Professional attitudes, job satisfaction, and professional satisfaction among physiotherapists across regions with different socio-economic development levels: a cross-sectional study
Hilal Özbey, Raziye Şavkın, Gökhan BayrakPurpose
Professional satisfaction among physiotherapists is important for workforce sustainability; however, the role of regional socio-economic context remains insufficiently understood. This study compared professional attitudes, job satisfaction and global professional satisfaction among physiotherapists working in two provinces with different socio-economic development levels and examined factors associated with global professional satisfaction.
Design/methodology/approach
This cross-sectional study included physiotherapists from Denizli (higher-SEGE province, n = 102) and Mus (lower-SEGE province, n = 53), classified according to the Socio-Economic Development Index (SEGE-2025). Data were collected using the Attitude Scale Toward the Physiotherapy Profession, the Minnesota (Job) Satisfaction Questionnaire Short Form (MSQ), the Job Satisfaction Scale, a single-item global professional satisfaction rating, and a researcher-developed job-related perceptions questionnaire.
Findings
Physiotherapists in the higher SEGE province reported more positive professional attitudes and higher global professional satisfaction, despite their longer working hours and more working days (p < 0.05). Physiotherapists in the lower-SEGE province reported higher income (p < 0.001), while salary satisfaction responses differed between provinces. Regression analysis identified monthly income (ß = 0.128, p = 0.034), professional attitudes (ß = 0.317, p < 0.001), job satisfaction scale total score (ß = 0.191, p = 0.023), MSQ general satisfaction (ß = 0.319, p < 0.001) and province-level SEGE score (ß = 0.138, p = 0.036) as significant predictors.
Originality/value
Findings suggest that physiotherapists' global professional satisfaction is shaped by attitudinal, organizational and structural factors, rather than income alone. Non-financial workforce strategies may be particularly important in lower-SEGE regions.