Organizational culture and work satisfaction are fundamental domains important for a good working environment and are closely linked to employees' work performance and well-being in healthcare environments. Although organizational culture is critical, research on how and what domains affect work satisfaction in the healthcare sector remains scattered. By combining the literature, this review will offer significant insights into which factors significantly influence work satisfaction in the healthcare sector. It will also map the literature on this subject, identifying key patterns, gaps, and inconsistencies that can direct future research directions. Our review complied with the Systematic Review and Meta-Analysis Statement's Preferred Reporting Items. This review used three databases for the literature search (PubMed, Scopus, and Web of Science). The literature search focused on more recent published studies between 2014 and 2024, and the search was conducted in November 2024. Two authors evaluated the bias of studies using a risk of bias template, a critical appraisal tool for use in JBI Systematic Reviews, to assess the risk of bias and the paper's quality. Studies were analyzed and compiled based on the classification of work satisfaction and the direction of the relationship. Six themes of value related to organizational culture were formulated among the included studies to synthesize their associations with work satisfaction. The themes tied to organizational culture were 1) continuous communication, 2) organizational leadership, 3) teamwork, 4) employee involvement in decision-making, 5) employee recognition, and 6) autonomy. Implementing strategies tailored to each theme may increase work satisfaction, foster improved organizational performance, increase retention, and improve the quality of patient care. This may serve as a crucial element in forthcoming healthcare system reforms, aiming to harmonize the requirements of providers and recipients alike.

Objective: The Fuzzy Delphi Method (FDM) is one of the phases in Design and Development Research (DDR). It is a systematic method for tool development and validation. This article aims to validate an occupational zoonotic disease questionnaire using this technique. DDR is applied going through phase 1 (needs analysis), phase 2 (development and design), and phase 3 (usability). Method: In phase 1, information about safe work practices and occupational zoonotic exposure was obtained from discussions to verify predetermined domains as stated in The National Park Service survey on zoonotic disease exposure and risk. In phase 2, agreement from 14 experts about the domains was obtained using the FDM. In phase 3, a cognitive debriefing was performed to determine its usability for future studies. A total of five superior domains were verified, and their items were adapted. All domains and their items were submitted to experts to obtain consensus agreement. Results: A total of 31 (96.9%) passed the Triangle of Fuzzy Numbers and Defuzzification process with acceptable consensus agreement (78.8–91.9%) and threshold d value (0.07–0.14). Only four veterinarians were needed for cognitive debriefing to achieve the point of saturation. Conclusion: FDM in DDR is suitable to be applied by various professions for tool validation, as it is doable and cost and time effective. The Occupational Zoonotic Disease Questionnaire is now ready to be used for future studies in Malaysia.

This study determined the potential risk factors that may contribute to seropositivity among dogs and dog handlers from working dog and dog shelter institutions. Data was collected from dogs (n = 266) and dog handlers (n = 161) using a standardised guided questionnaire. Serum obtained from the dogs and dog handlers was tested using the microscopic agglutination test (MAT). A logistic regression analysis was used to predict leptospiral seropositivity of dogs and dog handlers based on potential risk factors. A total of 22.2% of dogs and 21.7% of dog handlers were seropositive. The significant predictors for the dogs’ seropositivity were presence of rats (OR = 4.61 (95% CI: 1.05, 20.33), p = 0.043) and shared common area (OR = 5.12 (95% CI: 1.94, 13.46), p = 0.001) within the organisation. Significant predictor for dog handler seropositivity was contact time with the dogs of more than six hours/day (OR = 3.28 (95% CI: 1.28, 8.40), p = 0.013) after controlling for the effect of other risk factors such as small mammal contact, rat infestation at home, flooding at housing area (within three months) and urban locality. The exposure to various disease sources identified poses risk to dogs and dog handlers. Risk could be reduced with adequate application of protection at work while handling dogs and thus limiting contact with these sources and reducing exposure to infection.

The trend of choosing natural birth at home without proper supervision is gaining more attention and popularity in Malaysia. This is partly due to wrong beliefs of modern medical care. It prompts the need to explore further into other myths and wrong beliefs present in communities around the world surrounding pregnancy and childbirth that may lead to harmful consequences. A total of 25 literatures were selected and reviewed. The most reported wrong belief is the eating behaviour such as avoiding certain nutritious fruits besides eating saffron to produce fairer skinned babies which in fact contains high doses of saffron that may lead to miscarriage. The most worrying myth however, is that unregulated birth attendants such as doulas have the necessary knowledge and skills to manage complications in labour which may well end up in perinatal or even maternal death. Other myths suggested that modern medical care such as vaginal examinations and baby’s heart monitoring in labour as unnecessary. A well-enforced health education programme by well-trained healthcare personnel besides sufficient number of antenatal care visits are needed to overcome these myths, wrong beliefs and practices. In conclusion, potential harmful beliefs and practices in pregnancy and childbirth are still abound in today’s communities, not just in least developed and developing countries but also in developed countries. Women and children are two very vulnerable groups, therefore debunking myths and eliminating harmful practices should be one of a healthcare provider priority especially those in the primary care settings as they are the closest to the community.

The increasing trend of resignation among specialist from the Ministry of Health (MOH) is mostly associated with job dissatisfaction. This phenomenon is not just commonly seen on Malaysia but also in all over the world. The main purpose of this study is to determine the factors that affect job satisfaction and also to understand the level of job satisfaction among specialists in the MOH. A mixed-method approach applied in this cross-sectional study among 316 specialists. Google Form contains quantitative questionnaires using a validated Job Satisfaction Survey (JSS) and qualitative open-ended question were distributed to respondents via email. The data was analysed using descriptive, bivariate, and thematic analysis. Respondents who are from Malay ethnicity and those who graduated from the local universities were found to be more satisfied in terms of pay, contingent rewards, fringe benefits, promotion, co-workers and communication. The policy makers may improve in terms of the non-monetary incentives and benefits in the near future.