Simon Adekunle

This study examined the worshippers’ satisfaction, spiritual support and switching intention among Christian students in University of Benin, Benin City. The focus of the study was to examine the impact of Worshippers satisfaction on the switching behaviour of Christian students and also to examine the factors (pastor's message, fellowship environment, special programmes, and spiritual support) that motivate worshippers to worship in a particular fellowship. The study used the survey method by administering copies of structured questionnaire to185undergraduate Christian students of University of Benin, Benin City. The data for the study were analyzed using both descriptive statistics such as simple percentages and mean, while inferential statistics (linear regression) was used with the help of Statistical Package for Social Sciences (SPSS) version 22. The research revealed that the rate of worshippers´ switching intention is low in the University of Benin (UNIBEN). This is shown by the switching intention rate of 26.49%; Worshippers consider the following factors (in a descending order): Pulpit Ministry, Spiritual support, Special Programmes, Music Ministry and Fellowship environment as the reasons for switching intention. Fellowship environment is a statistically significant determinant of worshippers´ switching intention in the University of Benin, factors such as Pulpit ministry, special programmes, music ministry and spiritual support are not significant factors that influence worshippers´ switching intention in the University of Benin (UNIBEN); and Demographic variables such as gender, age, level and unit membership, do not significantly influence worshippers´ switching intention.

The health care sector employs workforce which includes doctors, nurses as well as other health care practitioners across related fields. Essentially, nurses and doctors are the major practitioners in the healthcare system and has the most direct contact with patients. Therefore, these employees (nurses and doctors) are a major determinant of the overall hospital care quality and patient outcomes. They must be provided with anideal professional practice environment where their job satisfaction is guaranteed in order to provide standard care (de Francisco, Meguid & Campbell, 2015). Job satisfaction has been identified as a major determinant of good staff retention in the health care workforce(Wang, Tao, Ellenbecker, & Liu, 2012). Employee welfare and satisfaction are critical in achieving the organizational mission and vision in an ideal setting. Nurses, for example, are the safety net, always present with their patients at the bedside, caring for and detecting medication errors, and addressing patients' true needs. In any healthcare facility, nurses are the first point of contact forpatients. Job satisfaction in the nursing workforce is therefore critical to providingqualitycare (Abualrub, El-Jardali, Jamal, and Al Rub, 2015; Alenius, Tishelman, Runesdotter, and Lindqvist, 2013; Saleh, Darawad, and AlHussami, 2015). Thus, job satisfaction is the most important aspect of nurses' lives (likewise other healthcare practitioners), as it has a positive impact on their morale, productivity, quality of care, patient safety, and retention(Ezeonwu, 2011; Aiken, et al., 2012).