Deputy Vice Chancellor of Teaching and Learning, Durban University of Technology Gate 1, Steve Biko Campus, 11 Steve Biko Road, Durban 4001.
Department of Radiography, Gate 6, Ritson Campus, 11 Steve Biko Road, Durban 4001.
Afr Health Sci. 2022 Sep;22(3):674-680. doi: 10.4314/ahs.v22i3.72.
The elements of job satisfaction can be categorized into intrinsic and extrinsic factors. The presence of a higher level of intrinsic factors will result in increased motivation amongst employees, whilst extrinsic factors will result in job dissatisfaction. Decreased job satisfaction levels amongst healthcare professionals are known to create an intent to leave. Hence the need to explore these factors amongst radiographers employed by tertiary hospitals in the Gauteng province of South Africa.
To determine the influence of intrinsic and extrinsic factors of job satisfaction on intent to leave amongst radiographers employed by public tertiary hospitals in the Gauteng province.
A quantitative cross-sectional survey guided the study, and a self-administered questionnaire was used to collect data. The sampling technique used for this study was disproportional stratified sampling.
The study had a response rate of 62%. A significant number of the participants (50%) were between the ages of 21-33 years. Also, worth noting that 51% of the participants were newly qualified, 28% were employed for a period of 10-20 years and only 20% were employed for a period greater than 20 years. Diagnostic radiography had the most number of participants at 55%, followed by radiation therapist at 24%, nuclear medicine radiographers at 13%, mammography radiographers at 5% and only 3% were sonographers. Pearson's correlation showed a significant negative correlation with the following extrinsic factors: supervision, r= -.344, p=.000; satisfaction with PMDS, r=-.302, p=.000; human resources processes, r=-.249, p=.001; infrastructure, r=-.236, p=.001; the OSD policy, r=-.233, p=.002; satisfaction with remuneration, r=-.202, p=.006; satisfaction with CPD activities, r=-.201, p=.007; and satisfaction with equipment, r=-.163, p=.029.
Both intrinsic and extrinsic factors are associated with an intent to leave amongst radiographers employed by public tertiary hospitals in the Gauteng province.
工作满意度的要素可以分为内在因素和外在因素。较高水平的内在因素会导致员工的积极性提高，而外在因素则会导致工作不满。已知医疗保健专业人员的工作满意度水平下降会导致离职意向。因此，有必要探索南非豪登省三级医院雇用的放射技师的这些因素。
确定内在和外在工作满意度因素对豪登省公立三级医院雇用的放射技师离职意向的影响。
一项定量的横断面调查指导了这项研究，并使用自我管理问卷收集数据。本研究采用的抽样技术是非比例分层抽样。
该研究的回复率为 62%。相当一部分参与者（50%）年龄在 21-33 岁之间。值得注意的是，51%的参与者是新合格的，28%的参与者工作了 10-20 年，只有 20%的参与者工作了 20 年以上。诊断放射学有最多的参与者，占 55%，其次是放射治疗师，占 24%，核医学放射技师，占 13%，乳房 X 光摄影技师，占 5%，只有 3%是超声技师。皮尔逊相关分析显示，以下外在因素与工作满意度呈显著负相关：监督，r=-.344，p=.000；PMDS 满意度，r=-.302，p=.000；人力资源流程，r=-.249，p=.001；基础设施，r=-.236，p=.001；OSD 政策，r=-.233，p=.002；薪酬满意度，r=-.202，p=.006；CPD 活动满意度，r=-.201，p=.007；设备满意度，r=-.163，p=.029。
内在和外在因素都与豪登省公立三级医院雇用的放射技师离职意向有关。
