Financial implication to JDWNR Hospital due to doctors’ job dissatisfaction:research Questions

INTRODUCTION

There is no doubt that now a days, attracting and retaining talented employees is a top priority for any organization. To keep the pace of achieving goals, organizations try their best to hire competent human resources. Therefore, financial incentives and rewards are the solutions to retain talented employees in organization. Employees are satisfied when they are treated fairly with a satisfactory income.

Doctors have difficulties in meeting the needs of the patients if their own needs are not met; therefore, the study of financial implication on organization due to attrition of specialist doctors has become an important subject for researchers to solve or address. They deserve to be treated fairly with a fair income and job satisfaction to some extent reflects good salaries. Job is a main source of income as well as an important component of life. Moreover, the work of doctors is very complex, and they are the one who saves millions of lives. So, their jobs take away a large part of the day and contribute to one’s social standings. Satisfaction with one’s job is an important component for the well-being of employees. In an organization, productivity and quality of service depend entirely on the organization's ability to manage the human resources through various schemes such as bonus, increments, high salary etc.

RESEARCH PROBLEM

Financial implication to JDWNR Hospital due to doctors’ job dissatisfaction.

PROBLEM STATEMENT

Giving good care to the patients has become a major challenge in JDWNR Hospital at Thimphu as the current employees working are not happy with their job and started resigning from the job. As a result of job dissatisfaction among the employees, the patients who come for treatment are bearing the frustration of the outcome as they are ill-treated. Moreover, there is lack of specialist doctors and patients are referred outside the country incurring huge expenses.

RESEARCH QUESTIONS

Major Question

1. Why are hospital employees not satisfied with their career?
2. Why good public health care delivery services are decreasing?

Minor Question

1. What are the feedbacks from the patients with regard to health care services
2. Does the hospital employees work with full dedication to their service.
3. What are the factors leading towards poor health care services?

LITERATURE REVIEW

Job satisfaction is defined with different concepts by different scholars and researchers due to the nature of work, emotional impact, salary paid and hours involved.

In the field of health, Garon and Ringl (2004) identified factorial variables that affect the job satisfaction of hospital employees. These factors are: 1) working conditions, including workload and staffing; 2) work environment: empowerment, autonomy, co-management and control practices; 3) salaries, benefits and school support; 4) stress; 5) leadership issues; 6) role conflict and confusion; 7) professional recognition; 8) communication and collaboration among nurse practitioners; 9) working hours, shifts and schedules; 10) peer groups and sense of belonging.

A study (Lephalala et al., 2008) identified factors influencing job satisfaction among nurses in selected private hospitals in England. The results showed dissatisfaction with the salary.

In contrast, nurses were satisfied with other extrinsic factors, including organizational and administrative policies, supervision, and interpersonal relationships. Nurses identified factors affecting job satisfaction, including lack of promotion, lack of opportunity for advancement, working in dead-end jobs, and lack of participation in decision-making and policy-making activities . Differences in work environments have been reported to lead to differences in job satisfaction.

Muhammad Syed. A., & Akhtar N. 5 (2014) examines the impact of perceived work-life balance and job satisfaction on the organizational commitment of healthcare employees. Work-life balance should increase job satisfaction, which will lead to long-term organizational commitment among employees. The results indicated that the respondents had moderate levels of work-life balance, job satisfaction and organizational commitment. The authors concluded that work-life balance and job satisfaction are important in developing and strengthening the organizational commitment of healthcare workers.

Singh Rajkumar G. (2013) conducted a study on hospital employees to investigate the factors affecting job satisfaction. The authors state that an employee's positive performance in the organization is the result of his satisfactory work experience. The study examines the factors affecting job satisfaction among employees of private hospitals in Manipur, India. Significant correlations exist between employee job satisfaction and relational behavior factors, salary and compensation factors, training, and career development factors.

Salary and compensation factors are the most important factors positively related to employee job satisfaction. Chapter M., & Johari F. (2013) investigated the factors affecting job satisfaction and job performance and the relationship between job satisfaction and job performance. The study identified four factors: work comfort, benefits, salaries, incentives and assessed their impact on the job satisfaction of medical staff working in Libyan public hospitals. Staff and medical personnel are dissatisfied with all the factors that affect job satisfaction, leading to poor work performance in the hospital. The study concluded that in addition to good salaries and an effective incentive system, if employees are satisfied and treated well by management, the performance of medical staff and the quality of medical care in hospitals improve. will also improve.

Sharma. Metal. (2012) conducted a cross-sectional study among Indian physicians using a comprehensive personalized questionnaire to assess their job satisfaction and identify influencing factors. A multistage sampling method was used to sample 170 physicians from two medical institutions.

15 dimensions of job satisfaction were studied through 42 questions. The results of this study showed that approximately 74% of doctors are satisfied with their work. The nine factors are actual working conditions, freedom to choose how you want to work, attitudes of colleagues, recognition of good work, attitudes of immediate supervisors, salary levels, opportunities to use skills, interdepartmental and intradepartmental management and attention to recommendations. correlated with physician job satisfaction. According to the authors, the pattern of reported high satisfaction among Indian physicians is similar to that of physicians working in developed countries in particular.

Bagheri S., et.al.9 (2012) In their study, factors influencing job satisfaction were investigated from the perspective of employees working in the healthcare system. Factors influencing job satisfaction among health system employees were discussed in eight focus groups. The factors identified from the literature review were grouped into four groups: structure and management, social, work, environment, and well-being.

The results confirm the importance of structural and managerial, social, professional, environmental and well-being factors on levels of job satisfaction. During the focus group discussions, new factors were identified that were associated with individual characteristics such as employee characteristics and development. The authors conclude that an employee's personal characteristics should be considered as a factor influencing job satisfaction.

SIGNIFICANCE AND INNOVATION

The outcome from this research is expected to understand government the causes of doctor’s attrition in the country and the future researchers doing research on the same organization’s employees or in the related field.

1. Since attrition of doctors has financial implications to the organization, it will suggest government to study and implement incentives for the doctors to retain them and to decrease expenditures in referring patients to other countries.
2. The idea of innovation and creativity would be studied by paying higher than other similar ranked employees to encourage and retain them which can reduce patient’s referral numbers.
3. This research would enable policy makers to understand and implement incentives like risky work incentives, heavy workloads incentives and other allowances which equals with their works rather than their positions and ranks, the country can reduce patient referral expenditures which is much higher than what is been paid to the doctors.