Determinants of job dissatisfaction among nurses in two general hospitals in the Kongo Central Province of the DRC

Introduction Professional satisfaction among nurses is a critical factor in ensuring the highest quality of clinical care. In the Democratic Republic of Congo (DRC), operational and working conditions for nursing personnel remain structurally deficient. However, there is a pronounced lack of analytical studies identifying the exact organizational and clinical determinants of nurses’ job dissatisfaction in this territory, presenting an important gap in health services literature. Purpose This study aimed to identify the micro-level and macro-level organizational determinants influencing job dissatisfaction among nurses in the Kongo Central province of the DRC. Methods A multi-center, cross-sectional analytical quantitative design was deployed in two referral hospitals within the Kongo Central province. Utilizing an exhaustive census sampling methodology, 90 registered nurses were enrolled. Data collection was performed via a secure, structured digital questionnaire utilizing KoboCollect. Statistical analyses comprised descriptive metrics, bivariate analysis (p < 0.05), and a multivariate logistic regression model to isolate independent predictors of professional dissatisfaction. Results The descriptive analysis revealed an overall job dissatisfaction rate of 64.4% (yielding a satisfaction rate of only 35.6%). Bivariate analyses identified several operational factors significantly associated with professional dissatisfaction: lack of open communication (p = .020), unmanageable workload (p < .001), insufficient rest periods (p < .001), low workplace autonomy (p < .001), weak institutional leadership (p = .014), disregard for nurses’ opinions (p = .001), inadequate nursing staff numbers (p < .001), workplace safety deficits (p < .001), and poor physical environmental conditions (p < .001). The multivariate logistic regression model isolated four primary independent determinants of job dissatisfaction: insufficient rest periods (OR = 21.99; 95% { CI } [3.45, 140.12]; p = .001), unmanageable patient volume (OR = 20.35; 95% { CI } [3.11, 133.05]; p = .002), excessive physical/mental workload (OR = 6.16; 95% { CI } [1.41, 26.90]; p = .015), and lack of management consideration for nurses’ professional opinions (OR = 14.03; 95%{ CI } [1.46, 134.84]; p = .022). Conclusion The primary determinants of job dissatisfaction among nurses are fundamentally rooted in remediable organizational and structural factors. These findings highlight an urgent need for strategic healthcare policy modifications in the DRC, including the formal regulation of shift schedules, mandatory minimum rest allocations, workload balancing, and the integration of participatory governance systems.