THE IMPACT OF TRANSFORMATION POLICIES ON THE CONTENTMENT OF PRIMARY HEALTHCARE PROVIDERS: AN EXAMINATION OF EASTERN SAUDI ARABIA
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Abstract
In the background The Health Sector Transformation Programme (HSTP), which is a component of the Saudi Arabian Vision 2030, is a strategic endeavour that seeks to improve the availability, cost-effectiveness, and standard of healthcare while placing significant emphasis on patient-centric approaches. In pursuit of this objective, the government has been imparting patient-centered care training to Primary Healthcare (PHC) centres, recognising that establishing meaningful connections with patients is essential for clinicians to arrive at well-informed judgements. Therefore, it is crucial to assess the impact of organisational factors on care quality and evaluate provider satisfaction with the quality of services they deliver. This research constitutes the initial all-encompassing evaluation of job satisfaction among primary healthcare providers in Saudi Arabia's Eastern region. It investigates the relationship between the level of employment satisfaction among PHC providers and the quality of care they provide. Methods: A quantitative cross-sectional design was utilised for this study. The collection of data was conducted utilising a modified iteration of the Job Satisfaction Survey (JSS), to which three additional dimensions were appended. Furthermore, inquiries pertaining to overall attributes were integrated into the survey tool. The process of analysing the data included the computation of frequencies and percentages for univariate analysis, the application of t-tests to compare two groups, and the utilisation of ANOVA to examine relationships among multiple groups (bivariate analysis). As a result In this research, 143 PHC providers participated in total. A total of 48% of the respondents expressed high levels of satisfaction, whereas the remaining respondents were either dissatisfied or neutral. 17% (N=94) of PHC providers expressed extreme satisfaction with supervision. Conversely, contingent rewards elicited discontent among them (3%, N=15). A statistically significant disparity was observed between the job satisfaction scores (mean (SD)=101.64 (16.209) and the intention to leave the employment (yes, no) (p-value < 0.001). Additionally, noteworthy correlations were observed between overarching attributes and specific factors including colleagues, advancement opportunities, accountability, job responsibilities, operational protocols, and communication (p-value < 0.05). To conclude, Prehending patient care and supervision, the primary outcomes of this research indicate that PHC providers employed in PHC centres in the Eastern region experienced a high level of job satisfaction. Nevertheless, the results also unveiled that numerous facets of the profession of PHC providers necessitate deliberate restructuring, including communication and contingent compensation. Moreover, there was a significant correlation between job satisfaction score and all dimensions and the intention to abandon the job. With the aid of the study's results, policymakers and the Ministry of Health will be able to devise an employee engagement and satisfaction initiative to monitor the levels of contentment among PHC providers.
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