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In Cameroon's blood banks, the shortage of blood bags is difficult to overcome because of the lack of donor loyalty and the complexity of recruiting new donors. This study explores the possibility of retaining donors and turning them into prospectors by analysing their satisfaction.

A Servqual questionnaire was administered to a sample of 109 donors obtained by voluntary sampling. We used customer satisfaction to determine the satisfaction score and the tetraclass model to analyse the contribution of the elements to satisfaction.

Our results show that the blood donor satisfaction score is low (60.33%) compared with the norm (80%). The post-donation follow-up stage is the factor with the greatest influence on improving blood donor satisfaction. The elements that require particular attention in the supervision of blood donors are the snacking and blood-taking stages, because they have a strong capacity to worsen donor satisfaction when they are badly perceived by donors.

The study focuses on aspects specific to the Cameroonian situation and sheds a unique light on blood donor satisfaction in this context, while offering a general understanding of this issue on an international scale.

The purpose of this paper is to analyze the job quality in Benin between 2007 and 2011. To do this, the study constructed a multidimensional measure of job quality and identified the determinants of the quality of the job. The measure adopted by the authors includes four dimensions: wages; extra-wage benefits and regularity of employment; conditions and career opportunities; and, finally, social security. Two methods, including the construction of measure of job quality and the estimation of determinants of the job quality index, were used to test the robustness of the effects. The results show that the quality of job improved slightly between 2007 and 2011 and that factors such as experience, the type of contract, the level of education, the formal character of the company and the work hours explain the job quality of workers in Benin.

The measure adopted by the authors includes four dimensions: wages; extra-wage benefits and regularity of employment; conditions and career opportunities; and, finally, social security. Two methods, including the construction of measure of job quality and the estimation of determinants of the job quality index, were used to test the robustness of the effects.

The results show that the quality of job improved slightly between 2007 and 2011 and that factors such as experience, the type of contract, the level of education, the formal character of the company and the work hours explain the job quality of workers in Benin.

The contribution of this study lies in its analytical approach and in the fact that it reinforces the knowledge that exists on this theme, which is still little studied in African countries.