Hospital reform and staff morale in South Africa: a case study of Dr Yusuf Dadoo Hospital

Ibeziako, Ozoemena Joan; Chabikuli, ON; Olorunju, Steve

doi:10.1080/20786204.2013.10874330

Cited by 13 publications

(30 citation statements)

References 7 publications

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“…These are consistent with this study in which respect and appreciation were grouped under achievements. 11 The high rating of skill development and achieving ultimate goal as extremely important motivating factors may be explained by the fact that the hospital is a teaching hospital where doctors do residency training. As such individuals are more interested in developing their skills and achieving their ultimate goal while on training which is becoming a fellow.…”

Section: Resultsmentioning

confidence: 99%

“…10 Low motivation burdens the healthcare system further by encouraging the movement of health workers from rural areas to the city, and then out of the country. 11 There is increasing brain drain and attrition among health professionals in Nigeria. About 26% of Nigerian doctors are either working abroad or have changed professions and are in other jobs regarded as more financially rewarding.…”

Section: Introductionmentioning

confidence: 99%

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Predictors of job motivation among doctors and nurses in a tertiary hospital in Sokoto, Nigeria

Kaoje

Magaji

Raji

et al. 2019

Int J Community Med Public Health

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Background: Doctors and nurses are the largest and very important human resources for health within health service organizations; therefore their performance will impact the overall organizational performance. The study was aimed to assess the predictors of job motivation among Doctors and nurses of a tertiary hospital.Methods: A descriptive cross sectional study was conducted among 334 doctors and nurses. Multi-stage sampling method was used to select study respondents and self-administered questionnaires developed based on Maslow and Herzberg theories of motivation. Linear regression analysis was performed to determine the predictors of job motivation. The level of statistical significance was set at p<0.05.Results: The motivators were ranked in order of importance from achievement factors, remuneration, job attributes and co-workers. Linear regression revealed only respondents’ designation significantly predicted job attributes as a motivating factor. Doctors were less likely to be motivated by their job attributes compared with nurses (p=0.03). Sex (p=0.01) and holding managerial position (p=0.001) predicted remuneration as a motivating factor for doctors and nurses. Disaggregation by profession showed, only holding managerial position (p=0.02) predicted remuneration as a motivating factor for doctors while for nurses, predictors were sex (p=0.001) and holding managerial position (p=0.02). Co-workers as a motivating factor for all groups were predicted by holding managerial position (p=0.01) and designation (p=0.03).Conclusions: Motivation was influenced by both financial (remuneration) and non-financial incentives (achievements). Healthcare professionals tend to be motivated more by non-financial factors, implying that this should be a cogent strategy for effective employee management.

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Section: Resultsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Predictors of job motivation among doctors and nurses in a tertiary hospital in Sokoto, Nigeria

Kaoje

Magaji

Raji

et al. 2019

Int J Community Med Public Health

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“…Given the reported challenges in ensuring quality training and optimal standards of care at institutions where interns work, the importance of the internship accreditation processes needs to be re-emphasised to ensure successful learning in an optimal LE. [34][35][36] Ensuring an optimal LE in internship has the potential to significantly affect longterm health workforce planning.…”

Section: Influence Of the Le On Career Intentionsmentioning

confidence: 99%

Impact of the learning environment on career intentions of paediatric interns

2017

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Paediatric interns from diverse sociocultural and educational backgrounds had similar career intentions. Most interns were keen to work with children in SA's public sector. However, learning experiences during internship significantly influence these intentions and have the potential to drive young doctors away from SA, its public health service and paediatric care. Ensuring that training and support of interns are optimised is essential if SA is to align its healthcare needs with the aspirations of its future healthcare workers.

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“…[16] Moreover, a positive relationship between job meaningfulness and work motivation level was found in several studies. [5,17,18] In contrast to personal factors, nurses' work motivation is also affected by several organisational factors. Work engagement is positively associated with intrinsic work motivation and with extrinsic work motivation.…”

Section: Introductionmentioning

confidence: 99%

Factors affecting nurses’ work motivation level at a governmental hospital: A cross-sectional study

Baljoon

Banjar²,

Banakhar³

2019

JNEP

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Background and aim: Nurses are working in different healthcare organizations; each healthcare organization has different organizational resources. Therefore, factors affecting nurses' work motivation are varied among nurses. This study aimed to identify factors affecting nurses' work motivation levels at a governmental hospital in Saudi Arabia. Methods: A cross-sectional design was conducted by recruiting registered nurses (n = 280) who worked for at least one year of experience. The survey was distributed among registered nurses working in one governmental hospital in the Kingdom of Saudi Arabia to assess nurses' work motivation level and to identify the affecting factors.Results: This study showed that nurses' work motivation level is affected by several personal and organizational factors. A positive relationship was found between higher order need strength and shared values and nurses' work motivation (intrinsic and extrinsic). This study revealed that there is a positive relationship between pay, promotion, supervision, fringe benefits, contingent rewards, co-workers, nature of work, communication and working conditions and nurses' work motivation level. Conclusions: There is a need to enhance and promote the motivational strategies within the current study setting by providing satisfactory remuneration, equitable benefits increase the chances of promotion and encourage supportive supervision. Additionally, there is a need to create healthy workplace environment that support co-workers relationship. and appreciation to M Gagne, P Warr, K Toode and PE Spector who gave me the permission to conduct my research using their tools.

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Hospital reform and staff morale in South Africa: a case study of Dr Yusuf Dadoo Hospital

Abstract: Many studies have shown that there is a correlation between quality of care, healthcare outcomes and the availability of motivated healthcare personnel. 1,2 Low motivation burdens

Cited by 13 publications

References 7 publications

Predictors of job motivation among doctors and nurses in a tertiary hospital in Sokoto, Nigeria

Predictors of job motivation among doctors and nurses in a tertiary hospital in Sokoto, Nigeria

Impact of the learning environment on career intentions of paediatric interns

Factors affecting nurses’ work motivation level at a governmental hospital: A cross-sectional study

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