Volume 33, Issue 2 (Avicenna Journal of Clinical Medicine-Summer 2026)
Avicenna J Clin Med 2026, 33(2): 113-119 |
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Shokoohi O, Ranjbaran Ghale A, Jiryaee N, Sanaei Z. The Relationship between Job Dissatisfaction and the Desire to Migrate among Medical Staff of Hamadan University of Medical Sciences, Hamadan, Iran, in 2024. Avicenna J Clin Med 2026; 33 (2) :113-119
URL: http://sjh.umsha.ac.ir/article-1-3319-en.html
URL: http://sjh.umsha.ac.ir/article-1-3319-en.html
1- Department of Emergency Medicine, School of Medicine, Hamadan University of Medical Sciences, Hamadan, Iran , omid.shokoohi@yahoo.com
2- School of Medicine, Hamadan University of Medical Sciences, Hamadan, Iran
3- Department of Community Medicine, School of Medicine, Hamadan University of Medical Sciences, Hamadan, Iran
2- School of Medicine, Hamadan University of Medical Sciences, Hamadan, Iran
3- Department of Community Medicine, School of Medicine, Hamadan University of Medical Sciences, Hamadan, Iran
Abstract: (57 Views)
Background and Objective: Iran, as one of the countries with a young population, has had an upward trend in the outflow of academically educated people in recent years. Job dissatisfaction in the country of origin plays a major role in medical staff migration; therefore, this study aimed to determine the level of job dissatisfaction in medical staff with a tendency to migrate.
Materials and Methods: This cross-sectional study was conducted in 2024 with the participation of 540 medical staff of Hamadan University of Medical Sciences, Hamadan, Iran, who were selected by convenience sampling. The research instrument was the Minnesota Job Satisfaction Questionnaire. The data were analyzed using SPSS software (version 20). The normal distribution of the data was examined using the t-student and Mann-Whitney tests. Finally, analysis of variance and Pearson and Spearman correlation tests were performed at a significance level of 0.05.
Results: Of the total participants, 328 people were female (60.7%), and 212 people were male (39.3%), and their mean age was 30.96 ± 6.9 years. A total of 156 people (28.9%) of the medical staff did not have a desire to migrate, while 291 people (54.4%) had a desire to migrate, 74 people (13.7%) were planning to migrate, and 16 people (3%) had taken practical steps to migrate. The mean job satisfaction score was 41.35 ± 11.4, and the lowest mean was related to the dimensions of the payment system and career advancement opportunities. The level of job satisfaction was reported as poor in 200 people (37.2%), average in 291 people (54.4%), and very good in 43 people (8.3%). Also, a statistically significant relationship was observed between occupation, education, and employment status with job satisfaction in medical staff inclined to migrate (P < 0.001).
Conclusion: A significant portion of the medical staff working in hospitals of Hamadan University of Medical Sciences have a tendency to migrate, and job satisfaction in most of these individuals was assessed at a weak-to-moderate level. Analysis of job satisfaction dimensions showed that the payment system and professional development opportunities are the main sources of dissatisfaction
Materials and Methods: This cross-sectional study was conducted in 2024 with the participation of 540 medical staff of Hamadan University of Medical Sciences, Hamadan, Iran, who were selected by convenience sampling. The research instrument was the Minnesota Job Satisfaction Questionnaire. The data were analyzed using SPSS software (version 20). The normal distribution of the data was examined using the t-student and Mann-Whitney tests. Finally, analysis of variance and Pearson and Spearman correlation tests were performed at a significance level of 0.05.
Results: Of the total participants, 328 people were female (60.7%), and 212 people were male (39.3%), and their mean age was 30.96 ± 6.9 years. A total of 156 people (28.9%) of the medical staff did not have a desire to migrate, while 291 people (54.4%) had a desire to migrate, 74 people (13.7%) were planning to migrate, and 16 people (3%) had taken practical steps to migrate. The mean job satisfaction score was 41.35 ± 11.4, and the lowest mean was related to the dimensions of the payment system and career advancement opportunities. The level of job satisfaction was reported as poor in 200 people (37.2%), average in 291 people (54.4%), and very good in 43 people (8.3%). Also, a statistically significant relationship was observed between occupation, education, and employment status with job satisfaction in medical staff inclined to migrate (P < 0.001).
Conclusion: A significant portion of the medical staff working in hospitals of Hamadan University of Medical Sciences have a tendency to migrate, and job satisfaction in most of these individuals was assessed at a weak-to-moderate level. Analysis of job satisfaction dimensions showed that the payment system and professional development opportunities are the main sources of dissatisfaction
Type of Study: Original |
Subject:
Social Medicine
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