40%. So the minimum sample size required for the study using formula 4pq/ L2 where allowable error is taken as 7.5% is 171. Hence the total sample was 171 class IV employees. To assess the job satisfaction of the participants Minnesota Job Satisfaction questionnaire (MSQ) was used. This questionnaire consists of 20 questions. The response of participants was recorded in the form of score as follows 1- Not satisfied 2- Somewhat satisfied 3- Satisfied 4- Very satisfied 5- Extremely satisfied Since each participant was asked 20 questions, the total score for each participant would range from minimum 20 to maximum 100. The employees selected for the study were explained the purpose of the study and procedure of data collection. Care was taken to maintain confidentiality. Rapport was established with employee so that he/she will be comfortable during study. Statistical analysis: All recorded data were entered in MS Excel and analyzed in the form of percentage and proportions and chi-square test whenever appropriate. Medworld asia Dedicated for quality Publications 8

3 Results: Table 1: Distribution of study participants by age and sex Age group Male Female Total Percentage yrs yrs yrs >55 yrs Total As seen from table 1 that out of 171 participants interviewed, majority (65.5%) belonged to the age group of years. The range of the age of the respondents was 26 years (minimum) to 55 years (maximum). Out of 171 participants, 116 (67.8%) were males, 55 (32.2%) were female. Table 2: Job satisfaction score of the participants Score Frequency Percentage Above table 2 gives information on job satisfaction score of the participants obtained by Minnesota Job Satisfaction Questionnaire. The minimum job satisfaction score of the participants was 37 and the maximum score was 51 out of 100. Most of the participants got the score of around 41 to 46 out of 100. The median of the scores was found to be 43. Above table shows overall job satisfaction level of participants considering 20 different dimensions (combined score of 20 questions). Majority 170 (99.4%) participants were somewhat satisfied with their job. 9 8

4 Table 3: Predictors of job satisfaction Predictors R R square P-value a b c d e Table 3 shows the predictors of job satisfaction, [predictors i.e. a: working conditions b: working conditions and co-workers c: working conditions, coworkers and behaviour of supervisors d: working conditions, co-workers, behaviour of supervisors and pay e: working conditions, coworkers, behaviour of supervisors, pay and job security] The multiple linear regression analysis included the five independent variables of working conditions, pay, co-workers, behaviour of supervisors, job security. The linear combination of the five independent variables was related to the dependent variable (job satisfaction), R square = 0.3, P value = Table 4: Rate of absenteeism of the study population Year No. of Authorized Un- authorized Rate of employees leave leave absenteeism % % % Above table 4 shows total leaves availed by the participants and rate of absenteeism. In 2007, 7771 leaves were availed by the participants and rate of absenteeism was15.1%. In year 2008, 8821 leaves were availed by the participants and rate of absenteeism was 17.1%. In 2009, 9564 leaves were availed by the participants and rate of absenteeism was 18.6%. Table 5: Quarter wise (month) leave preferred Month Leave frequency Percentage January - March April June July September No preference

5 Table 5 shows that amongst a total of 171 participants interviewed, majority 89 (52%) participants prefer to take leave in the months of April, May and June while 39 (22.8%) participants prefer leaves in July, August and September,. Out of the rest, 22 (12.9%) participants prefer leave in October, November and December. 5 (2.9%) participants prefer to take leave in January, February, and March. only 16 (9.4%) participants responded that they would not prefer any specific time period to take leave. Discussion: Job satisfaction is one of the most widely discussed and enthusiastically studied constructs in such related disciplines as industrial organizational psychology, organizational behaviour, personnel and human resource management and organizational management. It is a generalized affective orientation to all aspects of the job. In simple terms, it is the extent to which one feels good about the job. Job satisfaction is in regard to one s feelings or state of mind regarding to the nature of their work. The source of job satisfaction is not only the job, it also creates from working environment, supervision style, interpersonal relationship, and organizational culture also.(3) Job satisfaction of the participants was assessed using Minnesota Job Satisfaction Questionnaire. The scale measures both intrinsic and extrinsic factors of job. The minimum job satisfaction score of the participants was 37 and the maximum score was 51 out of 100. The median score was found to be 43. Most of the participants got the score of around 41 to 46 out of 100. Alemshet Y. (4) carried out a study on determinants of job satisfaction in workers. Similar findings were observed in this study where the respondents appear to be more satisfied with the nature of their work, the supervision they receive, their co-workers, communication and operating procedures. They however experienced lower levels of satisfaction with their compensation and opportunities for promotion. Jawale N. (5) conducted a study on absenteeism in class IV employees in Jaslok hospital, Mumbai. He found that maximum 66.66% employees prefer to take leave in the months of April, May and June. Shroff S. (6) conducted a study on class IV employees in Gurunanak hospital, Mumbai. The researcher found that 58% absentees were recorded in the months April, May and June. A study by Stefani Y. (7) carried out on relationship between job satisfaction and absenteeism in communication company employees. He found that absenteeism is an indicator of job satisfaction. Alemshet Y (4) carried out a study on determinants of job satisfaction in workers. The results of the study indicate a statistically significant relationship between marital status and absenteeism (r = 0.29, p<0.05). According to Scott K et al, (8) it could be that marriage imposes increased responsibilities, which might make a steady job more valuable, hence increasing their satisfaction. There is contradictory evidence on the impact of marital status on absenteeism. He found that married employees have fewer absences, compared to unmarried employees. The authors note that it could be that married employees mostly have families; hence they are less absent due to these economic pressures. Study conducted by Okpara et al, (9) in Nigeria, indicated that gender was a significant predictor of job satisfaction. Their studies found that female employees are less satisfied than their male counterparts - specifically with pay, promotion and supervision. Conclusion: Overall satisfaction level was somewhat satisfied however the determinants of job satisfaction show 11 7

6 variable association. None of the factors was away from absenteeism. The determinants in working negatively correlated with job satisfaction. Incentives environment were welfare schemes, economic in the form of awards, prizes, recommendation empowerment and medical reimbursement. These certificates may help to encourage workers to stay schemes ensure security in their job. References: 1. Adams A. & Bond S. Hospital nurses job satisfaction: Individual and organizational characteristics, Journal of Advanced Nursing, issue no.33: Spector E., Job satisfaction application, assessment, causes, and Consequences. Thousand Oaks, CA: Sage Publication Katzell D, Dennis W. Morale and motivation in industry: current trends in industrial psychology. Pittsburgh: University of Pittsburgh Press Alemshet Y., Leja H., Alima H., Challi J., Morankar S., Job satisfaction and its determinants among health workers in Jimma University in specialised hospital, Southwest Ethiopia, Ethiopia Journal of Health Sciences, Vol 21 Special issue, August Jawale N. A study on absenteeism amongst class IV employee s in Jaslok hospital Mumbai. DHA thesis, retrieved from TISS library Shroff S. (2005), A study on absenteeism amongst class IV employees in Gurunanak Hospital in Mumbai, DHA thesis, retrieved by TISS library Stefani Y. Relationship between job satisfaction and absenteeism in communication company employees Retrieved from 8. Scott K. Dow and G. Stephen Taylor "An examination of conflicting findings on the relationship between job satisfaction and absenteeism: A meta-analysis." Academy of Management Journal 1985;28: Okpara O. Personal characteristics as predictors of job satisfaction: An exploratory study of IT managers in a developing economy. Information Technology and People 2004;17 (3):

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Research Paper Volume 2 Issue 7 March 2015 International Journal of Informative & Futuristic Research A Study On Job Satisfaction And Occupational Stress Among Higher Secondary School Paper ID IJIFR/ V2/