Lost in motivation? The case of a Norwegian community healthcare project on ethical reflection

Nilsen, Heidi Rapp; Ringholm, Toril

doi:10.1080/23311975.2019.1632045

Cited by 9 publications

(16 citation statements)

References 35 publications

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“…This is the first investigation to indicate the influence of workplace characteristics and work conditions on job performance along with mediation and moderation effect of Job Satisfaction level and Motivation level of Employees, respectively. Our results reveal that healthy work conditions increase the satisfaction level of employees which further encourages them to perform well in their job capacity (Nilsen & Ringholm, 2019). Furthermore, this relationship can be strengthened if the motivation levels of the employees are high.…”

Section: Discussionmentioning

confidence: 61%

“…For every business, performance has been assessed by fundamentals of the business relating to sales, revenue or earnings (Osman et al, 2016). However, nonfinancial indicators are crucial to consider as well for example, investigating the performance of the business which relates to human resource such as satisfaction, motivation, and absenteeism (Nilsen & Ringholm, 2019). A business needs to value its employees so they can perform efficiently, as well as to sustain their competitive position in the market (Imran et al, 2012).…”

Section: Work Conditions and Job Performancementioning

confidence: 99%

“…Such satisfiers included responsibility, recognition, achievement, and work. On the contrary, external factors which were referred to as hygiene factors composed of company policy, salary, and supervision (Nilsen & Ringholm, 2019).…”

Section: Job Satisfaction and Job Performancementioning

confidence: 99%

“…The motivational power for a conduct, activity, or errand is a component of three particular discernments: anticipation, instrumentality, and valence. Whereas, expectancy is the apparent likelihood that exertion will enhance job performance (Nilsen & Ringholm, 2019). Ahsan et al (2009) have proposed that motivation yield expectations of work performance and satisfaction that are better than those yielded by outward results.…”

Section: The Moderating Role Of Motivationmentioning

confidence: 99%

“…Performance of workers is extremely crucial for any company as it ultimately leads to company's success (Shaughnessy, 2017). Technological advancements have resulted in tremendous improvements in modern economy and lifestyles; and at the same time, it has led to an increased competition among organizations (Law & Guo, 2015;Nilsen & Ringholm, 2019). This has led numerous senior managers and policy makers to emphasize rather strongly on sustaining the competitive position in the market (Faragher et al, 2013).…”

Section: Introductionmentioning

confidence: 99%

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Work conditions and job performance: An indirect conditional effect of motivation

Bashir

Amir

Jawaad

et al. 2020

Cogent Business & Management

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The current research investigated the indirect conditional effect of motivation and job satisfaction between work conditions-job performance relationships in the telecomm sector of Pakistan. This is a survey-based study and the questionnaire was developed using pre-established scales. The sample consisted of full time employees in telecommunication sector of Lahore and Karachi. Partial least square structural equation modeling was conducted to explore the relationships between Work conditions and Job performance. The research on work conditions of organizations in emerging economies is still inadequate. Preceding scholars have mainly focused on various factors to enhance the performance of the employees such as training and job redesigning. This study focused on how healthy workplace conditions aid the employee to raise their satisfaction level and efficiency. These important issues have strong managerial implications since utilitarian managers face tough choices in assigning their restricted resources and in prioritizing strategic initiatives. Our finding that work conditions contribute positively to efficiency of employees recommends that firm can reap benefits by adopting such Aideed Bashir

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Section: Discussionmentioning

confidence: 61%

Section: Work Conditions and Job Performancementioning

confidence: 99%

Section: Job Satisfaction and Job Performancementioning

confidence: 99%

Section: The Moderating Role Of Motivationmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Work conditions and job performance: An indirect conditional effect of motivation

Bashir

Amir

Jawaad

et al. 2020

Cogent Business & Management

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Multi-professional ethical competence in healthcare – an ethical practice model

et al. 2022

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Introduction The starting point is that ethical competence is the basis for ethical healthcare practices and quality of care. Simultaneously, there is a need for research and development from a holistic multi-professional perspective. Aim The aim is to create a proposed model for multi-professional ethical competence grounded in clarified meanings and dimensions of ethical competence studied from a multi-professional healthcare perspective. The research questions are, what is ethical competence from a multi-professional healthcare perspective and what strengthens a multi-professional ethical healthcare practice? Research design The research has a qualitative approach and hermeneutic application research design. Two groups with six participants from clinical practice and two scientific researchers in each group met four times for dialogue. Thematic analysis was used as an analysis method. Ethical considerations The research is approved by the Declaration of Helsinki, the General Data Protection Regulations, and ethical permission was asked from the Norwegian Centre for Research Data (NSD). Results The proposed model for multi-professional ethical competence encompasses a three-dimensional ethical value base that is underpinned by: Ethical attitude – a personal desire to do good; Ethical basis – the best for the patient as a common goal and Ethical culture – common goals and values in the organization. Multi-professional ethical competence is strengthened by: Reflection – to see with new wondering eyes; Time for talk – interdisciplinary teamwork and Leadership – an ethical role model and support. Discussion Ethical competence has a strong link to the core of caring ethics and a deeper personal value base and attitude. Ethical competence involves the whole culture and is seen as a shared value base and a responsibility to do the best for the patient as a multi-professional team and organization. Ethical competence becomes active in healthcare practice by opening up for meaningful multi-professional talks and reflections.

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Factors Affecting Employee Productivity in the Air Transport Industry in Kenya: A Case Study of Kenya Airways

Musena

2022

SSRN Journal

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Lost in motivation? The case of a Norwegian community healthcare project on ethical reflection

Cited by 9 publications

References 35 publications

Work conditions and job performance: An indirect conditional effect of motivation

Work conditions and job performance: An indirect conditional effect of motivation

Multi-professional ethical competence in healthcare – an ethical practice model

Factors Affecting Employee Productivity in the Air Transport Industry in Kenya: A Case Study of Kenya Airways

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