Örgütsel Davranış Araştırmaları Dergisi
Journal Of Organizational Behavior Research
Cilt / Vol.: 9, Sayı / Is.: 2, Yıl/Year: 2024, Sayfa/Pages: 28-41
2528-9705

https://doi.org/10.51847/Hx3ZrNIk4Z

COMPARISON OF JOB SATISFACTION AMONG PHARMACISTS IN DIFFERENT PRACTICESETTINGS IN NIGERIA
Ayodapo Oluwadare JEGEDE1*
1Departmentof Clinical Pharmacy and Pharmacy Administration, Faculty of Pharmacy, Obafemi Awolowo
University, Ile Ife, Osun State, Nigeria.
*Corresponding Author
E-mail: dapojegede@oauife.edu.ng

ABSTRACTThe objectives of the study were to determine the satisfaction of pharmacists in five practice areas with various elementsof their work environment and to evaluate the relationship between demographic parameters like age, gender, and academic
degree and the satisfaction of pharmacists with their working environment. The study was a cross-sectional survey ofpharmacists in Nigeria. The population of the study included graduate pharmacists and the sample size was determined to
be 618 (attrition considered). A simple random sampling method was employed, and a set of pretested questionnaires wasused to collect data for the study. The results showed that most of the respondents in the different areas of practice were
not satisfied with their working environment especially hospital pharmacists (χ2 (4) = 9.652, p = .047). Most of the
respondents who were younger in age (χ2 (3) = 17.346, p = .001), not married (χ2 (3) = 12.558, p = .006), with few yearsof experience (χ2 (5) = 47.701, p = .000, who belong in the lower cadre (χ2 (2) = 32.641, p = .000) and were first degree
holders (χ2 (2) = 9.228, p = .010) were not satisfied with their work environment. The study revealed that pharmacists in
Nigeria are not satisfied with their work environment. However, the satisfaction with the work environment varied withage, marital status, cadre, years of experience, level of education, and across practice settings, with the pharmacists inacademia being the most satisfied and the least satisfied hospital pharmacists.
Keywords: Job satisfaction, Pharmacists, Work environment, Salary, Motivation, Practice setting.

INTRODUCTION
The workplace environment has a significant impact on an employee's performance andproductivity (Khamlub et al., 2013). It plays a major role in the commitment of employees which
has been found to influence the productivity of pharmacists in various settings which includes,
hospitals, community, academia, administrative, and industry (Al-Muallem & Al-Surimi, 2019;
Jegede & Toyosi, 2023; Ooi et al., 2023). Oludeyi (2015) expressed work environment as theconditions, situations, settings, and circumstances in which people work. Numerous studies haveshown that a wide range of factors, including competitive pay, adequate staffing, a pleasantworking environment, opportunities for personal and professional growth, a reasonable
workload, supervision, recognition, noticeable patient progress, positive relationships with coworkers, autonomy on the job, job security, career advancement, and contingent rewards, canaffect job satisfaction (Carvajal et al., 2018; Davidescu et al., 2020; Khan et al., 2020 Jegede &Ola-Olorun, 2021). One study highlighted the significance of job satisfaction by examining theGeliş tarihi/Recieved: 12.04.2024 – Kabul tarihi/Accepted: 29.07.2024 – Yayın tarihi/Published: 15.09.2024© 2024 Journal of Organizational Behavior Research. Open Access - This article is under the CC BY NC SA license(https://creativecommons.org/licenses/by-nc-sa/4.0/)

29

JEGEDE

relationship between job satisfaction and patient satisfaction with the outcome of therapy(Yilmaz & Karakuş, 2023).
On the other hand, job dissatisfaction has a detrimental effect on the organizational structure
and work processes. Among pharmacists in the hospital specifically, job dissatisfaction can leadto low productivity and increased turnover (Balkhi et al., 2017). Every day, pharmacists who
work in academia across basic and applied sciences must strike a balance between their passion
for learning and discovery and other crucial responsibilities. These include writing academic
papers, speaking at conferences, motivating students through their instruction, and evenconducting external examinations. These pharmacists, though, wouldn't have it any other way.
Even though the hours may be lengthy, there should be chances for career progression,international employment, and possibly having a significant impact on society (Arbab et al.,2022).
In most developed countries, pharmacists are easily accessible to the population for expert advice
on several health issues (Valliant et al., 2022). This makes pharmacists the first port of call for
individuals who need medical attention in most communities. Therefore, it is vital to have a goodunderstanding of the nature and extent of the myriads of factors necessary for pharmacists to dotheir best for their patients in hospitals and communities (Duggan, 2020). It is well known thatthe role of the pharmacist has changed from dispensing medicines to patient care, this in turnrequires the pharmacist to possess s skills that would ensure proper patient counseling anddelivery of professional pharmaceutical services (Pizzi et al., 2001). The need for these importantskills should make the pharmacy profession lucrative and enticing to practice as the rewards
should be encouraging. However, a bad work environment can negatively affect theperformance of even highly skilled professionals which ultimately affects their productivity on
the job.
Ahead of World Pharmacists Day (WPD), 2021, pharmacists under the aegis of the ClinicalPharmacists Association of Nigeria (CPAN) said, “lack of adequate pharmaceutical care in healthfacilities is partly if not majorly responsible for Nigeria’s low health index.” National Chairman,of CPAN, Dr. Joseph Madu said, “It is indisputable that the majority of patients/clients who visit
healthcare facilities do receive drugs, but sadly enough they do not receive the expectedaccompanying pharmaceutical care." The absence of the expected pharmaceutical care can be
attributed to the fact that most pharmacists in the health sector are not properly motivated todeliver their duties accordingly. The deterioration of the Country’s health sector has raised
significant concerns, particularly given the increasing number of health professionals joining
the system. This situation has prompted an examination of possible contributing factors, withjob satisfaction among pharmacists emerging as a major issue (Medical World Nigeria, 2023).
Demographic factors like age, gender, level of education, marital status, etc., have been known
to affect the satisfaction of pharmacists. Take for instance gender of pharmacists, studies haverevealed that female pharmacists earn less, have fewer appealing jobs, and are not frequently
promoted when compared to male pharmacists (Carvajal & Popovici, 2018). However, female
pharmacists have also been found to be more satisfied than male pharmacists and both genders
respond in different ways to the different facets of their jobs (Carvajal & Popovici, 2018; Radwan
et al., 2022). The study by Clark further shows that the gender differences disappear for highly
educated, professional, young females who are in male-dominated workplaces (Clark, 1997).
Bender and Heywood reveal in their study that females in academia are less satisfied than their30Örgütsel Davranış Araştırmaları Dergisi

Journal of Organizational Behavior Research
Cilt / Vol.: 9, Sayı / Is.: 2, Yıl/Year: 2024, Sayfa/Pages: 28-41
male counterparts which is the opposite for those in non-academic sectors (Webber & Rogers,
2018).
Age has also been found to affect the level of job satisfaction of pharmacists with their work
environment, young and middle-aged pharmacists were found to be less satisfied whencompared to older pharmacists (Ayele et al., 2020). The level of education of pharmacists also
affected the level of their satisfaction, pharmacists with degrees beyond a bachelor’s degree weremore satisfied than those who had only a bachelor's degree as the highest qualification.
While previous research has explored job satisfaction among pharmacists in various countries,
there is a dearth of comprehensive studies focusing on different practice settings and the
Nigerian context. This study aims to fill this gap by specifically examining job satisfaction among
pharmacists in five distinct practice areas: hospital, community, academia, administrative, andindustry settings. This study sought to explore the various elements of their work environment
and to evaluate the relationship between demographic parameters like age, gender, and degree
and the satisfaction of pharmacists with their work environment. It will provide a deeper
understanding of job satisfaction among Pharmacists in different practice settings, thus offering
insightful information about factors impacting job satisfaction in professional environments.
Results obtained from this study would help to discover the major areas of Pharmacy practicewhere job satisfaction needs to be improved through modification of factors related to the work
environment.
MATERIALS AND METHODS
The study was a descriptive cross-sectional survey that explored the factors affecting thesatisfaction of pharmacists with their work environment in Nigeria. It included pharmacists who
graduated from the selected schools of pharmacy in Nigeria. Primary data was employed for the
study.
The number of registered pharmacists who made up the population of the study as obtained
from the Pharmacy Council of Nigeria (PCN) was 15,900. The Sample size for the graduate
population was determined using Krejcie and Morgan (1970) formula. A simple random
sampling method was employed to draw a sample from the population obtained from the PCN
list. The calculated sample size was 560, considering the attrition rate in data collection, an
overage was added which brought the total sample size to 618. Graduates from universities
offering PharmD programs were excluded because PharmD has just been approved for schoolsof Pharmacy by the PCN.
The variables of the study include the satisfaction of pharmacists, age, marital status, years ofexperience, area of practice, cadre (refers to positions of the respondents in their organizations),
academic qualification, and gender. Individuals at the entry level were labeled as belonging to
the lower cadre, those positioned between the entry level and those in management positions orat the peak of their careers (senior cadre) were designated as part of the intermediate cadre.
A set of pretested questionnaires was used as a data collection instrument for the study. The
questionnaire elicited information on the demographic characteristics of the pharmacists andinvestigated the degree of satisfaction of respondents with elements of their work environment.
The responses were measured on a Likert scale of agreement namely, strongly disagree= 1,
disagree= 2, neutral= 3, agree= 4, and strongly agree= 5. The major constructs of the

31

JEGEDE

questionnaire were salary satisfaction, job fulfillment and engagement, promotions and careerdevelopment, practice area satisfaction, and working conditions among others.
The questionnaire was validated by relevant senior faculty members. A Cronbach alpha value inthe determination of the internal consistency of the questionnaire was obtained to be 0.86. Thiswas done using thirty respondents who were not part of the study sample. The questionnaires
were administered twice (two-week intervals), retrieved, and subjected to a test-retest reliability
check to obtain a coefficient average of 0.89.
Ethical approval was obtained from the Institute of Public Health, Obafemi Awolowo University,
Ile Ife, Osun State with reference number IPHOAU/12/1214.
The questionnaires were issued to respondents for completion after informed consent was
obtained from them with the help of research assistants who were trained to do so. The copiesof the questionnaire were retrieved after the respondents had filled them and checked to reducethe incidence of erroneous data or blanks. Data collection involved sending the survey directly
to respondents' email addresses or WhatsApp numbers, and the collection period spanned fivemonths. The responses obtained yielded a return rate of 92.7%.
The questionnaires retrieved were checked for errors and sorted in preparation for data for
analysis. The software used for data analysis was the Statistical Package for Social Sciences (SPSS)(Version 25). The data collected were encoded, cleaned, and loaded into the software andsubsequently analyzed with descriptive statistics like frequencies and percentages. Correlation,
Binomial, and Kruskal Wallis statistics were used for inferential determinations at a 5% level ofsignificance. The binomial test was carried out to determine the overall satisfaction of the
respondents with their work environment (with the neutral responses excluded), strongly agree(SA) and agree (A) represented “satisfied” while strongly disagree (SD) and disagree (D)depicted “not satisfied”.
RESULTS AND DISCUSSION
Table 1 shows the demographic characteristics of the study sample. There were slightly moremales (50.8%) than females (49.2%). Most of the respondents were below the age of 40 years(60.5%), married (71.2%), had a first degree in pharmacy (66.0%), and had less than 10 yearsof work experience (52.2%). The lowest proportion of the respondents were from industrial
practice (8.3%) while the majority were from Hospitals (37.5%) and community practice(35.1%).
Table 1. Socio-demographic Characteristics
Variables

Age

GenderOptions
Below 40
40-50
51-60
Above 60
Total
Female
Male

N
373
141
74
29
617
304
314

%
60.5
22.8
12.0
4.7
100.0
49.2
50.8

32Örgütsel Davranış Araştırmaları Dergisi

Journal of Organizational Behavior Research
Cilt / Vol.: 9, Sayı / Is.: 2, Yıl/Year: 2024, Sayfa/Pages: 28-41

Marital Status

Years of Experience

Area of Practice

Academic Qualification

Cadre

Total
SingleEngagedMarriedDivorced
Total
1-5years
6-10years
11-20years
21-30years
31-40years
41-50years
Total
Academia
Administration and researchCommunity
Hospital
Industry
Total
First Degree
Masters
PhD
Total
Junior Cadre
Intermediate Cadre
Senior Cadre
Total

618
153
22
440
3
618
177
146
153
84
50
6
616
81
37
217
232
51
618
408
174
36
618
215
159
243
617

100.0
24.8
3.6
71.2
0.5
100
28.6
23.6
24.8
13.6
8.1
1.0
100.0
13.1
6.0
35.1
37.5
8.3
100.0
66.0
28.2
5.8
100.0
34.8
25.8
39.4
100.0

The distribution of respondents with respect to the schools they finished is represented in Table
2. The highest number of respondents were from Obafemi Awolowo University (63, 10.2%)
while the least were from three new generation pharmacy schools, Delta State University (25,4.0%), Igbenedion University Okada (25, 4.0%) and Nnamdi Azikiwe University (25, 4.0%).
Table 2. Distribution of Respondents across Pharmacy Schools
S/N
1
2
3
4
5

Name of School
Obafemi Awolowo University Ile-Ife
Ahmadu Bello University, Zaria
University of Benin
University of Nigeria
University of Ibadan

N
63
50
53
55
55

Percentage
10.2
8.1
8.6
8.9
8.9

33

JEGEDE
6
7
8
9
10
11
12
13
14
15
16

University of Lagos
University of Jos
University of Uyo
Olabisi Onabanjo University
University of Maiduguri
Niger Delta University
Madonna university
University of Port-Harcourt
Delta State University
Nnamdi Azikiwe University
Igbinedion university
Total

62
34
33
30
26
30
26
26
25
25
25
618

10.0
5.5
5.3
4.9
4.2
4.9
4.2
4.2
4.0
4.0
4.0
100

Table 3 shows the perception of respondents with respect to their satisfaction with their work
environment. Most were not satisfied with their salaries (61.0%) and were not motivated to work
extra hours (47.8%). The results revealed a higher percentage of respondents were not satisfied
with the compensation their efforts received (64.9%) and agreed that their salary scheme was
not justified (62.5%). Most of the respondents also indicated their income was not a source ofjob motivation (55.4%), and working conditions were not good (50.8%). These all constituted
the work context aspects of their jobs. They were however satisfied with the work content aspectof their job as they found their job fulfilling (60.5%), were satisfied that their promotions were
not held up (43.7%), and agreed their job affords the time to do other activities (56.3%).
Table 3. Perception of the Satisfaction of Respondents with their Work Environment
Strongly
disagreeDisagree

NeutralAgree

Strongly
agree

N

%

N

%

N

%

N

%

N

%

My salary is satisfying

206

33.3

171

27.7

71

11.5

126 20.444

7.1

My job is fulfilling

77

12.5

108

17.5

59

9.5

251 40.6

123 19.9

I have time for other activities

74

12.0

143

23.1

53

8.6

272 44.0

76

12.3

I work a convenient schedule

91

14.7

183

29.6

52

8.4

227 36.7

65

10.5

My promotions are not held up

83

13.4

121

19.6 144 23.3

184 29.886

13.9

My practice setting is satisfying

100

16.2

165

26.7

71

11.5

201 32.581

13.1

My pay comes in due time77
I am personally motivated to137
work extra hours
The salary scheme in my practice208
setting is justified
My efforts are compensated by213
my salary

12.5

103

16.7

49

7.9

231 37.4

158 25.6

22.2

158

25.6

78

12.6

161 26.1

84

13.6

33.7

178

28.8

69

11.2

115 18.6

48

7.8

34.5

188

30.4

73

11.8

108 17.536

5.8

Variables34Örgütsel Davranış Araştırmaları Dergisi

Journal of Organizational Behavior Research
Cilt / Vol.: 9, Sayı / Is.: 2, Yıl/Year: 2024, Sayfa/Pages: 28-41
My income is a source of
motivation
My working conditions are good

181

29.3

161

26.1

80

12.9

146 23.6

50

8.1

141

22.8

173

28.0

69

11.2

180 29.155

8.9Table 4 shows the result of the correlation analysis to interrogate the relationship between
demographic characteristics and the work environment of pharmacists. It was observed that avery strong relationship exists between Work Environment and Age of respondents (p=.000),
Marital Status (p=.001), Years of Experience (p=.000), and Cadre (p=.000) while a weakcorrelation exists between Work Environment and Academic Qualification (p=.088) of
respondents. The analysis also revealed that there was no relationship between Gender and Work
Environment (p=.290).
Table 4. Relationship between Demographic characteristics and Work Environment ofPharmacists
Item
Age in Years

GenderMarital Status of
Respondents
Years of Experience ofRespondents
Area of Practice ofRespondents

Academic Qualification

Cadre

Statistics

The work environment of pharmacists

Correlation CoefficientSig. (2-tailed)N
Correlation CoefficientSig. (2-tailed)
N

.165
.000
617
.043
.290
617

Correlation CoefficientSig. (2-tailed)N
Correlation CoefficientSig. (2-tailed)N.133**.001
618.241**.000
616

Correlation CoefficientSig. (2-tailed)N
Correlation CoefficientSig. (2-tailed)
N

-.078
.052
618
.088**.028
618

Correlation CoefficientSig. (2-tailed)N.178**.000
617

Table 5 shows the result of a Kruskal Wallis test conducted to determine if the demographic
characteristics of the respondents affect their work environment. The test showed significant
difference for Age (χ2 (3) = 17.346, p = .001), Marital Status (χ2 (3) = 12.558, p = .006), Years

35

JEGEDEof Experience (χ2 (5) = 47.701, p = .000), Area of Practice (χ2 (4) = 9.652, p = .047), Academic
Qualification (χ2 (2) = 9.228, p = .010) and Cadre (χ2 (2) = 32.641, p = .000). The results
show that differences in these parameters affects the satisfaction of pharmacists with their work
environment. A Mann-Whitney test conducted to ascertain the effect of the gender of the
respondents on their satisfaction with the work environment showed no effect (p = .290). It
follows therefore that those below the age of 40 years (mean rank= 288.22), those that were
single (mean rank= 274.79), those with 1 to 5 years (mean rank= 258.09), and those 41 to 50
years (mean rank= 192.83) of work experience, those in hospital practice (mean rank=
288.01), those with first degree (mean rank= 301.30) and those in the junior cadre (meanrank= 261.53) were the least satisfied with their work environment.
Table 5. Kruskal Wallis one way analysis of Variance of Work Environment on Demographic
Parameters

AGE

MARITALSTATUSYears of
Experience

Area of
Practice

Academic
Qualification

Academic Qualification
Below 40
40-50
51-60
Above 60
Total
SingleEngagedMarriedDivorced
Total
1-5
6-10
11-20
21-30
31-40
41-50
Total
Academia
Administrative and ResearchCommunity
Hospital
Industry
Total
First Degree
Masters
PhD

N
373
141
74
29
617
153
22
440
3
618
177
146
153
84
50
6
616
81
37
217
232
51
618
408
174
36

Mean Rank
288.22337.91345.28343.12

Asymp. Sig.

.001

274.79310.05320.58450.50.006

258.09291.28342.81368.83344.78
192.83.000

343.69308.53315.22288.01
329.32.047

301.30313.76381.83.010

36Örgütsel Davranış Araştırmaları Dergisi

Journal of Organizational Behavior Research
Cilt / Vol.: 9, Sayı / Is.: 2, Yıl/Year: 2024, Sayfa/Pages: 28-41

Cadre

Total
JuniorIntermediate
Senior
Total

618
215
159
243
617

261.53344.73327.62.000

The overall level of satisfaction of the respondents was assessed. Of the 618 respondents, 265
had a resultant value for neutral, 146 satisfied (strongly agree and agree), and 207 not satisfied(strongly disagree and disagree). The total of 353 respondents (SD, D, A, SA) tested showed 146(41.4%) ‘satisfied’ while 207 (58.6%) were ‘not satisfied’. This proportion of those ‘not satisfied’
had a 95% CI of 53.3% to 63.8%, p = .001 (Table 6). The findings show that pharmacists
generally were not satisfied with the elements of their work environment, and this varied withage, marital status, years of experience, area of practice, cadre, and academic qualifications of
the pharmacists. Majority of the
respondents were in hospital pharmacy and community pharmacy practice which could meanthat the preferred areas of pharmacy practice in Nigeria are hospital and community practice.
A study by Abdu-Aguye et al. (2022) and Gargalicano et al. (2023) revealed similar results. Overthe years, it has been observed that most students opt for either of these practice areas for varying
reasons, such as better remuneration, greater fulfillment, and other personal reasons (Cain etal., 2012). The pharmacy profession offers the flexibility to pursue one’s area of interest andprovides options that other professions might lack. It was observed that the respondents were
mostly first-degree holders which may be because most pharmacists start making money as soon
as they leave school which can be a distraction, and this can discourage the pursuit of higher
degrees.
Table 6. Exact binomial test with exact Clopper-Pearson 95% CI of the level of Satisfaction
Binomial Test

LEVEL OF JOBSATISFACTION
Confidence Interval Type

Category

N%

Group 1

Satisfied

146

41.4

Test
Prop.
0.50

Group 2

Not Satisfied

207

58.6

0.50

353

100

Total
Parameter

Estimate

One-Sample Binomial Success
Probability
rate (Clopper-Pearson)

0.586

Exact Sig.
(2-tailed).001

95% Confidence Interval
Lower

Upper

0.533

0.638

Most of the respondents were not satisfied with their jobs according to the study which wasmade more obvious by their agreement to not willing to work extra hours, dissatisfaction with
their salaries, the belief that the salary scheme was not equitable, and bad working conditions.
This could have great implications considering the study of Carvajal and Popovici (2018) and
Yean et al. (2022) who posited that the effects of job or career satisfaction/dissatisfaction include

37

JEGEDEhigher motivation or performance or increased lateness to work and dissatisfaction towards
management and support. Also, Mott (2000) stated that job dissatisfaction can lead to low
productivity and increased turnover.
The satisfaction with the work environment was found to be correlated to the age, marital status,
years of experience, cadre of respondents, and academic qualification but not to the gender of
respondents. As is to be expected, the preferences of pharmacists would vary with age because
there are things older pharmacists would appreciate in the work context that the younger
generation of pharmacists may be dissatisfied with. The same explanation applies to marital
status, years of experience, cadre, and academic qualification of pharmacists as it pertains to thework environment. This is very instructive for pharmacy employers and managers about thekind of work environment they create for their employees considering these variations, as this
could affect their productivity.
The study also showed the effects distinct categories in age, marital status, years of experience,area of practice, cadre and academic qualification had on the work environment. Pharmacists
less than 40 years old were the least satisfied with their jobs. A lot has changed in the world in
the last two decades which has affected job content and context generally. The younger
generation has been affected more by this change because this is all they have known, and thishas led to increased job mobility in this population. As a result, there are a lot of expectations
the younger generation has that might put a lot of pressure on employers in terms of job content
and context dynamics. This means they would have reduced commitment to a job that is not
dynamic enough to explore their creativity. Single respondents were also the least satisfied with
their work environment. A study by Uhlíř and Řehoř (2020) shows that married academics weremore satisfied with their jobs than unmarried academics which agrees with the direction of theresults of this study. Other studies showed that marital status is a predictor of Job satisfaction(Mocheche et al., 2018; Duah & Kofi, 2022). The study of Inayat and Khan (2021) shows
however that marital status did not affect the job satisfaction of respondents.
It was observed that pharmacists in academia were the most satisfied with their work
environment and hospital pharmacists were the least satisfied. This could be due to several
opportunities available to academics like taking a study leave, attending international
conferences, sponsorship for postgraduate studies, sabbaticals, etc. which are not available forpharmacists practicing in the hospital. This broadens the scope of their jobs which allows forskill variety which is usually absent in the monotonous schedule of hospital pharmacists. The
result agrees with the work of Iheanacho and Odili (2021) who reported that academic
pharmacists were the most satisfied with their jobs and hospital pharmacists were the leastsatisfied. Cobaugh (2005) also posited that there are benefits that academic pharmacy practiceoffers that cannot be obtained in other practice areas in pharmacy. A study by Berassa et al.
(2021) concluded that hospital pharmacists in Ethiopia were poorly satisfied with their jobs with
uncomfortable work environment as one of the major reasons for this.
The academic qualification of respondents also influenced their satisfaction with the work
environment as it was discovered that Ph.D. holders had more satisfaction with their work
environment than Masters and First-degree holders. This can be explained since Ph.D. holders,a lot of whom are in academia, are better placed than others without a Ph.D. and earn anappreciably better income. Also, having a Ph.D. opens up more opportunities to earn more as
the pharmacist is viewed as having reached the peak of one’s education in particular and can be38Örgütsel Davranış Araştırmaları Dergisi

Journal of Organizational Behavior Research
Cilt / Vol.: 9, Sayı / Is.: 2, Yıl/Year: 2024, Sayfa/Pages: 28-41
consulted by individuals and organizations beyond the pharmacist’s immediate environment.
Also, pharmacists with the highest qualifications usually hold managerial positions whencompared with those who are first-degree holders. They are also better qualified to handle such
positions. The same explanation applies to those with master’s degrees as they were moresatisfied with their work environment than those with only a first degree although less satisfied
than those with Ph.D. Gender, however, did not affect the satisfaction with the work
environment of respondents. This result agrees with studies that have reported that gender did
not affect job satisfaction. Some studies however showed that gender affects the satisfaction of
employees (Uhlíř & Řehoř, 2020).
The main limitation of the study was the bias that might have existed with the non-proportionate
sample sizes obtained from the different areas of practice, but this was minimized with the useof the Kruskal Wallis Test.

Recommendations
Employers and policymakers implementing targeted interventions in the following areas may
contribute significantly to enhancing overall job satisfaction among pharmacists in Nigeria.
 Implement measures to improve the working conditions for pharmacists, especially in
hospital settings, where dissatisfaction was particularly notable.
 Explore strategies to address salary-related dissatisfaction among pharmacists. This could
include revisiting compensation structures and ensuring timely payment.
 Provide opportunities for career development and advancement, particularly for younger
pharmacists. Implement mentorship programs, training, and support for professional
growth.
 Recognize and address the varying needs of pharmacists based on demographic factors suchas age, marital status, and years of experience. Tailor workplace policies to accommodate
these differences.
 Encourage and support pharmacists in pursuing higher education, as the study suggests thatthose with advanced degrees, especially Ph.D. holders, reported higher satisfaction.
 Implement employee engagement programs to foster a sense of motivation and commitment
among pharmacists. This could include recognition programs, opportunities for skill
development, and a supportive work culture.
 Conduct regular surveys to monitor job satisfaction levels over time and identify emerging
issues. This ongoing feedback can inform continuous improvement strategies.
 Foster collaboration between the pharmaceutical industry and academic institutions toprovide pharmacists with a broader scope of opportunities and enhance job satisfaction.
CONCLUSION
The study revealed that pharmacists in Nigeria are not satisfied with their work environment.
However, satisfaction with the work environment varied across the practice setting, with thepharmacists in academia being the most satisfied and the least satisfied, hospital pharmacists.
Other factors that correlated with and predicted the satisfaction of pharmacists with their work
environment include, age, marital status, years of experience, area of practice, cadre, and39

JEGEDE

academic qualification. Gender, however, had no significant effect on satisfaction with the work
environment of respondents.
ACKNOWLEDGMENTS: Appreciation goes to Prof. W. O. Erhun, who was an advisor andsupport throughout the study.
CONFLICT OF INTEREST: None
FINANCIAL SUPPORT: None
ETHICS STATEMENT: Ethical approval was obtained from the Institute of Public Health, Obafemi
Awolowo University, Ile Ife, Osun State with reference number IPHOAU/12/1214.
References
Abdu-Aguye, S. N., Suleiman, M. M., Shehu, A., & Mohammed, E. N. A. (2022). Factors influencing
choice of a pharmacy degree and career preferences of final year pharmacy students in Northern
Nigeria: A multi-institutional study. Nigerian Journal of Pharmaceutical Research, 18(2), 125134. doi:10.4314/njpr.v18i2.4
Al-Muallem, N., & Al-Surimi, K. M. (2019). Job satisfaction, work commitment and intention to leaveamong pharmacists: A cross-sectional study. BMJ Open, 9(9), e024448. doi:10.1136/bmjopen2018-024448
Arbab, A. H., Eltahir, Y. A., Elsadig, F. S., & Yousef, B. A. (2022). Career preference and factors
influencing career choice among undergraduate pharmacy students at University of Khartoum,
Sudan. Pharmacy, 10(1), 26. doi:10.3390/pharmacy10010026
Ayele, Y., Hawulte, B., Feto, T., Basker, G. V., & Bacha, Y. D. (2020). Job satisfaction among pharmacy
professionals working in public hospitals and its associated factors, eastern Ethiopia. Journal of
Pharmaceutical Policy and Practice, 13(1), 1-9. doi:10.1186/s40545-020-00209-3
Balkhi, B., Alghamdi, A., Alshehri, N., & Alshehri, A. (2017). Assessment of job satisfaction amonghospital pharmacists in Saudi Arabia. IOSR Journal of Pharmacy, 7(5), 34-40. doi:10.9790/30130705013440
Berassa, M. S., Chiro, T. A., & Fanta, S. (2021). Assessment of job satisfaction among pharmacy
professionals. Journal of Pharmaceutical Policy and Practice, 14(1), 71. doi:10.1186/s40545-02100356
Cain, J., Romanelli, F., & Smith, K. M. (2012). Academic entitlement in pharmacy education. American
Journal of Pharmaceutical Education, 76(10), 189. doi:10.5688/ajpe7610189
Carvajal, M. J., & Popovici, I. (2018). Gender, age, and pharmacists' job satisfaction. Pharmacy Practice(Granada), 16(4), 1396. Available from: https://www.pharmacypractice.org
Carvajal, M. J., Popovici, I., & Hardigan, P. C. (2018). Gender differences in the measurement ofpharmacists’ job satisfaction. Human Resources for Health, 16, 1-8.
Clark, A. E. (1997). Job satisfaction and gender: Why are women so happy at work? Labour
Economics, 4(4), 341-372. doi:10.1016/S0927-5371(97)00010

40Örgütsel Davranış Araştırmaları Dergisi

Journal of Organizational Behavior Research
Cilt / Vol.: 9, Sayı / Is.: 2, Yıl/Year: 2024, Sayfa/Pages: 28-41
Cobaugh, D. J. (2005). Academia: A rewarding and critically important career path. American Journal of
Health-System Pharmacy, 62(11), 1204. doi:10.1093/ajhp/62.11.1204
Davidescu, A. A., Apostu, S. A., Paul, A., & Casuneanu, I. (2020). Work flexibility, job satisfaction, andjob performance among Romanian employees—Implications for sustainable human resource
management. Sustainability, 12(15), 6086. doi:10.3390/su12156086
Duah, F., & Kofi, K. (2022). The nature of job satisfaction and the effect of marital status on job satisfactionin organisations in Ghana. Journal of Management and Science, 12(1), 79-88.
doi:10.26524/jms.12.16
Duggan, C. (2020). Advancing the workforce to meet the primary health care agenda: Pharmacy’s
contribution to universal health coverage. International Journal of Pharmacy Practice, 28(2), 118120. doi:10.1111/ijpp.12579
Gargalicano, C. A. G., De Oca, P. R., Hernane Jr, S. G., Arosa, A. A. M., Radadon, S. T. A., & Gargalicano,F. G. (2023). Factors that influence career choice of graduating pharmacy students. International
Journal of Multidisciplinary: Applied Business and Education Research, 4(2), 663-670.
doi:10.11594/ijmaber.04.02.32
Iheanacho, C. O., & Odili, V. U. (2021). Job satisfaction among pharmacists practicing in Benin City,
Nigeria. Tropical
JournalofPharmaceutical
Research, 20(8),1721-1728.
doi:10.4314/tjpr.v20i8.25
Inayat, W., & Jahanzeb Khan, M. (2021). A study of job satisfaction and its effect on the performance of
employees working in private sector organizations, Peshawar. Education ResearchInternational, 2021(1), 1751495. doi:10.1155/2021/1751495
Jegede, A. O., & Ola-Olorun, O. J. (2021). Evaluation of the job satisfaction of hospital pharmacists inOsun State, Nigeria. Nigerian Journal of Pharmaceutical Research, 17(2), 245-256.
doi:10.4314/njpr.v17i2.10
Jegede, A. O., & Toyosi, O. K. (2023). Nature of organizational commitment across community pharmacy
and academic pharmacy practice settings. Journal of Contemporary Pharmacy Practice, 70(4), 1522. doi:10.37901/jcphp21-00016
Khamlub, S., Harun-Or-Rashid, M. D., Sarker, M. A. B., Hirosawa, T., Outavong, P., & Sakamoto, J.
(2013). Job satisfaction of health-care workers at health centers in Vientiane Capital and
Bolikhamsai Province, Lao PDR. Nagoya Journal of Medical Science, 75(3-4), 233-241.
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4345678/
Khan, H., Rehmat, M., Butt, T. H., Farooqi, S., & Asim, J. (2020). Impact of transformational leadershipon work performance, burnout and social loafing: A mediation model. Future Business
Journal, 6(1), 40. doi:10.1186/s43093-020-00043-8
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational andPsychological
Measurement,
30(3),
607-610.
https://journals.sagepub.com/doi/10.1177/001316447003000308

41

JEGEDE
Medical World Nigeria [Internet]. [cited 2023 Dec 2]. ‘Poor pharmaceutical care responsible for Nigeria’s
low health index.’ Available from: https://medicalworldnigeria.com/post/Poor-PharmaceuticalCare-Responsible-for-Nigerias-Low-Health-Index?pid=54064
Mocheche, E. K., Raburu, P. A., & Bosire, J. (2018). Is marital status a predictor of job satisfaction of
public secondary school teachers. International Journal of Psychology and Behavioral Sciences,8(3), 51-58. Available from: http://ir.jooust.ac.ke:8080/xmlui/handle/123456789/9351
Mott, D. A. (2000). Pharmacist job turnover, length of service, and reasons for leaving, 1983–
1997. American Journal of Health-System Pharmacy, 57(10), 975-984.
Oludeyi, O. S. (2015). A review of literature on work environment and work commitment: Implication for
future research in citadels of learning. Journal of Human Resource Management, 18(2), 32-46.
Ooi, K. L., Rajiah, K., Maharajan, M. K., & Wong, P. S. (2023). Empowering sustainable growth andworkforce: Unveiling challenges and strategies for retaining community pharmacists in
Malaysia. Pharmacy, 11(5), 163. doi:10.3390/pharmacy11050163
Pizzi, L. T., Menz, J. M., Graber, G. R., & Suh, D. C. (2001). From product dispensing to patient care: The
role of the pharmacist in providing pharmaceutical care as part of an integrated disease management
approach. Disease Management, 4(4), 143-154. doi:10.1089/10935070152744525
Radwan, R. M., Bentley, J. P., Patterson, J. A., Dixon, D. L., & Salgado, T. M. (2022). Predictors of job
satisfaction among pharmacists: A regional workforce survey. Exploratory Research in Clinicaland Social Pharmacy, 5, 100124.
Uhlíř, L., & Řehoř, P. (2020). Gender, education and marital status as determinants of job satisfaction. Acta
Universitatis Bohemiae Meridionales, 23(2). doi:10.2478/acta-2020-0003
Valliant, S. N., Burbage, S. C., Pathak, S., & Urick, B. Y. (2022). Pharmacists as accessible health careproviders: Quantifying the opportunity. Journal of Managed Care & Specialty Pharmacy, 28(1),85-90. https://www.jmcp.org/doi/10.18553/jmcp.2022.28.1.85
Webber, K. L., & Rogers, S. M. (2018). Gender differences in faculty member job satisfaction: Equity
forestalled? ResearchinHigher
Education, 59(8),1105-1132.
Availablefrom:
http://www.jstor.org/stable/45180361
Yean, T. F., Johari, J., Yahya, K. K., & Chin, T. L. (2022). Determinants of job dissatisfaction and its
impact on the counterproductive work behavior of university staff. Sage Open, 12(3),21582440221123289. doi:10.1177/21582440221123289
Yilmaz, F. K., & Karakuş, S. (2023). The relationship between healthcare workers’ satisfaction level andpatients’ satisfaction: Results of a path analysis model. Journal of Healthcare Quality
Research, 38(6), 338-345. doi:10.1016/j.jhqr.2023.08.003