Factors Influencing Job Satisfaction and Anticipated Turnover among Nurses in Sidama Zone Public Health Facilities, South Ethiopia
Table 5
Frequency and percentage distribution of responses on professional training, benefit and salary, and recognition subscale, Sidama zone public health facilities, May-June 2010.
Question and subscale
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Professional training
(1) By the extent of training opportunities available to me
62 (25.6)
50 (20.7)
130 (53.7)
(2) By the level of training program appropriateness provided on formation to enhance nurse job performance
78 (32.2)
58 (24.0)
106 (43.8)
(3) By the level of training and orientation to new staff
80 (33.1)
41 (16.9)
121 (50.0)
(4) By the level of opportunity to participate in the research
54 (22.3)
38 (15.7)
150 (62.0)
Benefits and salary
(1) By the level of appropriateness of your salary as compensation for your employment
26 (10.7)
20 (8.3)
196 (81.0)
(2) By the level of appropriateness for employee benefits
25 (10.3)
37 (15.3)
180 (74.4)
(3) By the level of pay in relation to what it costs to live in this area
19 (7.9)
40 (16.5)
183 (75.6)
Recognition at work
(1) By the extent of sense of value for what you do
76 (31.4)
48 (19.8)
118 (48.8)
(2) By the level of consideration given to your personal needs
50 (20.7)
63 (26.0)
129 (53.3)
(3) By the level of consideration given to your opinion and suggestion for change in the work setting or office practice
60 (24.8)
56 (23.1)
126 (52.1)
(4) By the level of recognition of your work from peers
103 (42.6)
49 (20.2)
90 (37.2)
Perceived alternative employment opportunities
(1) By the level of job if quite my current job and the chance that I would be able to find a job which is as good as or better than my present one.
94 (38.8)
61 (25.2)
87 (36.0)
(2) Given my age, education and the general economic condition, the chance of attaining suitable position in some other organization
90 (37.2)
60 (24.8)
92 (38.0)
(3) It would be easy to find acceptable alternative employment
