Nurses' Work Motivation

Autorid: Toode K
Väljaandja/tellija: University of Tampere
Märksõnad: õendus, motivatsioon, töökeskkond, haiglad, kvaliteet
Välja antud: 2015
Avaldamise koht: Tampere
Tüüp: Doktoritöö
Viide: Toode K. Nurses' Work Motivation. Tampere: University of Tampere; 2015.
Nimi SuurusFormaat
Toode2015.pdf1.35 MBAdobe PDF
Alamvaldkonnad:Tervisepoliitika rakendamine ja hindamine
Kirjeldus: The purpose of this study was to describe and explain hospital nurses' work
motivation and the factors associated with it. The study was performed between 2009 and 2014. In phase 1, a literature review of the CINAHL, PsycINFO, PubMed, and SocINDEX databases was conducted aimed to define the work motivation concept, identify previous study approaches, and to gather empirical study findings on nurses' work motivation and the factors affecting it. Inductive content analysis was used to analyse the data from 24 empirical study reports. In phase 2, a descriptive empirical research was conducted aimed to investigate Estonian hospital nurses' work motivation, and how personal and organisational factors affected their motivation to work. Out of all registered nurses, 201 completed and returned the electronic questionnaire. The data was analysed by way of descriptive and inferential statistics.
Nurses both in general and in hospitals were more than moderately motivated to work. The majority of hospital nurses had a strong intrinsic work motivation, and/or a moderate identified regulation to work because they enjoyed the work and/or it was in accordance to their needs, values and goals. Personal factors such as being more trained, having strong higher order needs, sharing the same values as the organisation and society, and recognizing better experiences and knowledge about their work increased their motivation. Several organisational factors such as empowering work-place characteristics, supportive working conditions and good patient safety outcomes also increased their work motivation. Older nurses with a
longer duration of service and/or a leading position had higher external motivation because they were worried about their reputation and also
afraid to fail. Implications are presented for promoting and sustaining nurses' autonomous and intrinsic work motivation in nursing practice, management, education and research.