Level and Influencing Factors of Job Motivation Among Administrative Staff at Public Hospitals in Vietnam

Phung, Hung Thanh; Vo, Ngoc Tuan; Tran, Trung Quang; Hoang, Sa Cao

doi:10.1177/00469580211060800

Cited by 5 publications

(8 citation statements)

References 7 publications

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“…Motivation is one of the most significant factors that affect the performance of human resources in the organization. Motivation helps an employee attaches to the job, engages their success with the company's goals, and empowers them to complete daily works (Nguyen et al, 2021). The teacher and principal attend the school with motivation, and interest, and will try to make more learning in students.…”

Section: Statement Of the Problemmentioning

confidence: 99%

“…Job motivation is a needed condition for ideal job performance and the key to obtain personal and organizational goals (Nguyen et al, 2021) One of the ways to promote job motivation is job enrichment, that includes a set of measures that affect the degree of the emotional attachment of individuals to the organization and their job. One of the most significant aspects of job motivation is job design (Kompier, 2003).…”

Section: Job Motivationmentioning

confidence: 99%

“…showed that teachers' job satisfaction and motivation towards the teaching is affected by suitable and healthy work environment, teachers' self-efficacy and students' positive behaviors Lee et al (2020). after a comprehensive review of the researches conducted in the field of job motivation, listed the most important factors that facilitate motivation to work as follows: supportive leadership, competent and motivated employees, positive organizational values and social support mechanisms Nguyen et al (2021).…”

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confidence: 99%

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High School Principals, Perceptions About Organizational Health, and Its Correlation with Job Motivation

Shademani¹,

Karimi²,

Bakhtiari³

2021

J Organ Behav Res

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The purpose of this study was to investigate the perceptions of high school principals about the organizational health of the district and its relationship with their job motivation. To achieve this goal, correlation method and multiple regression analysis as research method was adopted.by using cluster random sampling method, a sample of 271 principals was chosen from the population of high school boys and girls in the education districts of Tehran, Iran and their perceptions about Organizational Health and Job Motivation was assessed by two questionnaires. Data collection tools were the Hoy and Feldman Organizational Health Inventory (OHI) and the Hackman and Oldham Job Characteristics Questionnaire(JCQ). These instruments had favourable psychometric indices (validity and reliability). The findings indicated that there is a positive and significant relationship between organizational health and job motivation of principals, and there is also a significant positive relationship between the components of organizational health and the dimensions of job motivation. Data analysis using multiple regression analysis revealed that 29% of changes in principals' job motivation are determined by organizational health (a component of institutional integrity). These data show that secondary school principals' perception of organizational health has an important and significant role in their job motivation and their desire to perform professional functions, and among the elements of organizational health, institutional integrity has the greatest impact on managers' motivation towards It has its own profession.

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Section: Statement Of the Problemmentioning

confidence: 99%

Section: Job Motivationmentioning

confidence: 99%

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confidence: 99%

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High School Principals, Perceptions About Organizational Health, and Its Correlation with Job Motivation

Shademani¹,

Karimi²,

Bakhtiari³

2021

J Organ Behav Res

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“…Unfair distribution of manpower has resulted in very few human resources present in remote rural areas; the Absence of employees and low motivation, low salaries, poor support, and poor working conditions exacerbate these challenges [10,11]. We must create synergies in the key skills of human resource managers to address the challenges of human resources in this area [12]. Manpower problems are recognized as the primary barriers to providing quality health care.…”

Section: Introductionmentioning

confidence: 99%

Determining the key performance indicators of human resource management of military hospital managers; a TOPSIS study

et al. 2023

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Background Proper human resource management in military health centers leads to long-term development and improved health-care quality. As a result, the purpose of this research is to identify the key performance indicators of human resource management for military hospital managers, and the unique indicators of military hospitals were obtained. Methods This cross-sectional study was performed by the TOPSIS method in the fall of 2021. This study used a checklist consisting of 20 performance indicators of human resource management, which were scored by 20 senior military hospital managers based on two criteria: "importance" and "measurability in military hospitals". The Shannon entropy method was used to weight the indicators, and the BT-TOPSIS Solver software was used to analyze and prioritize them. Results Among the 20 indicators in human resource management, the staff satisfaction index in military hospitals, the competitiveness rate of salaries in military hospitals relative to the national sector, the number of permanent staff in military hospitals, and the percentage of contract labor costs in military hospitals have the highest coefficient, respectively. Conclusions The importance of human resource management and organizational performance is due to their influence on each other. As a result, human resource management should pay special attention to the professional and personal development of human resources, as this has an impact on the performance of the organization in the long run. In light of the sensitive nature of human resource management and its crucial role in achieving any organization's strategic goals, selecting appropriate indicators is essential. The Department of Military Health requires indicators unique to the military sector to assess the human resource management of the military hospital, since according to the existing circumstances, the indicators of the military sector and those of the civilian sector are different.

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“…By fostering this motivation, individuals become more closely attached to their work, more capable of contributing to the success of the company, and more empowered to effectively undertake their daily tasks. 1…”

Section: Introductionmentioning

confidence: 99%

Health staff’s job motivation post COVID-19 pandemic: A case study in Vietnam

Thanh,

Anh,

Huyen Chang

et al. 2023

SAGE Open Medicine

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Objectives: Vietnam has witnessed a severe shortage of qualified staff in the public health sector after the COVID-19 pandemic. Our cross-sectional study aimed to identify job motivation and associated factors among experienced frontline health staff working in public health in order to have preventive measures in the event of future pandemics. Methods: A cross-sectional study, from March 2022 to November 2022 at a Vietnamese public hospital, on the job motivation and the predicted factors of 381 healthcare workers who participated in the frontlines of the COVID-19 pandemic from 2020 to 2021. The survey tool, developed by Mbindyo Patrick (2009), includes three components: (i) job satisfaction, (ii) organizational commitment, and (iii) conscientiousness. The survey tool was revalidated in our study with structural equation model for the construction of job motivation model and confirmatory factor analysis for certifying the elementary three components (factors) of the tool. And the tool’s reliability was evaluated by Cronbach’s Alpha. Bivariate analysis and multiple logistic regression were used to identify the predicted factors with the job motivation cutoff of 4.0. Results: The tool for job motivation constructs showed all specifications were good fit indices and the Cronbach’s Alpha was 0.85. The job motivation of health staff decreased dramatically in all dimensions post COVID-19 pandemic, with a mean score of 3.26. Job satisfaction and organizational commitment were the most negatively impacted areas, with scores of 3.02 and 3.00, respectively. The predicted factors of low job motivation were young age (less than 30 years old), low monthly income (less than $400), high qualification, and non-managerial positions with odds ratio of 2.27, 2.5, 2.09, and 3.61, respectively. Conclusion: Following the COVID-19 outbreak in Vietnam, healthcare workers who had been in the frontlines of the COVID-19 pandemic, had experienced a significant decline in their job motivation, despite their continued employment at public hospitals.

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Level and Influencing Factors of Job Motivation Among Administrative Staff at Public Hospitals in Vietnam

Cited by 5 publications

References 7 publications

High School Principals, Perceptions About Organizational Health, and Its Correlation with Job Motivation

High School Principals, Perceptions About Organizational Health, and Its Correlation with Job Motivation

Determining the key performance indicators of human resource management of military hospital managers; a TOPSIS study

Health staff’s job motivation post COVID-19 pandemic: A case study in Vietnam

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