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BioMed Research International
Volume 2015, Article ID 256205, 7 pages
http://dx.doi.org/10.1155/2015/256205
Research Article

Working Atmosphere and Job Satisfaction of Health Care Staff in Kenya: An Exploratory Study

1Department of General Practice and Health Services Research, University of Heidelberg, Vossstrasse 2, 69115 Heidelberg, Germany
2Evaplan at the University Hospital of Heidelberg, Ringstrasse 19b, 69115 Heidelberg, Germany
3AQUA-Institute for Applied Quality Improvement and Research in Health Care, Maschmühlenweg 8-10, 37073 Goettingen, Germany
4Institute of Health Policy, Management and Research, NHIF Building, 2nd Floor Ragati Road, Upperhill, P.O. Box 307-00202, Nairobi, Kenya
5Gesellschaft für Internationale Zusammenarbeit (GIZ), P.O. Box 41607, Nairobi 00100, Kenya

Received 4 May 2015; Accepted 9 September 2015

Academic Editor: Malgorzata Bala

Copyright © 2015 Katja Goetz et al. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

Abstract

Background. Job satisfaction and working atmosphere are important for optimal health care delivery. The study aimed to document working atmosphere and job satisfaction of health care professionals in Kenya and to explore associations between job satisfaction, staff characteristics, and working atmosphere. Methods. Data from the integrated quality management system (IQMS) for the health sector in Kenya were used. Job satisfaction was measured with 10 items and with additional 5 items adapted to job situation in Kenya. Working atmosphere was measured with 13 item questionnaire. A stepwise linear regression analysis was performed with overall job satisfaction and working atmosphere, aspects of job satisfaction, and individual characteristics. Results. Out of 832 questionnaires handed out, 435 questionnaires were completed (response rate: 52.3%). Health care staff indicated high commitment to provide quality services and low levels regarding the adequacy and functionality of equipment at their work station. The aspect “support of the ministry of health” (β = 0.577) showed the highest score of explained variance (32.9%) regarding overall job satisfaction. Conclusions. IQMS which also evaluates job satisfaction and working atmosphere of health care staff provides a good opportunity for strengthening the recruitment and retention of health care staff as well as improving the provision of good quality of care.