Organisation’s effectiveness and the quality of health care services hinges on employee’ Job satisfactions. The study revealed that both the work environment (β = 0.389, t = 3.685, p < 0.001) and fringe benefits (β = 0.248, t = 2.074, p = 0.038) had a positive and statistically significant effect on employees’ job satisfaction. The work environment was the most important factor among all the factors analysed in determining job satisfaction. In contrast, although autonomy showed a positive relationship with job satisfaction (β = 0.140), its effect was not statistically significant (p = 0.059). The model accounted for 36% of the variance in job satisfaction (R² = 0.36), which can be considered as moderate. The results indicate that raising job satisfaction is more effectively achieved by improving the work environment and offering an adequate fringe benefit package than by allowing greater autonomy in decision-making. Also, the study provides implications for hospital administration and policymakers as they seek to develop a work environment that supports employees and makes their work more satisfying, motivating, and committed. The model can be further extended in the future by including other organisational and individual factors that might account for differences in employees’ job satisfaction.