Cervical cancer is a priority health problem in Mexico. The objective of this work was to know the degree of satisfaction of the service provider with the organization of the program of Timely Detection of Cervical Cancer, specifically in taking of the cervical cytology. The study design was observational, transversal and prospective conducted from January to May 2015 in Jurisdiction 1 of the Health Services of San Luis Potosí, Mexico, in 20 health centers. Participants were 87 service providers whose function is to take cervical cytology (Pap smears). A 32-question questionnaire was applied, with Likert scale with 5 levels of response: 1 (dissatisfied), 2 (little satisfied), 3 (indifferent), 4 (satisfied) and 5 (very satisfied). The score range was 32 points (minimum job satisfaction) up to 160 points (Maximum job satisfaction). We analyzed 2 dimensions: 1) intrinsic factors that have to do with motivation and professional recognition, and 2) extrinsic factors related to infrastructure, materials, remuneration and labor policies. Each factor consisted of four categories. Descriptive statistics and linear correlation of Pearson were applied for the analysis of data. Participants signed an informed consent letter. Of 4 categories, in the intrinsic dimension, the one with the highest percentage of satisfaction was “delegation of activities” with 28.8%. In the extrinsic dimension, the category with the highest percentage of satisfaction was “infrastructure and materials” with 49.4%; while satisfaction increase in intrinsic dimensions also does in extrinsic dimensions, such correlations are significant (p < 0.05), except between delegation of activities and remuneration (r = 0.074 and p = 0.497). The higher hierarchical level, the men, the bachelor academic level and older people showed the highest level of satisfaction.
Cervical cancer (CC) is the malignant neoplasia that usually arises in the region of the squamo-columnar junction of the cervical epithelium of the uterus and worldwide has a negative impact on the female population. Despite the existence of screening programs, women suffer and die from this disease [
The Specific Action Program 2007-2012 of CC in Mexico [
It is thus that this work has as research line the satisfaction of the service provider that implements the Cervical Cancer Timely Detection program. Frederick Herzberg was taken as a theoretical reference, who in his theory of motivation and hygiene, also known as the two-factor theory, points out that satisfaction result of motivational factors and that the lack of them causes job dissatisfaction. His studies show that motivation in work environments stems from two sets of independent and specific factors: Intrinsic and extrinsic. Thus, intrinsic factors are related to the challenge to work, compatibility between personalities, job post and job opportunity. On the other hand, the extrinsic factors are the favorable conditions of work, the remuneration and the policies of the company [
A quantitative, observational, cross-sectional and prospective study conducted in the period of January-May 2015 in Jurisdiction 1 of the Health Services of San Luis Potosí, Mexico, in 20 health centers. Were studied 87 people, which are the total number of staff whose function is to take cervical cytology (Pap smears).
To evaluate the level of satisfaction of the personnel participating in the Program for the Timely Detection of Cervical Cancera questionnaire was carried out. It consists of 32 questions; each one structured using a Likert scale, of 1 - 5 in the sense of lower to higher degree of satisfaction as follows: 1) (dissatisfied), 2) (little satisfied), 3) (indifferent), 4) (satisfied) and 5) (very satisfied). The score range of the entire questionnaire ranged from 32 (minimum work satisfaction) to 160 (maximum job satisfaction). The 2 factors explored were: extrinsic by categories (self-realization, professional recognition, delegation of activities and recognition of contributions to the program); and intrinsic categories (infrastructure and materials, remuneration, labor relations and policies of the institution). The survey was answered as an interview.
Statistical analysis was performed through the SPSS version 18 program. Pearson’s linear correlation was applied to the scores obtained in each of the intrinsic and extrinsic dimensions and a level of significance of 0.05. Applied the mean and standard deviation for determine the variables of the job satisfaction of the professionals in charge of cytology at each health center.
The legal provisions on risk-free investigations promulgated by the General Health Law article 17 [
In relation to the age of the service provider, it was organized by age range of 19 to 29 years, 30 to 39 years, 40 to 49 years and 50 to 69 years, this for greater ease at the time of interpretation. The range with the highest percentage was from 19 to 29 years (36%) and the lowest percentage was from 50 to 69 years (14%). In relation to the sex of the service provider, 74% are women 26% men. The profession exercised by the provider is as follows: 56% are nurses, 24% are doctors and 20% are interns (nursing or medicine). On the other hand, the position of the service provider was 35% as a general nurse, 24% as a doctor, 14% in another position (interns and members of the brigade of the program for the timely detection of cervical cancer), 11% as auxiliary or nursing technicians and 5% as director or deputy director of the unit or health center. As for the academic level of the service provider, 72% have bachelor’s degree, 20% are technical or auxiliary, 8% have a postgraduate degree and only 1% have a higher secondary level (baccalaureate or technical) (
The age of the service provider was organized for decades from 19 to 29 years, 30 to 39 years, 40 to 49 years, 50 to 59 years and 60 to 69 years. The range with the highest percentage of satisfaction was 50 to 59 years (44.4% satisfied), followed by the range of 60 to 69 years (33.3% highly satisfied), the range of 30 to 39 years (18.2% satisfied), the range of 40 to 49 years (18.1% satisfied), and the range of 19 to 29 years (6.5% satisfied). In relation to the sex of the service provider, 74% are women and 26% are men. The men reported a higher degree of equivalent satisfaction than women (21.7%, vs. 15.6%, very satisfied, respectively). The highest percentage after those mentioned above is the indifferent with 35.9% in women and 30.4% in men.
Sociodemographic data | Frequency | % |
---|---|---|
Years (age) | ||
19 - 29 | 36 | 31 |
30 - 39 | 22 | 25 |
40 - 49 | 22 | 25 |
50 - 69 | 12 | 14 |
Total | 87 | 100 |
Sex | ||
Women | 64 | 74 |
Men | 23 | 26 |
Total | 87 | 100 |
Profession | ||
Doctor | 17 | 20 |
Nurse | 21 | 24 |
Intern | 49 | 56 |
Total | 87 | 100 |
Position | ||
Nursery chief | 10 | 11 |
Doctor | 21 | 24 |
Assistant or nursing technician | 11 | 11 |
General nurse | 30 | 35 |
Director or deputy director of the unit | 5 | 5 |
Others | 14 | 14 |
Total | 87 | 100 |
Academic level | ||
Baccalaureate or technical | 1 | 1 |
Technician or auxiliaries | 17 | 20 |
Bachelor’s degree | 62 | 71 |
Posgraduate | 7 | 8 |
Total | 87 | 100 |
Source: Direct.
In relation to the profession of the service provider, 23.8% of the medical staff is very satisfied and the nursing staff 16.3%. The internship service provider (doctor or nurse), 11.8% said they were very satisfied. On the other hand, as regards the position of the provider, the one who has the functions of head of Nursery chiefis dissatisfied 30.0% and 50.0% satisfied. The medical staff is indifferent 28.6% and very satisfied 19.0%. The staff that works as an auxiliary or nursing technician is very satisfied 10.0% and 50.0% indifferent, while the staff that performs as a general nurse is very satisfied at 20.0% and 30.0% is indifferent. As for the staff that holds a management position 50.0% is very satisfied. Regarding the academic level, 41.2% of technicians or auxiliaries are indifferent, as well as staff with a degree (29%) and staff with some postgraduate (71.4%) (
Sociodemographic data | Dissatisfied | Little satisfied | Indifferent | Satisfied | Very satisfied | |||||
---|---|---|---|---|---|---|---|---|---|---|
Fx | % | Fx | % | Fx | % | Fx | % | Fx | % | |
Years (age) | ||||||||||
19 - 29 | 0 | 0 | 1 | 3.2 | 12 | 38.7 | 16 | 51.6 | 2 | 6.5 |
30 - 39 | 2 | 9.1 | 1 | 4.5 | 9 | 40.9 | 6 | 27.3 | 4 | 18.2 |
40 - 49 | 0 | 0 | 2 | 9.1 | 8 | 36.4 | 8 | 36.4 | 4 | 18.1 |
50 - 59 | 0 | 0 | 1 | 11.2 | 0 | 0 | 4 | 44.4 | 4 | 44.4 |
60 - 69 | 0 | 0 | 0 | 0 | 1 | 33.3 | 1 | 33.3 | 1 | 33.3 |
Sex | ||||||||||
Women | 2 | 3.1 | 3 | 4.7 | 23 | 35.9 | 26 | 40.6 | 10 | 15.6 |
Men | 0 | 0 | 2 | 8.7 | 7 | 30.4 | 9 | 39.2 | 5 | 21.7 |
Profession | ||||||||||
Doctor | 1 | 4.8 | 1 | 4.8 | 8 | 38.0 | 6 | 28.6 | 5 | 23.8 |
Nurse | 1 | 2.0 | 4 | 8.2 | 16 | 32.7 | 20 | 40.8 | 8 | 16.3 |
Intern | 0 | 0 | 0 | 0 | 6 | 35.3 | 9 | 52.9 | 2 | 11.8 |
Position | ||||||||||
Nursery chief | 3 | 30.0 | 0 | 0 | 0 | 0 | 5 | 50.0 | 2 | 20.0 |
Doctor | 1 | 4.8 | 0 | 0 | 6 | 28.6 | 10 | 47.6 | 4 | 19.0 |
Assistant or nursing technician | 0 | 0 | 1 | 10.0 | 5 | 50.0 | 3 | 30.0 | 1 | 10.0 |
General nurse | 1 | 3.3 | 2 | 6.7 | 9 | 30.0 | 12 | 40.0 | 6 | 20.0 |
Director or deputy director of the unit | 0 | 0 | 1 | 25.0 | 1 | 25.0 | 0 | 0 | 2 | 50.0 |
Others | 0 | 1 | 8.3 | 6 | 50.0 | 5 | 41.7 | 0 | 0 | |
Academic level | ||||||||||
Baccalaureate | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 1 | 100.0 |
Technician or auxiliaries | 1 | 5.9 | 1 | 5.9 | 7 | 41.2 | 5 | 29.4 | 3 | 17.6 |
Bachelor’s degree | 1 | 1.6 | 4 | 6.5 | 18 | 29.0 | 28 | 45.2 | 11 | 17.7 |
Posgraduate | 0 | 0 | 0 | 0 | 5 | 71.4 | 1 | 14.3 | 1 | 14.3 |
Source: direct.
In relation to the intrinsic dimension, the category with the highest percentage of satisfaction (28.8%) is “delegation of activities”, and the category with the highest percentage of dissatisfaction (20.9%) is “professional recognition” (
Regarding the extrinsic dimension, according to satisfaction level, the category with the highest degree of satisfaction (49.4%) was “infrastructure and materials” and the category with the highest degree of dissatisfaction (23%) was the “remuneration”. It is observed that the staff is indifferent to the category “policies of the institution” by 28.7% (
The value of all correlation coefficients are positive, indicating that while satisfaction increases in intrinsic dimensions also does in extrincical dimensions, such correlations are significant (p < 0.05), except between Delegation of ac-tiv- ities and Remuneration (r = 0.074 and p = 0.497) (
Regarding the socio-demographic data of this study, it was found that the age prevalence range was 19 - 29 years, similar to the study carried out by Cifuentes Rodríguez in 2012, on the working conditions and the degree of satisfaction of the Nursing professionals [
Category | Dissatisfied | Little satisfied | Indifferent | Satisfied | Very satisfied | |||||
---|---|---|---|---|---|---|---|---|---|---|
Fx | % | Fx | % | Fx | % | Fx | % | Fx | % | |
Self realization | 9 | 10.4 | 19 | 21.8 | 19 | 21.8 | 23 | 26.5 | 17 | 19.5 |
Professional recognition | 17 | 20.9 | 24 | 27.9 | 25 | 28.9 | 17 | 18.0 | 4 | 4.3 |
Delegation of activities | 5 | 5.7 | 9 | 10.3 | 18 | 20.7 | 30 | 34.5 | 25 | 28.8 |
Recognition of contributions to the program | 3 | 3.4 | 16 | 18.5 | 27 | 31.0 | 26 | 29.9 | 15 | 17.2 |
Source: direct.
Category | Dissatisfied | Little satisfied | Indifferent | Satisfied | Very satisfied | |||||
---|---|---|---|---|---|---|---|---|---|---|
Fx | % | Fx | % | Fx | % | Fx | % | Fx | % | |
Infrastructure and materials | 3 | 3.4 | 6 | 6.9 | 7 | 9.2 | 24 | 31.0 | 47 | 49.4 |
Remuneration | 20 | 23.0 | 7 | 9.0 | 20 | 23.0 | 16 | 17.4 | 24 | 27.6 |
Labor relations | 2 | 2.2 | 4 | 4.6 | 16 | 18.5 | 25 | 28.7 | 40 | 46.0 |
Institution policies | 3 | 3.4 | 7 | 8.2 | 25 | 28.7 | 39 | 44.8 | 13 | 14.9 |
Source: direct.
Intrinsic factors | Statistical indicator | Extrinsic factors | |||
---|---|---|---|---|---|
Infrastructure and materials | Remuneration | Labor relations | Institution policies | ||
Self realization | Correlation coefficient* | 0.323 | 0.214 | 0.325 | 0.454 |
p* | 0.002 | 0.046 | 0.002 | <0.001 | |
Professional recognition | Correlation coefficient* | 0.310 | 0.211 | 0.389 | 0.411 |
p* | 0.003 | 0.049 | <0.001 | <0.001 | |
Delegation of activities | Correlation coefficient* | 0.391 | 0.074 | 0.540 | 0.384 |
p* | <0.001 | 0.497 | <0.001 | <0.001 | |
Recognition of contributions to the program | Correlation coefficient* | 0.439 | 0.357 | 0.516 | 0.375 |
p* | <0.001 | <0.001 | <0.001 | <0.001 |
Source: direct. *Linear correlation of Pearson.
to the monotony of work [
Regarding satisfaction according to the profession performed by the service provider, it was found that physicians present a higher degree of job satisfaction in all categories, unlike what was found by Acamer-Raga and co-workers in 2009 [
In relation to the position held, as in the present study it was found that the bosses have the highest percentage of satisfaction. As for the academic level, the service provider with the highest degree of satisfaction is the one who holds the degree either in nursing or medicine, according to our study; in contrast we find that the staff that works as a technician or auxiliary has a lower degree of dissatisfaction. Herzberg’s theory points out that intrinsic and extrinsic factors directly influence job satisfaction. According to this theory, the presence of motivating factors would lead to satisfaction and absence of non-satisfaction [
It was found that in some health centers where there is an exclusive module for taking cytologies, the nurses in charge referred to different strategies to carry out a more efficient control of their patients; however some of these strategies were not fully accepted by higher authorities. This indicates that there is no recognition of the significant contributions of health personnel, which is comparable with the study of Sarwar, S. and Abugre, J. (2013) [
Finally, for future research it is recommended to study the factors that influence the motivation of the personnel to strengthen their training and professional development, as well as the aspects involved for the service provider to have a high satisfaction in the work.
Olimpia, G.-E.S., Yolanda, T.-F., Darío, G.-H., Aracely, D.-O., de Lourdes, Z.-M.Ma., Nereyda, H.-N., Maribel, C.O., del Carmen, P.R.M. and Rocío, R.-R. (2017) Satisfaction of the Service Pro- vider with the Organization of the Timely Cervical Cancer Detection Program. Health, 9, 289-298. https://doi.org/10.4236/health.2017.92020