THE INTERNATIONAL JOURNAL OF BUSINESS & MANAGEMENT Job Motivation and Associated Factors among Hospital Staffs at Nigist Eleni Mohammed Memorial General Hospital, Hadiya Zone, SNNPRS (original) (raw)
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Background: Health professionals' motivation reflects the interaction between health professionals and their work environment. It can potentially affect the provision of health services; however, this important attribute of the workplace climate in public hospitals is not usually given serious attention to the desired level. For this reason, the authors of this study have assessed the level of motivation of health professionals and associated factors in public hospitals of West Amhara, Northwest Ethiopia. Methods: A facility based cross-sectional study was conducted in eight public hospitals of West Amhara from June 1 to July 30, 2013. A total of 304 health professionals were included in this study. The collected data were analyzed using SPSS software version 20. The reliability of the instrument was assessed through Cronbach's α. Factor scores were generated for the items found to represent the scales (eigenvalue greater than one in varimax rotation) used in the measurement of the variables. The scores were further analyzed using one-way analysis of variance, t-tests, Pearson's correlation, and hierarchical multiple linear regression analyses. The cutoff point for the regression analysis to determine significance was set at β (95% confidence interval, P0.05). Results: Mean motivation scores (as the percentage of maximum scale scores) were 58.6% for the overall motivation score, 71.0% for the conscientiousness scale, 52.8% for the organizational commitment scale, 58.3% for the intrinsic motivation scale, and 64.0% for organizational burnout scale. Professional category, age, type of the hospital, nonfinancial motivators like performance evaluation and management, staffing and work schedule, staff development and promotion, availability of necessary resources, and ease of communication were found to be strong predictors of health worker motivation. Across the hospitals and professional categories, health workers' overall level of motivation with absolute level of compensation was not significantly associated with their overall level of motivation. Conclusion: The strongest drivers of all motivation dimensions were found to be nonfinancial human resource management tools, so policy makers and health workforce stake holders should focus on these tools to alleviate motivation problems.
2012
Background: This study focused on the motivation of human resource for health in urban public health facilities in Tanzania. Motivation is defined in this study as an individual's degree of willingness to exert and maintain an effort towards organizational goals. Motivation of health workers was studied based on Herzberg’s two-factor theory. Purpose: The overall purpose of this study was to study job motivation and associated factors among urban health workers in public hospitals in Dar es salaam, Tanzania. Methods: The study employed predominantly qualitative research methods. Data was collected from three municipal hospitals and one referral hospital, the Muhimbili National Hospital. Some information was also collected from key informants in the Municipality Administration, the Non – Governmental Organisations and the Ministry of Health and Social Welfare. A combination of direct observation, key informants interviews, Focus Group Discussions and a desk review of key documents...
Motivation Of Health Care Workers In Tanzania: A Case Study Of Muhimbili National Hospital
East African Journal of Public Health, 2008
Objective: The Tanzanian health system is currently undergoing major reforms. As part of this, a study was commissioned into the delivery of services and care at the Muhimbili National Hospital.. One of the main components of this comprehensive study was to measure the extent to which workers in the hospital were satisfied with the tasks they performed and to identify factors associated with low motivation in the workplace. Methods: This was a cross sectional study involving a sample of 448 hospital workers. Stratified sampling was used to randomly pick 20% of: doctors, nursing staff, auxiliary clinical workers and other administrative and supporting staff. About 44% of the workers were female. Results: Almost half of both doctors and nurses were not satisfied with their jobs, as was the case for 67% of auxiliary clinical staff and 39% of supporting staff. This dissatisfaction was multi-factorial in origin. Amongst the contributing factors reported were low salary levels, the frequent unavailability of necessary equipment and consumables to ensure proper patient care, inadequate performance evaluation and feedback, poor communication channels in different organizational units and between workers and management, lack of participation in decision-making processes, and a general lack of concern for workers welfare by the hospital management. Conclusions: Many workers at all levels in the hospital were not satisfied with the tasks they performed due to a variety of factors. Based on the study findings, several recommendations were made including setting defined job criteria and description of tasks for all staff, improving availability and quality of working gear for the hospital, the introduction of a reward system commensurate with performance, improved communication at all levels, and introduction of measures to demonstrate concern for the workers' welfare.
2014
Introduction: Health professionals are immensely essential in any health care delivery system especially to meet the health related millennium development goals and Growth and Transformation Plans .Although work motivation is essential and very crucial for successful health service delivery there was no study that documented the motivation of health professionals in the study area. Objective: the purpose of this study was to assess the level of job motivation and associated factors among health professionals in government health service delivery institutions in South Gondar Adminstrative Zone Northwest, Ethiopia Methods: Institution based cross sectional study supplemented with qualitative study was used among 406 health professionals from April to May 2014.Simple randm sampling technique was used to select the study participants. For in-depth interviews, seven health professionals were purposively selected. After screening for inclusion criteria.Data was collected using pretested and structured selfadministered questionnaire. Descriptive statistics was used to summarize variables like socio-demographics. Both Bivariate and multi variable logistic regression model were used to identify factors predicting job motivation.The result were presented using odds ratio with 95% confidence interval. P-value less than 0.05 were taken as stastically significant. Results; The overall response rate was about 96.2%.The proportion of motivated health professional was 47.8%. Best interdisciplinary collaboration between different professionals
Research Square (Research Square), 2022
Background : a health worker were motivated and express job satisfaction if they feel that they were effective at their jobs and performing well. Factors contributing to motivation and job satisfaction also include strong career development, an adequate compensation, and adequate working and living conditions. Objective: Assessment of Motivational Status and Associated Factors among health workers in public Hospitals in North Shewa Zone, 2021/22. Methods: Institutional based cross sectional study design were conducted in four selected Public Hospitalsbased on the trends on the duration of health workers and factors motivating them.The type of study design was employed in this study is a quantitative and qualitative design to KII through survey study. A total of 316 health care providers took part in this study. More than half, 198 (62.7%) of the respondents were females, while 147 (49.7%) of them were in the age range of 25-29 years with mean (SD) age of 29.62 (5.27) with 20 and 54 years of minimum and maximum values.From the total (n=316) of health professionals the prevalence of motivation was 29.7 %. This motivation percentage vary between professions categories from least 9.2 % to highest 25.9% in Midwifery and Nurses health professionals respectively. But others professionals (anesthesia, radiographers, optometric nurse, dentistry and physiotherapist. HIT, MH etc. 29(16.7%) were motivated.In this study from total study participants of selected public hospitals for work performance perceived was 47.2%supposed that work was well done/ performed and this performance lowest in physician/doctors/ 8.1% highest 32.2% among nurse where majority (53.3%) of them perceived not well done (Table 3). The Overall job satisfaction of health professionals in the selected health facilities was 44.3% and ranging from least 6.4% to highest 33.6% ,Midwifery and Nurses respectively with (AOR=2(1.2-3.2)).
Determinants of Health Worker Motivation in Public Hospitals in Baring County, Kenya
Broad Objective: To establish how motivational factors influence Health worker motivation in public Hospitals in Baringo County, Kenya. This study examined how Individual, Financial and Non-Financial factors influence health worker motivation in 4 sub-County Hospitals and Baringo County Referral Hospital. Materials and Methods: A descriptive cross-sectional design with mixed qualitative and quantitative approaches of data collection was employed. The study enrolled 466 health workers drawn from five public hospitals in Baringo County. The sample comprised officers and Supportive staff who have worked for at least one year. Data was collected using self-administered questionnaire, where responses on each statement were based on a 5-point likert scale and key informant interviews conducted. The (SPSS) version 20 was used to enter data and R-Statistical software was used in data analysis. Descriptive statistical summaries were generated and presented inform of frequency tables. Bivariate relationships were assessed by Chi-square tests, symmetric measures and Odds ratios. Logistic regression models were used to assess predictors of motivation. Results: Achievement of personal goals and utilization of personal resources were variables in the Individual factor category that influenced motivation the greatest with p<0.05. Monthly salary was found to be the only independent variable in the Financial factor Category that influenced health worker motivation the greatest with p<0.05. Several Non-financial variables found to influence health worker motivation the greatest with p<0.05 include: Career and skills development, Departmental resource allocation, Recognition and appreciation. Conclusion: This study recommends County government of Baringo to incorporate these six key variables into the development of Health Sector Strategic plan in order to address Health worker motivation challenges. This strategy upon implementation will enhance health worker motivation resulting to a well-functioning health system with better Health outcomes.
Predictors of job motivation among doctors and nurses in a tertiary hospital in Sokoto, Nigeria
Background: Doctors and nurses are the largest and very important human resources for health within health service organizations; therefore their performance will impact the overall organizational performance. The study was aimed to assess the predictors of job motivation among Doctors and nurses of a tertiary hospital. Methods: A descriptive cross sectional study was conducted among 334 doctors and nurses. Multi-stage sampling method was used to select study respondents and self-administered questionnaires developed based on Maslow and Herzberg theories of motivation. Linear regression analysis was performed to determine the predictors of job motivation. The level of statistical significance was set at p<0.05. Results: The motivators were ranked in order of importance from achievement factors, remuneration, job attributes and co-workers. Linear regression revealed only respondents' designation significantly predicted job attributes as a motivating factor. Doctors were less likely to be motivated by their job attributes compared with nurses (p=0.03). Sex (p=0.01) and holding managerial position (p=0.001) predicted remuneration as a motivating factor for doctors and nurses. Disaggregation by profession showed, only holding managerial position (p=0.02) predicted remuneration as a motivating factor for doctors while for nurses, predictors were sex (p=0.001) and holding managerial position (p=0.02). Co-workers as a motivating factor for all groups were predicted by holding managerial position (p=0.01) and designation (p=0.03). Conclusions: Motivation was influenced by both financial (remuneration) and non-financial incentives (achievements). Healthcare professionals tend to be motivated more by non-financial factors, implying that this should be a cogent strategy for effective employee management.
Motivation as a Management Tool for Health Workers' Productivity in Nigeria
How does the organization propel the workers' psychological process, essentially in the health sector, to realise the best performance and service delivery? Can motivation be a management tool for increasing health workers' productivity? Using Nigeria's health sector as a case study, this paper attempted to answer these questions. It argued that workers motivation is of critical importance in the health sector and it is the driving force towards improved performance. Health care delivery is highly labour intensive and service quality, efficiency and equity is directly affected by workers motivation. This is evident in the present poor health care service delivery in the Nigeria health sector, caused principally, by brain drain, incessant strike action and infrastructure decadence. It is concluded from this paper that motivation remains the only management tool that can be deployed to engage health workers to ensure stability and increased productivity in the health sector. The paper therefore, recommended that for ensuring increase in the performance and productivity of health workers, government and managements of health institutions in Nigeria should focus on motivation issues such as remuneration, good working environment, training and retraining of workers, infrastructure development, career progression, recognition and award based on meritocracy.The paper also concluded that motivation remains the only management tool available to retain and sustain health workers as well as increase the productivity of the workers in Nigeria Health Sector.
2010
Background: Ensuring health worker job satisfaction and motivation are important if health workers are to be retained and effectively deliver health services in many developing countries, whether they work in the public or private sector. The objectives of the paper are to identify important aspects of health worker satisfaction and motivation in two Indian states working in public and private sectors. Methods: Cross-sectional surveys of 1916 public and private sector health workers in Andhra Pradesh and Uttar Pradesh, India, were conducted using a standardized instrument to identify health workers’ satisfaction with key work factors related to motivation. Ratings were compared with how important health workers consider these factors. Results: There was high variability in the ratings for areas of satisfaction and motivation across the different practice settings, but there were also commonalities. Four groups of factors were identified, with those relating to job content and work environment viewed as the most important characteristics of the ideal job, and rated higher than a good income. In both states, public sector health workers rated “good employment benefits” as significantly more important than private sector workers, as well as a “superior who recognizes work”. There were large differences in whether these factors were considered present on the job, particularly between public and private sector health workers in Uttar Pradesh, where the public sector fared consistently lower (P < 0.01). Discordance between what motivational factors health workers considered important and their perceptions of actual presence of these factors were also highest in Uttar Pradesh in the public sector, where all 17 items had greater discordance for public sector workers than for workers in the private sector (P < 0.001). Conclusion: There are common areas of health worker motivation that should be considered by managers and policy makers, particularly the importance of non-financial motivators such as working environment and skill development opportunities. But managers also need to focus on the importance of locally assessing conditions and managing incentives to ensure health workers are motivated in their work.