Jordanian Health Employees’ Job Satisfaction. A Vroom Theory Investigation

Abstract

The National health strategy in Jordan for 2015-2019 has the objective of building a viable health care system, utilizing both public and private service providers and improving the quality of health services by implementing a national health services accreditation program. Human resources are the main drivers for achieving the needs of citizens optimally and a special attention need to be granted to managing these resources in order to raise the productivity of the health sector.In this context, the paper aims to prove the validity of Vroom's expectancy theory on six Jordanian both public and private hospitals having as main purpose the main determinants of employee motivation. According to Vroom's theory, the motivation is regarded as function of three distinct perceptions: expectancy, instrumentality, and valence. The study aims to test the hypotheses that each componentexpectancy, extrinsic instrumentality, intrinsic instrumentality, extrinsic valence and intrinsic valence have a positive effect on employee motivation using data from 325 health workers (doctors and nurses). The results show that from all five components, three of them best explains the process of motivating hospital employees-expectancy, extrinsic instrumentality and intrinsic valence.The results of the study emphasised the influential role of intrinsic factors comparative with the extrinsic factors, highlighting the importance of intrinsic factors on increasing the level of motivation of Jordanian employees.

Understanding the Decision-Making Process Between Presenteeism and Absenteeism

“…First, with regard to the aim to refer to a broader theoretical approach, the application of Vroom's expectancy theory is useful for several reasons: It is a highly recognized theory of motivation for the work context (Miner, 2003), that is continuously applied to study decision-making processes. It has been supported by research in which it was used to make correct predictions of subjectively relevant decisions (e.g., Puplampu and Adomako, 2014;Shweiki et al, 2015;Wardayati, 2016;Barba-Sánchez and Atienza-Sahuquillo, 2017;Davidescu and Eid, 2017). It assumes that personally relevant goals and the subjective assessment of their attainability significantly affect the motivation to act.…”

“…Vroom (1964 , 1995) elaborated his theory specifically on the goals of occupational choice, job satisfaction, and performance. Since then is has been applied to a variety of settings, such as motivation to take on specific work roles ( Barba-Sánchez and Atienza-Sahuquillo, 2017 ), job satisfaction ( Davidescu and Eid, 2017 ), performance-related behavior ( Puplampu and Adomako, 2014 ; Shweiki et al, 2015 ) and its perception ( Wardayati, 2016 ), and pro-environmental behavior ( Baumhof et al, 2017 ; Kiatkawsin and Han, 2017 ). However, to our knowledge, it has not yet been applied to the decision process between presenteeism and absenteeism.…”