Factors associated with job satisfaction among government-employed doctors in Sabah, Malaysia: the role of supervisor support and scheduling flexibility

Background Job satisfaction among doctors is a workforce signal, not merely an individual attitude. In geographically dispersed and resource-constrained health systems, dissatisfaction may reflect organisational strain, weak supervisory support and limited control over work schedules. This study examined the association between scheduling flexibility, supervisor support and job satisfaction among government-employed doctors in Sabah, Malaysia. Methods A cross-sectional analytical study was conducted from September to October 2025 among government-employed doctors in selected government hospitals in Sabah. Hospitals were selected using stratified random sampling according to hospital type and geographical setting, followed by random selection of eligible medical officers within participating hospitals. House officers, specialists, resident specialists and doctors with less than 6 months of service were excluded to maintain a more homogeneous medical officer population. Data were collected using a self-administered questionnaire. Job satisfaction, flexible working hours and supportive supervision were measured and analysed as binary variables. Univariable and multivariable logistic regression analyses were performed. Results A total of 141 doctors were included. Overall, 60 doctors reported job satisfaction, giving a satisfaction proportion of 42.6%. In multivariable analysis, doctors satisfied with flexible working hours had substantially higher odds of job satisfaction than those not satisfied (adjusted OR (AOR) 10.25; 95% CI 4.07 to 25.85; p<0.001). Doctors satisfied with supportive supervision also had higher odds of job satisfaction (AOR 8.99; 95% CI 3.37 to 23.98; p<0.001). Married doctors had higher odds of job satisfaction than single doctors (AOR 2.12; 95% CI 1.03 to 4.37; p=0.041). Other demographic, professional and institutional variables were not statistically significant after adjustment. Conclusion Fewer than half of doctors reported job satisfaction. The strongest associations were organisational rather than demographic or institutional: flexible working hours and supportive supervision. These findings identify scheduling flexibility and supportive supervision as potentially modifiable organisational factors associated with doctors’ work experience and relevant to workforce sustainability in resource-constrained public hospitals.