ArticleCureus2025
Factors Related to Job Satisfaction Among Moroccan Nurses: A Cross-Sectional Secondary Data Analysis.
Article in Cureus, 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.
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Abstract
Background Nurses' job satisfaction directly affects the quality of patient care and organizational performance, yet little is known about its determinants in Morocco. This study assessed overall job satisfaction levels and examined how key demographic and workplace factors influence these levels. Methods and materials A secondary analysis was conducted on the 2018 Ministry of Health national survey of healthcare workers. The sample consisted of 842 nurses from 160 public institutions, selected through a stratified two-stage cluster design. Job satisfaction was measured with a 25‑item, seven-domain scale (total possible score=25-125; Cronbach's alpha=0.86). Descriptive statistics, Mann-Whitney U and Kruskal-Wallis tests, and multiple linear regression were used to explore associations between job satisfaction scores and demographic variables (age, gender, and years of experience) as well as workplace characteristics (institution type and geographic region). Results The mean total job satisfaction score was 71.5±12.7, indicating a moderate level overall. No significant differences were observed by gender or years of experience. Nurses aged 40-50 years scored higher than those aged <40 or >50 years (p<0.05). Health center nurses reported lower satisfaction than hospital or other facility nurses (p<0.01). Those in the north‑central region were less satisfied than their peers in the western and eastern southern regions (p<0.01). In multivariable analysis, only institution type (β=2.75, p<0.01) and region (β=1.24, p=0.03) remained significant predictors, although the adjusted R² was modest (0.025). Conclusion Moroccan nurses exhibit moderate job satisfaction overall, with notably lower scores in rural primary healthcare centers and less resourced regions. Addressing workplace conditions through infrastructure upgrades, incentive packages, staffing support, and professional development opportunities could enhance satisfaction and retention, ultimately improving health service equity and quality.
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