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Job satisfaction of primary healthcare professionals (public sector): A cross-

sectional study in Morocco

Article in Heliyon · September 2023

DOI: 10.1016/j.heliyon.2023.e20357

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 Heliyon 9 (2023) e20357

Contents lists available at ScienceDirect

Heliyon
journal homepage: www.cell.com/heliyon

Job satisfaction of primary healthcare professionals (public

sector): A cross-sectional study in Morocco
Hicham El Mouaddib a, *, Majda Sebbani a, b, c, d, Adil Mansouri b, c,
Latifa Adarmouch a, b, c, Mohamed Amine a, b, c
a
Bioscience & Health Laboratory, BHL, Cadi Ayyad University, 40000, Marrakesh, Morocco
b
Clinical Research Unit, Mohammed VI University Hospital, 40000, Marrakesh, Morocco
c
Community Medicine and Public Health Department, School of Medicine, Cadi Ayyad University, Sidi Abbad, 40000, Marrakesh, Morocco
d
Unit of Development and Research in Medical Education, Geneva University, Switzerland

A R T I C L E I N F O A B S T R A C T

Keywords: Healthcare professionals (HCPs) are indispensable for improving the availability and quality of
Job satisfaction healthcare services. Therefore, the present cross-sectional study aimed to measure the job satis­
Primary care faction of HCPs working in primary care (PC) centers in Marrakech, according to the job satis­
Healthcare professionals
faction scale. Using census sampling, this study involved HCPs working in PC centers. Data were
General practitioners
Nurses
collected using an electronic questionnaire and analyzes were performed using Jamovi (version
1.6). The Warr-Cook-Wall scale was used to assess the satisfaction of these professionals. Stu­
dent’s t-test, Kruskal–Wallis test and Mann–Whitney non-parametric tests were used for group
comparisons (p < 0.05). The lowest satisfaction scores were recorded for general practitioners
(GPs) and nurses. These were work safety (1.54 ± 0.85 vs. 1.51 ± 0.82), salary (1.58 ± 0.79 vs.
1.72 ± 0.87), chance of promotion (1.68 ± 0.87 vs. 1.80 ± 0.93), possibility of using its ca­
pacities (1.90 ± 1.04 vs. 2.01 ± 1.08), and workload (1.88 ± 1.10 vs. 2.05 ± 1.06). A statistically
significant difference was observed between different professional statuses regarding facility
management (p = 0.049). The overall job satisfaction of HCPs was low, especially among GPs and
nurses: the scores for intrinsic job satisfaction with respect to sociodemographic characteristics
were low, whereas they were medium for extrinsic job satisfaction. Further research is warranted
to clarify the intrinsic and extrinsic factors of job satisfaction in Morocco’s healthcare sector.

1. Introduction

1.1. Theoretical background

Job satisfaction is a prominent subject of study within the field of organizational behavior. Undoubtedly, job satisfaction is directly
associated with efficiency, reduced turnover intentions, higher commitment, desire to achieve goals, and teamwork within the
workplace [1]. In his classic definition, Locke [2] emphasizes that job satisfaction represents a positive emotional response of the
individual to the work he performs, as long as his professional values are respected. There are basically two classes of job satisfaction
theories (a) Content theories, and (b) Process theories [3].

* Corresponding author.
E-mail address: h.elmouaddib.ced@uca.ac.ma (H. El Mouaddib).

https://doi.org/10.1016/j.heliyon.2023.e20357
Received 7 May 2023; Received in revised form 13 September 2023; Accepted 20 September 2023
Available online 20 September 2023
2405-8440/© 2023 The Authors. Published by Elsevier Ltd. This is an open access article under the CC BY-NC-ND license
(http://creativecommons.org/licenses/by-nc-nd/4.0/).
H. El Mouaddib et al. Heliyon 9 (2023) e20357

1.1.1. Content theories

Content theories attempt to explain what needs, values, or expectations are important for determining the degree of satisfaction in
the job. They suggest that job satisfaction involves fulfilling the individual’s needs. Maslow’s hierarchy of needs suggests that needs
progress from basic to higher-order, yet there’s little empirical support for this concept. Herzberg’s theory, which separates causes of
satisfaction and dissatisfaction, can be compared to Maslow’s hierarchy, with lower-order needs causing dissatisfaction and higher-
order needs leading to satisfaction. However, the evidence, apart from the critical incident technique, doesn’t support Herzberg’s
theory. The critical incident technique is also questionable, as other studies indicate that motivators play a crucial role in both
satisfaction and dissatisfaction, although the evidence for dissatisfaction is less clear [1,4].

1.1.2. Process theories

Process theories generally try to explain how individual needs, values, and expectations interact with the job to provide job
satisfaction and dissatisfaction. Their theorists assert that job satisfaction is influenced not only by job characteristics and context but
also by individual needs, values, and expectations. For example, individuals with a strong need for achievement may become more
frustrated in jobs lacking opportunities for achievement. Process theories challenge the idea that increasing job satisfaction solely
relies on providing more of typically satisfying factors, such as higher pay. While all process theorists agree that job satisfaction
depends on the individual-work environment relationship, there are varying opinions on which processes influence it. These process
theories encompass two models, subtractive and multiplicative, both of which have their limitations. The subtractive model overlooks
the significance of different needs, while the multiplicative model fails to differentiate the intensity of needs and their desired
fulfillment [1,4].
Despite approach differences and limitations, job satisfaction involves aligning individual needs, values, and expectations with the
job. In complex work behavior, no single theory can consistently explain all aspects. Focus may shift between expectations and values
or from individual personality to cultural context. Currently, it is difficult to prevail one theory over another [4].

1.2. Empirical background

Healthcare professionals (HCPs) are indispensable for improving the availability and quality of healthcare services. Concerns exist
regarding the impact of their poor performance on the effectiveness of the strengthening efforts on the healthcare [5]. The satisfaction,
motivation, and willingness of HCPs to fulfill their duties directly impact the quality and efficiency of the services they provide [6].
Although there is no significant relationship between job satisfaction and performance, satisfied HCPs perform approximately three
times better [7].
Furthermore, practicing in a healthcare environment often generates stress and exhaustion, which can ultimately contribute to the
turnover of HCPs. Therefore, they strive to achieve an optimal balance between their personal and professional lives [8,9]. This
equilibrium is manifested in the workplace through job satisfaction. The latter indicates the degree to which a person is satisfied with
the intrinsic aspects, such as responsibility and social service, and extrinsic aspects of his work, such as company policies, working
conditions, and salary [10,11]. It is also defined as a favorable emotional state resulting from the evaluation of one’s work, affective
reactions, and attitude towards the job [12]. Job satisfaction is an attitude rather than a behavior. Consequently, individuals with high
levels of job satisfaction exhibit positive attitudes towards their work [13]. Job satisfaction encompasses several dimensions in the
public sector, such as compensation, promotion, supervision, fringe benefits, reward systems, working conditions, relationships with
colleagues, nature of the work, and communication [14].
A considerable number of studies examined the employees’ needs, motivations, and job satisfaction. However, these studies have
used diverse measures and yielded mixed results. For instance, some studies have concluded that job satisfaction is primarily correlated
with organizational factors, such as supervision, autonomy, relationships with colleagues and superiors, workload, and salary [15–20].
Moreover, other studies have focused on the sociodemographic characteristics, such as age, sex, marital status, educational level, and
work environment [7,17–22].
For physicians, job satisfaction is a critical factor for healthcare systems, because primary care (PC) provides healthcare services to
a larger proportion of the population than any other level of care [22]. Among the physicians, higher job satisfaction was associated
with appropriate prescription practices, patient therapeutic adherence, and greater patient satisfaction [23,24]. However, they
expressed dissatisfaction with three factors: salary and promotional opportunities, relationships with superiors, and equipment
availability [25,26]. Dissatisfied physicians are two to three times more likely to leave their positions than their satisfied colleagues
[27].
Nursing staff are the primary components of the healthcare system. They are front line workers who are in direct contact with
patients. Conditioned by job satisfaction, nurses’ work performance has a significant impact on their organizational commitment [28].
Job satisfaction is one of the strongest predictors of nurse retention [8,13]. Thus, three main determinants of job dissatisfaction exist
among nurses: workload, limited resources, and lack of communication with the management [26,29].
In Morocco, as in all low- and middle-income countries, assessing the job satisfaction of HCPs is essential because their working
conditions are sometimes challenging [30]. Job dissatisfaction can result not only in the intention to quit one’s job but also in the
aspiration to migrate to foreign countries, further contributing to the existing shortage of HCPs [31]. However, no studies have been
conducted on the job satisfaction of HCPs in PC centers in Morocco. Conversely, studies conducted in hospitals indicated that HCPs
were very dissatisfied with several aspects such as (a) the relationship with immediate superiors (62.8%), (b) level of technology and
equipment (43.4%), (c) workload pace (43.2%), (d) degree of autonomy (42.4%), (e) level of responsibility (42.3%), (f) workload
(39.8%), and (h) salary (39.4%) [32].

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H. El Mouaddib et al. Heliyon 9 (2023) e20357

Morocco is currently implementing one of the most ambitious and comprehensive health system reforms in the world, demon­
strating its commitment to human capital development. This reform seeks to improve health outcomes and the quality of health service
delivery by enhancing responsiveness at all levels of the health system [33]. This means that the Ministry of Health should be aware of
what motivates and affects the job satisfaction of HCPs. In fact, answers to these questions would be more helpful if such research is
conducted in PC.

1.3. Aim and research questions

Using the Warr-Cook-Wall scale [10], our study aimed to measure job satisfaction among HCPs working in PC in Marrakech
(Morocco). This was achieved by answering the following research questions:

1. What are the factors that determine job satisfaction among HCPs in PC in Marrakech?
2. What is the relationship between overall job satisfaction and different sociodemographic and professional characteristics?
3. What is the relationship between intrinsic job satisfaction and different sociodemographic and professional characteristics?
4. What is the relationship between extrinsic job satisfaction and different sociodemographic and professional characteristics?

1.4. Significance of the study

This study extends and enriches previous research on job satisfaction among primary HCPs, at least in low- and middle-income
countries. To our knowledge, this is the first study to publish results on this topic in Morocco and North African countries.
First, this study will provide insight into the job satisfaction levels of HCPs in Morocco and may encourage other Moroccan re­
searchers to conduct more in-depth studies. Of note is the importance of such studies in the national context, as PC represents the first
level of access to the healthcare system.
Second, the results of this study can be used for comparison with future studies in the North African region or even in other African
countries. In fact, there have been some studies that have looked at job satisfaction, but these studies were conducted in a hospital
setting. Regardless, the comprehensive research on job satisfaction is sure to play a significant role in improving the working con­
ditions of primary HCPs, thereby enhancing the quality of care, whether in Morocco, the North African region, or across Africa as a
whole.

2. Methods

2.1. Study design and participants

This cross-sectional descriptive study involved HCPs working in PC centers in the Marrakech prefecture (N = 416). This study
aimed to include all professionals based on the specified inclusion and exclusion criteria using census sampling. The inclusion criteria
were (a) full-time HCP at a PC center, (b) at least one year of experience in this capacity, and (c) consent to participate in the study.
Furthermore, HCPs who were absent at the time of data collection were automatically excluded from the study.

2.2. Instrument

The respondents completed a biographical questionnaire to obtain information on their location of practice, age, sex, professional
status, educational level, global duration of work, and duration of work in PC. In addition, respondents completed the Warr-Cook-Wall
job satisfaction scale [10]. This scale includes 15 quantitative items indicating the underlying intrinsic and extrinsic factors related to
job satisfaction. The 16th item evaluates the participant’s overall job satisfaction [34]. The scale items were subdivided into two
subscales (A and B). Subscale A, called “Intrinsic job satisfaction”, includes seven items (numbers 2, 4, 6, 8, 10, 12, 14). Subscale B,
called “Extrinsic job satisfaction”, includes the eight remaining items [10].
Although the original scale measures satisfaction on a 7-point Likert scale, the items were rated on a 5-point scale from “Very
unsatisfied” (score 1) to “Very satisfied” (score 5) to reduce misinterpretation [35–37]. A higher overall mean score indicates greater
job satisfaction [10]. The Cronbach’s alpha score for the scale was 0.920, indicating that it was reliable and valid.

2.3. Data collection

The study was conducted in the public sector health centers in Marrakech from January 18, 2021 to March 31, 2021. Owing to the
Coronavirus Disease 2019 (COVID-19) pandemic, data were collected using an electronic questionnaire.

2.4. Data analysis

The analyses were performed using Jamovi (version 1.6). The mean scores and standard deviations of the job satisfaction scale
items, overall job satisfaction, and intrinsic and extrinsic job satisfaction among the study population were calculated. Student’s t-test,
and Kruskal–Wallis and Mann–Whitney non-parametric tests were used. The mean scores were interpreted as follows: <1.5, very low
satisfaction, between 1.5 and 2.49 low satisfaction, between 2.5 and 3.49 medium satisfaction; 3.5–4.49, strong satisfaction; and

3
H. El Mouaddib et al. Heliyon 9 (2023) e20357

>4.49, a very strong satisfaction. P-value <0.05 was considered statistically significant.

3. Results

3.1. Description of the study population

Of the 416 questionnaires distributed to HCPs, 346 were returned (response rate: 83.1%). The study population comprised 34.1%
(n = 118) men and 65.9% (n = 228) women. The professional profiles of the HCPs included nurses (54%), GPs (39.9%), and specialists
(6.1%). The greatest proportion of GPs (62.3%) was >44 years old, while the greatest proportions of nurses (59.9%) and specialists
(61.9%) were ≤44 years old. Among the nurses, 85.6% were graduates. Among GPs and specialists, 53.6% and 57.1% respectively,
practiced in rural settings, whereas 50.3% of nurses practiced in urban settings. Apart from GPs, 54.3% of whom had a global length of
service of >18 years, the greatest proportions of the HCPs with other professional profiles had a global length of service of ≤18 years.
Similarly, for the length of service in PC, unlike other professional profiles, the greatest proportion of GPs (52.9%) had a length of
service in PC of >14 years (Table 1).

3.2. HCPs’ job satisfaction

Overall, except for the relationship with immediate supervisors, relationship with colleagues, administrative support, degree of
responsibility, and working hours, for which professionals had a moderate level of satisfaction, they had a low level of satisfaction for
other aspects. Among these aspects, some had mean scores <2.00, which were recorded for GPs and nurses. These aspects were work
safety (1.54 ± 0.85 vs. 1.51 ± 0.82), salary (1.58 ± 0.79 vs. 1.72 ± 0.87), chance of promotion (1.68 ± 0.87 vs. 1.80 ± 0.93), pos­
sibility of using their abilities (1.90 ± 1.04 vs. 2.01 ± 1.08), and workload (1.88 ± 1.10 vs. 2.05 ± 1.06). Specialists also had mean
scores <2.00, which were work safety (1.76 ± 1.00), chances of promotion (1.86 ± 1.06), and salary (1.95 ± 1.07). A statistically
significant difference was observed among the HCPs with different professional profiles regarding center management (p = 0.049)
(Table 2).
Regarding overall job satisfaction (Item#16), HCPs were weakly satisfied (1.95 ± 1.15). In addition, male professionals (1.94 ±
1.09), those practicing in rural areas (1.88 ± 1.11), those belonging to the age category >44 years (1.86 ± 1.14), and “post-graduates”
(1.90 ± 1.13) were the least satisfied. Regarding work experience, HCPs with length of global service of >18 years (1.89 ± 1.17) and
those with length of service in PC of >14 years (1.93 ± 1.19) were the least satisfied. None of the aforementioned characteristics were
statistically significant (Table 3).
Regarding the mean scores of subscales, intrinsic job satisfaction was low, with the lowest scores being recorded among males
(15.25 ± 5.75), those practicing in rural centers (15.15 ± 6.12), and “post-graduates” (15.29 ± 5.89). Furthermore, extrinsic job
satisfaction was at a medium level, with the highest scores being recorded among males (25.02 ± 6.85), those practicing in urban
centers (25.48 ± 7.04), and “post-graduates” (24.98 ± 6.81). None of the previously mentioned characteristics were statistically
significant (Table 4).
Table 5 highlights the subscales scores in relation to age, length of global service, and length of service in PC; the intrinsic job
satisfaction was low for these parameters. The lowest scores were recorded among HCPs aged> 44 years (14.61 ± 6.05), those with
length of global service of >18 years (14.82 ± 6.22), and length of service in PC of >14 years (14.95 ± 6.25). Moreover, extrinsic job
satisfaction was at a medium level with higher scores recorded among HCPs aged ≤44 years (25.37 ± 6.82), those with length of global
service of ≤18 years (25.29 ± 7.37), and length of service in PC of ≤14 years (25.35 ± 6.81). No scores were statistically significant,
except for intrinsic job satisfaction with respect to age (p = 0.035).

Table 1
Sociodemographic and professional characteristics of HCPs (n = 346).
Characteristics Categories All n = 346 GPs n = 138 Specialists n = 21 Nurses n = 187N(%)
N(%) N(%) N(%)

Age ≤44 years 177(51.2) 52(37.7) 13(61.9) 112(59.9)

>44 years 169(48.8) 86(62.3) 8(38.1) 75(40.1)
Sex Male 118(34.1) 52(37.7) 11(52.4) 55(29.4)
Female 228(65.9) 86(62.3) 10(47.6) 132(70.6)
Education level Undergraduate 27(7.8) 0(0) 0(0) 27(14.4)
Graduate 160(46.2) 0(0) 0(0) 160(85.6)
Post-graduate 159(46.0) 138(100) 21(100) 0(0)
Work environment Urban 167(48.3) 64(46.4) 9(42.9) 94(50.3)
Rural 179(51.7) 74(53.6) 12(57.1) 93(49.7)
Length of global service ≤18 years 181(52.3) 63(45.7) 13(61.9) 105(56.1)
>18 years 165(47.7) 75(54.3) 8(38.1) 82(43.9)
Length of service in PC ≤14 years 181(52.3) 65(47.1) 13(61.9) 103(55.1)
>14 years 165(47.7) 73(52.9) 8(38.1) 84(44.9)

GPs: General practitioners; PC: Primary care; SD: Standard deviation.

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H. El Mouaddib et al. Heliyon 9 (2023) e20357

Table 2
Comparison of job satisfaction items according to professional status (n = 346).
Items All GPs Specialists Nurses p-value**
Mean (SD) Mean (SD) Mean (SD) Mean (SD)

1. Physical working conditions 2.06 (1.09) 2.00 (1.07) 2.00 (1.05) 2.11 (1.10) 0.664
2. Freedom to choose one’s work method 2.27 (1.21) 2.14 (1.14) 2.38 (1.12) 2.35 (1.26) 0.315
3. Relationship with colleagues 3.33 (1.01) 3.33 (1.01) 3.48 (0.68) 3.32 (1.05) 0.975
4. Recognition and appreciation of work 2.29 (1.13) 2.35 (1.14) 2.43 (1.08) 2.24 (1.12) 0.541
5. Relationship with the immediate supervisor 3.34 (0.97) 3.41 (0.96) 3.48 (0.60) 3.28 (1.00) 0.579
6. Level of responsibility 2.62 (1.20) 2.70 (1.20) 2.90 (1.22) 2.52 (1.18) 0.223
7. Salary 1.68 (0.86) 1.58 (0.79) 1.95 (1.07) 1.72 (0.87) 0.163
8. Possibility of using capabilities 1.98 (1.06) 1.90 (1.04) 2.24 (1.04) 2.01 (1.08) 0.271
9. Administrative support 2.66 (1.17) 2.75 (1.15) 2.76 (1.04) 2.59 (1.20) 0.460
10. Promotion opportunities 1.76 (0.92) 1.68 (0.87) 1.86 (1.06) 1.80 (0.93) 0.494
11. Management of the center 2.49 (1.15) 2.46 (1.16) 3.10 (0.94) 2.45 (1.15) 0.049
12. Consideration of one’s suggestions 2.41 (1.18) 2.49 (1.16) 2.62 (1.16) 2.34 (1.20) 0.359
13. Working hours 2.61 (1.15) 2.54 (1.17) 2.76 (0.89) 2.64 (1.17) 0.573
14. Workload 1.99 (1.08) 1.88 (1.10) 2.10 (1.04) 2.05 (1.06) 0.144
15. Work safety 1.54 (0.84) 1.54 (0.85) 1.76 (0.99) 1.51 (0.82) 0.458

GPs: General practitioners; **One-way ANOVA (Non-parametric), P < 0.05.

Table 3
Overall job satisfaction mean score (Item#16) according to sociodemographic characteristics (n = 346).
Characteristics Mean (SD) p-value*

Age groups ≤44 years 2.04 (1.15) 0.091

>44 years 1.86 (1.14)
Sex Male 1.94 (1.09) 0.879
Female 1.96 (1.18)
Education level Graduated or under 2.01 (1.17) 0.442
Post-graduate 1.90 (1.13)
Work environment Urban 2.04 (1.19) 0.260
Rural 1.88 (1.11)
Length of global service ≤18 years 2.01 (1.13) 0.167
>18 years 1.89 (1.17)
Length of service in PC ≤14 years 1.97 (1.11) 0.440
>14 years 1.93 (1.19)

*Independent Samples T-test, P < 0.05.

Table 4
Mean Scores of the subscales by Gender, Work Environment, and Educational Level.
Subscale Sex Work environment Education level

Male Female P- Urban Rural P- Graduate or under Post- P-

Mean Mean (SD) value* Mean Mean value* Mean (SD) graduate value*
(SD) (SD) (SD) Mean (SD)

Intrinsic job 15.25 15.35 0.895 15.49 15.15 0.655 15.34 (6.37) 15.29 0.987
satisfaction (A) (5.75) (6.32) (6.14) (6.12) (5.89)
Extrinsic job 25.02 24.89 0.871 25.48 24.42 0.159 24.88 (7.39) 24.98 0.810
satisfaction (B) (6.85) (7.24) (7.04) (7.13) (6.81)

*Independent Samples T-test, P < 0.05.

Table 5
Mean scores of the subscales according to Age, Length of global service and Length of service in PC.
Subscale Age Length of global service Length of service in PC

≤44 years >44 years P- ≤18 years >18 years P- ≤14 years >14 years P-
Mean (SD) Mean (SD) value* Mean (SD) Mean (SD) value* Mean (SD) Mean (SD) value*

Intrinsic job satisfaction 15.99 14.61 0.035 15.77 14.82 0.116 15.65 14.95 0.266
(A) (6.14) (6.05) (6.02) (6.22) (6.01) (6.25)
Extrinsic job satisfaction 25.37 24.47 0.379 25.29 24.53 0.517 25.35 24.47 0.373
(B) (6.82) (7.37) (6.75) (7.46) (6.81) (7.40)

*Independent Samples T-test, P < 0.05.

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H. El Mouaddib et al. Heliyon 9 (2023) e20357

4. Discussion

This study was the first study to focus on the job satisfaction of HCPs working in PC in Morocco. Considering their vital role in the
healthcare system, satisfaction has become even more significant. Their work enables equitable access to healthcare services, thereby
contributing to a reduction in the mortality and morbidity rates [38,39].
Overall, with the exception of the following aspects: relationship with the immediate supervisor, relationship with colleagues,
administrative support, level of responsibility, and working hours, HCPs demonstrated medium satisfaction, while other aspects had
low satisfaction scores. These results are compatible with those of other studies on administrative support [37,40]. However, they were
inconsistent with the results of other studies on certain aspects such as the relationship with colleagues [6,19,37,40–42], relationship
with the immediate supervisor [37,40], level of responsibility [19,40,41], and working hours [37,40,41], which reported higher levels
of satisfaction. A clear understanding of one’s professional role, favorable relationship with colleagues, and administrative support can
lead to a positive work environment, promoting the growth and development of HCPs in PC [8].
Conversely, the results demonstrated that HCPs had low satisfaction with other aspects, with some aspects scoring <2.00, such as
work safety, salary, promotion opportunities, possibility of using capabilities and workload. Although these aspects had relatively low
scores in some studies [6,19,37,40,42,43], they were not as low as those in the present study. In this case, the nurses were least satisfied
with their job safety. Working in a clean, organized, and safe environment is an essential source of job satisfaction among nurses [29,
44].
Moreover, GPs were the least satisfied with other aspects. In fact, studies conducted solely among GPs, showed that they had
average satisfaction with their salaries [19,41,43]. However, they were highly satisfied with the possibility of using capabilities [19,
41]. Similarly, in studies that examined several occupational categories, the average score of GPs in terms of promotion opportunities
was among the lowest [26,37]. Conversely, nurses had the lowest scores concerning workload [26].
With regard to overall job satisfaction, GPs and nurses were the least satisfied (1.84 ± 1.11 vs. 1.98 ± 1.15). Men reported low
levels of satisfaction. This result was not in line with the results of some studies [41,42], but was in line with other studies [6,19,37].
Thus, sex remains a factor to be considered in the overall satisfaction of HCPs [19].
According to the results, practicing in a rural centers and being a “post-graduate” could contribute to the dissatisfaction of HCPs.
Professional practices in rural environments are one of the reasons for the reduced overall job satisfaction [43]. Regarding the
educational level, the obtained result is supported by the findings of a study of Kumar et al. [37], wherein the “graduates” category was
the least satisfied. Regarding age, global length of service, and length of service in PC, age >44 years, the length of global service of
>18 years, and the length of service in PC of >14 years had the lowest scores, respectively. These results are inconsistent with those of
other studies. Age >44 years had the highest score and length of global service of <5 years had the lowest score [37]. However,
professionals with 1–6 years of length of service in PC were the most dissatisfied, especially nurses [8].
In fact, no significant difference exists between the satisfaction scores of HCPs according to the age, work environment (rural or
urban), length of global service, and length of service in PC. This result was confirmed in previous studies [37,40]. However, this result
was not compatible with the results of other studies, as the difference between the satisfaction scores of HCPs in terms of sex was
significant [37].
Intrinsic job satisfaction was also low. This refers to factors related to the work itself [45]. The lowest scores were recorded among
men, those belonging to the age >44 years category, practicing in a rural environment, holding a post-graduate degree, having a global
length of service>18 years, and a length of service in PC of >14 years. Dissatisfaction among men in terms of factors related to the
nature of their work was found to be significant [46]. However, practice environment was not significantly associated with job
satisfaction [17].
Extrinsic job satisfaction refers to the factors related to external working conditions [45], which was moderate. Thus, it could be
assumed that sufficient professional fulfillment was provided to the HCPs to be willing to overlook their dissatisfaction with some
extrinsic factors [17]. The highest scores were recorded among men, those aged ≤44 years, those practicing in rural environment,
those who were postgraduate degree holders, and those with a global length of service of ≤18 years and a length of service in PC of ≤14
years. Indeed, age could explain the importance of the physical working conditions [19]. Moreover, other extrinsic factors may also
have been involved. For example, a higher monthly salary is significantly associated with greater job satisfaction. However, longer
working hours are inversely associated with job satisfaction, as is often the case for HCPs practicing in rural settings [17].
Intrinsic or extrinsic job satisfaction, age, work environment, hours worked per week, and length of professional service are
predictive factors for job satisfaction [19]. However, in most cases, no clear trend exists regarding the reported satisfaction with
intrinsic factors compared to extrinsic factors [17].
This study had certain limitations that should be taken into consideration. First, the cross-sectional design prevented the definitive
establishment of causal associations. Second, owing to the COVID-19 pandemic, an electronic questionnaire was used, possibly
influencing the respondents’ answers. Additionally, unfamiliarity with the electronic format may have hindered some participants
from participating in the study. Nevertheless, the response rate was 83.1%. Caution is required when interpreting these findings and
further research is warranted.

5. Conclusion

The study findings highlight the presence of dissatisfaction among HCPs regarding various aspects of their jobs. Although extrinsic
factors indicated a moderate level of satisfaction, intrinsic factors were lacking. GPs and nurses, particularly the male participants,
were the least satisfied. The findings also suggest that specific work environments, such as practicing in rural centers, and being “post-

6
H. El Mouaddib et al. Heliyon 9 (2023) e20357

graduates,” may contribute to greater dissatisfaction. Improving job satisfaction among HCPs should be prioritized for enhancing
overall job satisfaction and quality of care. Further research and targeted interventions are warranted to address the identified areas of
dissatisfaction and improve the overall job satisfaction of HCPs.
Operationally, it is recommended to better clarify the tasks of all professional categories, grant them more autonomy, promote an
appropriate distribution of workload, establish career paths for the promotion and professional development, improve working
conditions, and promote incentives and compensation.

Author contribution statement

Hicham EL MOUADDIB, Majda Sebbani, Adil Mansouri, Latifa Adarmouch & Mohamed Amine: Conceived and designed the ex­
periments; Hicham EL MOUADDIB: Performed the experiments; Hicham EL MOUADDIB, Adil Mansouri & Majda Sebbani: Analyzed
and interpreted the data; Hicham EL MOUADDIB, Majda Sebbani, Adil Mansouri, Latifa Adarmouch & Mohamed Amine: Contributed
reagents, materials, analysis tools or data; Wrote the paper.

Data availability statement

Data will be made available on request.

Declaration of competing interest

The authors declare that they have no known competing financial interests or personal relationships that could have appeared to
influence the work reported in this paper.

Appendix A. Supplementary data

Supplementary data to this article can be found online at https://doi.org/10.1016/j.heliyon.2023.e20357.

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View publication stats

 Job satisfaction Scale

READ TO PARTICIPANT:

Hello, my name is Hicham EL MOUADDIB. I am a PhD student at Cadi Ayyad University and I represent the
Clinical Research Service at the Mohammed VI University Hospital in Marrakech. We are conducting a study on job
satisfaction among primary healthcare professionals in Marrakech. I would like to ask you a few questions about your
job satisfaction. Please note that your participation is entirely voluntary. You may refuse to answer any questions. The
information collected from this questionnaire will be submitted to researchers for analysis, but no information that
could identify you will be shared; your identity will remain completely confidential.

Do you have any questions for me? Please contact me at the following email address: h.elmouaddib.ced@uca.ac.ma

Are you willing to participate in this study?…………………………………………………………………………….

Signature of the participant
(Indicating their agreement to participate)
Sociodemographic Characteristics
1. Work environment Urban ☐ Rural ☐
2. Age : …………………… years
3. Gender Male ☐ Female ☐
4. Professional Profile General practitioner ☐ Specialist ☐
Nurse ☐ Midwife ☐
Other (Specify): ………………………………………
5. Education level Undergraduate ☐ Graduate ☐
Post-graduate ☐ Other (Specify) : ……………..
…………………………………………………………………………..
6. Length of global service : …………………… years
7. Length of service in primary care : …………………… years
Satisfaction
8. What is your level of satisfaction with the following?
1=I’m very dissatisfied ¦ 2=I’m dissatisfied ¦ 3=I’m not sure ¦ 4=I’m satisfied ¦ 5=I’m very satisfied
(1) (2) (3) (4) (5)
8.1. Physical work conditions ☐ ☐ ☐ ☐ ☐
8.2. Freedom to choose one’s work method ☐ ☐ ☐ ☐ ☐
8.3. Relationship with colleagues ☐ ☐ ☐ ☐ ☐
8.4. Recognition and appreciation of work ☐ ☐ ☐ ☐ ☐
8.5. Relationship with the immediate supervisor ☐ ☐ ☐ ☐ ☐
8.6. Level of responsability ☐ ☐ ☐ ☐ ☐
8.7. Salary ☐ ☐ ☐ ☐ ☐
8.8. Possibility of using capabilities ☐ ☐ ☐ ☐ ☐
8.9. Administrative support ☐ ☐ ☐ ☐ ☐
8.10. Promotion opportunities ☐ ☐ ☐ ☐ ☐
8.11. Management of the center ☐ ☐ ☐ ☐ ☐
8.12. Consideration of one’s suggestions ☐ ☐ ☐ ☐ ☐
Page | 1
 8.13. Working hours ☐ ☐ ☐ ☐ ☐
8.14. Workload ☐ ☐ ☐ ☐ ☐
8.15. Work safety ☐ ☐ ☐ ☐ ☐
8.16. Now, taking everything into consideration, how do you feel about your job
☐ ☐ ☐ ☐ ☐
as a whole?
8. Recommendations :
……………………………………………………………………………………………………………...........
……………………………………………………………………………………………………………...........
……………………………………………………………………………………………………………...........
……………………………………………………………………………………………………………...........
……………………………………………………………………………………………………………...........
……………………………………………………………………………………………………………...........
……………………………………………………………………………………………………………...........
……………………………………………………………………………………………………………...........
……………………………………………………………………………………………………………...........
……………………………………………………………………………………………………………...........
……………………………………………………………………………………………………………...........

Thank you for your collaboration.

Page | 2
 5/24/23
Job Satisfaction of Primary Healthcare Professionals (Public Sector): A Cross-sectional study in Morocco : Hicham EL MOUADDIB

Frequencies
statut
Cumulative
Frequency Percent Valid Percent Percent
Valid GPs 138 39,9 39,9 39,9
Specialists 21 6,1 6,1 46,0
Nurses 187 54,0 54,0 100,0
Total 346 100,0 100,0

NPar Tests

Kruskal-Wallis Test
Test Statisticsa,b
item item item item item item item
1 item 2 item 3 item 4 item 5 item 6 item 7 item 8 item 9 10 11 12 13 14 15
Chi-Square ,818 2,312 ,050 1,229 1,092 3,001 3,622 2,612 1,553 1,410 6,041 2,048 1,113 3,877 1,561
df 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2
Asymp. Sig. ,664 ,315 ,975 ,541 ,579 ,223 ,163 ,271 ,460 ,494 ,049 ,359 ,573 ,144 ,458
a. Kruskal Wallis Test
b. Grouping Variable: statut

Descriptives
95% Confidence Interval for
Std. Mean
N Mean Deviation Std. Error Lower Bound Upper Bound Minimum Maximum
item 1 GPs 138 2,00 1,074 ,091 1,82 2,18 1 5
Specialists 21 2,00 1,049 ,229 1,52 2,48 1 5
Nurses 187 2,11 1,102 ,081 1,95 2,27 1 5
Total 346 2,06 1,086 ,058 1,94 2,17 1 5
item 2 GPs 138 2,14 1,143 ,097 1,95 2,34 1 5
Specialists 21 2,38 1,117 ,244 1,87 2,89 1 4
Nurses 187 2,35 1,259 ,092 2,17 2,53 1 5
Total 346 2,27 1,207 ,065 2,14 2,40 1 5
item 3 GPs 138 3,33 1,012 ,086 3,16 3,50 1 5
Specialists 21 3,48 ,680 ,148 3,17 3,79 2 4
Nurses 187 3,32 1,049 ,077 3,17 3,47 1 5
Total 346 3,33 1,014 ,055 3,23 3,44 1 5
item 4 GPs 138 2,35 1,144 ,097 2,16 2,54 1 5
Specialists 21 2,43 1,076 ,235 1,94 2,92 1 4
Nurses 187 2,24 1,121 ,082 2,07 2,40 1 5
Total 346 2,29 1,126 ,061 2,17 2,41 1 5
item 5 GPs 138 3,41 ,956 ,081 3,24 3,57 1 5
Specialists 21 3,48 ,602 ,131 3,20 3,75 2 4
Nurses 187 3,28 1,005 ,074 3,14 3,43 1 5
Total 346 3,34 ,966 ,052 3,24 3,45 1 5
item 6 GPs 138 2,70 1,205 ,103 2,50 2,91 1 5
Specialists 21 2,90 1,221 ,266 2,35 3,46 1 5
Nurses 187 2,52 1,184 ,087 2,35 2,69 1 5
Total 346 2,62 1,196 ,064 2,49 2,74 1 5

Dr. Adil Mansouri 1

Service de recherche clinique -CHU Mohammed VI de Marrakech
 5/24/23
Job Satisfaction of Primary Healthcare Professionals (Public Sector): A Cross-sectional study in Morocco : Hicham EL MOUADDIB
item 7 GPs 138 1,58 ,791 ,067 1,45 1,71 1 4
Specialists 21 1,95 1,071 ,234 1,46 2,44 1 4
Nurses 187 1,72 ,872 ,064 1,60 1,85 1 4
Total 346 1,68 ,857 ,046 1,59 1,77 1 4
item 8 GPs 138 1,90 1,041 ,089 1,72 2,07 1 5
Specialists 21 2,24 1,044 ,228 1,76 2,71 1 4
Nurses 187 2,01 1,080 ,079 1,85 2,16 1 5
Total 346 1,98 1,063 ,057 1,86 2,09 1 5
item 9 GPs 138 2,75 1,151 ,098 2,56 2,95 1 5
Specialists 21 2,76 1,044 ,228 2,29 3,24 1 4
Nurses 187 2,59 1,203 ,088 2,41 2,76 1 5
Total 346 2,66 1,174 ,063 2,54 2,79 1 5
item 10 GPs 138 1,68 ,871 ,074 1,53 1,83 1 4
Specialists 21 1,86 1,062 ,232 1,37 2,34 1 4
Nurses 187 1,80 ,932 ,068 1,67 1,94 1 4
Total 346 1,76 ,916 ,049 1,66 1,85 1 4
item 11 GPs 138 2,46 1,160 ,099 2,27 2,66 1 5
Specialists 21 3,10 ,944 ,206 2,67 3,52 1 5
Nurses 187 2,45 1,151 ,084 2,28 2,62 1 5
Total 346 2,49 1,150 ,062 2,37 2,62 1 5
item 12 GPs 138 2,49 1,160 ,099 2,29 2,68 1 5
Specialists 21 2,62 1,161 ,253 2,09 3,15 1 5
Nurses 187 2,34 1,200 ,088 2,16 2,51 1 5
Total 346 2,41 1,182 ,064 2,29 2,54 1 5
item 13 GPs 138 2,54 1,166 ,099 2,34 2,73 1 5
Specialists 21 2,76 ,889 ,194 2,36 3,17 1 4
Nurses 187 2,64 1,175 ,086 2,47 2,81 1 5
Total 346 2,61 1,155 ,062 2,48 2,73 1 5
item 14 GPs 138 1,88 1,101 ,094 1,70 2,07 1 5
Specialists 21 2,10 1,044 ,228 1,62 2,57 1 5
Nurses 187 2,05 1,061 ,078 1,90 2,21 1 5
Total 346 1,99 1,077 ,058 1,87 2,10 1 5
item 15 GPs 138 1,54 ,847 ,072 1,40 1,69 1 4
Specialists 21 1,76 ,995 ,217 1,31 2,21 1 4
Nurses 187 1,51 ,819 ,060 1,39 1,63 1 4
Total 346 1,54 ,841 ,045 1,45 1,63 1 4

Dr. Adil Mansouri 2

Service de recherche clinique -CHU Mohammed VI de Marrakech
 5/24/23
Job Satisfaction of Primary Healthcare Professionals (Public Sector): A Cross-sectional study in Morocco : Hicham EL MOUADDIB

Frequencies

Statistics
Length of Length of
statut AgeG Votre sexe Education Milieu service in PC global service
GPs N Valid 138 138 138 138 138 138
Missing 0 0 0 0 0 0
Specialists N Valid 21 21 21 21 21 21
Missing 0 0 0 0 0 0
Nurses N Valid 187 187 187 187 187 187
Missing 0 0 0 0 0 0

Frequency Table

AgeG
Cumulative
statut Frequency Percent Valid Percent Percent
GPs Valid ≤44 years 52 37,7 37,7 37,7
>44 86 62,3 62,3 100,0
Total 138 100,0 100,0
Specialists Valid ≤44 years 13 61,9 61,9 61,9
>44 8 38,1 38,1 100,0
Total 21 100,0 100,0
Nurses Valid ≤44 years 112 59,9 59,9 59,9
>44 75 40,1 40,1 100,0
Total 187 100,0 100,0

Votre sexe
Cumulative
statut Frequency Percent Valid Percent Percent
GPs Valid M 52 37,7 37,7 37,7
F 86 62,3 62,3 100,0
Total 138 100,0 100,0
Specialists Valid M 11 52,4 52,4 52,4
F 10 47,6 47,6 100,0
Total 21 100,0 100,0
Nurses Valid M 55 29,4 29,4 29,4
F 132 70,6 70,6 100,0
Total 187 100,0 100,0

Dr. Adil Mansouri 3

Service de recherche clinique -CHU Mohammed VI de Marrakech
 5/24/23
Job Satisfaction of Primary Healthcare Professionals (Public Sector): A Cross-sectional study in Morocco : Hicham EL MOUADDIB
Education
Cumulative
statut Frequency Percent Valid Percent Percent
GPs Valid Graduat 1 ,7 ,7 ,7
Postgraduate 137 99,3 99,3 100,0
Total 138 100,0 100,0
Specialists Valid Postgraduate 21 100,0 100,0 100,0
Nurses Valid Undergraduat 27 14,4 14,4 14,4
Graduat 145 77,5 77,5 92,0
Postgraduate 15 8,0 8,0 100,0
Total 187 100,0 100,0

Milieu
Cumulative
statut Frequency Percent Valid Percent Percent
GPs Valid Urbain 64 46,4 46,4 46,4
Rural 74 53,6 53,6 100,0
Total 138 100,0 100,0
Specialists Valid Urbain 9 42,9 42,9 42,9
Rural 12 57,1 57,1 100,0
Total 21 100,0 100,0
Nurses Valid Urbain 94 50,3 50,3 50,3
Rural 93 49,7 49,7 100,0
Total 187 100,0 100,0

Length of service in PC
Cumulative
statut Frequency Percent Valid Percent Percent
GPs Valid ≤14 years 65 47,1 47,1 47,1
>14 73 52,9 52,9 100,0
Total 138 100,0 100,0
Specialists Valid ≤14 years 13 61,9 61,9 61,9
>14 8 38,1 38,1 100,0
Total 21 100,0 100,0
Nurses Valid ≤14 years 103 55,1 55,1 55,1
>14 84 44,9 44,9 100,0
Total 187 100,0 100,0

Length of global service

Cumulative
statut Frequency Percent Valid Percent Percent
GPs Valid ≤18 years 63 45,7 45,7 45,7
>18 75 54,3 54,3 100,0
Total 138 100,0 100,0
Specialists Valid ≤18 years 13 61,9 61,9 61,9
>18 8 38,1 38,1 100,0
Total 21 100,0 100,0
Nurses Valid ≤18 years 105 56,1 56,1 56,1
>18 82 43,9 43,9 100,0
Total 187 100,0 100,0

Dr. Adil Mansouri 4

Service de recherche clinique -CHU Mohammed VI de Marrakech
 5/24/23
Job Satisfaction of Primary Healthcare Professionals (Public Sector): A Cross-sectional study in Morocco : Hicham EL MOUADDIB

Regression

Descriptive Statistics
Mean Std. Deviation N
item 16 1,95 1,149 346
Votre sexe 1,66 ,475 346
statut 2,14 ,960 346
AgeG 1,49 ,501 346
Length of global
1,4769 ,50019 346
service
Length of service
1,4769 ,50019 346
in PC

Correlations
Length of Length of
item 16 Votre sexe statut AgeG global service service in PC
Pearson item 16 1,000 ,008 ,061 -,077 -,052 -,017
Correlation Votre sexe ,008 1,000 ,087 -,151 -,119 -,094
statut ,061 ,087 1,000 -,211 -,099 -,075
AgeG -,077 -,151 -,211 1,000 ,827 ,699
Length of global
-,052 -,119 -,099 ,827 1,000 ,768
service
Length of service
-,017 -,094 -,075 ,699 ,768 1,000
in PC
Sig. (1-tailed) item 16 . ,440 ,128 ,078 ,166 ,376
Votre sexe ,440 . ,053 ,002 ,014 ,040
statut ,128 ,053 . ,000 ,033 ,083
AgeG ,078 ,002 ,000 . ,000 ,000
Length of global
,166 ,014 ,033 ,000 . ,000
service
Length of service
,376 ,040 ,083 ,000 ,000 .
in PC
N item 16 346 346 346 346 346 346
Votre sexe 346 346 346 346 346 346
statut 346 346 346 346 346 346
AgeG 346 346 346 346 346 346
Length of global
346 346 346 346 346 346
service
Length of service
346 346 346 346 346 346
in PC

Dr. Adil Mansouri 5

Service de recherche clinique -CHU Mohammed VI de Marrakech
 5/24/23
Job Satisfaction of Primary Healthcare Professionals (Public Sector): A Cross-sectional study in Morocco : Hicham EL MOUADDIB

Variables Entered/Removeda
Variables Variables
Model Entered Removed Method
1 Length of
service in PC,
statut, Votre
sexe, AgeG, . Enter
Length of
global
serviceb
2 Backward
(criterion:
. Votre sexe Probability of
F-to-remove
>= ,100).
3 Backward
(criterion:
Length of
. Probability of
global service
F-to-remove
>= ,100).
4 Backward
(criterion:
. statut Probability of
F-to-remove
>= ,100).
5 Backward
(criterion:
Length of
. Probability of
service in PC
F-to-remove
>= ,100).
6 Backward
(criterion:
. AgeG Probability of
F-to-remove
>= ,100).
a. Dependent Variable: item 16
b. All requested variables entered.

Model Summary
Change Statistics
Adjusted R Std. Error of R Square Sig. F
Model R R Square Square the Estimate Change F Change df1 df2 Change
a
1 ,101 ,010 -,004 1,151 ,010 ,706 5 340 ,619
2 ,101b ,010 -,001 1,150 ,000 ,015 1 340 ,904
3 ,101c ,010 ,001 1,148 ,000 ,031 1 341 ,861
4 ,092d ,008 ,003 1,147 -,002 ,580 1 342 ,447
5 ,077e ,006 ,003 1,147 -,003 ,903 1 343 ,343
6 ,000f ,000 ,000 1,149 -,006 2,027 1 344 ,155
a. Predictors: (Constant), Length of service in PC, statut, Votre sexe, AgeG, Length of global service
b. Predictors: (Constant), Length of service in PC, statut, AgeG, Length of global service
c. Predictors: (Constant), Length of service in PC, statut, AgeG
d. Predictors: (Constant), Length of service in PC, AgeG
e. Predictors: (Constant), AgeG
f. Predictor: (constant)

Dr. Adil Mansouri 6

Service de recherche clinique -CHU Mohammed VI de Marrakech
 5/24/23
Job Satisfaction of Primary Healthcare Professionals (Public Sector): A Cross-sectional study in Morocco : Hicham EL MOUADDIB

ANOVAa
Sum of
Model Squares df Mean Square F Sig.
1 Regression 4,680 5 ,936 ,706 ,619b
Residual 450,581 340 1,325
Total 455,260 345
2 Regression 4,660 4 1,165 ,882 ,475c
Residual 450,600 341 1,321
Total 455,260 345
3 Regression 4,619 3 1,540 1,169 ,322d
Residual 450,641 342 1,318
Total 455,260 345
4 Regression 3,856 2 1,928 1,465 ,233e
Residual 451,404 343 1,316
Total 455,260 345
5 Regression 2,667 1 2,667 2,027 ,155f
Residual 452,593 344 1,316
Total 455,260 345
6 Regression ,000 0 ,000 . .g
Residual 455,260 345 1,320
Total 455,260 345
a. Dependent Variable: item 16
b. Predictors: (Constant), Length of service in PC, statut, Votre sexe, AgeG, Length
of global service
c. Predictors: (Constant), Length of service in PC, statut, AgeG, Length of global
service
d. Predictors: (Constant), Length of service in PC, statut, AgeG
e. Predictors: (Constant), Length of service in PC, AgeG
f. Predictors: (Constant), AgeG
g. Predictor: (constant)

Coefficientsa
Standardized 95,0% Confidence Interval for
Unstandardized Coefficients Coefficients B
Model B Std. Error Beta t Sig. Lower Bound Upper Bound
1 (Constant) 2,040 ,360 5,662 ,000 1,332 2,749
Votre sexe -,016 ,132 -,007 -,121 ,904 -,276 ,244
statut ,052 ,067 ,043 ,778 ,437 -,079 ,183
AgeG -,237 ,231 -,103 -1,027 ,305 -,691 ,217
Length of global
-,044 ,251 -,019 -,176 ,861 -,538 ,450
service
Length of service
,167 ,197 ,073 ,847 ,398 -,221 ,554
in PC
2 (Constant) 2,012 ,271 7,412 ,000 1,478 2,546
statut ,052 ,067 ,043 ,774 ,439 -,079 ,183
AgeG -,235 ,230 -,102 -1,022 ,308 -,686 ,217
Length of global
-,044 ,251 -,019 -,176 ,861 -,537 ,449
service
Length of service
,166 ,197 ,072 ,847 ,398 -,220 ,553
in PC
3 (Constant) 2,011 ,271 7,421 ,000 1,478 2,544
statut ,050 ,066 ,042 ,761 ,447 -,080 ,181
AgeG -,260 ,177 -,113 -1,470 ,143 -,609 ,088

Dr. Adil Mansouri 7

Service de recherche clinique -CHU Mohammed VI de Marrakech
 5/24/23
Job Satisfaction of Primary Healthcare Professionals (Public Sector): A Cross-sectional study in Morocco : Hicham EL MOUADDIB
Length of service
,150 ,174 ,065 ,865 ,387 -,191 ,492
in PC
4 (Constant) 2,143 ,208 10,310 ,000 1,735 2,552
AgeG -,290 ,173 -,127 -1,682 ,093 -,630 ,049
Length of service
,164 ,173 ,071 ,950 ,343 -,176 ,504
in PC
5 (Constant) 2,215 ,194 11,436 ,000 1,834 2,596
AgeG -,176 ,123 -,077 -1,424 ,155 -,418 ,067
6 (Constant) 1,954 ,062 31,636 ,000 1,832 2,075
a. Dependent Variable: item 16

Excluded Variablesa
Collinearity
Partial Statistics
Model Beta In t Sig. Correlation Tolerance
2 Votre sexe -,007b -,121 ,904 -,007 ,974
3 Votre sexe -,007c -,120 ,904 -,007 ,974
Length of global
-,019c -,176 ,861 -,010 ,243
service
4 Votre sexe -,004d -,078 ,938 -,004 ,977
Length of global
-,011d -,099 ,921 -,005 ,246
service
statut ,042d ,761 ,447 ,041 ,945
5 Votre sexe -,003e -,063 ,950 -,003 ,977
Length of global
,035e ,362 ,718 ,020 ,317
service
statut ,047e ,856 ,392 ,046 ,956
Length of service
,071e ,950 ,343 ,051 ,511
in PC
6 Votre sexe ,008f ,152 ,879 ,008 1,000
Length of global
-,052f -,972 ,332 -,052 1,000
service
statut ,061f 1,136 ,257 ,061 1,000
Length of service
-,017f -,315 ,753 -,017 1,000
in PC
AgeG -,077f -1,424 ,155 -,077 1,000
a. Dependent Variable: item 16
b. Predictors in the Model: (Constant), Length of service in PC, statut, AgeG, Length of
global service
c. Predictors in the Model: (Constant), Length of service in PC, statut, AgeG
d. Predictors in the Model: (Constant), Length of service in PC, AgeG
e. Predictors in the Model: (Constant), AgeG
f. Predictor: (constant)

Dr. Adil Mansouri 8

Service de recherche clinique -CHU Mohammed VI de Marrakech