Factors Influencing Job Satisfaction and Motivation of General Nurses

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F61989592%3A15120%2F20%3A73602510" target="_blank" >RIV/61989592:15120/20:73602510 - isvavai.cz</a>

Výsledek na webu

<a href="https://www.prolekare.cz/casopisy/prakticky-lekar/2020-supplementum/faktory-ovlivnujici-pracovni-spokojenost-a-motivaci-vseobecnych-sester-124488" target="_blank" >https://www.prolekare.cz/casopisy/prakticky-lekar/2020-supplementum/faktory-ovlivnujici-pracovni-spokojenost-a-motivaci-vseobecnych-sester-124488</a>

DOI - Digital Object Identifier

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Jazyk výsledku

angličtina

Název v původním jazyce

Factors Influencing Job Satisfaction and Motivation of General Nurses

Popis výsledku v původním jazyce

Introduction: General nurses play a major role in the healthcare system. In consideration of their irreplaceable position it is necessary for the managements of healthcare providers to identify the key factors of their job satisfaction and work motivation, and to identify factors of job dissatisfaction. The managementscan, consequently, create a work environment that enables nurses to cope with psychological and physical requirements of their profession, decreases turnover, and raises the quality of patient care. Aim: This article aims to identify the subjective order of personal preferences of individual factors related to job satisfaction of general nurses and their subjective perception of saturation of factors that influence job satisfaction, together with finding the greatest divergence. Method: A cross-sectional study was carried out in the first half of 2018. A questionnaire about motivation factors was completed by 462 respondents, i.e. 28.2%. We used the Euclidean distance model to determine the order of factors. Results: The factors with the highest subjective preference were Salary, Interpersonal work relationships with peers, Interpersonal work relationships with other professions, Interpersonal work relationships with supervisors, and Recognition. Factors with the highest saturation related to nurse’s working environment included Patient care, Interpersonal work relationships with supervisors, Interpersonal work relationships with peers, and Interpersonal work relationships with other professions. The greatest divergence occurred in factors Salary and Recognition. Conclusion: Although salaries in healthcare continue to rise, nurses in this sector experience job dissatisfaction which can be influenced by employees only to a limited extent. There is, however, a considerable potential for non-financial recognition which does not require additional finance. In consideration of the fact that the respondents in this study perceived positively their working relationships with supervisors, hospital managements should work towards the best possible use of this factor and train their managers to employ it.

Název v anglickém jazyce

Factors Influencing Job Satisfaction and Motivation of General Nurses

Popis výsledku anglicky

Introduction: General nurses play a major role in the healthcare system. In consideration of their irreplaceable position it is necessary for the managements of healthcare providers to identify the key factors of their job satisfaction and work motivation, and to identify factors of job dissatisfaction. The managementscan, consequently, create a work environment that enables nurses to cope with psychological and physical requirements of their profession, decreases turnover, and raises the quality of patient care. Aim: This article aims to identify the subjective order of personal preferences of individual factors related to job satisfaction of general nurses and their subjective perception of saturation of factors that influence job satisfaction, together with finding the greatest divergence. Method: A cross-sectional study was carried out in the first half of 2018. A questionnaire about motivation factors was completed by 462 respondents, i.e. 28.2%. We used the Euclidean distance model to determine the order of factors. Results: The factors with the highest subjective preference were Salary, Interpersonal work relationships with peers, Interpersonal work relationships with other professions, Interpersonal work relationships with supervisors, and Recognition. Factors with the highest saturation related to nurse’s working environment included Patient care, Interpersonal work relationships with supervisors, Interpersonal work relationships with peers, and Interpersonal work relationships with other professions. The greatest divergence occurred in factors Salary and Recognition. Conclusion: Although salaries in healthcare continue to rise, nurses in this sector experience job dissatisfaction which can be influenced by employees only to a limited extent. There is, however, a considerable potential for non-financial recognition which does not require additional finance. In consideration of the fact that the respondents in this study perceived positively their working relationships with supervisors, hospital managements should work towards the best possible use of this factor and train their managers to employ it.

Druh

J_SC - Článek v periodiku v databázi SCOPUS

CEP obor

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OECD FORD obor

50102 - Psychology, special (including therapy for learning, speech, hearing, visual and other physical and mental disabilities);

Projekt

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Návaznosti

I - Institucionalni podpora na dlouhodoby koncepcni rozvoj vyzkumne organizace

Rok uplatnění

2020

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

Prakticky Lekar

ISSN

0032-6739

e-ISSN

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Svazek periodika

100

Číslo periodika v rámci svazku

Supplementum

Stát vydavatele periodika

CZ - Česká republika

Počet stran výsledku

6

Strana od-do

44-49

Kód UT WoS článku

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EID výsledku v databázi Scopus

2-s2.0-85098764771