Effort and reward imbalance factors motivating Namibian professional nurses to participate in continuous professional development: A confirmatory factor analysis

Abstract

Background To improve professional development, it is important to understand the motivational factors behind nurses’ participation in specific types of continuous professional development activities. Effort–rewards imbalance (ERI) posits an imbalance between high efforts spent at work and low rewards sometimes received in turn. However, professional nurses have various ERIs that can influence their reasons to participate in continuous professional development activities. Aim The purpose of this article was to propose a model for selected ERI factors, which motivate professional nurses to participate in continuous professional development activities. Setting Two hundred and forty-one professional nurses working in a public national referral hospital in Namibia participated in the study. Methods Survey data on professional nurses’ reasons and motivations to participate in the professional development activities were analysed using a literature-based framework on ERI and reasons for participation in continuous professional development. The survey data were analysed for reflective relationships of ERI and reasons for participation in continuous professional development activities. A confirmatory factor analysis method using IBM SPSS AMOS version 23 was used to develop and validate the effort–reward motives for a continuous professional development model. Results Four effort-reward imbalance factors were derived from sixteen CPD motives. The reflective factors were (1) extrinsic efforts, (2) intrinsic efforts, (3) reward motives, and (4) over-commitment motives. The four conceptual factors made up a second-order effort-reward motives factor for the nurses’ reasons to take part in continuous professional development activities. Conclusions The results of this study show that professional nurses consider taking part in continuous professional development activities in order to carry out their work better but not as a way to increase chances of promotion. The study also concluded that the older professional nurses tend to have higher intrinsic effrot motivation than their younger counterparts. Thus, nurses could use these findings to understand the reasons which motivate them to develop professionally.

Factors Associated with Work Motivation For Hospital Nurses: A scoping review

“…Intrinsic effort as a basic desire that encourages individuals to achieve various fulfillment needs through encouragement, interest, and desire [13]. Nurses with high commitment can improve their ability to be more professional and it is related to nurses' motivation [13].…”

“…Based on the review results found, there are intrinsic factors that can increase the work motivation of nurses such as: potential development needs (knowledge and skills) [12,18,21], reward [12,13,19], nature of work [12,14,18], intrinsic effort [13,14], experience [17], commitment [13],…”

“…communication [12,13,20], extrinsic effort [13], having children [6], and marital status [12] (Table 2).…”

Nurses’ Knowledge, Attitudes, and Practice of Cardiopulmonary Resuscitation at a Selected Training Hospital in Namibia: A Cross-Sectional Survey

“…However, the findings of this study were higher than those of some previous studies, which reported nurses’ knowledge of CPR at 60% (Adal & Emishaw, 2023). The differences in results may be attributed to poor education, a lack of refresher training, and the Nursing Council's reluctance to allow nurses to maintain their annual registration without proof of attending any CPD activities (Baloyi & Jarvis, 2020; Mbidi & Damons, 2020).…”

“…CPR training is part of nursing training at both the undergraduate and postgraduate levels. In 2011, the Health Professions Council of Namibia (HPC) issued a directive that mandates all registered health professionals to successfully participate in a set of approved continuing education activities on an annual basis (Mbidi & Damons, 2020). Nevertheless, the extent to which nurses in Namibia have benefited from this compulsory directive in terms of acquiring the necessary knowledge and attitudes concerning CPR remains unknown.…”