MEANINGFUL WORK, SYSTEMIC STRAIN: DETERMINANTS OF JOB SATISFACTION AMONG ONCOLOGY PROVIDERS IN KUWAIT
Author(s)
Afnan Alnajdi, BS1, Abyar Husain, BS1, Mohammad Alsager Alzayed, PhD1, Abdulwahab Al-Tourah, MD2, Waddah Al-Refaie, MD3, Abdullah Alibrahim4;
1Kuwait University, Kuwait City, Kuwait, 2Ministry of Health, Kuwait City, Kuwait, 3Creighton University, Omaha, NE, USA, 4Kuwait City, Kuwait
1Kuwait University, Kuwait City, Kuwait, 2Ministry of Health, Kuwait City, Kuwait, 3Creighton University, Omaha, NE, USA, 4Kuwait City, Kuwait
OBJECTIVES: To establish baseline job satisfaction levels among oncology healthcare providers in Kuwait and identify demographic and professional determinants of satisfaction to inform workforce retention strategies amid projected 338% increase in national cancer incidence by 2050.
METHODS: Cross-sectional survey at Kuwait Cancer Control Center using the validated 36-item Job Satisfaction Survey measuring nine domains (pay, promotion, supervision, benefits, contingent rewards, operating conditions, coworkers, nature of work, communication) on six-point Likert scales. Descriptive statistics estimated mean satisfaction with 95% confidence intervals across subgroups. Comparative analyses (t-tests) examined differences by gender, nationality, professional role, specialty, and age.
RESULTS: Among 42 oncology physicians and nurses, overall satisfaction was moderate (mean 3.54/6.0, 95% CI: 3.28-3.79). Highest domain scores were nature of work (4.94) and coworker relationships (4.42); lowest were pay (2.86), benefits (2.41), and operating conditions (2.72). Physicians reported higher satisfaction than nurses (3.71 vs. 3.43). Non-Kuwaiti staff paradoxically reported higher satisfaction than Kuwaiti nationals (3.56 vs. 3.35) despite documented regional compensation disparities. Satisfaction varied by specialty (Breast highest at 3.68; Lung/Sarcoma/Head & Neck lowest at 3.22) and peaked among mid-career providers aged 31-40 (3.77).
CONCLUSIONS: This first oncology workforce satisfaction assessment in the Gulf region reveals that intrinsic factors—meaningful work and collegial support—sustain moderate satisfaction despite structural deficiencies in compensation and resources. The nationality paradox warrants investigation as differing expectations may mask inequities threatening retention. Findings provide actionable targets for workforce interventions across GCC health systems sharing similar expatriate-dependent compositions.
METHODS: Cross-sectional survey at Kuwait Cancer Control Center using the validated 36-item Job Satisfaction Survey measuring nine domains (pay, promotion, supervision, benefits, contingent rewards, operating conditions, coworkers, nature of work, communication) on six-point Likert scales. Descriptive statistics estimated mean satisfaction with 95% confidence intervals across subgroups. Comparative analyses (t-tests) examined differences by gender, nationality, professional role, specialty, and age.
RESULTS: Among 42 oncology physicians and nurses, overall satisfaction was moderate (mean 3.54/6.0, 95% CI: 3.28-3.79). Highest domain scores were nature of work (4.94) and coworker relationships (4.42); lowest were pay (2.86), benefits (2.41), and operating conditions (2.72). Physicians reported higher satisfaction than nurses (3.71 vs. 3.43). Non-Kuwaiti staff paradoxically reported higher satisfaction than Kuwaiti nationals (3.56 vs. 3.35) despite documented regional compensation disparities. Satisfaction varied by specialty (Breast highest at 3.68; Lung/Sarcoma/Head & Neck lowest at 3.22) and peaked among mid-career providers aged 31-40 (3.77).
CONCLUSIONS: This first oncology workforce satisfaction assessment in the Gulf region reveals that intrinsic factors—meaningful work and collegial support—sustain moderate satisfaction despite structural deficiencies in compensation and resources. The nationality paradox warrants investigation as differing expectations may mask inequities threatening retention. Findings provide actionable targets for workforce interventions across GCC health systems sharing similar expatriate-dependent compositions.
Conference/Value in Health Info
2026-05, ISPOR 2026, Philadelphia, PA, USA
Value in Health, Volume 29, Issue S6
Code
OP7
Topic
Organizational Practices
Disease
SDC: Oncology