Understanding Why All Types of Motivation Are Necessary in Advanced Anaesthesiology Training Levels and How They Influence Job Satisfaction: Translation of the Self-Determination Theory to Healthcare

Abstract

Studies applying the self-determination theory have shown that intrinsic motivation and autonomous regulation lead to job satisfaction and to better job performance. What has not been worked out clearly yet are the effects of extrinsic motivation and controlled regulation on affect, job performance and job satisfaction. However, it has been described that controlled regulation is often necessary for mundane tasks. In anaesthesiology, routine daily tasks can be perceived as mundane by those who have achieved a certain level of training (e.g., consultants). Therefore, it was hypothesised that consultants have high expressions of all motivational qualities. Furthermore, it was hypothesised that job satisfaction of anaesthesiologists is correlated with autonomous motivation. The hypotheses were tested in a cross-sectional study design within a group of anaesthesiologists. The study participants reported the same pattern throughout the motivational continuum. Consultants reported the highest levels of all motivational qualities, including controlled regulation, as well as the highest levels of job satisfaction. Junior residents reported high levels of amotivation and extrinsic regulation. The lowest levels of identified regulation and job satisfaction were reported by the group of attendings. Job satisfaction was positively correlated with intrinsic motivation and negatively correlated with amotivation. Therefore, our findings from the field of anaesthesiology show that the expressions of high levels of controlled regulation might be necessary for specialists to engage in mundane daily tasks. Intrinsic motivation and autonomous regulation are necessary for job satisfaction and the presence of controlled regulation and extrinsic behavioural regulation have no declining effects. Furthermore, the decrease of amotivation will lead to enhanced job satisfaction and the resulting consequences will be extensive. Junior residents need to be supported with the aim to enhance their feeling of autonomy and competence in order to decrease amotivation and to foster autonomous regulation and hence to increase job satisfaction and well-being. Further special focus should be on attendings to counteract their lacking identification with the job. Hereby, the provision of feedback and professional perspectives might foster the process of re-identification.

Career Calling as the Mediator and Moderator of Job Demands and Job Resources for Job Satisfaction in Health Workers: A Cross-Sectional Study

“…On one hand, we found that job resources and demands promoted job satisfaction through strengthening the sense of career calling (H 4a and H 4b ). In other words, more job resources and more moderate job demands predict a higher level of career calling, and therefore predict a higher level of job satisfaction, which was in line with the findings of other studies ( Duffy and Sedlacek, 2007 ; Peng et al, 2019 ; Moll-Khosrawi et al, 2021 ). Moll-Khosrawi et al (2021) studied the relationship between intrinsic motivation and job satisfaction using the self-determination theory.…”

“…In other words, more job resources and more moderate job demands predict a higher level of career calling, and therefore predict a higher level of job satisfaction, which was in line with the findings of other studies ( Duffy and Sedlacek, 2007 ; Peng et al, 2019 ; Moll-Khosrawi et al, 2021 ). Moll-Khosrawi et al (2021) studied the relationship between intrinsic motivation and job satisfaction using the self-determination theory. They argued that intrinsic motivation and autonomous regulation had effects on job satisfaction, which was positively correlated with intrinsic motivation and negatively correlated with amotivation, mirroring the conclusions of the present study.…”

A Conceptual Model of Nurses’ Turnover Intention

“…Managers are advised to identify the needs of nurses and design a relevant motivational program to encourage nurses to achieve maximum performance [55]. Similar to our results, Moll-Khosrawi et al, in 2021, also found that job satisfaction was positively correlated with intrinsic motivation and negatively correlated with amotivation [57].…”

Working Environment, Employee Motivation and Job Satisfaction among Retailers in Klang Valley

“…A unique finding was highlighted by Kearney et al (2023) suggesting that the physical work environment significantly influences job satisfaction, which differs from previous research (Jing et al, 2021;Pandey et al, 2019). Moll-Khosrawi et al (2021) reported that various types of motivation, including autonomous regulation, intrinsic motivation, and amotivation, have correlations with job satisfaction among anesthesiologists. The study suggested that different motivations can coexist within individuals, affecting job satisfaction.…”