Assessment of Job Satisfaction among Ancillary Staff at Khwaja Yunus Ali Medical College Hospital

Abstract

Background: Job satisfaction is a key determinant of employee motivation, performance, and retention, particularly in healthcare settings. Ancillary staff, who provide essential support services in hospitals, play a critical role in maintaining patient care and institutional efficiency. Despite their importance, limited research in Bangladesh has explored job satisfaction among this workforce. Objective: To assess the level of job satisfaction among ancillary staff at Khwaja Yunus Ali Medical College Hospital and to identify factors influencing their workplace satisfaction. Materials and methods: A descriptive cross-sectional study was conducted among 110 ancillary staff working at Khwaja Yunus Ali Medical College Hospital from July to December 2024. Participants were selected using a convenience sampling method. Data were collected through face-to-face interviews using a semi-structured questionnaire covering socio-demographic characteristics, job satisfaction indicators, and willingness to continue in the job. Data were analyzed using SPSS version 27, and results were presented as frequencies, percentages, means, and standard deviations. Results: The majority of respondents were male (70%), aged 21–30 years (38.2%), and lived in nuclear families (71.8%). Most had completed HSC or equivalent education (47.3%) and had 1–5 years of service (58.2%). High levels of job satisfaction were observed for work nature (86.4%), colleague relationships (87.3%), and evaluation by authority (85.5%). Satisfaction with salary (65.5% very satisfied) and job security (69.1% very satisfied) was comparatively lower. Most respondents (84.5%) expressed willingness to continue in their current roles. Conclusion: Ancillary staff at Khwaja Yunus Ali Medical College Hospital generally exhibit high job satisfaction, particularly in work environment and interpersonal relationships. Addressing concerns related to salary, job security, and career development could further enhance workforce motivation, retention, and overall hospital performance.  

KYANCJ 2026; 07 (01): 17-22