Assessing Job Satisfaction Among Diverse Healthcare Staff in Public Hospital, Lahore

Background: It has become a global trend of measuring employee's job satisfaction to enhance the performance. Job satisfaction is referred as positive attitude of employees towards duties of job, the work environment, and other employees. The aim of this article is to demonstrate how pay and promotion, rewards and benefits, sense of justice from supervisor, relationship with colleagues and work value and nature correlate with job satisfaction among health care staff. Objectives: The study aims to access job satisfaction among hospital staff including doctors, nurses, and support staff of Public Hospital Lahore. Methods: A cross-sectional survey among hospital staff was conducted. This study targeted 62 health care and support staff members of Public Hospital Lahore using consecutive non-probability sampling technique. The data collection tool was a manual questionnaire that was determined to be valid and internally consistent for diverse health care staff. Data were analysed using SPSS statistical software, version 16. Results: This study assessed job satisfaction among 62 healthcare employees, including house officers, postgraduates, nurses, and non-medical staff. Respondents were evenly distributed across gender and employment types. Satisfaction levels varied: 11.3% were satisfied, 8.1% dissatisfied, and 80.6% ambivalent. Nurses reported the highest self-rated satisfaction (26.7%) and mean overall satisfaction, while non-medical staff had the lowest. Female employees had higher satisfaction than males. Pay was unpopular across all groups, with non-medical staff particularly dissatisfied with promotion opportunities. The study highlights the need for targeted interventions to improve job satisfaction, especially for non-medical staff. Conclusion: Measuring job satisfaction among health care professionals is crucial. Factors such as organizational management practices, team coordination mechanisms and working conditions significantly impact satisfaction levels. By addressing these factors, health care organizations can promote a more satisfied and motivated workforce.