A survey of motivational factors in non-medical health professionals

Summary

Aim:
The aim of this sociological research, conducted in the Central Bohemian Regional Hospital, was to analyse selected factors of motivation and job satisfaction in non-medical health professionals in order to motivate them more effectively. Respondents assessed the various factors from the list presented on the basis of two criteria: firstly motivational level, secondly satisfaction with the provision of the factors by employer.

Methods:
The research was conducted through a questionnaire between September - December 2010. It included all non-medical employees who filled in anonymous questionnaires distributed through the Senior Nurses. 71 % of the questionnaires were returned (250 of 353 respondents). Research was undertaken in several phases. Firstly, we conducted 18 semi-standardized interviews on selected wards; the results were partly used to prepare quantitative questionnaires. In the questionnaires, we created a list of 32 factors which were analyzed with regard to the strength of motivation and satisfaction as well as the differences in the strength of these criteria both in the hospital and on the individual wards. Results with comments, in both oral and written form, were submitted to the hospital management and then posted on the intranet.

Results:
We found that the strongest motivating factors for the respondents included

• patient satisfaction and care for them,
• good interpersonal relationships in the workplace,
• recognition and achievement in job duties.

It was also shown that a diverse degree of discrepancy exists between what motivated respondents and the degree of satisfaction with the provision of the same factors by employers. For example, factors of “salary” and “good atmosphere in the hospital” showed the biggest difference between higher motivation and lower satisfaction, as opposed to the factors of “possibility of catering” and “security in work” which are shown in terms of satisfaction as favourable, but with a low degree of motivation. The highest satisfaction was reflected in a “satisfactory working time” and “qualities of supervisors”, on the contrary, respondents were least satisfied with the “benefits” and “salary”.

Conclusion:
The information given to senior nurses about the preferred motivational factors among respondents on their wards, as well as an assessment of satisfaction level with the factors, could be used for managers to more effectively motivate their team.

Key words:
motivational factors, work motivation, work satisfaction, healthcare.