Skip to main content
NCBI home page
Journal of Pharmaceutical Policy and Practice logoLink to Journal of Pharmaceutical Policy and Practice
. 2025 Jul 24;18(1):2527410. doi: 10.1080/20523211.2025.2527410

Investigate the link between workplace dynamics and job satisfaction among Saudi pharmacists

Saleha Iqbal a, Syeda Samreen Fatima b, Faiza Zubair c, Asma Imran d, Surayya Jamal e, Abdul Malik Mujahid f, Gurumurthy Ramaiah g, Mustafa Al-Hamzi h,CONTACT
PMCID: PMC12291213  PMID: 40717959

ABSTRACT

Background:

Job satisfaction is a critical factor influencing employee performance, motivation, and retention in healthcare, particularly among pharmacists. Positive workplace relationships and psychological well-being are essential contributors to job satisfaction, yet little is known about how these dynamics function in Saudi Arabia. This study investigates the link between workplace relationships and job satisfaction among Saudi pharmacists. It examines psychological well-being as a mediator and personality traits as a moderator in this connection.

Method:

A cross-sectional quantitative design was adopted. Data were collected from 384 licensed pharmacists in Tabuk, Saudi Arabia, by using the Workplace relationship quality questionnaire (WRQ), Job satisfaction survey (JSS), Positive and negative affect schedule (PANAS), and HEXACO personality inventory. SPSS and Hayes’ PROCESS macro were used for statistical analysis.

Results:

Workplace relationships positively correlated with psychological well-being (r = .52, p < .01) and job satisfaction (r = .45, p < .01). Mediation analysis confirmed psychological well-being fully mediated the connection between workplace relationships and job satisfaction (β = 0.23, 95% CI [0.12, 0.34]). Conscientiousness negatively moderated this connection (β = −0.18, p = .005).

Conclusion:

The findings underscore the importance of cultivating strong workplace relationships and promoting psychological well-being to enhance pharmacist job satisfaction. Personality traits should also be considered in workforce planning to optimise job fit and satisfaction.

KEYWORDS: Workplace dynamics, job satisfaction, psychological well-being, pharmacist

1. Background

Job satisfaction refers to the emotional reactions individuals have toward their occupation, as well as the extent to which their work meets their expectations and goals (Fisher, 2000). Positive attitudes toward work reflect job satisfaction, while negative attitudes signal dissatisfaction (Susanty & Miradipta, 2013). Personal fulfilment and meaning in one's work have been found to impact job satisfaction significantly. Pharmacists, like others in healthcare, often find job satisfaction through a sense of purpose, which contributes to their professional identity and sense of purpose. According to Kellar et al. (2021), when employees perceive their work as meaningful, they report higher levels of satisfaction and engagement. These factors, closely tied to the evolving professional role of pharmacists, are crucial in understanding job satisfaction. This concept is multifaceted and subjective, with individuals interpreting job satisfaction in different ways based on personal and contextual factors. It is an internal state influenced by both emotional and cognitive evaluations of one's job. Emotional achievement may manifest through qualitative experiences, such as personal fulfillment, or through measurable outcomes, like job performance (Dartey-Baah & Harlley, 2010). Employees who experience higher job satisfaction tend to be more motivated, engaged, and committed to their organisations, leading to improved productivity and better organisational outcomes.

Various factors influence job satisfaction, including managerial practices, fair compensation, job security, working hours, and most notably, interpersonal relationships at the workplace. A substantial body of research indicates that relationships with colleagues and supervisors play a pivotal role in influencing employee satisfaction (Kazemi et al., 2024). Public recognition and feelings of alienation have emerged as significant factors affecting job satisfaction in healthcare professions. Pharmacists, particularly those working in community settings, may experience alienation due to the isolation and undervaluation of their roles. Conversely, recognition for their contributions, both in patient care and healthcare delivery, can positively influence job satisfaction. When employees receive support, feel understood, and are involved in decision-making, their sense of satisfaction is heightened (Tian & Zhai, 2019). Effective communication, trust, and mutual respect among team members foster a positive work environment that enhances motivation and engagement (Ten Hoeve et al., 2024). Rhoades and Eisenberger (2002) emphasise that such workplace relationships not only contribute to individual well-being but also promote organizational loyalty, higher performance levels, and a more committed workforce (Rhoades & Eisenberger, 2002).

Psychological well-being also plays a vital mediating role in the relationship between workplace relationships and job satisfaction (Devonish, 2013). Employees who maintain stable emotional health are better equipped to handle job-related stress, develop strong interpersonal bonds, and derive greater satisfaction from their roles. Mental resilience, stress management, and emotional regulation enhance employees’ ability to cope with work-related challenges while maintaining productive relationships (Koval & Pidluzhna, 2025). Personality traits further influence how employees perceive and respond to their work environment. These traits impact individual reactions to stress, social interactions, and job expectations, thereby influencing overall satisfaction levels.

Pharmacists, as integral members of the healthcare workforce, play a vital role in ensuring safe and effective medication use, patient education, and collaborative clinical decision-making (Brown et al., 2017). Their job satisfaction has a direct impact on healthcare quality, patient safety, and organizational success. In Saudi Arabia, pharmacists serve in various sectors, including the Ministry of Health, private hospitals, community pharmacies, academic institutions, regulatory bodies, and the pharmaceutical industry (Almaghaslah et al., 2019). The nation's Vision 2030 initiative emphasises the importance of increasing pharmacist employment rates and enhancing healthcare delivery (Albejaidi & Nair, 2019). Pharmacists are increasingly recognised as essential contributors within interprofessional healthcare teams, and their satisfaction is crucial for effective service delivery. Despite the growing role of pharmacists, dissatisfaction among them can have serious consequences, including reduced performance, poor patient interactions, and increased turnover. Rathert and May (2007) highlight that job dissatisfaction may lead to disengagement and withdrawal behaviours, which can compromise patient care and safety (Rathert & May, 2007). In Saudi Arabia, community pharmacy positions are often perceived as less desirable due to limited professional growth and compensation compared to hospital roles (Al-Jedai & Al-Qaisi, 2016). Hospital pharmacy practice in Saudi Arabia is considered among the most advanced, and many pharmacists prefer this setting due to its collaborative environment and better career prospects (Alsultan et al., 2012a, 2012b). Existing literature suggests that pharmacy practice, like other healthcare professions, is inherently stressful and requires continuous diligence and emotional resilience (Dunkley et al., 2018). However, most studies in the Saudi context have focused on general occupational stress and job satisfaction, without examining the combined impact of workplace relationships, psychological well-being, and personality traits (Al-Mutair et al., 2017; Yasin et al., 2017). Very few studies have examined these relationships in community or hospital pharmacy settings, yielding inconsistent findings on satisfaction levels (Bawazir, 2005; Suleiman, 2015). Moreover, cultural and organizational differences between Middle Eastern and Western work environments suggest that context-specific investigations are needed. Understanding how Saudi pharmacists’ job satisfaction is influenced by their interactions with colleagues and supervisors, their emotional health, and their personality traits is essential for developing supportive workplace policies. Positive relationships can help reduce stress, improve collaboration, and enhance emotional well-being, leading to improved job satisfaction (Aldaiji et al., 2022). The lack of research in this area limits the ability of organizations to address pharmacist dissatisfaction in a targeted manner.

Therefore, this study aims to fill that gap by exploring the direct and indirect effects of workplace relationships on job satisfaction among pharmacists in Saudi Arabia, considering psychological well-being as a mediator and personality traits as moderators. Based on the gap, we developed the following hypotheses:

H1: Workplace relationships, psychological well-being, personality traits, and job satisfaction are significantly related to one another.

H2: Workplace relationships will have a significant positive effect on job satisfaction.

H3: Psychological well-being will mediate the relationship between workplace relationships and job satisfaction.

H4: Personality traits will moderate the relationship between workplace relationships and job satisfaction.

By investigating these hypotheses, the research will generate insights that will contribute to organizational success and employee well-being in the healthcare sector.

2. Methods

2.1. Research design and participants

A cross-sectional quantitative survey method was employed to investigate the impact of workplace relationships on job satisfaction among pharmacists working in Tabuk, Saudi Arabia. The research population consisted of all licensed pharmacists in Tabuk's public and private healthcare facilities, including hospitals, community pharmacies, and clinics. The calculated minimum required sample size was 384 participants, determined using Cochran's formula at a 95% confidence level with a 5% margin of error (Uakarn et al., 2021). Active pharmacists with one year of professional experience participated in the study. They needed to work in Tabuk city within the age range of 25–50 years. The age range of 25–50 years was chosen for this study to focus on pharmacists with sufficient professional experience to have stable perceptions of workplace dynamics. While younger pharmacists may face different challenges, such as burnout or early-career dissatisfaction, this cohort was specifically selected to address a particular stage in career development. Workers who did not have pharmacist roles, internships, or traineeships were excluded from the study.

2.2. Data collection and ethical considerations

The data collection process strictly adhered to ethical standards. All participants were fully informed about the purpose of the study before giving their written consent. Participation was entirely voluntary, and respondents were assured of complete confidentiality and anonymity. To maximise convenience and participation, the survey was made available both in person at healthcare facilities and through a secure online platform. Participation was voluntary, and no financial incentives were offered. Ethical approval was obtained from the IRB of centre for research in psychology and human well-being, Universiti Kebangsaan, Malaysia, ensuring that all procedures complied with national guidelines for conducting research involving human subjects. The following standardised instruments were used for data collection:

2.2.1. Workplace relationship quality questionnaire (WRQ)

The WPQ, developed by Veech in 2019, served to measure workplace relationships between pharmacists (Veech, 2019). The 15-item instrument contains a 5-point Likert scale that measures the quality of personal connections pharmacists share with their coworkers and their supervisors.

2.2.2. Job satisfaction survey (JSS)

For job satisfaction evaluation, researchers employed the Job Satisfaction Survey (JSS), which was established by Spector in 1985 (Spector, 1985). The 36-item instrument comprises sections that measure various job satisfaction factors, ranging from pay and promotion to supervision, work environment, and relationships with colleagues. Study participants used a 5-point Likert scale to indicate their level of agreement with the provided statements.

2.2.3. Positive and negative affect schedule (PANAS)

Psychological wellness was assessed through PANAS, developed by Watson et al. (1988). This 20-item tool captures both positive and negative emotional states using a 5-point Likert scale.

2.2.4. HEXACO personality inventory

HEXACO personality inventory, created by Lee and Ashton (2004), was used to evaluate participants’ personality traits (Lee & Ashton, 2004). This 60-item scale measures six key dimensions: honesty-humility, emotionality, extraversion, agreeableness, conscientiousness, and openness to experience. It was selected for its comprehensive coverage of personality characteristics relevant to workplace behaviour.

2.3. Statistical analysis

Preliminary analyses included descriptive statistics, reliability assessments (Cronbach's alpha), and Pearson correlation analysis. Hypotheses were tested using linear regression, mediation analysis via PROCESS Model 4 with 5000 bootstrap samples, and moderation analysis via PROCESS Model 1. p < .05 was considered significant. SPSS (v.24) with the PROCESS macro (Hayes) was used for analysis.

3. Results

3.1. Demographic characteristics of participants

The sample comprised a total of 384 pharmacists. Table 1 provides a detailed breakdown of participant demographics, including gender, age, marital status, education level, work experience, employment sector, and nationality. The majority of participants were male (55%), married (62.5%), and held a bachelor's degree (65%). Most had 6–10 years of work experience and were almost equally distributed between the public and private healthcare sectors. Participants were also asked to specify their area of practice, including community pharmacy, hospital pharmacy, and other settings.

Table 1.

Demographic characteristics of participants.

Demographic variable Categories
Gender Male: 210 (55%)
  Female: 174 (45%)
Age group 25–30: 96 (25%)
  31–35: 128 (33%)
  36–40: 96 (25%)
  41–50: 64 (17%)
Marital status Single: 144 (37.5%)
  Married: 240 (62.5%)
Education level Bachelor's: 248 (65%)
  Master's: 112 (29%)
  PharmD/Other: 24 (6%)
Work experience (Years) 1–5: 112 (29%)
  6–10: 168 (44%)
  11+: 104 (27%)
Sector of employment Public: 196 (51%)
  Private: 188 (49%)
Nationality Saudi: 288 (75%)
  Non-Saudi: 96 (25%)
Open in a new tab

3.2. Descriptive statistics and reliability

Table 2 presents descriptive statistics for the key study variables. Mean scores indicated generally high levels of workplace relationships (M = 4.12, SD = 0.65), job satisfaction (M = 4.05, SD = 0.68), psychological well-being (M = 3.75, SD = 0.70), and personality traits (M = 3.90, SD = 0.60). Reliability analysis confirmed strong internal consistency for all scales. Cronbach's alpha values ranged from 0.81–0.89, all exceeding the acceptable threshold of 0.70.

Table 2.

Descriptive statistics and reliability.

Variable Mean SD Min Max Cronbach's alpha
Workplace relationships 4.12 0.65 2.5 5.0 0.89
Psychological well-being 3.75 0.7 2.2 4.9 0.86
Personality traits 3.9 0.6 2.6 4.8 0.81
Job satisfaction 4.05 0.68 2.8 5.0 0.88
Open in a new tab

3.3. Correlation analysis to find relationships among variables

Pearson correlation coefficients were computed to test Hypothesis 1 (H1) and explore the relationships among key variables as shown in Table 3. Workplace relationships were significantly and positively correlated with psychological well-being (r = 0.52, p < .01) and job satisfaction (r = 0.45, p < .01). Psychological well-being showed a strong correlation with job satisfaction (r = 0.58, p < .01) and a moderate correlation with personality traits (r = 0.35, p < .01). Personality traits were also positively related to job satisfaction (r = 0.32, p < .01), supporting H1.

Table 3.

Correlation matrix.

  WRQ PWB PT JSS
WRQ 1.0 0.52 0.28 0.45
PWB 0.52 1.0 0.35 0.58
PT 0.28 0.35 1.0 0.32
JSS 0.45 0.58 0.32 1.0
Open in a new tab

Note: WRQ = Workplace Relationship Quality; PWB = Psychological Well-Being; PT = Personality Traits; JSS = Job Satisfaction Survey.

3.4. Regression analysis for the direct effect of workplace relationships on job satisfaction

To test Hypothesis 2 (H2), a simple linear regression was conducted to evaluate the direct effect of workplace relationships on job satisfaction. The results indicated that while workplace relationships had a positive impact on job satisfaction, the relationship was not statistically significant (β = 0.10, t = 1.45, p = .15). This suggests that workplace relationships alone do not significantly predict job satisfaction when psychological well-being is not considered, supporting the assumption that other variables may mediate this relationship, leading into the test of H3 as shown in Table 4.

Table 4.

Linear regression results for the direct effect of workplace relationships on job satisfaction.

Predictor β (Beta) t-value p-value
Workplace relationships 0.10 1.45 .15
R2 0.203    
F 2.10   .15
Open in a new tab

Note: Dependent Variable = Job satisfaction; WRQ = Workplace relationship quality.

3.5. Mediation analysis to find out the mediating role of psychological well-being

To test Hypothesis 3 (H3) regarding the mediating role of psychological well-being, a mediation analysis was conducted using PROCESS Model 4 with 5000 bootstrapped samples. Results in Tables 5 and 6 indicated that workplace relationships significantly predicted psychological well-being (β = 0.45, t = 5.12, p < .001), which in turn significantly predicted job satisfaction (β = 0.52, t = 6.20, p < .001). When the mediator was included, the direct effect of workplace relationships on job satisfaction became non-significant (β = 0.10, t = 1.45, p = .15), indicating complete mediation. The bootstrapped indirect effect was significant (β = 0.23, 95% CI [0.12, 0.34]), supporting H3.

Table 5.

Mediation analysis results.

Path β (Beta) t-value p-value
WRQ → PWB 0.45 5.12 <0.001
PWB → JSS 0.52 6.2 <0.001
WRQ → JSS (Direct) 0.1 1.45 0.15
Indirect Effect 0.23 Bootstrapped CI [0.12, 0.34]
Open in a new tab

Table 6.

Moderation analysis results.

Path β (Beta) t-value p-value
WRQ 0.22 3.45 <0.001
Personality Trait (Conscientiousness) 0.15 2.2 0.03
WRQ × Conscientiousness −0.18 −2.85 0.005
Open in a new tab

3.6. Conscientiousness as a moderator between workplace relationships and job satisfaction

Hypothesis 4 (H4) was tested using PROCESS Model 1 to examine whether conscientiousness moderated the relationship between workplace relationships and job satisfaction. As shown in Tables 5 and 6, the interaction term (WRQ × Conscientiousness) was statistically significant (β = −0.18, t = −2.85, p = .005). The relationship between workplace relationships and job satisfaction became negative when moderated by Conscientiousness. This suggests that higher levels of Conscientiousness mitigate the positive impact of workplace relationships on job satisfaction.

All continuous variables were mean-centered before computing the interaction term to reduce multicollinearity. Only conscientiousness was tested out of the 60-item personality trait questionnaire because the conscientiousness trait has a significant impact on workplace dynamics and job satisfaction.

4. Discussion

A research investigation examined the complex relationships between pharmacists in Tabuk, Saudi Arabia, regarding workplace conditions, psychological wellness, and personality characteristics, alongside job satisfaction levels. Research findings provide essential knowledge about what factors from work interactions and personal mental states affect professional satisfaction among pharmacists. The study examined the relationship between workplace dynamics and job satisfaction, psychological well-being, and personality aspects. Our results confirm existing research, providing a strong foundation for our findings.

Workplace relationships have been shown to have a direct and beneficial impact on job satisfaction, while also improving the psychological well-being of employees. The data indicate that psychological well-being has a positive effect on job satisfaction levels among pharmaceutical professionals. The research findings showed that personality traits maintained a moderate positive link with various study variables, with special strength toward psychological well-being. The research findings align with previous studies (Alsultan et al., 2012a, 2012b). Additionally, Reizer et al. (2020) established the impact of workplace friendships on job satisfaction (Reizer et al., 2020). The research demonstrates that workers with meaningful workplace relationships exhibit better mental health, as well as higher job satisfaction, due to work-based socialising activities. The shift from traditional dispensing roles to clinical roles in pharmacy may contribute to professional identity crises, leading to feelings of anxiety and job dissatisfaction. As pharmacists are increasingly expected to take on clinical duties, this shift may cause tension for those who identify with the traditional, more operational role. This evolving role in the pharmacy profession has created an additional layer of stress, particularly for pharmacists who are not prepared for or do not fully embrace the clinical aspect of their role. Such shifts can also lead to a sense of disconnection from the profession's original purpose and identity, increasing burnout and dissatisfaction. Organizations that demonstrate complete support for their people create employees who exhibit strong loyalty, combined with dedication, and show greater job satisfaction (Rhoades & Eisenberger, 2002). The analysis of U.S. pharmacist job satisfaction from the perspective of personality traits was conducted by Iwuchukwu et al. (2022). The results of their research indicated that job satisfaction had positive relationships with emotional stability and openness; however, extraversion demonstrated a negative impact on satisfaction levels. Hospital pharmacists in Vietnam experienced lower job satisfaction because they struggled with psychological distress, depression, and anxiety symptoms, according to Tran et al. (2024). The authors established that pharmacists’ mental health symptoms worsened their engagement while diminishing their professional satisfaction, which could result in weaker pharmaceutical service quality (Tran et al., 2024). Our findings echo those of Wolfgang (1994), who found that workplace relationships have a significant impact on job dissatisfaction (Wolfgang, 1994). However, unlike Wolfgang's study, which focused on employee burnout in the 1990s, our research encompasses a broader range of personal traits, providing a more nuanced understanding of how psychological well-being and personality traits mediate these relationships.

The study evaluated psychological well-being as a mediator connecting workplace relationships with job satisfaction. Workplace relationships have a significant impact on psychological well-being, which in turn affects job satisfaction. According to Dutton (2003), high-quality work connections within the workforce have a positive impact on the mental and emotional well-being of employees, leading to greater job satisfaction (Dutton, 2003).

Our findings demonstrated that employee conscientiousness played a vital role in influencing how work relationships impact job satisfaction levels. Research conducted in pharmacy practice confirms the findings of organizational psychology regarding the impact of personality traits on the relationship between workplace relationships and job satisfaction (Judge et al., 2002; Llorens et al., 2006). Oladapo et al. (2022) investigated how Nigerian pharmacists’ work satisfaction is influenced by their personality traits (Oladapo et al., 2022). Workplace relationships positively affected job satisfaction to a greater extent when pharmacists exhibited traits of agreeableness and extraversion; however, these traits had a lesser effect on job satisfaction when they displayed neurotic tendencies. While assigning tasks based on personality traits, such as patient counselling for extroverted pharmacists, may enhance job satisfaction in the short term, this approach may not be sustainable as the pharmacy profession continues to evolve. As the profession shifts towards more clinical roles, a more comprehensive approach, focusing on balancing professional development and task assignments, may be needed to ensure long-term job satisfaction. Robbins and Judge (2015) also stated that employee satisfaction and intent to leave work are influenced by personal job compatibility (Robbins & Judge, 2015). According to this conceptual framework, satisfaction reaches its peak when people match their personality type to their occupational field. When compared to international studies, such as those from the USA and Europe, our findings align with previous research that links workplace relationships and psychological well-being to job satisfaction. Studies from the USA show that pharmacists with strong interpersonal relationships at work tend to report higher job satisfaction and lower burnout levels (Wolfgang, 1994). Additionally, philosophical perspectives on job satisfaction, such as those proposed by Kellar et al. (2021), suggest that work serves as a source of meaning and N, which resonates with our findings on the importance of workplace relationships (Kellar et al., 2021). However, as this study is cross-sectional, it is not possible to conclude the directionality of the relationships between workplace relationships, psychological well-being, and job satisfaction. Although significant correlations were observed, future longitudinal studies are necessary to investigate the causal relationships between these variables.

4.1. Practical implications

The findings of this study offer practical implications for managing workplace dynamics that influence job satisfaction among pharmacists in Saudi Arabia's healthcare system. As pharmacists hold critical responsibilities in ensuring medication safety and contributing to public health outcomes, their job satisfaction has direct implications for healthcare quality and workforce retention. Healthcare institutions should prioritise the development of supportive work environments that foster open communication and teamwork. Furthermore, the Saudi Commission for Health Specialties (SCFHS) is encouraged to adopt a proactive stance in promoting mental health awareness among healthcare professionals. This can be achieved through the implementation of stress management workshops and work-life balance programmes tailored to the needs of pharmacists. Additionally, incorporating personality assessments into the recruitment process can help identify candidates well-suited for collaborative roles. Assigning duties by personality traits, for example, allocating patient counseling tasks to more extroverted individuals, may enhance both job satisfaction and service delivery. A comprehensive approach that combines institutional reforms, psychological support systems, personality-informed job design, and policy-level interventions is essential for improving pharmacists’ well-being. By addressing these dimensions collectively, healthcare organizations in Saudi Arabia can reduce burnout, improve retention, and ultimately enhance patient care outcomes. Similar research in other countries, such as that by Forsyth et al. (2024), highlights that professional isolation and job dissatisfaction are prevalent globally, particularly among healthcare professionals. Encouraging co-worker support, promoting solidarity, and offering mentorship programs have been shown to mitigate these issues. These strategies, which have been successfully implemented in other countries, could be adapted for Saudi Arabia to foster a more supportive and collaborative work environment for pharmacists, ultimately enhancing job satisfaction and reducing burnout.

4.2. Limitations and future research

The present study has certain limitations that should be addressed in future research. Firstly, the analysis did not incorporate individual-level psychological variables, such as emotional intelligence, self-efficacy, resilience, and perceived social support, all of which may significantly influence job satisfaction. Future studies should consider these personal characteristics to provide a more comprehensive understanding of the psychological factors that shape workplace experiences. Secondly, the current study did not account for socio-demographic variables. These background traits may moderate job satisfaction outcomes and should be examined to identify subgroup-specific patterns.

Additionally, the concepts of ‘meaning’ and ‘professional identity’ were not considered in this study. These factors play a significant role in job satisfaction and could influence the way pharmacists experience their work. Future research should investigate the intersection of meaning, professional identity, workplace dynamics, and personality traits to gain a more comprehensive understanding of job satisfaction. Lastly, while this study employed a quantitative survey design, it is recommended that future research adopt mixed-method approaches that integrate both quantitative and qualitative data. Such methodological triangulation can yield richer, more contextually nuanced findings and offer deeper insights into the lived experiences of healthcare professionals.

5. Conclusion

This research demonstrates that workplace relationships impact job satisfaction in Saudi Arabia through the mediation of psychological well-being, along with moderation by personality traits. The study showed that workplace relationships yielded positive and significant impacts on both job satisfaction and psychological well-being. Workplace relationships had a direct effect on psychological well-being, after which the variance attributed to job satisfaction became substantial. Personality traits established moderate positive connections with both other variables, with special focus on psychological well-being. The study supports the strategic targets of Saudi Arabia's Vision 2030 by enhancing healthcare services and worker competency. This research contributes to national workforce development by exploring pharmacists’ satisfaction through the lens of relationship quality and mental well-being aspects, with the intention of improving healthcare productivity. Organizations within the Kingdom of Saudi Arabia should conduct annual evaluations of pharmacist's work satisfaction, prioritising workplace factors that contribute to their overall satisfaction. Pharmaceutical care services require proper implementation, which necessitates that Saudi Arabian regulators evaluate the effects of pharmacy changes on the mental health and job satisfaction of pharmacists.

Declarations

Acknowledgement

We are thankful to all participants who sincerely helped us in this research and Abdul Malik Mujahid for data collection in Tabuk.

Funding Statement

No external funding received.

Disclosure statement

No potential conflict of interest was reported by the author(s).

Ethical approval and consent to participate

Ethical approval was obtained from the IRB of centre for research in psychology and human well-being, Universiti Kebangsaan, Malaysia, and informed consent was obtained from all participants prior to participate.

Consent for publication

Not applicable

Availability of data and materials

On demand

Authors’ contributions

SI, SSF conceptualised the study,performed the literature review and data analysis. FZ, AI contributed to methodology and managed data collection. SJ and AMM reviewed and edited the manuscript. GR and MAH assisted in writing and final approval. All authors read and approved the final manuscript

References

  1. Al-Jedai, A., & Al-Qaisi, S. (2016). Pharmacy practice and the healthcare system in Saudi Arabia. Canadian Journal of Hospital Pharmacy, 69(3), 231–237. 10.4212/cjhp.v69i3.1561 [DOI] [PMC free article] [PubMed] [Google Scholar]
  2. Al-Mutair, A., Al-Obaidan, F., Al-Muhaini, M., Al-Salman, K., & Al-Mosajen, S. (2017). Cross-sectional study of the overall emotional functioning of healthcare providers in Saudi Arabia. Saudi Critical Care Journal, 1(3), 80. 10.4103/sccj.sccj_2_18 [DOI] [Google Scholar]
  3. Albejaidi, F., & Nair, K. S. (2019). Building the health workforce: Saudi Arabia's challenges in achieving vision 2030. The International Journal of Health Planning and Management, 34(4), e1405–e1416. 10.1002/hpm.2861 [DOI] [PubMed] [Google Scholar]
  4. Aldaiji, L., Al-Jedai, A., Alamri, A., Alshehri, A. M., Alqazlan, N., & Almogbel, Y. (2022, July). Effect of occupational stress on pharmacists’ job satisfaction in Saudi Arabia. Healthcare, 10(8), 1441. 10.3390/healthcare10081441 [DOI] [PMC free article] [PubMed] [Google Scholar]
  5. Almaghaslah, D., Alsayari, A., Asiri, R., & Albugami, N. (2019). Pharmacy workforce in Saudi Arabia: Challenges and opportunities: A cross-sectional study. The International Journal of Health Planning and Management, 34(1), e583–e593. 10.1002/hpm.2674 [DOI] [PubMed] [Google Scholar]
  6. Alsultan, M. S., Khurshid, F., Mayet, A. Y., & Al-Jedai, A. H. (2012a). Hospital pharmacy practice in Saudi Arabia: Dispensing and administration in the Riyadh region. Saudi Pharmaceutical Journal, 20(4), 307–315. 10.1016/j.jsps.2012.05.003 [DOI] [PMC free article] [PubMed] [Google Scholar]
  7. Alsultan, M. S., Khurshid, F., Salamah, H. J., Mayet, A. Y., & Al-Jedai, A. H. (2012b). Hospital pharmacy practice in Saudi Arabia: Prescribing and transcribing in the Riyadh region. Saudi Pharmaceutical Journal, 20(3), 203–210. 10.1016/j.jsps.2011.11.001 [DOI] [PMC free article] [PubMed] [Google Scholar]
  8. Bawazir, S. A. (2005). Job satisfaction in Saudi community pharmacists. Journal of Pharmacy Practice and Research, 35, 334. [Google Scholar]
  9. Brown, J. N., Britnell, S. R., Stivers, A. P., & Cruz, J. L. (2017). Medication safety in clinical trials: Role of the pharmacist in optimizing practice, collaboration, and education to reduce errors. The Yale Journal of Biology and Medicine, 90(1), 125. [PMC free article] [PubMed] [Google Scholar]
  10. Dartey-Baah, K., & Harlley, A. (2010). Job satisfaction and motivation: Understanding its impact on employee commitment and organisational performance. Academic Leadership: The Online Journal (2003–2012), 8(4), 39. [Google Scholar]
  11. Devonish, D. (2013). Workplace bullying, employee performance, and behaviors: The mediating role of psychological well-being. Employee Relations, 35(6), 630–647. 10.1108/ER-01-2013-0004 [DOI] [Google Scholar]
  12. Dunkley, K., Diack, M., & Ritchie, M. (2018). Managing stress in pharmacy: Creating a healthier working environment in pharmacy by managing workplace stress. Parkville: Pharmacists' Support Service. [Google Scholar]
  13. Dutton, J. E. (2003). Energize your workplace: How to create and sustain high-quality connections at work. John Wiley & Sons. [Google Scholar]
  14. Fisher, C. D. (2000). Mood and emotions while working: Missing pieces of job satisfaction? Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 21(2), 185–202. [Google Scholar]
  15. Forsyth, P., Maguire, B., O'Brien, R., Carey, J., Rushworth, G. F., Cunningham, S., & Radley, A. (2024). Alienation and/or anomie in pharmacists: A protocol for a narrative systematic review. BMJ Open, 14(12), e088058. 10.1136/bmjopen-2024-088058 [DOI] [PMC free article] [PubMed] [Google Scholar]
  16. Iwuchukwu, O. F., Alozie, U. P., Fadesere, J., & Ogunsanya, M. (2022, December 16). Do brighter personalities matter? Relationship between personality and job satisfaction in working pharmacists. American Journal of Pharmacotherapy and Pharmaceutical Sciences, 1, 9. 10.25259/AJPPS_15_2022 [DOI] [Google Scholar]
  17. Judge, T. A., Heller, D., & Mount, M. K. (2002). Five-factor model of personality and job satisfaction: A meta-analysis. Journal of Applied Psychology, 87(3), 530–541. 10.1037/0021-9010.87.3.530 [DOI] [PubMed] [Google Scholar]
  18. Kazemi, A., Andersson, T., Elfstrand Corlin, T., Tengblad, S., & Wickelgren, M. (2024). How you appraise your relationship with your colleagues matters, but not as much as how you appraise your relationship with your manager: Predicting employee job satisfaction and commitment. Psychology of Leaders and Leadership 27(2), 183–207. [Google Scholar]
  19. Kellar, J., Singh, L., Bradley-Ridout, G., Martimianakis, M. A., van der Vleuten, C. P., oude Egbrink, M. G., & Austin, Z. (2021). How pharmacists perceive their professional identity: A scoping review and discursive analysis. International Journal of Pharmacy Practice, 29(4), 299–307. 10.1093/ijpp/riab020 [DOI] [PubMed] [Google Scholar]
  20. Koval, V., & Pidluzhna, S. (2025). Mental resilience of employees in hazardous work conditions: Psychoemotional challenges and support strategies. Public Administration and Law Review, 1(21), 122–135. 10.36690/2674-5216-2025-1-122-135 [DOI] [Google Scholar]
  21. Lee, K., & Ashton, M. C. (2004). Psychometric properties of the HEXACO personality inventory. Multivariate Behavioral Research, 39(2), 329–358. 10.1207/s15327906mbr3902_8 [DOI] [PubMed] [Google Scholar]
  22. Llorens, S., Bakker, A. B., Schaufeli, W., & Salanova, M. (2006). Testing the robustness of the job demands-resources model. International Journal of Stress Management, 13(3), 378–391. 10.1037/1072-5245.13.3.378 [DOI] [Google Scholar]
  23. Oladapo, A. A., Okunlola, F. O., & Ogunbanwo, M. A. (2022). Do brighter personalities matter? The relationship between personality and job satisfaction in working pharmacists. American Journal of Pharmacotherapy and Pharmaceutical Sciences, 9(1), 45–52. [Google Scholar]
  24. Rathert, C., & May, D. R. (2007). Health care work environments, employee satisfaction, and patient safety: Care provider perspectives. Health Care Management Review, 32(1), 2–11. 10.1097/00004010-200701000-00002 [DOI] [PubMed] [Google Scholar]
  25. Reizer, A., Koslowsky, M., & Friedman, B. (2020). OCB-work-family facilitation: Is it positive for all attachment orientations? Frontiers in Psychology, 10, 2900. 10.3389/fpsyg.2019.02900 [DOI] [PMC free article] [PubMed] [Google Scholar]
  26. Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. 10.1037/0021-9010.87.4.698 [DOI] [PubMed] [Google Scholar]
  27. Robbins, S. P., & Judge, T. A. (2015). Organizational behavior (16th Global ed.). Pearson. [Google Scholar]
  28. Spector, P. E. (1985). Measurement of human service staff satisfaction: Development of the job satisfaction survey. American Journal of Community Psychology, 13(6), 693–713. 10.1007/BF00929796 [DOI] [PubMed] [Google Scholar]
  29. Suleiman, A. K. (2015). Stress and job satisfaction among pharmacists in Riyadh, Saudi Arabia. Saudi Journal of Medicine & Medical Sciences, 3(3), 213–219. 10.4103/1658-631X.162025 [DOI] [Google Scholar]
  30. Susanty, A., & Miradipta, R. (2013). Employee's job performance: The effect of attitude toward work, organizational commitment, and job satisfaction. Jurnal Teknik Industri: Jurnal Keilmuan dan Aplikasi Teknik Industri, 15(1), 13–24. 10.9744/jti.15.1.13-24 [DOI] [Google Scholar]
  31. Ten Hoeve, Y., Drent, G., & Kastermans, M. (2024). Factors related to motivation, organisational climate, and work engagement within the practice environment of nurse practitioners in The Netherlands. Journal of Clinical Nursing, 33(2), 543–558. 10.1111/jocn.16914 [DOI] [PubMed] [Google Scholar]
  32. Tian, X., & Zhai, X. (2019). Employee involvement in decision-making: The more the better? International Journal of Manpower, 40(4), 768–782. 10.1108/IJM-05-2017-0090 [DOI] [Google Scholar]
  33. Tran, V. D., Ngo, K. N., Pham, T. N. N., Dao, T. N. P., Truong, T. Q., Huynh, D. T. M., & Dewey, R. S. (2024). Psychological distress and its association with job satisfaction among hospital pharmacists in Vietnam. Hospital Pharmacy, 59(2), 173–182. 10.1177/00185787231198168 [DOI] [PMC free article] [PubMed] [Google Scholar]
  34. Uakarn, C., Chaokromthong, K., & Sintao, N. (2021). Sample size estimation using Yamane, Cochran, Krejcie, Morgan, and Green formulas, and Cohen's statistical power analysis by G* power and comparisons. APHEIT International Journal, 10(2), 76–88. [Google Scholar]
  35. Veech, A. L. (2019). Relationships at work questionnaire: A new measure of attachment in the workplace. Keiser University. [Google Scholar]
  36. Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54(6), 1063–1070. 10.1037/0022-3514.54.6.1063 [DOI] [PubMed] [Google Scholar]
  37. Wolfgang, A. P. (1994). Job stress and dissatisfaction among employee pharmacists: The role of coworker social support and powerlessness. Journal of Pharmaceutical Marketing & Management, 9(1), 19–32. 10.3109/J058v09n01_03 [DOI] [Google Scholar]
  38. Yasin, Y. M., Al-Hamad, A., Bélanger, C. H., Boucher, A., & AbuRubeiha, M. A. (2017). Expatriate health professionals in the Saudi Arabian private sector. British Journal of Health Care Management, 23, 176–185. [Google Scholar]

Associated Data

This section collects any data citations, data availability statements, or supplementary materials included in this article.

Data Availability Statement

On demand

Articles from Journal of Pharmaceutical Policy and Practice are provided here courtesy of Taylor & Francis

RESOURCES