BackgroundThe objective of this study was to investigate how medical and nursing staff of the Nicosia General Hospital is affected by specific motivation factors, and the association between job satisfaction and motivation. Furthermore, to determine the motivational drive of socio-demographic and job related factors in terms of improving work performance.MethodsA previously developed and validated instrument addressing four work-related motivators (job attributes, remuneration, co-workers and achievements) was used. Two categories of health care professionals, medical doctors and dentists (N = 67) and nurses (N = 219) participated and motivation and job satisfaction was compared across socio-demographic and occupational variables.ResultsThe survey revealed that achievements was ranked first among the four main motivators, followed by remuneration, co-workers and job attributes. The factor remuneration revealed statistically significant differences according to gender, and hospital sector, with female doctors and nurses and accident and emergency (A+E) outpatient doctors reporting greater mean scores (p < 0.005). The medical staff showed statistically significantly lower job satisfaction compared to the nursing staff. Surgical sector nurses and those >55 years of age reported higher job satisfaction when compared to the other groups.ConclusionsThe results are in agreement with the literature which focuses attention to management approaches employing both monetary and non-monetary incentives to motivate health care professionals. Health care professionals tend to be motivated more by intrinsic factors, implying that this should be a target for effective employee motivation. Strategies based on the survey's results to enhance employee motivation are suggested.

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The testing of the translated version of the RPPE into Greek provides support for the validity and internal consistency of the instrument.

Background and Purpose: Professional practice environments have been correlated with quality of care, patient, and nurse outcomes. There is a lack of translated versions of established instruments such as the Revised Professional Practice Environment questionnaire and this study presents the validation of this questionnaire in Greek. Methods: Translation, cultural adaptation, and factor analysis of the instrument were carried out. Three hundred ninety-three nurses from 5 hospitals of the Republic of Cyprus completed the instrument. Results: A 7-factor solution with 39 items accounted for 55.03% variance. The overall Cronbach's alpha was .89 and ranged between .69 and .84 for the individual factors. Conclusions: The testing of the translated version of the RPPE into Greek provides support for the validity and internal consistency of the instrument.