Volume 8, Issue 9, September 2023 International Journal of Innovative Science and Research Technology

ISSN No:-2456-2165

Analyzing Job Satisfaction of Optometrists through

Psychological Empowerment: A Moderation Analysis
Azka Sadat
Riphah International University

Abstract:- This study aims to investigate the impacts of all healthcare professional’s satisfaction and retention had a basic
aspects of employee empowerment on job satisfaction influence on the provision of basic healthcare services by any
through moderation of person-organization fit in order to organization globally (Akuffo et al. 2021). Several studies show
offer baseline data for the welfare of optometrists and that there are many determinants influencing job satisfaction
improvement of the working environment. Optometrists among healthcare professionals (Zhang et al. 2016). They
working at any level in Pakistan were surveyed using a include opportunities for personal and professional growth,
standardized structured questionnaire for this study. competitive pay, recognition, flexible schedule, good
Responses to a 5-point Likert scale questions about job connections with coworkers, and a sense of legitimate
satisfaction, employee empowerment, and person- achievement from their work, obvious progress of patients,
organization fit were collected. Advanced statistical tools reasonable workload, autonomy on the job, a pleasant working
SPSS & Smart PLS were used to analyze the collected data. environment, supervision, career advancement, job security,
The results showed that over half of Pakistani optometrists and contingent rewards (Pillay 2009; Zontek et al. 2009). In
(51.2%) are unsatisfied with their jobs. Optometrists are Pakistan, inadequate working conditions, including little
usually empowered in their profession and influence the financial incentive, unavailability of resources, unsatisfactory
workplace and the work they do. Despite this, it was shown environment, and limited prospects for career advancement
that optometrists have a poor level of job satisfaction. lead to poor job satisfaction among healthcare professionals,
Furthermore, the role of Person Organization Fit as a especially optometrists, and consequently lead to poor quality
moderating variable was not established. The control of services and increased turnover.
variables demonstrated a significant association between
pay packages and job satisfaction. The study's findings Optometry is a rapidly growing field in Pakistan. These
suggest that optometrists are not content with their work eye care professionals seem to work on all platforms, from the
despite their psychological empowerment because of poor Public sector to the private sector, from working in
remuneration. The configuration of relationships tested is communities to optical shops, majorly contributing to providing
relatively novel. essential vision-related services such as refraction and
management of diseases (Boadi‐Kusi et al. 2015) and some
Keywords:- Employee empowerment, Person-organization fit, specialized services like managing strabismus, contact lens
Job Satisfaction, Optometrist, Meaningful work, Competence, fitting (Illahi and Cardall 2018) and low vision rehabilitation
Self-Determination. (Hooper et al. 2008). They also have a significant role in
achieving VISION 2020 (eliminating avoidable blindness)
I. INTRODUCTION (Palmer et al. 2014). Due to their significant role in the
community, their job satisfaction is of utmost importance for
Job satisfaction is one of the most intricate issues the provision of quality services. Low job satisfaction among
confronted by organizations when it comes to managing optometrists is causing a career shift. Their turnover intentions
employees. Job satisfaction is the motivation of employees and
are raising certain questions regarding their job satisfaction
feelings toward the work they do (Spector and P. E 1997). A level. Their empowerment at workplace and relation with their
positive and favorable work environment and motivation lead respective organization are in question.
to job satisfaction (Aziri 2011). Organizations that are
successful are always distinguished by the contentment of job Previous studies show that job satisfaction is affected by
satisfaction of their employees. Expectation theory states that employee empowerment. Employee empowerment is the
goal attainment, realization, accomplishment, and well-being motivational notion of self-efficacy (Conger and Kanungo
are used to measure job satisfaction. Robbins and Stephens 1988). Psychological empowerment is defined as a
(2007) argue that job satisfaction should be broadly construed motivational paradigm expressed in four cognitions;
in order for the notion to interact with an organization's policies competence, meaning, self-determination, and impact. These
and standards to meet the rise in work activities in line with the four cognitions demonstrate an active attitude to a work
ideal working environment. This indicates that determining job position in which a person chooses to engage and is capable of
satisfaction is crucial to carrying out work tasks that coincide influencing their work surroundings (Thomas and Velthouse
with the organization's goals. Job dissatisfaction may lead to 1990). Employee empowerment leads to enhanced
staff turnover, absentees, poor quality of services, and poor job organizational commitment and increased job involvement
performance (Marinucci et al. 2013). For many years, (Karia et al. 2006). Person organization fit has an impact on job

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Volume 8, Issue 9, September 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
satisfaction. Previous literature has shown that employees who World Health Organization’s “Global Strategy on Human
are not properly complemented with organization have little job Resources for Health: Workforce 2030”, the strategy agenda is
performance. Person organization fit can be a rational “to ensure a workforce that is suitable for purpose to
interpreter of job performance because people with high accomplish the targets of the Sustainable Development Goals
person-job fit have found to be more satisfied with their job and (SDGs)”. This agenda takes into account the emerging
have positive work outcome (Edwards and J. R 1991). There is evidence suggesting that resolving the employment issues
sufficient evidence from prior studies to support the encountered by healthcare professionals and making
correlations between the two variables i.e. employee investments in the health workforce, particularly optometrists,
empowerment and job satisfaction (Abou Elnaga and Imran might enhance socioeconomic development and sustainable
2014) and Person-organization fit and job satisfaction (Chen et economic growth. Low determination among the optometrists
al. 2016). To clarify the relationships between all of these of Pakistan may destabilize the excellence of specialized eye
variables, though, further research is required. In this study, we care services. This study therefore is an attempt to assess the
will use person- organization as moderator between Employee level of job satisfaction among optometrists of Pakistan and its
empowerment and Job satisfaction. Although some studies associated factors. By examining the impact of employee
have been done to assess the job satisfaction level among other empowerment on professional job satisfaction, this study
Health care workers (Salam 2016). Despite optometrists intended to offer baseline data for the welfare of optometrists
playing an important part in Pakistan's eye care industry, no and the improvement of their working environment. This study
study has been done to determine their level of job satisfaction will offer primary data for the first time to aid in facilitating the
or to give evidence for policy guidance in addressing the development of human resource policies for the management of
country's expanding demand for optometrists. As stated by healthcare and optometry practices in Pakistan.

II. RESEARCH MODEL

Employee Empowerment

Person
Organization Fit

Meaningful
Work

Competence Job
Satisfaction
Self
Determination

Work Impact

Fig. 1: Research model depicting the influence of Employee Empowerment on Job Satisfaction under moderating role of
Person-Organization fit.

III. METHODOLOGY Bachelor’s degree in Optometry and working in a reputable

organization were contacted to participate in the study. The
In this research study the quantitative research duly completed response was received from 150 Optometrists
methodology was applied by conducting a cross sectional study working in government, private, and NGOs across the country.
in Dec 2022 to assess the factors affecting Job satisfaction
among optometrists in Pakistan. The convenience sampling IV. MEASURING INSTRUMENT
approach, a non-probability sampling technique, was
employed. This study used a well-structured questionnaire to Data was collected through a structured Questionnaire
collect data from optometrists, employed in Pakistan. After using three tools i.e. Employee Empowerment, PO- Fit and Job
informed consent and ensuring confidentiality, data was satisfaction. Supplementary information on respondents’ socio
collected through a structured questionnaire, completed by demographics and job related data was taken. The Employee
participants through online Google forms. Participants having a Empowerment was being measured by adopted and adapted

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Volume 8, Issue 9, September 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
questionnaire of Spreitzer (1995). It consists of 4 dimensions describes the strong association between employee
containing meaningful work, competence, self-determination empowerment and job satisfaction with p< 0.01. The table 3
and impact over work. A 5-point Likert scale was used to rate depicts the moderated regression analysis of variables. Pay
the responses, ranging from “strongly disagree” (Score: 1) to package and change career if given a choice served as control
“strongly agree” (Score 5). Meaningful work has been variables having R2 = 21.6%. The unit change in the dependent
measured using a three-item scale based on the studies by variable was indicated by the β values for the corresponding
Spreitzer (1995). The sample item is ‘The work I do is independent variables and moderator having aggregate R2=
meaningful to me’. The Cronbach’s alpha of the instrument is 59.9%. The dimensions of employee empowerment didn’t show
0.818. Competence measured by 3 items scale having any association with job satisfaction except for impact over
Cronbach’s alpha of the instrument is 0.784. The sample item work (β = 0.163, p< 0.05) rejecting the first three hypothesis.
is “I have mastered the skills necessary for my job”. Self- Person-organization fit generally impacts job satisfaction (β= -
determination taken by the study of Spreitzer (1995) had 3 0.620, p< 0.01) however its role as moderator between
items. The sample item is “I can decide myself how to go about employee empowerment and job satisfaction is not established.
doing my work”. The Cronbach’s alpha of the instrument is
0.768. Impact over work containing three items has internal VI. DISCUSSION
reliability consistency of 0.854. The sample item is “I have a
great deal of control over what happens in my department” Based on Job Characteristic theory this study has
persuaded to check the job satisfaction among optometrists of
The Person-Organization fit has been measured by the Pakistan and the impact of all dimensions of Employee
adopted questionnaire of Bretz and Judge (1994). It consists of empowerment on Job satisfaction with P-O Fit as moderator.
15 items which are responded on a Likert scale ranging from 1 The mean score for overall perception of job satisfaction of
“not true at all” to 5 “definitely true”. The questions were asked Optometrists was 2.56. The statistics showed that more than
about the organization in which respondents work in, regarding half (51.2%) of Pakistan's optometrists are dissatisfied with
pays, teamwork, values fairness etc. The Cronbach’s alpha of their jobs. However, the level of Job satisfaction among
the instrument is 0.92. Optometrists of the UK is 80% and that of Ghana is 74.3%
(Akuffo et al. 2021). Mapping the job satisfaction among other
The Job satisfaction has been measured by an adopted and health care professionals of Pakistan it is observed that the
adapted measure by Cook et al (1981). It contains of 7 items health workforce is dissatisfied at all levels. A study held in
measured on a Likert scale ranging from “completely satisfied” Lahore showed that only 31% of doctors are satisfied with their
(Score 1) to “Completely dissatisfied” (score 5). To determine job (Deeba et al. 2015). Another study regarding job
overall job satisfaction, it evaluates how satisfied employees are satisfaction among healthcare professionals showed only 18%
with their work, management, coworkers, possibilities for of participants are satisfied with their jobs (Tasneem et al.
advancement, growth, remuneration, and the company. The 2018). The major reasons behind low satisfaction are pay
Cronbach’s alpha of the instrument is 0.89. packages /remuneration, promotion chances, rewards, benefits,
etc. (Kumar et al. 2013). Our study found pay packages to be
V. RESULTS significantly associated with overall job satisfaction. This result
is consistent with the previous studies conducted in
The demographics data of Optometrists in Table 1 shows optometrists of UK, Ghana (Akuffo et al. 2021), and South
that, out of 150 participants, 53 (35.3%) were male and 97 Africa (Ramson and Naido 2016). In Pakistan, salary is
(64.7%) were female. A greater proportion of participants perceived to be low in health care professionals, especially
(n=126, 84%) had education up to Bachelors and 16% (n=24) optometrists, which results in low productivity and Job
have completed MS/M.Phil. 57.3% of total population were performance. Hence, the a need for stakeholders to adopt
working in the private sector, others in academics and in policies intended to improving pay packages and reduce job
NGOs/Trusts, and some of them 4.7% in optical setups.5.3% turnover among optometrists (Ramson and Naido 2016).
have secured a government seat showing there is less
recognition of Optometrists at national level. Most of them have This study focuses on impact of employee empowerment
a pay package of 30k to 60k and experience of less than 2 years. on job satisfaction. The basic approach of empowerment is to
When asked about the reason for choosing optometry 54% build an environment where employees have freedom to
responded that they were very interested in the field but when express their views and can make decision about their work.
inquired about choosing another career if given a choice only Elaborating the four dimensions of employee empowerment i.e.
36% responded negatively. The remaining either wanted to meaning, competence, self-determination and impact over
change or was not sure about it. The mean score (± SD) for work, our study found no significant impact of any dimension
overall job satisfaction of Optometrists was 2.56 ±0.99 showing over job satisfaction except for impact over work. Thus,
they are not satisfied with their job. rejecting most of the hypothesis. This finding conflicts with
earlier empirical research, which suggested that people who
Pearson correlation was used to find the association have a sense of purpose in their jobs tend to invest more time
between the variables. The Correlation Analysis in Table 2 and effort in it and hence more satisfied with their jobs
discloses the direction of the relationship among variables. It (Wrzesniewski 1997). However, the correlation analysis

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Volume 8, Issue 9, September 2023 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
showed that meaningful work is negatively linked with job is or how perfectly he fit with his organization, if he is not
satisfaction (r= -0.313, p< 0.01). The mean score showed that getting paid properly, the full job satisfaction can’t be achieved.
however, Optometrists find their work meaningful they are still
not satisfied with their job. The results are controversial with The results of this study can assist monitoring bodies
the findings of Bowie (1998), who stated that meaningful work to improve the productivity and job satisfaction of their
activities generate interest in a job and greater job satisfaction. employees. It is advised that they implement rules concerning
optometric practices and their expanding demands, as well as
The regression analysis showed no impact of competence steps to empower their staff. The research data provides
on job satisfaction, however, co-relation analysis was evidence that increasing pay packages leads to greater job
significant p< 0.05 having r= -0.322. Contrary to our study, satisfaction among Optometrists. They must be acknowledged
some of the previous studies indicated that competence had a and empowered at their work to increase their productivity.
significant positive influence on job performance. (Syahrum et Findings from this study are crucial for understanding how job
al. 2016; Subari and Riady 2015). Our study supports the work satisfaction affects optometrists' productivity and retention at
of Setyaningdyah et al. (2013) showing that there was no work for employers, policymakers, healthcare managers, and
significant impact of the competency on job satisfaction of other stakeholders in the eye care industry. Strategic planning
Optometrists. and effective management of human resources for eye health in
Pakistan are essential in developing quality eye-health systems
No significant results were found while investigating the and providing high-quality eye care services.
impact of self-determination on job satisfaction. This finding is
not in line with the Self-determination theory showing a Every study comes up with several limitations. Firstly, the
positive association between self-determination and job data was collected from limited sample; A more representative
satisfaction. Our study contradicts the result of previous studies sample could yield comprehensive information on the issue at
by Deci et al. (1989); Vansteenkiste et al. (2007); and hand. Secondly, this study relied on self-report measures liable
Fernandez et al. (2015) showing that an administrative to self-report bias. The overall response was obtained in a
orientation that promotes self-determination positively affects confined environment which leads to provide specific feedback.
overall satisfaction in employees and that the effect nurtures as Furthermore, based on moderate regression analysis indicating
work climate particularly increases remuneration and job unsupported and non-significant result, it is recommended that
security. However, the correlation analysis revealed significant further research should explore the effect of interaction using
association p< 0.01 and r= -0.362 showing a strong association other variables in order to achieve significant results. Similarly,
of self-determination and job satisfaction. The hypothesis adding any mediating variables in this relationship may
showing impact over work influences job satisfaction was generate various significant outcomes for future researchers.
accepted as β value was statistically significant. This study
supports the Job Characteristic model anticipating that greater VII. CONCLUSION
the control and autonomy in work greater will be the job
satisfaction (Hackman and Oldham 1976; Griffin 1981). The results showed that more than half of Pakistan's
Correlation analysis also showed a significant association ( p< optometrists (51.2%) are not satisfied with their jobs.
0.001 r= -0.570) between impact of IOW and Job satisfaction. Optometrists are usually empowered in their work, as seen by
the higher mean scores across all characteristics of employee
The role of moderator between job satisfaction and all empowerment; they find their work meaningful and interesting
dimensions of Psychological empowerment i.e. meaningful and love what they do. There is greater competency in the field
work, competence, self-determination and Impact over work is and optometrist are self-determined to do their job efficiently.
not established. Hence, rejecting the remaining hypothesis. Co- Additionally, they influence the workplace and the work they
relation analysis and regression analysis showed a significant do. Despite this, it was shown that optometrists have a poor
effect of person organization fit on Job satisfaction but its role level of job satisfaction. Furthermore, the role of Person
as a moderator is not established. The role of P-O fit as Organization Fit as a moderating variable was not established.
moderator between meaningful work and job satisfaction was Based on the study it can be concluded that a mismatch of
not tested before. The study by Van Wingerden (2018) argued values between a person and an organization is not a hindrance
that when employees experience a P-O fit based on shared in achieving job satisfaction if a person is empowered at his job
values, they perceive their work meaningful, and subsequently The control variables demonstrated a substantial correlation
be more engaged in their job. There was no prior study between pay packages and job satisfaction. The study's findings
depicting the role of P-O Fit as moderator between suggest that despite the psychological empowerment,
empowerment and Job satisfaction. However, our study optometrists are not content with their profession because of
indicates that role of moderator is not established. Based on the poor remuneration.
study it can be concluded that mismatch of values between a
person and organization is not a hindrance in achieving job
satisfaction if a person is empowered at his job. Moreover,
control variable i.e. pay package showed that job satisfaction is
greatly impacted by it. No matter how empowered an employee

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APPENDICES

Table 1: Socio-Demographic characteristics of participants:

Variables Category Frequency Percentage (%)
Gender Male 53 35.3%
Female 97 64.7%
Marital status Single 106 70.0%
Married 44 30.0%
Qualification Bachelors 126 84.0%
MS/M.Phil 24 16.0%
Phd 0 0%
Experience < 2 years 85 56.7%
2-5 years 41 27.3%
5-10 years 13 8.7%
10 years 11 7.3%
Organization Govt 8 5.3%
Private 86 57.3%
NGOs/ Trust 45 30.0%
Academics 4 2.7%
Optical 7 4.7%
Pay Package >30k 54 36.0%
30-60k 68 45.3%
>60k 28 18.7%
1st Job Appointment Yes 105 70.0%
No 45 30.0%
Would you choose Yes 47 31.3%
another career if given a No 54 36.0%
choice? Maybe 49 32.7%
Reason for choosing Only study opportunity 20 13.3%
optometry Very interested 81 54.0%
Good income 7 4.7%
Didn’t know else 24 16.0%
Others 18 12.0%

Table 2: Correlation analysis:

1 2 3 4 5 6
1.Meaning 1
2.Competence 0.481** 1
3.Self-Determination 0.420** 0.579** 1
4.Impact 0.296** 0.474** 0.601** 1
5.P-O fit 0.330** 0.423** 0.485** 0.605** 1
6.Job Satisfaction -0.313** -0.322* -0.362** -0.570** -0.733** 1
*p< 0.05
**p<0.01

Table 3: Moderated regression analysis

Predictors Job Satisfaction
2 2
Β R ∆R
Step 1
Control variable 0.216**
Step 2
Meaningful work - 0.159
Competence 0.095
Self-determination 0.102
Impact over work -0.163*
P-O Fit -0.620** 0.599** 0.383**

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Step 3
MW * P-O Fit 0.109
C * P-O Fit 0.017
SD * P-O Fit -0.027
IOW * P-OO Fit -0.035
0.606 0.007

Control Variables: Pay package, change career, n=150 *p< 0.05

**p<0.01

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