Job Satisfaction among Swedish Pharmacists

Pharmacy workforce: a systematic review of key drivers of pharmacists' satisfaction and retention

Background

Pharmacy workforces are central to healthcare systems, yet the profession faces challenges in job satisfaction and retention due to evolving roles, workload pressures, and other issues. Understanding workforce stability is crucial for optimising pharmacy services.

Objective

This systematic review aimed to identify and analyze the critical factors impacting pharmacy staff job satisfaction and retention, providing actionable insights to improve workforce stability and long-term engagement in the profession.

Methods

A comprehensive search was conducted following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA), covering broad academic databases including EMBASE, Web of Science, PubMed, International Pharmaceutical Abstracts, and the supplementary use of Google Scholar for studies published between 2019 and 2024. The quality of the included articles was evaluated, revealing a generally low to moderate risk of bias.

Results

The review synthesised findings from 81 studies and extracted ten relevant themes. Countries including the United States, Saudi Arabia, Nigeria, Pakistan, and Southeast Asia countries contributed most frequently, highlighting regional research diversity. Key factors influencing job satisfaction included burnout, stress, and workload (24%); work conditions and roles (22%); professional development (14%); earnings and benefits (10%); and leadership support (9%).

Conclusion

With a global perspective that travels across 36 countries in five continents, this study is the latest in-depth analysis of factors influencing job satisfaction in the pharmacy workforce. This review emphasises the need for policy reforms and further research on workplace conditions in different locations. It provides insights for policymakers and healthcare leaders to enhance the pharmacy workforce's strategic support and engagement initiatives.

The influencing factors of nurses' job engagement in tertiary, A grade hospitals in East China: A cross-sectional study

AIM

To explore the effects of demographic characteristics, mental workload, and Adversity quotient (AQ) on the job engagement of nurses in East China.

DESIGN

A quantitative and cross-sectional study.

METHOD

The survey collected questionnaire data on mental workload, adversity quotient, and job engagement from 473 nurses selected working in 12 Grade-A tertiary hospitals based on informed consent in East China between July 2020 and March 2021.

RESULTS

The total score of mental workload was 78.24 ± 11.65, the adversity quotient score was 128.26 ± 15.84, job engagement score was 42.32 ± 7.79. Job engagement has a remarkable positive correlation with adversity quotient (r = 0.613, p<0.001), and a negative correlation with mental workload (r = -0.499, p<0.001). Mental workload has an apparent negative correlation with adversity quotient (r = -0.291, p<0.001). Labor-management relationship with current organization, department, study to get a degree or diploma in spare time, attitude towards a career in Nursing, attitude towards the current career position, satisfaction with marriage, social support, load feelings, self-assessment, control, and endurance could predict 70.9% of job engagement of nurses.

CONCLUSIONS

The mental workload of nurses was higher, the AQ was at a medium level, and the job engagement of nurses was also slightly higher. Labor-management relationship with current organization, department, study to get a degree or diploma in spare time, attitude towards a career in Nursing, attitude towards the current career position, satisfaction with marriage, social support, load feelings, self-assessment, control, and endurance had predictive effects on nurses' job engagement. It is necessary to take a variety of measures according to the social-demographic characteristics, improve the adversity quotient, and evaluate the mental workload correctly, to improve the job engagement of nurses.

IMPACT

The epidemic situation and other emergencies make the work pressure of nurses in Grade-A tertiary hospitals increase suddenly. It should pay attention to the influence of different demographic factors, and pay attention to the correct guidance of work demand-mental workload, as well as the cultivation, and improvement of job resource-AQ, which can improve the job engagement of nurses to some extent.

PATIENT OR PUBLIC CONTRIBUTION

No patient or public contribution.

Evaluation of factors affecting pharmacists and pharmacy technicians' satisfaction towards practicing CE activities in Saudi Arabia

Background

Continuing education (CE) is an essential requirement for pharmacy professionals to stay abreast with the evolving knowledge and skills of the practice and meet the regulatory mandate. The purpose of this research is to assess factors affecting the satisfaction of pharmacists and pharmacy technicians towards CE practices in Saudi Arabia.

Material and methods

A self-administered survey instrument was developed following an extensive literature search. The questionnaire consisted of three sections: participants' demographics, data on CE activities over the past year and overall satisfaction, and statements of barriers (14 items) and facilitators (12 items) for participation in CE activities (scored on a 5-point Likert scale (5 = always, 1 = never)). The survey was piloted and then distributed as a link through the Saudi Commission for Health Specialties and Saudi Pharmaceutical Society (SPS) between Jan 2018 and Feb 2019.

Results

Data was available on 398 pharmacists and 40 pharmacy technicians (completion rate was 55 %). The majority were practitioners, male, working in a hospital setting and had more than five years of practice experience. Half of the participants were from the Central Region and about one-third were non-Saudi. Only a quarter of the participants were satisfied/very satisfied with the current CE practices in Saudi Arabia. Job constraints (62.7 %), cost (55.9 %), schedule of CE activities (55.4 %), lack of information on CE opportunities (53 %) and professional burnout (49.7 %) were the top barriers. There was a significant level of dissatisfaction among pharmacy technicians when compared to pharmacists (p = 0.003), as well as among Saudi pharmacists when compared to non-Saudi pharmacists (p = 0.002). Lack of relevant CE activities (p = 0.05), lack of quality activities (p = 0.002), lack of recognition (p = 0.013) and lack of internet access (p = 0.006) were significantly more barriers for pharmacy technicians compared to pharmacists. The most identified facilitators to engage in CE activities were a personal desire to learn (78.4 %), the requirement to maintain a professional license (73.8 %) and relaxation provided by learning (58.5 %) and networking opportunities (53.4 %). The majority of the participants preferred conferences or interactive workshops, short CE over half a day or less, and the topic of disease management/drug therapy.

Conclusion

The findings of the study highlight the need for a partnership strategy that includes various stakeholders to improve CE program quality and accessibility that supports and promotes the professional development of pharmacists and pharmacy technicians in Saudi Arabia. It also underscores the importance of meeting the preferences of pharmacy practitioners when designing CE programs and aligning such activities with their practices.

Reconsidering Pharmacy: We Need to Turn Career Regret into Career Options

Declining interest in pharmacy as a career is a growing concern. This commentary investigates the factors contributing to career regret among pharmacy graduates, based on data from the American Association of Colleges of Pharmacy National Graduating Student Survey. We identify 3 key contributing factors: workplace environment, professional identity formation, and marketing of the Doctor of Pharmacy degree. We argue that students observe, in many work environments, a lack of autonomy, repetitive tasks, and unfulfilling work. This leads to diminished job satisfaction and disillusionment. Additionally, marketing tactics and curricular structures can inadvertently contribute to career regret. We propose potential interventions, emphasizing the need for improved working conditions, more versatile roles in pharmacy, and enhanced career development services within colleges/schools of pharmacy. Additional research is needed to fully understand career regret and the steps that academic institutions can proactively take to mitigate career dissatisfaction among their graduates.

Directions of Changes in the Profession of Hospital Pharmacist in Poland

The Act on the Pharmacist Profession, adopted on 10 December 2020, is a breakthrough for the entire community of pharmacists in Poland. Due to the scope of the changes introduced in the Act, the question is whether pharmacists in Poland are suitably prepared for pharmaceutical care and clinical pharmacy services. The main aim of the study is to assess the readiness of hospital pharmacists to introduce changes in the way the profession functions. The result of the study is the presentation of the concept of a new model of pharmacist functioning in healthcare entities and the indication of actions necessary to carry out such a change. The questionnaire was addressed to all hospital pharmacists in Poland. Two hundred and seventy-seven hospital pharmacists were included in the research. The analysis of the data revealed that almost all (96.1%) respondents indicated the need to introduce changes to the model of functioning of pharmacists in medical entities. Two-thirds of pharmacists declared readiness to start work to introduce changes. Hospital pharmacists recognize the importance of clinical pharmacy in their current practice; however, the biggest barrier is the lack of financing, an insufficient number of staff, a lack of knowledge and skills, and a lack of tools to use the service.

Job Motivation and Satisfaction Among Female Pharmacists Working in Private Pharmacy Professional Sectors in Saudi Arabia

Background

Pharmacists’ job satisfaction has been of interest for many years and is of great importance in several respects, such as productivity and ultimately organizational performance.

Objective

This study aimed to investigate the perceived motivational factors and levels of job satisfaction of female pharmacists working in private pharmaceutical sectors.

Methods

This was a cross-sectional study using a web-based survey of randomly selected female pharmacists working in different private settings including community pharmacies, pharmaceutical companies, private hospitals, and other private sectors using a pre-validated satisfaction scale (Warr–Cook–Wall scale).

Results

A total of 232 female pharmacists participated in the study with a mean age of 26.1±2.4 years. Of the total respondents, more than half (58%) worked for pharmaceutical companies, 25% worked in community pharmacies, and 16.8% were from hospital pharmacies. The most attractive motivating factors that encourage female pharmacists toward better performance were having the opportunity to learn new skills, being in contact with people both locally and internationally, gaining a sense of achievement, and being recognized, appreciated, and rewarded. The participants of this study were shown to have a moderate job satisfaction level.

Conclusion

This study revealed that the non-Saudi, part-time pharmacists who never expected a promotion were less satisfied than the Saudi, full-time employees who expected a promotion within a year.

Job Satisfaction Among Pharmacists

Job satisfaction among pharmacists affects the quality of pharmaceutical care and patient health. Our study targeted the evaluation of job and salary satisfaction levels in pharmacists and the factors affecting these levels. Methods — We conducted the survey of 407 pharmacists working at community pharmacies in Saratov Oblast (Russia). Results — The proportions of pharmacists satisfied with their jobs and their salaries were 77.1±0.4% and 52.8±0.4%, respectively. We discovered that salary satisfaction was influenced primarily by the household composition (p=0.004) and professional commitment (p<0.001). Pharmacists who were more satisfied with their jobs belonged to the age category ‘up to 44 years’ (p=0.002). They were less likely to change their employment (p<0.001) and more likely to experience positive emotions when performing their professional activities (p<0.001). Also, they were more satisfied with their salaries (p<0.001), committed to their profession (p<0.001), and more likely to perceive the social importance of their profession (p<0.001). Conclusion — Our findings suggested that formal traits of pharmaceutical professionals had a smaller impact on their job satisfaction, while the greatest impact was caused by the personal characteristics (perception of the social importance of their profession, professional commitment), salary satisfaction, age and frequency of changing jobs.

Education Satisfaction among Pharmacy Graduates in Sweden

Education satisfaction is considered important for development of a professional identity and to increase learning. The aim was to investigate and compare education satisfaction over time among pharmacists who have graduated from the pharmacy programs at Umeå University, Sweden. Data concerning education satisfaction were collected using an alumni survey of pharmacists who graduated between 2015 and 2018. This was compared with pharmacists graduating between 2006 and 2014. The majority of the pharmacy graduates were very satisfied with their education (96%) and thought that the programs gave them a clear professional identity (92%). No differences in education satisfaction between graduation years 2015 and 2018 and 2006 and 2014 were found. A majority of the graduates considered that the knowledge and skills acquired during their education were useful in their present job (83%). Of the graduates who thought that the studies gave them a clear professional identity, a higher proportion were satisfied with their job (p < 0.001) and thought that their work duties reflected their studies (p = 0.005). Exploring education satisfaction may help educators to further develop the education and to better prepare the students for their professional working life.