Nurses’ working motivation sources and related factors: A questionnaire survey

Abstract

Background: Motivation is an important issue for personnel management in health care settings, as it is related to both performance and intention to quit. Objectives: The study was aimed to determine nurses' working motivation sources and related factors in hospitals. Design: Descriptive study. Settings: A state university hospital and a public hospital in Turkey. Participants: Two hundred and two nurses were randomly selected from each department in a university and in a public hospital. Methods: Data were collected using a socio-demographic questionnaire and the Motivation Sources Inventory and were analyzed using descriptive and inferential statistics. Results: Among five motivation sources, internal self-concept-based motivation was the highest and intrinsic process motivation was the lowest in nurses. There was a significant relation between scores of some motivation sources and managerial experience, income level, satisfaction from the unit, staff roles, and perception of work stress. Conclusions: Intrinsic process motivation, instrumental motivation, and external self-concept-based motivation sources may be improved to increase nurses' total motivation.

The relationship between nurses' work‐related variables, colleague solidarity and job motivation

“…Wage plays an important role in the motivation of employees; it also reflects whether the opportunities provided by the organisation meet the needs of an employee; in other words, it is associated with the expectations or needs of an individual. While in some studies in the literature wage does not rank first among the important motivation factors (Bodur & İnfal, ; Hee, Kamaludin, & Ping, ; Said et al, ), in many studies it is considered to be an important factor affecting the motivation of nurses (Adzei & Atinga, ; Baljoon et al, ; Bodur & İnfal, ; Chandler, Chonya, Mtei, Reyburn, & Whitty, ; Fedele, ; Kamanzi & Nkosi, ; Negussie, ; Ozturk, Bahcecik, & Baumann, ; Von Bonsdorff, ). In some other studies, nurses stated that they were not satisfied with the wages they received (Kamanzi & Nkosi, ) that insufficient wages/salaries demotivated them (Bhatnagar, Gupta, Alonge, & George, ) and that if their motivation was to be increased, then their wages/salaries should be increased.…”

“…The motivation of nurses who serve patients in an ever‐changing and developing health care environment plays a key role in the success of health institutions (Said et al, ). In the studies conducted on the issue, nurses' work motivation was determined to be related to their intention to stay at work (Adams & Hicks, ), professional performance (Sepasi, Abbaszadeh, Borhani, & Rafiei, ) and job satisfaction (Bodur & İnfal, ; Peters, Chakraborty, Mahapatra, & Steinhardt, ). Motivated nurses are more willing to take care of their patients, collaborate with their colleagues, focus on goals and thus provide better health care than are non‐motivated nurses (Said et al, ).…”

“…It has also been determined that wage and fringe benefits increase motivation, and that of the non‐financial approaches, leadership skills and supervision, ongoing professional development, infrastructure and resource availability are factors that increase motivation (Adzei & Atinga, ; Baljoon et al, ). Although wage increases play an important part in increasing motivation, strengthening of leadership by providing employees with development opportunities and increasing their job satisfaction are reported to be important factors that increase motivation (Baljoon et al, ; Bodur & İnfal, ; Peters et al, ). When managers display not an oppressive but a supportive leadership approach, employees' participation and motivation increase (Baljoon et al, ).…”

Factors influencing job satisfaction among nurses in Jordanian public hospitals

“…Extrinsic motivation was considered the second highest variance between variables A study in India has used a similar tool resulted in different findings, i.e., the most profound source of motivation in the three professional subgroups investigated (doctors, nurses and office workers) are achievements, with the overall sample of (n = 1353) (Lambrou et al, 2010). A study conducted in a different cultural and socio-economic environment (Turkey) exposed internal self-conceptbased motivation was in the highest rank which falls under job attribute factor (Bodur and İnfal, 2015).…”

Assessment of motivation levels and associated factors among the nursing staff of tertiary‐level government hospitals

“…Globally, few studies have been carried out exclusively focusing on motivation levels and responsible factors among nursing staff . Studies from developing nations suggest that apart from personal financial factors, non financial factors like training, fair work place environment, professional guidance and support, and professional opportunities also play a big role in their performance and retention . At times, literature also supports that relationship with co‐workers, performance appraisals, and sense of achievement were more critical than personal financial gainsof a nurse to get motivated.…”