Determinants of Job Satisfaction among Nurses in Christian Health Association of Ghana (CHAG) Hospitals in the Sekyere South District of the Ashanti Region: A Cross-sectional Study

Determinants of Job Satisfaction among Nurses in Christian Health Association of Ghana (CHAG) Hospitals in the Sekyere South District of the Ashanti Region: A Cross-sectional Study | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Determinants of Job Satisfaction among Nurses in Christian Health Association of Ghana (CHAG) Hospitals in the Sekyere South District of the Ashanti Region: A Cross-sectional Study Samuel Atuahene, Benjamin Antwi Boasiako, Ernest Osei, Denis Dekugmen Yar, and 1 more This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-8488725/v1 This work is licensed under a CC BY 4.0 License Status: Under Review Version 1 posted 10 You are reading this latest preprint version Abstract Background The level of job satisfaction that nurses have is critical to the quality of care that they provide, particularly in healthcare systems that are experiencing staffing shortages and restricted resources. This study assessed the level of job satisfaction among nurses working in Christian Health Association of Ghana (CHAG) hospitals in the Ashanti Region, and identified the key factors influencing their satisfaction. Methodology: A cross-sectional study involving 257 nurses was conducted using multi-stage sampling. Data was obtained through the use of structured questionnaires conducted in the field. A combination of descriptive and inferential statistics was deployed in the analysis of the data using SPSS version 25.0. Prior to the procedure of data collection, both ethical approval and informed permission were made available. Results Most (76.0%) of the nurses reported moderate to high job satisfaction, and 44.4% expressed a strong commitment to staying long-term at their current hospitals. Job satisfaction was significantly influenced by rank (χ²=6.17, p = 0.046); nurse officers were 65% less likely to be satisfied compared to certified registered nurses and senior nurse officers [AOR = 0.35 (0.13–0.91), p = 0.032]. Environmental factors that significantly influenced job satisfaction included manageable workload (χ²=16.7, p < 0.001), adequate staffing (χ²=11.6, p = 0.001), workplace safety (χ²=26.8, p < 0.001), teamwork (χ²=19.4, p < 0.001), and decision-making autonomy (χ²=4.3, p = 0.038). Teamwork improved satisfaction by 3 times [AOR = 3.1 (1.51–6.23), p = 0.002]. Still, many nurses identified understaffing and job-related stress as ongoing concerns. Institutional support also influenced job satisfaction. Conclusion While most nurses in CHAG hospitals are moderately to highly satisfied with their jobs, several factors, including staffing challenges, emotional stress, and inadequate recognition, continue to affect morale. To improve job satisfaction, the study recommends collaboration between CHAG and the Ministry of Health to establish fair workload guidelines and enforce minimum staffing standards. Figures Figure 1 INTRODUCTION In every region of the world, nurses are at the centre of healthcare systems, playing an essential role in ensuring that patients receive high-quality care and contributing to the overall delivery of excellent services [ 1 ]. As such, their well-being and job satisfaction have become important areas of focus across both high- and low-income countries. When nurses are satisfied with their jobs, it positively affects not only their performance but also patient outcomes and the smooth running of healthcare services [ 2 ]. The phenomenon of job dissatisfaction among nurses is often attributed to several interrelated factors. Studies have shown that dissatisfaction is influenced by poor working conditions, inadequate remuneration, limited professional growth opportunities, and heavy workloads, which can lead to stress and burnout [ 3 , 4 ]. The term "job satisfaction" refers to the degree to which workers take pleasure in their work and are pleased with their position [ 5 ], affects not only the well-being of nurses but also the quality of patient care. Nurses who are content in their work are more likely to stay with the organisation, do a good job, and help patients have good experiences [ 6 ]. Conversely, dissatisfaction compromises productivity, lowers morale, and contributes to a decline in service delivery quality [ 7 ]. In the Ghanaian context, particularly within remote settings, job dissatisfaction among nurses has become a growing concern [ 8 ]. Nurses play a central role in Ghana’s healthcare delivery, especially in Christian Health Association of Ghana (CHAG) hospitals, which serve many hard-to-reach communities [ 9 ]. Although it is widely assumed that CHAG nurses enjoy high job satisfaction due to incentives like mission allowances, recent reports and anecdotal evidence suggest otherwise [ 10 ]. The satisfaction levels of nurses working in public hospitals were shown to be greater than those in private and religious institutions, according to multiple studies [ 11 , 12 ]. Furthermore, Agyei et al. [ 13 ] found significant service quality gaps in CHAG hospitals, calling for deeper investigations into staff experiences. Despite growing research on nurse satisfaction in Ghana, limited studies have focused specifically on CHAG hospitals, particularly in the Ashanti Region, where 88 of CHAG’s 374 facilities are located. In light of this knowledge gap, the purpose of this research is to investigate what variables affect nurses' levels of job satisfaction in CHAG hospitals across the region specifically in the Sekyere South District of the Region. METHODOLOGY Study Design This research utilised hospital-based cross-sectional design approach to investigate the determinants of job satisfaction among nurses in CHAG hospitals in the Sekyere South District of the Ashanti Region over a period of nine months (from October 2024 to June 2025). Data was collected once per participant. Professional nurses and midwives who were officially appointed to work at CHAG hospitals by the Ghana Health Service (GHS) and have practicing certificates from the Nursing and Midwifery Council of Ghana (NMC) were included in the study. In order to be considered for this study, participants needed to have a minimum of six months of continuous practice in an Ashanti Region CHAG facility before their data was collected. Those excluded comprised registered nurses and midwives who were either on study leave, serving under temporary or contractual arrangements. Sampling Techniques A multistage sampling technique was employed to select participants for the study. The sample size of 257 nurse-respondents was estimated using Yamane’s (1967) formula for finite populations. The sampling was conducted in three distinct stages, each employing a method suited to the specific level of selection. Stage One: Selection of Hospitals At the first stage, purposive sampling was used to select CHAG hospitals from various districts within the Ashanti Region. This method was appropriate because it enabled the inclusion of both rural and urban healthcare facilities, thereby ensuring diversity in institutional characteristics and work environments. The hospitals were chosen based on their operational size, accessibility, and willingness to participate in the research. Stage Two: Determination of Nurse Quotas In the second stage, quota sampling was applied to determine the number of nurses to be selected from each participating hospital. Quotas were established according to the total number of nurses in each facility, ensuring that institutions with larger nursing staff contributed proportionately more participants. This stage enhanced representativeness and reduced the likelihood of over- or under-sampling from any facility. Stage Three: Selection of Individual Participants The final stage involved the use of convenient sampling to identify individual nurses who were available and willing to take part in the study during the data collection period. This method was deemed appropriate due to the irregular work schedules and shift systems of nurses, which made it impractical to employ a purely random approach. The use of convenient sampling facilitated timely data collection while maintaining adequate representation across the selected hospitals. Data Collection Tool(s) Using a standardised, self-administered questionnaire, data were obtained. The items were adapted from validated instruments, including the Minnesota Satisfaction Questionnaire (MSQ) [ 14 ] and the Job Satisfaction Survey (JSS) [ 15 ]. Questionnaire topics included respondents’ demographics, level of job satisfaction, aspects of their immediate work environment (including workload, supervision, and physical conditions), and aspects of their organization's structure (including compensation, advancement prospects, and training programs). Using a 5-point Likert scale ranging from strongly disagree to strongly agree, the questions were closed-ended. A pilot study was conducted among nurses in CHAG hospital not included in the main study test clarity and feasibility of the instrument. The internal consistency of the questionnaire was assessed using Cronbach’s alpha, with all domains achieving coefficients of ≥ 0.70, indicating acceptable reliability. Statistical Analysis Analysis of the data was carried out using both descriptive and inferential statistical approaches. A summary of the demographic features of respondents and the levels of job satisfaction among nurses was compiled with the help of descriptive statistics, which included both frequencies and percentages. Given that the questionnaire items using a five-point Likert scale (i.e., Very Agree, Agree, Neutral, Disagree, Very Disagree) for measurement purposes. To make statistical analysis easier, responses were grouped. Specifically, for the purposes of the Chi-square test and binary logistic regression, the responses were grouped into two categories: ' Yes ,' if 'Strongly Agree' and 'Agree' are combined, and 'No,' where 'Neutral, Disagree, and Strongly Disagree' are combined. Because of this division, correlations and predictors might be better understood. The relationship between gender, years of experience, and job satisfaction, along with other categorical variables, was examined by chi-square tests. Additionally, to identify any significant predictors of job satisfaction, the researcher employed binary logistic regression analysis. This was executed with an emphasis on the workplace and organisational matters. A p-value superior to 0.05 was considered indicative of a robust model fit when assessing model fitness with the Hosmer-Lemeshow goodness-of-fit test before doing logistic regression [ 16 ]. RESULTS Demographic Characteristics of Participants In Table 1 , the majority (60.3%) of the participants were female; 47.9% were single; 53.3% were aged between 30 and 39 years; 42.4% had a diploma education; 51.4% were ranked as senior nurse officers; and 47.1% had a job experience ranging from one to five years. Table 1 Demographic Characteristics of Participants Demographic Characteristics Frequency (N = 257) Percentage % Gender Male 102 39.7 Female 155 60.3 Marital status Single 123 47.9 Married 119 46.3 Separated/widowed 15 5.8 Age range in years 20–29 80 31.1 30–39 137 53.3 40 and more 40 15.6 Education Certificate 41 16.0 Diploma 109 42.4 Bachelor degree 96 37.4 Masters/PhD 11 4.3 Rank Certified Registered Nurse 90 35.0 Nurse Officer 35 13.6 Senior Nurse Officer 132 51.4 Working experience 10 years 47 18.3 (Data Source: Field Data, 2025) Levels of Job Satisfaction among Nurses Figure 1 indicates that 76% of respondents were content with their roles as nurses. Table 2 shows that most respondents (57.2% to be exact) strongly agreed that they were satisfied with their job (p < 0.001). Additionally, 58.8% reported that their job provides a sense of purpose and fulfilment, while 44.4% indicated a commitment to their hospital and an intention to remain long-term (p < 0.001). Furthermore, 52.9% agreed that they feel recognized and valued in their workplace, and 52.1% affirmed that there are adequate opportunities for career advancement. Source: Field data (2025) Table 2 Levels of Job Satisfaction among Nurses Variables Responses P-value Strongly Agree (%) Agree (%) Neutral (%) Disagree (%) Strongly disagree (%) I am satisfying with my job as a nurse 48 (18.7) 147 (57.2) 30 (11.7) 27 (10.5) 5 (1.9) < 0.001 My job gives me a sense of purpose and fulfilment 60 (23.3) 151 (58.8) 31 (12.1) 13 (5.1) 2 (0.8) < 0.001 Committed to my hospital and planned to stay long-term 32 (12.5) 114 (44.4) 66 (25.7) 34 (13.2) 11 (4.3) < 0.001 I feel recognized and valued in my workplace 49 (19.1) 136 (52.9) 43 (16.7) 22 (8.6) 7 (2.7) < 0.001 There are enough opportunities for career advancement 61 (23.7) 134 (52.1) 29 (11.3) 26 (10.1) 7 (2.7) < 0.001 (Data Source: Field Data, 2025) Table 3 shows that the rank of nurses in Ashanti region influence their job satisfaction (χ 2 = 6.17, p = 0.046). Participants who ranked as nurse officer were 65% less likely to be satisfied with their job than the Certified Registered Nurse and the Senior Nurse Officer [AOR = 0.35 (0.13–0.91) p = 0.032]. However, gender, marital status, age, education and working experience had no significant influence on participant’s job satisfaction (p > 0.05). Table 3 Association between Demographics and Levels of Job Satisfaction among Nurses Variables Job Satisfaction X 2 (P-value) AOR (95% CI) P-value Satisfied (%) Not Satisfied (%) Gender Male 75 (73.5) 27 (26.5) 0.51 (0.476) Ref: Female 120 (77.4) 35 (22.6) 1.33 (0.71, 2.49) 0.371 Marital status Single 96 (78.0) 27 (22.0) 1.09 (0.580) Ref: Married 89 (74.8) 30 (25.2) 0.44 (0.09, 2.06) 0.296 Separated/widowed 10 (66.7) 5 (33.3) 0.48 (0.12, 2.01) 0.316 Age range in years 20–29 65 (81.3) 15 (18.8) 1.90 (0.387) Ref: 30–39 100 (73.0) 37 (27.0) 0.71 (0.18, 2.81) 0.628 40 and more 30 (75.0) 10 (25.0) 1.20 (0.40, 3.58) 0.747 Education Certificate 32 (78.0) 9 (22.0) 0.89 (0.828) Ref: Diploma 85 (78.0) 24 (22.0) 1.18 (0.20, 6.93) 0.854 Bachelor degree 70 (72.9) 26 (27.1) 0.74 (0.16, 3.44) 0.705 Masters/PhD 8 (72.7) 3 (27.3) 0.77 (0.18, 3.37) 0.729 Rank Certified Registered Nurse 75 (83.3) 15 (16.7) 6.17 (0.046) Ref: Nurse Officer 22 (62.9) 13 (37.1) 0.35 (0.13, 0.91) 0.032 Senior Nurse Officer 98 (74.2) 34 (25.8) 1.45 (0.60, 3.49) 0.412 Working experience 10 years 36 (76.6) 11 (23.4) Ref: (Data Source: Field Data, 2025) Table 4 shows that Workplace factors such as Job given a sense of purpose and fulfilment (χ 2 = 57.3, p < 0.001), Committed to hospital and planned to stay long-term (χ 2 = 22.8, p < 0.001), feeling recognized and valued in my workplace (χ 2 = 22.6, p < 0.001), and there are enough opportunities for career advancement were all significant factors to influence their job satisfaction among participants. Participants that indicated that their Job given them a sense of purpose and fulfilment were 7 times more likely to be satisfied with their job than their counterpart [AOR = 6.9 (3.10–15.21) p = 0.001]. Participants that indicated that they are Committed to their hospital and planned to stay long-term were 2 times more likely to be satisfied with their job than those that are not [AOR = 2.4 (1.17–4.96) p = 0.017]. Participants that indicated that there are enough opportunities for career advancement were 3 times more likely to be satisfied with their job than their counterpart [AOR = 2.7 (1.29–5.63) p = 0.008]. Table 4 Association between Workplace Factors and Job Satisfaction among Nurses Variables Job Satisfaction X 2 (P-value) AOR (95% CI) P-value Satisfied (%) Not Satisfied (%) Job gives me a sense of purpose and fulfilment Yes 180 (85.3) 31 (14.7) 57.3 (< 0.001) 6.9 (3.10, 15.21) 0.001 No 15 (32.6) 31 (67.4) Ref: Committed to my hospital and planned to stay long-term Yes 127 (87.0) 19 (13.0) 22.8 (< 0.001) 2.4 (1.17, 4.96) 0.017 No 68 (61.3) 43 (38.7) Ref: I feel recognized and valued in my workplace Yes 155 (83.8) 30 (16.2) 22.6 (< 0.001) 1.4 (0.63, 2.94) 0.439 No 40 (55.6) 32 (44.4) Ref: There are enough opportunities for career advancement Yes 161 (82.6) 34 (17.4) 19.8 (< 0.001) 2.7 (1.29, 5.63) 0.008 No 34 (54.8) 28 (45.2) Ref: (Data Source: Field Data, 2025) Environmental Factors Influencing Job Satisfaction As shown in Table 5 , the majority (54.1%) of respondents significantly agreed that their workload is reasonable and manageable (p < 0.001). Additionally, 31.9% disagree that their hospital/workplace has adequate nursing staff, while 33.5% disagree that their workplace is safe and well equipped (p < 0.001). The majority (62.6%) of participants agreed that teamwork and collaboration among staff are encouraged, 44.7% agreed that they are given enough autonomy to make decisions in my role, and 54.5% agreed that their job is emotionally and physically demanding. Furthermore, most (62.6%) agreed that they balance their work and personal life effectively, and 41.6% strongly disagree that their salary and benefits are fair for my work. Table 6 shows that workload, adequate staff, workplace safety and equipped, teamwork, and staff given enough autonomy to make decisions in their role were environmental determinants that influences job satisfaction among nurses in the Ashanti region (χ 2 = 16.7, p < 0.001), (χ 2 = 11.6, p = 0.001), (χ 2 = 26.8, p < 0.001), (χ 2 = 19.4, p < 0.001), and (χ 2 = 4.3, p = 0.038), respectively. Job satisfaction was twice as high among participants who said that their workload is acceptable and controllable as among their counterparts. [AOR = 2.1 (1.11–4.09) p = 0.023]. Employees who had a safe and well-equipped workplace were six times more likely to be satisfied with their job than those who did not. [AOR = 5.9 (1.97–17.90) p = 0.002]. Collaboration and teamwork among staff were three times more likely to enhance job satisfaction among nurses in the Ashanti region. [AOR = 3.1 (1.51–6.23) p = 0.002]. Table 5 Environmental Factors Variables Responses P-value Strongly Agree (%) Agree (%) Neutral (%) Disagree (%) Strongly disagree (%) My workload is reasonable and manageable 21(8.2) 139(54.1) 46(17.9) 37(14.4) 14(5.4) < 0.001 The hospital has adequate nursing staff 15(5.8) 77(30.0) 50(19.5) 82(31.9) 33(12.8) < 0.001 My workplace is safe and well equipped 11(4.3) 75(29.2) 60(23.3) 86(33.5) 25(9.7) < 0.001 Teamwork and collaboration among staff are encourage 43(16.7) 161(62.6) 36(14.0) 13(5.1) 4(1.6) < 0.001 I am given enough autonomy to make decisions in my role 14(5.4) 115(44.7) 68(26.5) 49(19.1) 11(4.3) < 0.001 My Job is emotionally and physically demanding 81(31.5) 140(54.5) 19(7.4) 14(5.4) 3(1.2) < 0.001 I can balance my work and personal life effectively 36(14.0) 161(62.6) 35(13.6) 18(7.0) 7(2.7) < 0.001 My salary and benefits are fair for my work 5(1.9) 29(11.3) 35(13.6) 81(31.5) 107(41.6) < 0.001 (Data Source: Field Data, 2025) Table 6 Association between Environmental Factors and Job Satisfaction Variables Job Satisfaction X 2 (P-value) AOR (95% CI) P-value Satisfied (%) Not Satisfied (%) My workload is reasonable and manageable Yes 135 (84.4) 25 (15.6) 16.7 (< 0.001) 2.1 (1.11, 4.09) 0.023 No 60 (61.9) 37 (38.1) Ref The hospital has adequate nursing staff Yes 81 (88.0) 11 (12.0) 11.6 (0.001) 1.8 (0.83, 4.05) 0.131 No 114 (69.1) 51 (30.9) Ref My workplace is safe and well-equipped Yes 82 (95.3) 4 (4.7) 26.8 (< 0.001) 5.9 (1.97, 17.90) 0.002 No 113 (66.1) 58 (33.9) Ref Teamwork and collaboration among staff are encouraged Yes 167 (81.9) 37 (18.1) 19.4 (< 0.001) 3.1 (1.51, 6.23) 0.002 No 28 (52.8) 25 (47.2) Ref I am given enough autonomy to make decisions in my role Yes 105 (81.4) 24 (18.6) 4.3 (0.038) 1.2 (0.59, 2.28) 0.663 No 90 (70.3) 38 (29.7) Ref My job is emotionally and physically demanding Yes 165 (74.7) 56 (25.3) 1.3 (0.259) 0.5 (0.17, 1.40) 0.181 No 30 (83.3) 6 (16.7) Ref I can balance my work and personal life effectively Yes 153 (77.7) 44 (22.3) 1.5 (0.224) 1.0 (0.47, 2.10) 0.989 No 42 (70.0) 18 (30.0) Ref My salary and benefits are fair for my work Yes 30 (88.2) 4 (11.8) 3.3 (0.071) 1.3 (0.38, 4.65) 0.666 No 165 (74.0) 58 (26.0) Ref (Data Source: Field Data, 2025) Institutional Factors Influencing Job Satisfaction In Table 7 , 36.2% of the participants significantly agreed that their hospital administration values and supports nurses (p < 0.001). In addition, 44.7% agree that management communicates openly with staff, however 39.3% disagree that nurses receive adequate recognition and rewards for their work (p < 0.001). Also, majority (56.8%) agreed that their hospital provides training and professional development opportunities, and 44.7% agreed that job security is guaranteed (p < 0.05). Table 8 shows that administrative supports, communication with staff, adequate recognition and rewards, staff training, and job security were institutional factors that influences job satisfaction among nurses in the Ashanti region (χ 2 = 14.11, p = 0.000), (χ 2 = 14.72, p = 0.000), (χ 2 = 7.04, p = 0.008), (χ 2 = 7.17, p = 0.007), and (χ 2 = 6.70, p = 0.010), respectively. There was a twofold increase in job satisfaction among participants who reported feeling valued and supported by their administration compared to those who did not [AOR = 2.02 (1.02–4.48) p = 0.043]. Employees who reported open lines of communication with management were also twice as likely to be satisfied with their jobs overall [AOR = 1.93 (1.01–3.96) p = 0.038]. Table 7 Institutional Factors Influencing Job Satisfaction Variables Responses P-value Strongly Agree (%) Agree (%) Neutral (%) Disagree (%) Strongly disagree (%) The hospital administration values and supports nurses 9(3.5) 93(36.2) 73(28.4) 51(19.8) 31(12.1) < 0.001 Management communicates openly with staff 10(3.9) 115(44.7) 63(24.5) 56(21.8) 13(5.1) < 0.001 Nurses receive adequate recognition and rewards for their work 6(2.3) 50(19.5) 66(25.7) 101(39.3) 34(13.2) < 0.001 The hospital provides training and professional development opportunities 19(7.4) 146(56.8) 55(21.4) 27(10.5) 10(3.9) < 0.001 Job security is guaranteed 13(5.1) 115(44.7) 65(25.3) 49(19.1) 15(5.8) < 0.001 (Data Source: Field Data, 2025) Table 8 Institutional Factors Influencing Job Satisfaction Variables Job Satisfaction X 2 (P-value) AOR (95% CI) P-value Satisfied (%) Not Satisfied (%) Administration values and supports nurses Yes 90(88.2) 12(11.8) 14.11(0.000) 2.02 (1.02, 4.48) 0.043 No 105(67.7) 50(32.3) Ref Management communicates openly with staff Yes 108(86.4) 17(13.6) 14.72(0.000) 1.93 (1.01, 3.96) 0.038 No 87(65.9) 45(34.1) Ref Nurses receive adequate recognition and rewards Yes 50(89.3) 6(10.7) 7.04(0.008) 1.33 (0.47, 3.72) 0.592 No 145(72.1) 56(27.9) Ref Provides training and professional development opportunities Yes 134(81.2) 31(18.8) 7.17(0.007) 1.40 (0.74,2.64) 0.296 No 61(66.3) 31(33.7) Ref Job security is guaranteed Yes 106(82.8) 22(17.2) 6.70(0.010) 1.48 (0.36, 1.29) 0.236 No 89(69.0) 40(31.0) Ref (Data Source: Field Data, 2025) DICUSSIONS Levels of Job Satisfaction among Nurses The present survey indicated that a majority of nurses (76%) reported overall job satisfaction, with 57.2% strongly agreeing with their satisfaction. This corresponds with research conducted in Ethiopia by [ 17 , 18 ], where intrinsic motivators, including a sense of purpose and emotional fulfilment, were crucial factors influencing job satisfaction among nurses. The present study revealed that 58.8% of participants concurred that their employment provides them with a feeling of purpose and fulfilment, so corroborating Herzberg’s two-factor theory, which asserts that motivational elements like meaningful work substantially enhance employee satisfaction [ 19 , 20 ]. Additionally, job fulfilment is impacted by things like organisational dedication and professional growth chances. Specifically, 44.4% of respondents expressed a strong sense of commitment to their hospital and intended to remain in their current roles long-term. Additionally, 52.1% reported that there were adequate opportunities for career advancement. These findings are consistent with several studies, which emphasized that structured career development programs and institutional support are positively correlated with retention and job satisfaction among healthcare workers [ 21 , 22 ]. Similarly, some studies found that retention among nurses in Ghana’s mission hospitals was largely influenced by supportive management practices and promotional prospects, which aligns with the present findings [ 23 , 24 ] Such institutional enablers not only enhance satisfaction but also reduce turnover, which is critical for healthcare systems facing persistent staffing shortages [ 25 ]. Recognition and workplace appreciation were also significant contributors to job satisfaction, with 52.9% of respondents indicating that they feel valued and acknowledged at work. This observation is supported by other researchers, who argue that non-monetary factors such as interpersonal relationships, staff recognition, and managerial respect are central to positive workplace morale [ 26 , 27 ]. However, despite these high levels of reported satisfaction, the study also indicates a need for continuous monitoring of organizational climate, as satisfaction can be context-sensitive and may vary with changes in leadership or workload [ 28 ]. The study therefore recommends that CHAG facilities should institutionalize staff recognition programs and provide continuous professional development opportunities to sustain and enhance nurse satisfaction levels. Environmental Factors Influencing Job Satisfaction According to the findings of the study, the environmental conditions that existed within the workplace had significant effects on the level of job satisfaction experienced by nurses who were employed in CHAG facilities located in the Ashanti Region. Workload, adequacy of staff, workplace safety and equipment, teamwork, and autonomy in decision-making were key environmental determinants of satisfaction. Notably, participants who perceived their workload as reasonable were twice as likely to be satisfied with their job. The results of this study provide credence to the conclusions of earlier research that highlighted the connection between a manageable workload and job satisfaction [ 29 , 30 ]. Excessive workload often leads to stress, burnout, and low morale among nurses, undermining performance and retention [ 31 ]. Similarly, the study indicated that nurses' levels of satisfaction were roughly six times higher when they reported working in a workplace that was both safe and well-equipped, highlighting the importance of conducive physical working environments for the well-being and motivation of healthcare professionals. This aligns with researchers, who reported that adequate infrastructure and safety provisions contribute to improved job satisfaction and patient outcomes [ 32 ]. Moreover, the study showed that teamwork significantly contributed to job satisfaction among CHAG nurses, with participants who reported effective collaboration being three times more likely to be satisfied. This finding resonates with research by [ 33 ], who concluded that teamwork among nurses reduces role conflict, enhances communication, and boosts morale. In nursing settings, collaborative work environments foster trust, reduce isolation, and facilitate effective sharing of responsibilities, which are essential for improving job satisfaction. In addition, the study found that autonomy in decision-making, although less frequently discussed in local literature, was a statistically significant factor influencing job satisfaction (p = 0.038). This result agrees with what has been found by [ 34 ], who discovered that nurses report more happiness, higher levels of professional identity, and self-efficacy when they have more say in clinical decision-making. Promoting teamwork through team-building programs and empowering nurses with more autonomy in clinical decision-making are also essential interventions. As Alzahrani [ 35 ] emphasized in its recommendations for strengthening the nursing workforce, improving environmental and organizational conditions is key to enhancing nurse retention, performance, and ultimately, the quality of patient care. In order to maintain high-quality healthcare delivery in CHAG facilities and increase job satisfaction, it is crucial to address certain environmental variables. Institutional Factors Influencing Job Satisfaction This current study found that institutional factors such as administrative support, communication, and professional development significantly affect nurses' levels of contentment in their jobs in CHAG hospitals in the Ashanti Region. These results agree with those of other research which suggest that supportive management and effective communication foster a positive work environment, thereby enhancing staff motivation and satisfaction [ 36 ]. When management is perceived as responsive and inclusive, it promotes trust, collaboration, and a sense of belonging among nurses [ 30 ]. On the other side, the study found that 39.3% of participants do not think they get enough credit for what they do, which is in line with previous research showing that healthcare employees are severely demotivated due to a lack of proper incentive and recognition systems [ 37 ]. Furthermore, while positive views on administrative support and development opportunities exist, the overall findings indicate mixed perceptions about institutional support. The lack of adequate recognition and perceived inequalities in reward systems point to underlying structural challenges that need to be addressed to improve morale and performance. Similar observations have been made in studies from Nigeria and Kenya, where despite institutional frameworks for healthcare delivery, many nurses feel underappreciated and undervalued [ 38 , 39 ]. This suggests that CHAG hospitals must enhance internal reward mechanisms, promote fair and transparent staff evaluation systems, and ensure that feedback and contributions from nurses are acknowledged and acted upon. When these institutional shortcomings are addressed, it has the potential to greatly increase work satisfaction, employee retention, and ultimately the quality of care provided to patients. Conclusion The majority of nurses in Christian Health Association of Ghana (CHAG) institutions within the Ashanti Region indicated moderate to high levels of job satisfaction. Approximately 76% of participants reported contentment with their employment, with a substantial number reporting that their roles provide a feeling of purpose and fulfilment, and they are dedicated to remaining in their current hospital for the long term. Rank was a significant socio-demographic factor influencing satisfaction, with nurse officers significantly less likely to be satisfied compared to their senior counterparts. Factors within the work environment significantly influence nurses' job satisfaction. Nurses who regarded their workload as manageable, operated in safe and well-equipped settings, experienced robust teamwork, and possessed autonomy in their employment were markedly more likely to report satisfaction. Teamwork and a safe work environment, in particular, had strong associations with increased satisfaction levels. Nonetheless, issues such as inadequate staffing and emotional strain from job demands were noted as barriers to satisfaction in some hospitals. Institutional factors such as administrative support, open communication, recognition and reward systems, training opportunities, and job security also significantly influenced job satisfaction. Nurses who perceived recognition and support from their hospital administration and had access to professional development opportunities exhibited higher job satisfaction. However, a substantial number of respondents disagreed that they received adequate recognition or fair compensation for their work. CHAG and Ministry of Health (MoH) should strengthen policies that ensure fair workload distribution, clear promotion pathways, and regular assessment of nurses’ job satisfaction, while hospital management improves staffing, resource availability, and supportive supervision to enhance work environment; additionally, nurses should actively engage in professional development and institutional feedback mechanisms to promote a positive work environment and improve job satisfaction. Future Studies should explore the longitudinal study and comparative effects of job satisfaction factors between CHAG and GHS facilities to inform unified national health workforce policies. This study predominantly utilised self-reported data gathered via standardised questionnaires, perhaps leading to recollection bias or the inclination of participants to offer socially acceptable responses. The precision of certain responses may be affected by individual views or the inclination to portray oneself positively. To mitigate this risk, participants were guaranteed anonymity and confidentiality to promote truthful and precise responses. A further drawback is the study's scope, confined to CHAG facilities in the Ashanti Region. The findings offer valuable insights into the determinants of job satisfaction among nurses in this particular environment; however, they may not be applicable to nurses employed in government or commercial hospitals, nor to those in other regions of Ghana. The use of non-probability sampling approaches may constrain the representativeness of the study population and diminish the capacity to generalise the findings to the broader nursing community. Notwithstanding these limitations, the study substantially enhances the current understanding of nurse job satisfaction in Ghana. It provides relevant and actionable data for hospital administrators, health policymakers, and other stakeholders who seek to improve working conditions and enhance job satisfaction among healthcare professionals in faith-based and similar healthcare institutions. Abbreviations AOR Adjusted Odds Ratio CI Confidence Interval CHAG Christian Health Association of Ghana JSS Job Satisfaction Survey MSQ Minnesota Satisfaction Questionnaire MoH Ministry of Health NMC Nursing and Midwifery Council UENR University of Energy and Natural Resources Declarations Ethics approval and consent to participate Ethical approval for this work was secured from the Committee on Human Research and Ethics (CHRE) of the University of Energy and Natural Resources (UENR); is a nationally recognized ethics review committee that reviews health research involving human participants, including studies conducted outside UENR under approval reference number CHRE/AP/364/025. Formal authorisation was obtained from the Christian Health Association of Ghana (CHAG) and the administrative leaders of the chosen hospitals in the Ashanti Region. The study was conducted in accordance with the ethical principles outlined in the Declaration of Helsinki [40] The aim, methods, risks, and benefits of the study were explained to participants before any data was collected. All participants were required to sign a written informed consent form before participation. Participation was voluntary, confidentiality was ensured, and participants had the right to withdraw at any stage without any consequences. The data was stored in a secure location where only the research team had access. Consent for publication Not applicable Availability of data and materials The datasets used and analysed during the current study are available from the corresponding author upon reasonable request. Disclosure of conflicts of interest The authors declare that they have no competing interests. Funding The authors bore the costs of the project. Clinical trial number Not applicable. Authors’ contributions S-A and B-A conceptualized and designed the study and served as corresponding authors. E-O participated in data collection and preliminary analysis. D-Y conducted the statistical analysis and contributed to interpretation of the findings. J-D contributed the manuscript drafting. All authors reviewed, revised and approved the final manuscript. Acknowledgement I want to express my gratitude to the nurse respondents in the various hospitals and to all the parties who contributed to this research. References Tabish SA. Nursing services. Health care management: Principles and practice. Springer; 2024. pp. 391–434. Rau O, Gero S, Hastuti W. The relationship between work motivation and nurse performance. J Sains Keperawatan. 2025;12(2):96–100. Jahan S, Appiah Kusi G, Zisa TA, Quarcoo FH. 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Administrative Sciences; 2025. p. 172. 5. Jäppinen K, Roos M, Slater P, Suominen T. Connection between nurse managers’ stress from workload and overall job stress, job satisfaction and practice environment in central hospitals: A cross-sectional study. Nordic J Nurs Res. 2022;42(2):109–16. Kwame A, Petrucka PM. Effective nursing leadership as a catalyst for person-centered care and positive nursing-patient interactions: evidence from a public Ghanaian hospital. Discover Health Syst. 2024;3(1):50. Alzoubi MM, Al-Mugheed K, Oweidat I, Alrahbeni T, Alnaeem MM, Alabdullah AAS, Hendy A. Moderating role of relationships between workloads, job burnout, turnover intention, and healthcare quality among nurses. BMC Psychol. 2024;12(1):495. Hoxha G, Simeli I, Theocharis D, Vasileiou A, Tsekouropoulos G. Sustainable healthcare quality and job satisfaction through organizational culture: Approaches and outcomes. Sustainability. 2024;16(9):3603. Başoğul C. Conflict management and teamwork in the workplace from the perspective of nurses. Psychiatry Prim Care. 2021;57(2):610–9. Jung JS, Jeong MJ, Yoo IY. Relations between satisfaction in major, career decision-making self-efficacy and career identity of nursing students. J Korean Acad Soc Nurs Educ. 2014;20(1):27–36. Alzahrani M. Impact of work environment on nurses’ retention at hospitals: A scoping review. Evidence-Based Nurs Res. 2022;4(2):39–53. Majid M, Ramli MF, Badyalina B, Roslan A, Hashim A. Influence of engagement, work-environment, motivation, organizational learning, and supportive culture on job satisfaction. Int J Hum Resource Stud. 2020;10(4):186–207. Osei EA, Aquah AA, Appiah S, Nasreen L, Oware J, Sarpong C, Omoze HO. Enhancing end-of-life care in Ghana: Nurse strategies and practices in addressing patient needs. BMC Palliat Care. 2025;24(1):1–12. Agubuzo NNA. The perceptions of U.S.-based Nigerian women leaders in healthcare administration: An exploratory case study [Doctoral dissertation, University of Phoenix]. ProQuest Dissertations Publishing. 2024. Ngure KP. Factors influencing retention of health workers in the public health sector in Kenya: A case study of Kenyatta National Hospital (Master’s project). JKUAT-COHRED; 2018. World Medical Association. World Medical Association Declaration of Helsinki: Ethical principles for medical research involving human subjects. JAMA. 2013;310(20):2191–4. Additional Declarations No competing interests reported. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-8488725","acceptedTermsAndConditions":true,"allowDirectSubmit":false,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":574679495,"identity":"3a1b2c79-1255-4cc6-9efb-df583d57b593","order_by":0,"name":"Samuel 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04:26:23","extension":"html","order_by":6,"title":"","display":"","copyAsset":false,"role":"acdc-reference","size":157184,"visible":true,"origin":"","legend":"","description":"","filename":"earlyproof.html","url":"https://assets-eu.researchsquare.com/files/rs-8488725/v1/bdcf2c249f22ce26277d8b58.html"},{"id":100497767,"identity":"7b2a84ea-09db-4cb4-ba47-8ebe65ba3975","added_by":"auto","created_at":"2026-01-18 04:26:23","extension":"jpeg","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":163101,"visible":true,"origin":"","legend":"\u003cp\u003e\u003cstrong\u003eJob Satisfaction among Participants\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eSource: Field data (2025)\u003c/p\u003e","description":"","filename":"floatimage1.jpeg","url":"https://assets-eu.researchsquare.com/files/rs-8488725/v1/c7c67907feb3c5da0436848c.jpeg"},{"id":100554340,"identity":"04e9ba79-fae0-499f-b044-b986c3216518","added_by":"auto","created_at":"2026-01-19 08:38:46","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1701076,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-8488725/v1/9b3a5ab6-264e-43dd-886c-63eef79c6adc.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Determinants of Job Satisfaction among Nurses in Christian Health Association of Ghana (CHAG) Hospitals in the Sekyere South District of the Ashanti Region: A Cross-sectional Study","fulltext":[{"header":"INTRODUCTION","content":"\u003cp\u003eIn every region of the world, nurses are at the centre of healthcare systems, playing an essential role in ensuring that patients receive high-quality care and contributing to the overall delivery of excellent services [\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e]. As such, their well-being and job satisfaction have become important areas of focus across both high- and low-income countries. When nurses are satisfied with their jobs, it positively affects not only their performance but also patient outcomes and the smooth running of healthcare services [\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e]. The phenomenon of job dissatisfaction among nurses is often attributed to several interrelated factors. Studies have shown that dissatisfaction is influenced by poor working conditions, inadequate remuneration, limited professional growth opportunities, and heavy workloads, which can lead to stress and burnout [\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e, \u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eThe term \"job satisfaction\" refers to the degree to which workers take pleasure in their work and are pleased with their position [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e], affects not only the well-being of nurses but also the quality of patient care. Nurses who are content in their work are more likely to stay with the organisation, do a good job, and help patients have good experiences [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]. Conversely, dissatisfaction compromises productivity, lowers morale, and contributes to a decline in service delivery quality [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eIn the Ghanaian context, particularly within remote settings, job dissatisfaction among nurses has become a growing concern [\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e]. Nurses play a central role in Ghana\u0026rsquo;s healthcare delivery, especially in Christian Health Association of Ghana (CHAG) hospitals, which serve many hard-to-reach communities [\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e]. Although it is widely assumed that CHAG nurses enjoy high job satisfaction due to incentives like mission allowances, recent reports and anecdotal evidence suggest otherwise [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e]. The satisfaction levels of nurses working in public hospitals were shown to be greater than those in private and religious institutions, according to multiple studies [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e, \u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e]. Furthermore, Agyei et al. [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e] found significant service quality gaps in CHAG hospitals, calling for deeper investigations into staff experiences.\u003c/p\u003e \u003cp\u003eDespite growing research on nurse satisfaction in Ghana, limited studies have focused specifically on CHAG hospitals, particularly in the Ashanti Region, where 88 of CHAG\u0026rsquo;s 374 facilities are located. In light of this knowledge gap, the purpose of this research is to investigate what variables affect nurses' levels of job satisfaction in CHAG hospitals across the region specifically in the Sekyere South District of the Region.\u003c/p\u003e"},{"header":"METHODOLOGY","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eStudy Design\u003c/h2\u003e \u003cp\u003eThis research utilised hospital-based cross-sectional design approach to investigate the determinants of job satisfaction among nurses in CHAG hospitals in the Sekyere South District of the Ashanti Region over a period of nine months (from October 2024 to June 2025). Data was collected once per participant. Professional nurses and midwives who were officially appointed to work at CHAG hospitals by the Ghana Health Service (GHS) and have practicing certificates from the Nursing and Midwifery Council of Ghana (NMC) were included in the study. In order to be considered for this study, participants needed to have a minimum of six months of continuous practice in an Ashanti Region CHAG facility before their data was collected. Those excluded comprised registered nurses and midwives who were either on study leave, serving under temporary or contractual arrangements.\u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eSampling Techniques\u003c/h3\u003e\n\u003cp\u003eA multistage sampling technique was employed to select participants for the study. The sample size of 257 nurse-respondents was estimated using Yamane\u0026rsquo;s (1967) formula for finite populations. The sampling was conducted in three distinct stages, each employing a method suited to the specific level of selection.\u003c/p\u003e\n\u003ch3\u003eStage One: Selection of Hospitals\u003c/h3\u003e\n\u003cp\u003eAt the first stage, purposive sampling was used to select CHAG hospitals from various districts within the Ashanti Region. This method was appropriate because it enabled the inclusion of both rural and urban healthcare facilities, thereby ensuring diversity in institutional characteristics and work environments. The hospitals were chosen based on their operational size, accessibility, and willingness to participate in the research.\u003c/p\u003e\n\u003ch3\u003eStage Two: Determination of Nurse Quotas\u003c/h3\u003e\n\u003cp\u003eIn the second stage, quota sampling was applied to determine the number of nurses to be selected from each participating hospital. Quotas were established according to the total number of nurses in each facility, ensuring that institutions with larger nursing staff contributed proportionately more participants. This stage enhanced representativeness and reduced the likelihood of over- or under-sampling from any facility.\u003c/p\u003e\n\u003ch3\u003eStage Three: Selection of Individual Participants\u003c/h3\u003e\n\u003cp\u003eThe final stage involved the use of convenient sampling to identify individual nurses who were available and willing to take part in the study during the data collection period. This method was deemed appropriate due to the irregular work schedules and shift systems of nurses, which made it impractical to employ a purely random approach. The use of convenient sampling facilitated timely data collection while maintaining adequate representation across the selected hospitals.\u003c/p\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003eData Collection Tool(s)\u003c/h2\u003e \u003cp\u003eUsing a standardised, self-administered questionnaire, data were obtained. The items were adapted from validated instruments, including the Minnesota Satisfaction Questionnaire (MSQ) [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e] and the Job Satisfaction Survey (JSS) [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e]. Questionnaire topics included respondents\u0026rsquo; demographics, level of job satisfaction, aspects of their immediate work environment (including workload, supervision, and physical conditions), and aspects of their organization's structure (including compensation, advancement prospects, and training programs). Using a 5-point Likert scale ranging from strongly disagree to strongly agree, the questions were closed-ended. A pilot study was conducted among nurses in CHAG hospital not included in the main study test clarity and feasibility of the instrument. The internal consistency of the questionnaire was assessed using Cronbach\u0026rsquo;s alpha, with all domains achieving coefficients of \u0026ge;\u0026thinsp;0.70, indicating acceptable reliability.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec9\" class=\"Section2\"\u003e \u003ch2\u003eStatistical Analysis\u003c/h2\u003e \u003cp\u003eAnalysis of the data was carried out using both descriptive and inferential statistical approaches. A summary of the demographic features of respondents and the levels of job satisfaction among nurses was compiled with the help of descriptive statistics, which included both frequencies and percentages.\u003c/p\u003e \u003cp\u003eGiven that the questionnaire items using a five-point Likert scale (i.e., Very Agree, Agree, Neutral, Disagree, Very Disagree) for measurement purposes. To make statistical analysis easier, responses were grouped. Specifically, for the purposes of the Chi-square test and binary logistic regression, the responses were grouped into two categories: '\u003cem\u003eYes\u003c/em\u003e,' if 'Strongly Agree' and 'Agree' are combined, and \u003cem\u003e'No,'\u003c/em\u003e where 'Neutral, Disagree, and Strongly Disagree' are combined. Because of this division, correlations and predictors might be better understood.\u003c/p\u003e \u003cp\u003eThe relationship between gender, years of experience, and job satisfaction, along with other categorical variables, was examined by chi-square tests. Additionally, to identify any significant predictors of job satisfaction, the researcher employed binary logistic regression analysis. This was executed with an emphasis on the workplace and organisational matters. A p-value superior to 0.05 was considered indicative of a robust model fit when assessing model fitness with the Hosmer-Lemeshow goodness-of-fit test before doing logistic regression [\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e].\u003c/p\u003e \u003c/div\u003e"},{"header":"RESULTS","content":"\u003cdiv id=\"Sec11\" class=\"Section2\"\u003e \u003ch2\u003eDemographic Characteristics of Participants\u003c/h2\u003e \u003cp\u003eIn Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e, the majority (60.3%) of the participants were female; 47.9% were single; 53.3% were aged between 30 and 39 years; 42.4% had a diploma education; 51.4% were ranked as senior nurse officers; and 47.1% had a job experience ranging from one to five years.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDemographic Characteristics of Participants\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDemographic Characteristics\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFrequency (N\u0026thinsp;=\u0026thinsp;257)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003ePercentage %\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e102\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e39.7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFemale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e155\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e60.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMarital status\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSingle\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e123\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e47.9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMarried\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e119\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e46.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSeparated/widowed\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5.8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAge range in years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e20\u0026ndash;29\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e80\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e31.1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e30\u0026ndash;39\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e137\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e53.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e40 and more\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e40\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e15.6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEducation\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCertificate\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e41\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e16.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDiploma\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e109\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e42.4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eBachelor degree\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e96\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e37.4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMasters/PhD\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e4.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eRank\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCertified Registered Nurse\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e90\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e35.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNurse Officer\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e35\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e13.6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSenior Nurse Officer\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e132\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e51.4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWorking experience\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;1 year\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e33\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e12.8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e1\u0026ndash;5 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e121\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e47.1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e6\u0026ndash;10 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e56\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e21.8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u0026gt;\u0026thinsp;10 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e47\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e18.3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"3\"\u003e(Data Source: Field Data, 2025)\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec12\" class=\"Section2\"\u003e \u003ch2\u003eLevels of Job Satisfaction among Nurses\u003c/h2\u003e \u003cp\u003eFigure \u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e indicates that 76% of respondents were content with their roles as nurses. Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e shows that most respondents (57.2% to be exact) strongly agreed that they were satisfied with their job (p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Additionally, 58.8% reported that their job provides a sense of purpose and fulfilment, while 44.4% indicated a commitment to their hospital and an intention to remain long-term (p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Furthermore, 52.9% agreed that they feel recognized and valued in their workplace, and 52.1% affirmed that there are adequate opportunities for career advancement.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003cp\u003eSource: Field data (2025)\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eLevels of Job Satisfaction among Nurses\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"5\" nameend=\"c6\" namest=\"c2\"\u003e \u003cp\u003eResponses\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eP-value\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eStrongly\u003c/p\u003e \u003cp\u003eAgree (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eAgree (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eNeutral (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eDisagree (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eStrongly\u003c/p\u003e \u003cp\u003edisagree (%)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eI am satisfying with my job as a nurse\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e48 (18.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e147 (57.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e30 (11.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e27 (10.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e5 (1.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMy job gives me a sense of purpose and fulfilment\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e60 (23.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e151 (58.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e31 (12.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e13 (5.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e2 (0.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCommitted to my hospital and planned to stay long-term\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e32 (12.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e114 (44.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e66 (25.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e34 (13.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e11 (4.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eI feel recognized and valued in my workplace\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e49 (19.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e136 (52.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e43 (16.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e22 (8.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e7 (2.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eThere are enough opportunities for career advancement\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e61 (23.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e134 (52.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e29 (11.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e26 (10.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e7 (2.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"7\"\u003e(Data Source: Field Data, 2025)\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e shows that the rank of nurses in Ashanti region influence their job satisfaction (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;6.17, p\u0026thinsp;=\u0026thinsp;0.046). Participants who ranked as nurse officer were 65% less likely to be satisfied with their job than the Certified Registered Nurse and the Senior Nurse Officer [AOR\u0026thinsp;=\u0026thinsp;0.35 (0.13\u0026ndash;0.91) p\u0026thinsp;=\u0026thinsp;0.032]. However, gender, marital status, age, education and working experience had no significant influence on participant\u0026rsquo;s job satisfaction (p\u0026thinsp;\u0026gt;\u0026thinsp;0.05).\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eAssociation between Demographics and Levels of Job Satisfaction among Nurses\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c3\" namest=\"c2\"\u003e \u003cp\u003eJob Satisfaction\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eX\u003csup\u003e2\u003c/sup\u003e (P-value)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eAOR (95% CI) P-value\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSatisfied (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eNot Satisfied (%)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e75 (73.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e27 (26.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.51 (0.476)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef:\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eFemale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e120 (77.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e35 (22.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.33 (0.71, 2.49) 0.371\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMarital status\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSingle\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e96 (78.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e27 (22.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e1.09 (0.580)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef:\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMarried\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e89 (74.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e30 (25.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e0.44 (0.09, 2.06) 0.296\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSeparated/widowed\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e10 (66.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e5 (33.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e0.48 (0.12, 2.01) 0.316\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAge range in years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e20\u0026ndash;29\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e65 (81.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e15 (18.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e1.90 (0.387)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef:\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e30\u0026ndash;39\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e100 (73.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e37 (27.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e0.71 (0.18, 2.81) 0.628\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e40 and more\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e30 (75.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e10 (25.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.20 (0.40, 3.58) 0.747\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEducation\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCertificate\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e32 (78.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e9 (22.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.89 (0.828)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef:\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDiploma\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e85 (78.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e24 (22.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.18 (0.20, 6.93) 0.854\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eBachelor degree\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e70 (72.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e26 (27.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e0.74 (0.16, 3.44) 0.705\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMasters/PhD\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e8 (72.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e3 (27.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e0.77 (0.18, 3.37) 0.729\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eRank\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCertified Registered Nurse\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e75 (83.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e15 (16.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e6.17 (0.046)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef:\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNurse Officer\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e22 (62.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e13 (37.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e0.35 (0.13, 0.91) 0.032\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSenior Nurse Officer\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e98 (74.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e34 (25.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.45 (0.60, 3.49) 0.412\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWorking experience\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;1 year\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e22 (66.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e11 (33.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e2.03 (0.567)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e6.37 (1.45, 27.88) 0.014\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e1\u0026ndash;5 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e95 (78.50)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e26 (21.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.74 (0.57, 5.27) 0.330\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e6\u0026ndash;10 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e42 (75.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e14 (25.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.36 (0.45, 4.05) 0.585\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u0026gt;\u0026thinsp;10 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e36 (76.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e11 (23.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef:\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"5\"\u003e(Data Source: Field Data, 2025)\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e shows that Workplace factors such as Job given a sense of purpose and fulfilment (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;57.3, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), Committed to hospital and planned to stay long-term (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;22.8, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), feeling recognized and valued in my workplace (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;22.6, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), and there are enough opportunities for career advancement were all significant factors to influence their job satisfaction among participants. Participants that indicated that their Job given them a sense of purpose and fulfilment were 7 times more likely to be satisfied with their job than their counterpart [AOR\u0026thinsp;=\u0026thinsp;6.9 (3.10\u0026ndash;15.21) p\u0026thinsp;=\u0026thinsp;0.001]. Participants that indicated that they are Committed to their hospital and planned to stay long-term were 2 times more likely to be satisfied with their job than those that are not [AOR\u0026thinsp;=\u0026thinsp;2.4 (1.17\u0026ndash;4.96) p\u0026thinsp;=\u0026thinsp;0.017]. Participants that indicated that there are enough opportunities for career advancement were 3 times more likely to be satisfied with their job than their counterpart [AOR\u0026thinsp;=\u0026thinsp;2.7 (1.29\u0026ndash;5.63) p\u0026thinsp;=\u0026thinsp;0.008].\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eAssociation between Workplace Factors and Job Satisfaction among Nurses\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c3\" namest=\"c2\"\u003e \u003cp\u003eJob Satisfaction\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eX\u003csup\u003e2\u003c/sup\u003e (P-value)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eAOR (95% CI) P-value\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSatisfied (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eNot Satisfied (%)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob gives me a sense of purpose and fulfilment\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e180 (85.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e31 (14.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e57.3 (\u0026lt;\u0026thinsp;0.001)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e6.9 (3.10, 15.21) 0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e15 (32.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e31 (67.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef:\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCommitted to my hospital and planned to stay long-term\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e127 (87.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e19 (13.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e22.8 (\u0026lt;\u0026thinsp;0.001)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.4 (1.17, 4.96) 0.017\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e68 (61.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e43 (38.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef:\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eI feel recognized and valued in my workplace\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e155 (83.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e30 (16.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e22.6 (\u0026lt;\u0026thinsp;0.001)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.4 (0.63, 2.94) 0.439\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e40 (55.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e32 (44.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef:\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eThere are enough opportunities for career advancement\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e161 (82.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e34 (17.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e19.8 (\u0026lt;\u0026thinsp;0.001)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.7 (1.29, 5.63) 0.008\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e34 (54.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e28 (45.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef:\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"5\"\u003e(Data Source: Field Data, 2025)\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec13\" class=\"Section2\"\u003e \u003ch2\u003eEnvironmental Factors Influencing Job Satisfaction\u003c/h2\u003e \u003cp\u003eAs shown in Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e, the majority (54.1%) of respondents significantly agreed that their workload is reasonable and manageable (p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Additionally, 31.9% disagree that their hospital/workplace has adequate nursing staff, while 33.5% disagree that their workplace is safe and well equipped (p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). The majority (62.6%) of participants agreed that teamwork and collaboration among staff are encouraged, 44.7% agreed that they are given enough autonomy to make decisions in my role, and 54.5% agreed that their job is emotionally and physically demanding. Furthermore, most (62.6%) agreed that they balance their work and personal life effectively, and 41.6% strongly disagree that their salary and benefits are fair for my work.\u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e shows that workload, adequate staff, workplace safety and equipped, teamwork, and staff given enough autonomy to make decisions in their role were environmental determinants that influences job satisfaction among nurses in the Ashanti region (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;16.7, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;11.6, p\u0026thinsp;=\u0026thinsp;0.001), (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;26.8, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;19.4, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), and (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;4.3, p\u0026thinsp;=\u0026thinsp;0.038), respectively. Job satisfaction was twice as high among participants who said that their workload is acceptable and controllable as among their counterparts. [AOR\u0026thinsp;=\u0026thinsp;2.1 (1.11\u0026ndash;4.09) p\u0026thinsp;=\u0026thinsp;0.023]. Employees who had a safe and well-equipped workplace were six times more likely to be satisfied with their job than those who did not. [AOR\u0026thinsp;=\u0026thinsp;5.9 (1.97\u0026ndash;17.90) p\u0026thinsp;=\u0026thinsp;0.002]. Collaboration and teamwork among staff were three times more likely to enhance job satisfaction among nurses in the Ashanti region. [AOR\u0026thinsp;=\u0026thinsp;3.1 (1.51\u0026ndash;6.23) p\u0026thinsp;=\u0026thinsp;0.002].\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eEnvironmental Factors\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"5\" nameend=\"c6\" namest=\"c2\"\u003e \u003cp\u003eResponses\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eP-value\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eStrongly\u003c/p\u003e \u003cp\u003eAgree (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eAgree (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eNeutral (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eDisagree (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eStrongly\u003c/p\u003e \u003cp\u003edisagree (%)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMy workload is reasonable and manageable\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e21(8.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e139(54.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e46(17.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e37(14.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e14(5.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eThe hospital has adequate nursing staff\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e15(5.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e77(30.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e50(19.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e82(31.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e33(12.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMy workplace is safe and well equipped\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e11(4.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e75(29.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e60(23.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e86(33.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e25(9.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTeamwork and collaboration among staff are encourage\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e43(16.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e161(62.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e36(14.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e13(5.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e4(1.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eI am given enough autonomy to make decisions in my role\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e14(5.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e115(44.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e68(26.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e49(19.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e11(4.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMy Job is emotionally and physically demanding\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e81(31.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e140(54.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e19(7.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e14(5.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e3(1.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eI can balance my work and personal life effectively\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e36(14.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e161(62.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e35(13.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e18(7.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e7(2.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMy salary and benefits are fair for my work\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e5(1.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e29(11.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e35(13.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e81(31.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e107(41.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"7\"\u003e(Data Source: Field Data, 2025)\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab6\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 6\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eAssociation between Environmental Factors and Job Satisfaction\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c3\" namest=\"c2\"\u003e \u003cp\u003eJob Satisfaction\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eX\u003csup\u003e2\u003c/sup\u003e (P-value)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eAOR (95% CI) P-value\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSatisfied (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eNot Satisfied (%)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMy workload is reasonable and manageable\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e135 (84.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e25 (15.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e16.7 (\u0026lt;\u0026thinsp;0.001)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.1 (1.11, 4.09) 0.023\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e60 (61.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e37 (38.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eThe hospital has adequate nursing staff\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e81 (88.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e11 (12.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e11.6 (0.001)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.8 (0.83, 4.05) 0.131\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e114 (69.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e51 (30.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMy workplace is safe and well-equipped\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e82 (95.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e4 (4.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e26.8 (\u0026lt;\u0026thinsp;0.001)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e5.9 (1.97, 17.90) 0.002\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e113 (66.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e58 (33.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTeamwork and collaboration among staff are encouraged\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e167 (81.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e37 (18.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e19.4 (\u0026lt;\u0026thinsp;0.001)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e3.1 (1.51, 6.23) 0.002\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e28 (52.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e25 (47.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eI am given enough autonomy to make decisions in my role\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e105 (81.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e24 (18.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e4.3 (0.038)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.2 (0.59, 2.28) 0.663\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e90 (70.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e38 (29.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMy job is emotionally and physically demanding\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e165 (74.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e56 (25.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e1.3 (0.259)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e0.5 (0.17, 1.40) 0.181\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e30 (83.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e6 (16.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eI can balance my work and personal life effectively\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e153 (77.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e44 (22.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e1.5 (0.224)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.0 (0.47, 2.10) 0.989\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e42 (70.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e18 (30.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMy salary and benefits are fair for my work\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e30 (88.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e4 (11.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e3.3 (0.071)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.3 (0.38, 4.65) 0.666\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e165 (74.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e58 (26.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"5\"\u003e(Data Source: Field Data, 2025)\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec14\" class=\"Section2\"\u003e \u003ch2\u003eInstitutional Factors Influencing Job Satisfaction\u003c/h2\u003e \u003cp\u003eIn Table\u0026nbsp;\u003cspan refid=\"Tab7\" class=\"InternalRef\"\u003e7\u003c/span\u003e, 36.2% of the participants significantly agreed that their hospital administration values and supports nurses (p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). In addition, 44.7% agree that management communicates openly with staff, however 39.3% disagree that nurses receive adequate recognition and rewards for their work (p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Also, majority (56.8%) agreed that their hospital provides training and professional development opportunities, and 44.7% agreed that job security is guaranteed (p\u0026thinsp;\u0026lt;\u0026thinsp;0.05).\u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab8\" class=\"InternalRef\"\u003e8\u003c/span\u003e shows that administrative supports, communication with staff, adequate recognition and rewards, staff training, and job security were institutional factors that influences job satisfaction among nurses in the Ashanti region (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;14.11, p\u0026thinsp;=\u0026thinsp;0.000), (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;14.72, p\u0026thinsp;=\u0026thinsp;0.000), (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;7.04, p\u0026thinsp;=\u0026thinsp;0.008), (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;7.17, p\u0026thinsp;=\u0026thinsp;0.007), and (χ\u003csup\u003e2\u003c/sup\u003e\u0026thinsp;=\u0026thinsp;6.70, p\u0026thinsp;=\u0026thinsp;0.010), respectively. There was a twofold increase in job satisfaction among participants who reported feeling valued and supported by their administration compared to those who did not [AOR\u0026thinsp;=\u0026thinsp;2.02 (1.02\u0026ndash;4.48) p\u0026thinsp;=\u0026thinsp;0.043]. Employees who reported open lines of communication with management were also twice as likely to be satisfied with their jobs overall [AOR\u0026thinsp;=\u0026thinsp;1.93 (1.01\u0026ndash;3.96) p\u0026thinsp;=\u0026thinsp;0.038].\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab7\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 7\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eInstitutional Factors Influencing Job Satisfaction\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"5\" nameend=\"c6\" namest=\"c2\"\u003e \u003cp\u003eResponses\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eP-value\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eStrongly Agree (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eAgree (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eNeutral (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eDisagree (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eStrongly disagree (%)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eThe hospital administration values and supports nurses\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e9(3.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e93(36.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e73(28.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e51(19.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e31(12.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eManagement communicates openly with staff\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e10(3.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e115(44.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e63(24.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e56(21.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e13(5.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNurses receive adequate recognition and rewards for their work\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e6(2.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e50(19.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e66(25.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e101(39.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e34(13.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eThe hospital provides training and professional development opportunities\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e19(7.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e146(56.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e55(21.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e27(10.5)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e10(3.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob security is guaranteed\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e13(5.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e115(44.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e65(25.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e49(19.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e15(5.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"7\"\u003e(Data Source: Field Data, 2025)\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab8\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 8\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eInstitutional Factors Influencing Job Satisfaction\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eVariables\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c3\" namest=\"c2\"\u003e \u003cp\u003eJob Satisfaction\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eX\u003csup\u003e2\u003c/sup\u003e (P-value)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eAOR (95% CI) P-value\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSatisfied (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eNot Satisfied (%)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAdministration values and supports nurses\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e90(88.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e12(11.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e14.11(0.000)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2.02 (1.02, 4.48) 0.043\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e105(67.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e50(32.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eManagement communicates openly with staff\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e108(86.4)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e17(13.6)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e14.72(0.000)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.93 (1.01, 3.96) 0.038\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e87(65.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e45(34.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNurses receive adequate recognition and rewards\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e50(89.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e6(10.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e7.04(0.008)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.33 (0.47, 3.72) 0.592\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e145(72.1)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e56(27.9)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eProvides training and professional development opportunities\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e134(81.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e31(18.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e7.17(0.007)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.40 (0.74,2.64) 0.296\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e61(66.3)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e31(33.7)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob security is guaranteed\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e106(82.8)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e22(17.2)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e6.70(0.010)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1.48 (0.36, 1.29) 0.236\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e89(69.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e40(31.0)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRef\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"5\"\u003e(Data Source: Field Data, 2025)\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"DICUSSIONS","content":"\u003cdiv id=\"Sec16\" class=\"Section2\"\u003e \u003ch2\u003eLevels of Job Satisfaction among Nurses\u003c/h2\u003e \u003cp\u003eThe present survey indicated that a majority of nurses (76%) reported overall job satisfaction, with 57.2% strongly agreeing with their satisfaction. This corresponds with research conducted in Ethiopia by [\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e, \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e], where intrinsic motivators, including a sense of purpose and emotional fulfilment, were crucial factors influencing job satisfaction among nurses. The present study revealed that 58.8% of participants concurred that their employment provides them with a feeling of purpose and fulfilment, so corroborating Herzberg\u0026rsquo;s two-factor theory, which asserts that motivational elements like meaningful work substantially enhance employee satisfaction [\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e, \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eAdditionally, job fulfilment is impacted by things like organisational dedication and professional growth chances. Specifically, 44.4% of respondents expressed a strong sense of commitment to their hospital and intended to remain in their current roles long-term. Additionally, 52.1% reported that there were adequate opportunities for career advancement. These findings are consistent with several studies, which emphasized that structured career development programs and institutional support are positively correlated with retention and job satisfaction among healthcare workers [\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e, \u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e]. Similarly, some studies found that retention among nurses in Ghana\u0026rsquo;s mission hospitals was largely influenced by supportive management practices and promotional prospects, which aligns with the present findings [\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e] Such institutional enablers not only enhance satisfaction but also reduce turnover, which is critical for healthcare systems facing persistent staffing shortages [\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eRecognition and workplace appreciation were also significant contributors to job satisfaction, with 52.9% of respondents indicating that they feel valued and acknowledged at work. This observation is supported by other researchers, who argue that non-monetary factors such as interpersonal relationships, staff recognition, and managerial respect are central to positive workplace morale [\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e]. However, despite these high levels of reported satisfaction, the study also indicates a need for continuous monitoring of organizational climate, as satisfaction can be context-sensitive and may vary with changes in leadership or workload [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e]. The study therefore recommends that CHAG facilities should institutionalize staff recognition programs and provide continuous professional development opportunities to sustain and enhance nurse satisfaction levels.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec17\" class=\"Section2\"\u003e \u003ch2\u003eEnvironmental Factors Influencing Job Satisfaction\u003c/h2\u003e \u003cp\u003eAccording to the findings of the study, the environmental conditions that existed within the workplace had significant effects on the level of job satisfaction experienced by nurses who were employed in CHAG facilities located in the Ashanti Region. Workload, adequacy of staff, workplace safety and equipment, teamwork, and autonomy in decision-making were key environmental determinants of satisfaction. Notably, participants who perceived their workload as reasonable were twice as likely to be satisfied with their job. The results of this study provide credence to the conclusions of earlier research that highlighted the connection between a manageable workload and job satisfaction [\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e, \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e]. Excessive workload often leads to stress, burnout, and low morale among nurses, undermining performance and retention [\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e]. Similarly, the study indicated that nurses' levels of satisfaction were roughly six times higher when they reported working in a workplace that was both safe and well-equipped, highlighting the importance of conducive physical working environments for the well-being and motivation of healthcare professionals. This aligns with researchers, who reported that adequate infrastructure and safety provisions contribute to improved job satisfaction and patient outcomes [\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eMoreover, the study showed that teamwork significantly contributed to job satisfaction among CHAG nurses, with participants who reported effective collaboration being three times more likely to be satisfied. This finding resonates with research by [\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e], who concluded that teamwork among nurses reduces role conflict, enhances communication, and boosts morale. In nursing settings, collaborative work environments foster trust, reduce isolation, and facilitate effective sharing of responsibilities, which are essential for improving job satisfaction. In addition, the study found that autonomy in decision-making, although less frequently discussed in local literature, was a statistically significant factor influencing job satisfaction (p\u0026thinsp;=\u0026thinsp;0.038). This result agrees with what has been found by [\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e], who discovered that nurses report more happiness, higher levels of professional identity, and self-efficacy when they have more say in clinical decision-making.\u003c/p\u003e \u003cp\u003ePromoting teamwork through team-building programs and empowering nurses with more autonomy in clinical decision-making are also essential interventions. As Alzahrani [\u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e] emphasized in its recommendations for strengthening the nursing workforce, improving environmental and organizational conditions is key to enhancing nurse retention, performance, and ultimately, the quality of patient care. In order to maintain high-quality healthcare delivery in CHAG facilities and increase job satisfaction, it is crucial to address certain environmental variables.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec18\" class=\"Section2\"\u003e \u003ch2\u003eInstitutional Factors Influencing Job Satisfaction\u003c/h2\u003e \u003cp\u003eThis current study found that institutional factors such as administrative support, communication, and professional development significantly affect nurses' levels of contentment in their jobs in CHAG hospitals in the Ashanti Region. These results agree with those of other research which suggest that supportive management and effective communication foster a positive work environment, thereby enhancing staff motivation and satisfaction [\u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e]. When management is perceived as responsive and inclusive, it promotes trust, collaboration, and a sense of belonging among nurses [\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e]. On the other side, the study found that 39.3% of participants do not think they get enough credit for what they do, which is in line with previous research showing that healthcare employees are severely demotivated due to a lack of proper incentive and recognition systems [\u003cspan citationid=\"CR37\" class=\"CitationRef\"\u003e37\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eFurthermore, while positive views on administrative support and development opportunities exist, the overall findings indicate mixed perceptions about institutional support. The lack of adequate recognition and perceived inequalities in reward systems point to underlying structural challenges that need to be addressed to improve morale and performance. Similar observations have been made in studies from Nigeria and Kenya, where despite institutional frameworks for healthcare delivery, many nurses feel underappreciated and undervalued [\u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e38\u003c/span\u003e, \u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e39\u003c/span\u003e]. This suggests that CHAG hospitals must enhance internal reward mechanisms, promote fair and transparent staff evaluation systems, and ensure that feedback and contributions from nurses are acknowledged and acted upon. When these institutional shortcomings are addressed, it has the potential to greatly increase work satisfaction, employee retention, and ultimately the quality of care provided to patients.\u003c/p\u003e \u003c/div\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThe majority of nurses in Christian Health Association of Ghana (CHAG) institutions within the Ashanti Region indicated moderate to high levels of job satisfaction. Approximately 76% of participants reported contentment with their employment, with a substantial number reporting that their roles provide a feeling of purpose and fulfilment, and they are dedicated to remaining in their current hospital for the long term. Rank was a significant socio-demographic factor influencing satisfaction, with nurse officers significantly less likely to be satisfied compared to their senior counterparts.\u003c/p\u003e \u003cp\u003eFactors within the work environment significantly influence nurses' job satisfaction. Nurses who regarded their workload as manageable, operated in safe and well-equipped settings, experienced robust teamwork, and possessed autonomy in their employment were markedly more likely to report satisfaction. Teamwork and a safe work environment, in particular, had strong associations with increased satisfaction levels. Nonetheless, issues such as inadequate staffing and emotional strain from job demands were noted as barriers to satisfaction in some hospitals.\u003c/p\u003e \u003cp\u003eInstitutional factors such as administrative support, open communication, recognition and reward systems, training opportunities, and job security also significantly influenced job satisfaction. Nurses who perceived recognition and support from their hospital administration and had access to professional development opportunities exhibited higher job satisfaction. However, a substantial number of respondents disagreed that they received adequate recognition or fair compensation for their work.\u003c/p\u003e \u003cp\u003eCHAG and Ministry of Health (MoH) should strengthen policies that ensure fair workload distribution, clear promotion pathways, and regular assessment of nurses\u0026rsquo; job satisfaction, while hospital management improves staffing, resource availability, and supportive supervision to enhance work environment; additionally, nurses should actively engage in professional development and institutional feedback mechanisms to promote a positive work environment and improve job satisfaction.\u003c/p\u003e \u003cp\u003eFuture Studies should explore the longitudinal study and comparative effects of job satisfaction factors between CHAG and GHS facilities to inform unified national health workforce policies.\u003c/p\u003e \u003cp\u003eThis study predominantly utilised self-reported data gathered via standardised questionnaires, perhaps leading to recollection bias or the inclination of participants to offer socially acceptable responses. The precision of certain responses may be affected by individual views or the inclination to portray oneself positively. To mitigate this risk, participants were guaranteed anonymity and confidentiality to promote truthful and precise responses.\u003c/p\u003e \u003cp\u003eA further drawback is the study's scope, confined to CHAG facilities in the Ashanti Region. The findings offer valuable insights into the determinants of job satisfaction among nurses in this particular environment; however, they may not be applicable to nurses employed in government or commercial hospitals, nor to those in other regions of Ghana. The use of non-probability sampling approaches may constrain the representativeness of the study population and diminish the capacity to generalise the findings to the broader nursing community.\u003c/p\u003e \u003cp\u003eNotwithstanding these limitations, the study substantially enhances the current understanding of nurse job satisfaction in Ghana. It provides relevant and actionable data for hospital administrators, health policymakers, and other stakeholders who seek to improve working conditions and enhance job satisfaction among healthcare professionals in faith-based and similar healthcare institutions.\u003c/p\u003e"},{"header":"Abbreviations","content":"\u003cdiv class=\"DefinitionList\"\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003eAOR\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eAdjusted Odds Ratio\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003eCI\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eConfidence Interval\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003eCHAG\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eChristian Health Association of Ghana\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003eJSS\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eJob Satisfaction Survey\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003eMSQ\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eMinnesota Satisfaction Questionnaire\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003eMoH\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eMinistry of Health\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003eNMC\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eNursing and Midwifery Council\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003eUENR\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eUniversity of Energy and Natural Resources\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003c/div\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eEthics approval and consent to participate\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eEthical approval for this work was secured from the Committee on Human Research and Ethics (CHRE) of the University of Energy and Natural Resources (UENR); is a nationally recognized ethics review committee that reviews health research involving human participants, including studies conducted outside UENR \u0026nbsp; under approval reference number CHRE/AP/364/025. \u0026nbsp;Formal authorisation was obtained from the Christian Health Association of Ghana (CHAG) and the administrative leaders of the chosen hospitals in the Ashanti Region. The study was conducted in accordance with the ethical principles outlined in the Declaration of Helsinki [40]\u003c/p\u003e\n\u003cp\u003eThe aim, methods, risks, and benefits of the study were explained to participants before any data was collected. All participants were required to sign a written informed consent form before participation. Participation was voluntary, confidentiality was ensured, and participants had the right to withdraw at any stage without any consequences. The data was stored in a secure location where only the research team had access.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for publication\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAvailability of data and materials\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe datasets used and analysed during the current study are available from the corresponding author upon reasonable request.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eDisclosure of conflicts of interest\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare that they have no competing interests.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors bore the costs of the project.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eClinical trial number\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthors’ contributions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eS-A and B-A conceptualized and designed the study and served as corresponding authors. E-O participated in data collection and preliminary analysis. D-Y conducted the statistical analysis and contributed to interpretation of the findings. J-D contributed the manuscript drafting. All authors reviewed, revised and approved the final manuscript.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgement\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eI want to express my gratitude to the nurse respondents in the various hospitals and to all the parties who contributed to this research.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eTabish SA. Nursing services. Health care management: Principles and practice. Springer; 2024. pp. 391\u0026ndash;434.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eRau O, Gero S, Hastuti W. The relationship between work motivation and nurse performance. 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JAMA. 2013;310(20):2191\u0026ndash;4.\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":true,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"","lastPublishedDoi":"10.21203/rs.3.rs-8488725/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-8488725/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003ch2\u003eBackground\u003c/h2\u003e \u003cp\u003eThe level of job satisfaction that nurses have is critical to the quality of care that they provide, particularly in healthcare systems that are experiencing staffing shortages and restricted resources. This study assessed the level of job satisfaction among nurses working in Christian Health Association of Ghana (CHAG) hospitals in the Ashanti Region, and identified the key factors influencing their satisfaction.\u003c/p\u003e\u003ch2\u003eMethodology:\u003c/h2\u003e \u003cp\u003eA cross-sectional study involving 257 nurses was conducted using multi-stage sampling. Data was obtained through the use of structured questionnaires conducted in the field. A combination of descriptive and inferential statistics was deployed in the analysis of the data using SPSS version 25.0. Prior to the procedure of data collection, both ethical approval and informed permission were made available.\u003c/p\u003e\u003ch2\u003eResults\u003c/h2\u003e \u003cp\u003eMost (76.0%) of the nurses reported moderate to high job satisfaction, and 44.4% expressed a strong commitment to staying long-term at their current hospitals. Job satisfaction was significantly influenced by rank (χ\u0026sup2;=6.17, p\u0026thinsp;=\u0026thinsp;0.046); nurse officers were 65% less likely to be satisfied compared to certified registered nurses and senior nurse officers [AOR\u0026thinsp;=\u0026thinsp;0.35 (0.13\u0026ndash;0.91), p\u0026thinsp;=\u0026thinsp;0.032]. Environmental factors that significantly influenced job satisfaction included manageable workload (χ\u0026sup2;=16.7, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), adequate staffing (χ\u0026sup2;=11.6, p\u0026thinsp;=\u0026thinsp;0.001), workplace safety (χ\u0026sup2;=26.8, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), teamwork (χ\u0026sup2;=19.4, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001), and decision-making autonomy (χ\u0026sup2;=4.3, p\u0026thinsp;=\u0026thinsp;0.038). Teamwork improved satisfaction by 3 times [AOR\u0026thinsp;=\u0026thinsp;3.1 (1.51\u0026ndash;6.23), p\u0026thinsp;=\u0026thinsp;0.002]. Still, many nurses identified understaffing and job-related stress as ongoing concerns. Institutional support also influenced job satisfaction.\u003c/p\u003e\u003ch2\u003eConclusion\u003c/h2\u003e \u003cp\u003eWhile most nurses in CHAG hospitals are moderately to highly satisfied with their jobs, several factors, including staffing challenges, emotional stress, and inadequate recognition, continue to affect morale. To improve job satisfaction, the study recommends collaboration between CHAG and the Ministry of Health to establish fair workload guidelines and enforce minimum staffing standards.\u003c/p\u003e","manuscriptTitle":"Determinants of Job Satisfaction among Nurses in Christian Health Association of Ghana (CHAG) Hospitals in the Sekyere South District of the Ashanti Region: A Cross-sectional Study","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2026-01-18 04:26:18","doi":"10.21203/rs.3.rs-8488725/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"editorInvitedReview","content":"","date":"2026-04-14T01:44:12+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"174888753638353492093197400073226290826","date":"2026-03-06T23:26:23+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"277691986592315697332188470912441321494","date":"2026-02-28T08:08:19+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"289630074924320821030611893260799654727","date":"2026-02-25T01:38:57+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"73625617138051486581362869260568534255","date":"2026-02-24T18:19:21+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2026-02-24T18:15:39+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2026-01-29T20:29:02+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2026-01-14T16:18:02+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2026-01-14T06:58:17+00:00","index":"","fulltext":""},{"type":"submitted","content":"BMC Nursing","date":"2026-01-14T06:47:49+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"38e95cf5-3abb-4338-8c8f-7dd66657cef0","owner":[],"postedDate":"January 18th, 2026","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[],"tags":[],"updatedAt":"2026-02-24T18:23:13+00:00","versionOfRecord":[],"versionCreatedAt":"2026-01-18 04:26:18","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-8488725","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-8488725","identity":"rs-8488725","version":["v1"]},"buildId":"XKTyCvWXoU3ODBz1xrDgd","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}