Achievement motivation and its relation to nurses’ decision making believes, ability, and job burnout at obstetric and gynecological departments

Abstract

Objective: Challenges in todays' work environment require professional competent nurses not only educated well but being creative, have a desire to achieve success, able to work under pressure, and accomplish the organizational and personal goals. Aim of the study: The study was aimed at assessing nurses' achievement motivation and its relation to their decision making beliefs, ability, and job burnout at obstetrics and gynecological departments. Methods: Setting: This study was conducted in Port Said governorate, Egypt. Design: A descriptive co-relational research design was used. Subjects: Consisted of all staff nurses working in all obstetric and gynecologic departments affiliated to ministry of health, with a total number of 75 nurse. Tools: Achievement Motivation Scale (AMS), decision making beliefs, decision making ability questionnaire, and job burnout scale. Results: The study revealed that nurses' age ranged between 22 and 60 years. The majority of nurses were holding a nursing diploma. More than three quarters of nurses have achievement motivation and having well beliefs about decision making. The total mean score for decision making ability was 74.2 ± 7.3. Nearly half of nurses evaluated in this study have burnout. Conclusions: A significant correlation between achievement motivation and decision making ability while no statistically significant correlation was detected between achievement motivation and both of decision making beliefs and total score of job burnout. Recommendations: Strategies for the preservation and promotion of achievement motivation is very important. In addition, this study recommended in the different nursing departments to identify and influence achievement motivation among nursing staff.

Change fatigue in nurses: A qualitative study

“…The reality of organizational life for nurses has rarely reflected high levels of decision‐making power in change initiatives (Blackstock, Salami, & Cummings, 2018; Kuokkanen et al., 2007). In contrast, increased perceived abilities to engage in and influence the change process have been shown to decrease nurse stress and burnout (McGibbon, Peter, & Gallop, 2010; Sayed & Ali, 2017). Similarly, several researchers have found that increased levels of power in decision‐making decrease staff stress associated with change, heighten staff engagement in change initiatives, and increase the likelihood of successful and sustainable change (Beauvais & Spahn, 2019; Ead, 2015; Fugate, Prussia, & Kinicki, 2012; Peacock, 2017).…”

“…Similarly, several researchers have found that increased levels of power in decision‐making decrease staff stress associated with change, heighten staff engagement in change initiatives, and increase the likelihood of successful and sustainable change (Beauvais & Spahn, 2019; Ead, 2015; Fugate, Prussia, & Kinicki, 2012; Peacock, 2017). Struggle for power fuels feelings of powerlessness in day‐to‐day decision‐making processes (McGibbon et al., 2010; Peacock, 2017; Sayed & Ali, 2017). The additional stress associated with low levels of control and influence during periods of organizational change may further compound pre‐existing stressors for nurses’ including workload intensification, lack of resources, and staffing shortages (Ead, 2015).…”