Categories | Factors causing job satisfaction (+) and dissatisfaction (−) |
---|---|
Pay | (−) Unsatisfactory salaries |
(−) Limited opportunities for additional income generation | |
(−) Difference in pay between payroll and project staff | |
Promotion | (+) Recognition leading to promotion |
(−) Job insecurity in project staff | |
Supervision | (−) Inadequate supervision measures |
(−) Lack of understanding of supervisory tools | |
(−) Lack of positive feedback from supervisors | |
(−) Rewards tied to annual appraisal: weak, poorly implemented | |
Fringe benefits | (+) Adequate number of training opportunities |
(−) Uneven distribution of training opportunities | |
(−) Uneven distribution of benefits | |
(−) Disincentives | |
Contingent rewards | (+) Recognition in society |
(+) Intrinsic motivation | |
(+) Meaningful tasks | |
Operating procedures | (−) Personnel policies: excluding some categories of staff, not enough transparency |
Nature of work | (+) Many job opportunities |
(−) Uneven distribution of job opportunities | |
(−) Increasing workload | |
(−) Risk of being infected through contact with PLHIV | |
(−) Work-related stress | |
Communication | (−) Outdated, inefficient ways of communication |
(−) Low capacity in IT for communication | |
Stigma | (−) Attitudes towards key populations at risk in society |
(−) Stigmatization of PLHIV | |
(−) Stigmatization of profession because of association with PLHIV |