Causes of employees’ job dissatisfaction among health workers in selected public hospitals in Zambia.

The main aim of this study was to investigate causes of employee job dissatisfaction among health workers in public hospitals in Zambia. The specific objectives were: To determine the levels of job dissatisfaction and the extent of employee job dissatisfaction among health workers
in selected public hospitals in Zambia; To establish the factors contributing to job dissatisfaction among health workers in selected public hospitals in Zambia; To develop a framework for minimisation of job dissatisfaction among health workers in selected public hospitals in Zambia. The study adopted a descriptive research design with a cross-sectional and institutional-based approach. The study population included all the 205 health workers at Chongwe District Hospital and Mpanshya Mission Hospital in Rufunsa District. The study utilised stratified random sampling and a total of 84 respondents were included in the sample, giving a 41% response rate. The collection of qualitative and quantitative data was done through both open-ended questions through an interview guide and focus group discussions and close-ended questions via a survey. Qualitative data was analysed through thematic analysis while quantitative data was analysed through descriptive statistics using percentages. The study found that 61.9% of respondents reported a high level of job dissatisfaction among Health workers at Chongwe District Hospital, indicating a significant issue affecting morale and productivity at the institution. Various factors were identified through quantitative data as contributing to job dissatisfaction among health workers, including poor working conditions, lack of promotion opportunities, ineffective management practices, unclear organizational policies, and low salaries. These issues were prevalent at both Chongwe District Hospital and Mpanshya Mission Hospital, highlighting systemic challenges impacting employee satisfaction in the healthcare sector. Recommendations to minimize job dissatisfaction included creating a conducive working environment, improving remuneration and benefits, enhancing communication and involvement in decision-making processes, providing sufficient staffing and resources, and implementing stress management strategies. Additionally, the study suggested promoting fairness and transparency in promotion procedures and establishing career advancement pathways to address concerns related to job dissatisfaction.