Job satisfaction level of junior consultants and its associated factors working in upazila health complexes of Bangladesh–a mixed method study

Abstract

This policy note examines the job satisfaction of junior consultants working in Upazila Health Complexes (UHCs) across Bangladesh. Junior consultants, who are post-graduate specialists in areas such as medicine, surgery, gynecology, and pediatrics, play a vital role in these rural facilities. The study used a mixed-methods approach to gather both quantitative and qualitative data. Fifty junior consultants were surveyed using a standardized Job Satisfaction Survey (JSS), and in-depth interviews (IDIs) were conducted with ten consultants to explore the main reasons behind their dissatisfaction. The results showed that 72% of respondents were unhappy, mainly because of low salary, lack of promotion opportunities, and difficult working conditions. Additionally, qualitative findings revealed problems such as professional isolation, inadequate infrastructure, lack of housing and school facilities for families, and gender bias, particularly affecting female doctors. The study proposes four main policy options to boost job satisfaction: Increasing salary and benefits, providing career development and advancement opportunities, improving work-life balance and enhancing the workplace environment. A comparative policy analysis used PEST (Political, Economic, Social, and Technological) and Multi-Criteria Analysis (MCA). Both assessments ranked career development and advancement opportunities as the most effective and practical policy option. This includes creating clear promotion paths and offering specialized training. The study recommends creating a merit-based and transparent system for promotions and transfers. It suggests policies that diversify career paths into administrative roles and clinical excellence. It also emphasizes the need for quality housing, educational support for consultants’ children, and addressing gender-specific issues through awareness and policy changes. In conclusion, career development was found to be the most sustainable and impactful way to improve job satisfaction among junior consultants in UHCs