Nursing is a core job in the health care system, but there is an evident shortage of nursing staff in the majority of Arabian countries. Therefore, considering the nurses' psychological needs, job satisfaction and motivation is a significant issue for maintaining the nurse's retention in the organization. There is an extreme need nationally and internationally for investigating nurses' work motivation and its factors which have a direct effect on nursing workforce's preservation, performance and consequently patient's outcomes. Identification such data is necessitated for establishing suitable work motivation methodologies to improve nurses' achievement and decrease their work turnover. Exploration of this concern will represent implications for the advancement and enhancement of administration and management in nursing and the field as a whole [1][2][3][4].Nurses face series difficulties in their work, such as work overload, nursing errors, unstable nursing image, job demotivation, and job discrepancies. All are obstacles which faced nursing management at several health institutions. Such problems
Nurses passed through many stressful experiences during nursing work. Emotional support and considering their emotional needs can alleviate such work-associated tension and contribute to the quality of their performance. Nurses’ happiness and awareness of their influence on work are necessary blocks to build the nurses’ emotional steadiness, and thus their work retention and turnover rates would be maintained. This study establishes to attain two aims: First: to identify the levels of nurses’ happiness and the awareness of their influence on work, in governmental and private hospitals, in Jeddah, Kingdom Saudi Arabia (KSA). Second: to determine the correlation between those perceived variables. Thus, a descriptive, correlative and comparative research design was employed with 300 registered nurses in King Abd El Aziz governmental hospital and 200 registered nurses in private International Medical Center, Jeddah, KSA. A survey method was applied for data collection, and the study questionnaire involved three parts. Part one is about nurses’ personal profile. The second part included happiness subscale, which was developed by Warr et al., in 1979 and the third one is the individual influence on the work scale that was developed by Toode et al., in 2015. The study findings reveal that the majority of both study groups reported a fair level of happiness, with a moderate awareness level of their influence on work. Additionally, nurses who are working in private hospital have a higher awareness level of their influence on work and happiness, more than the nurses who are working in the governmental hospital. Study subjects who experience a high level of happiness have a high level of awareness of their influence on the work. Therefore, the correlation coefficient among both research variables in both hospitals indicated a noteworthy stronger positive correlation. Conclusion and recommendations: nurse’s happiness and awareness of their influence on work are essential emotional aspects to be considered in nursing management. Fitting plan for nurses’ psychological stability at work should be designed and implemented, particularly in governmental hospitals in Jeddah. Also, Nurse Manager should assess and maintain a high nurses’ happiness level and awareness of their influence on the work; consequently, nurses work product will be improved. Further studies are needed to investigate the study variables by different measurement tools for behaviors or skills. A study about an assessment of the relation between the nurse’s emotional status and their performance is suggested.
Objective: Considering nurses' psychological status, work decision involvement, emotions, anxiety, and motivation, is an important issue for attaining nurses' retention and maintaining their preservation in their work positions. Work motivation is the key that enhances employee performance which is influenced by numerous internal and external factors; job anxiety is the apparent one. The current study is directed to achieve two aims: to assess the work motivation level and self-rated anxiety among nurses and to investigate the relationship between them. Therefore, a descriptive, correlative research design was applied with 300 registered nurses in King Abd El Aziz governmental hospital in Jeddah, Saudi Arabia. Methods: A triple-section questionnaire was used for data collection that involved: First, Multidimensional Work Motivation Scale (MWMS) that was developed by Gagne et al. in 2010. Second, Self-Rated Anxiety Sub-scale which was developed by Warr et al. in 1979. Third, sociodemographic questions were included. Results: About three-quarters of Suadi nurses have high work motivation level concerning introjected and identified regulations while more than half of them have a high level of work motivation regarding amotivation and extrinsic regulations. Consequently, most of the participants have high scores in work motivation level. As regards, self-rated anxiety, all study subjects have a certain level of anxiety at work, but the majority of them were with low level. As pertaining the correlation between both study variables, there is a negative correlation between work motivation level and self-rated anxiety and the present study proved that Saudi registered nurses in King Abd El Aziz governmental hospital have high work motivation level scores with low self-rated anxiety scores. Conclusions: The current study confirms that the Saudi nurses in Jeddah have high work motivation level with low anxiety. Furthermore, the study provides evidence of a negative or inverse correlation between work motivation level and self-rated anxiety among Saudi registered nurses in King Abd El Aziz governmental hospital. Nurses should be aware by the importance of motivation in their job and at the same time, be aware of the risks of work-related anxiety. Nurse Managers have to tailor all factors which are surrounding nurses in a hospital environment, organizational structure and culture to be positively motivated and, at the same time, to alleviate any tendency of work-related anxiety. Furthermore, work motivation and anxiety should be involved and integrated into the nursing curriculum in nursing schools. Further researches: A research about the effect of the work motivation educational program on nurse manager's leadership skills, is needed. A study about the correlation between work motivation and other negative or positive variables in work environment among nurses is necessitated. Also, assessment of nurses' work motivation and anxiety using different tools such as value test, emotional inventory and adjustment skill...
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