Les facteurs de motivation au travail chez les cadres paramédicaux dans un hôpital tunisien

Zedini, Chekib; Cheikh, Asma Ben; Limam, Manel; Henrichi, Yemma; Mellouli, Manel; Ghardallou, Mariem; Mtiraoui, Ali; Ajmi, Thouraya

doi:10.3917/spub.165.0613

Cited by 3 publications

(6 citation statements)

References 22 publications

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“…This result was markedly different from that of Chekib et al in Tunisia, who found that 65% of the participants in their study had an insufficient level of general motivation (little to no motivation). 2 This difference can be explained by the fact that, in their study, the 1st motivating factor was remuneration, i.e., salary and allowances/bonuses, whereas research has shown that financial incentives were unreliable over time to sustain motivation. 14 We found that collaboration is a much more motivating factor for women than men (p=0.004).…”

Section: Discussionmentioning

confidence: 92%

“…1 However, this result diverged from several studies which had shown that remuneration was the primary motivating factor for healthcare professionals. [2][3][4][5][6][7][8][9][10][11][12] In this study, remuneration came fourth, which could be explained by low satisfaction with the working environment and the inadequacy of salary about the cost of living, the number of years of training and the workload. 13 Collaboration, which ranked second, was also an important factor in motivating Ouidah District Hospital staff.…”

Section: Discussionmentioning

confidence: 94%

“…This finding differed from that found by Chekib et al in Tunisia in 2014, who noted that the collaboration factor (source of satisfaction with relational aspects in the job) is a satisfaction factor among male paramedics (p=0.02). 2 In Benin, women's motivation by the collaboration factor can be explained by the fact that family care is shared between men and women, and therefore pushes women to forge more interpersonal relationships to obtain possible financial opportunities. Furthermore, in terms of sector of activity, the collaboration factor was more motivating for agents in diagnostic assistance services than for those working in care/management and other services (p=0.000).…”

Section: Discussionmentioning

confidence: 99%

“…The dependent variable was represented by the staff's level of general motivation and was via the question assessed on a Likert scale a question "what is your level of general motivation at work independent of intrinsic and extrinsic factor items" as carried out by Zedini and Coll in 2014. 2…”

Section: Variablesmentioning

confidence: 99%

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Staff motivation and associated factors in a health district hospital in Benin

Jerome Sossa,

Azandjeme,

Balde

et al. 2024

Int J Community Med Public Health

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Background: The aim of this study was to find out about staff motivational related factors at Ouidah’s district hospital in southern Benin. Methods: This was an analytical cross-sectional study involving 108 agents randomly selected with proportional allocation by department. Motivation was measured, as were the intrinsic and extrinsic factors associated with it, using a questionnaire based on a Likert scale. Factors associated with motivation were investigated using the following tests: t-student, ANOVA, post hoc, and logistic regression. Results: The median age of those surveyed was 39 (33.50; 47.50) years, predominantly female (58.30%). Of the staff surveyed, 30.6% had an insufficient level of general motivation. Women were much more motivated by "collaboration" than men (p=0.004). The "achievement" factor was more motivating for staff with university-level education than for those with primary-level education (p=0.001). Those aged between 35 and 50 were less motivated than those under 35 [OR=0.19; 95% CI (0.04; 0.88)]. The opportunity to develop skills at work (p=0.018) and participation in decision-making (p=0.019) were associated with the general level of staff motivation. Reasons for demotivation were dominated by insufficient work materials (24.24%). Conclusions: Staff motivation can be improved through interventions that take into account identified factors.

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Section: Discussionmentioning

confidence: 92%

Section: Discussionmentioning

confidence: 94%

Section: Discussionmentioning

confidence: 99%

Section: Variablesmentioning

confidence: 99%

See 2 more Smart Citations

Staff motivation and associated factors in a health district hospital in Benin

Jerome Sossa,

Azandjeme,

Balde

et al. 2024

Int J Community Med Public Health

View full text Add to dashboard Cite

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“…Concernant Certaines mesures doivent aussi être entreprises afin de diffuser la culture qualité et la motivation des équipes pour l'accréditation de leurs services. Cette motivation des professionnels constitue la locomotive de toute démarche d'amélioration de la qualité au sein des établissements de santé [20].…”

Section: Discussionunclassified

Audit des dossiers patients d’un service mobile d’urgence et de réanimation : de l’utilité d’un référentiel tunisien

Mallouli¹,

Hchaichi²,

Ammar³

et al. 2017

Santé Publique

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Objective: This study was designed to assess the quality of the Gabès (Tunisia) mobile emergency care medical records and propose corrective actions.Materials and methods: A clinical audit was performed at the Gabès mobile emergency care unit (SMUR). Records of day, night and weekend primary and secondary interventions during the first half of 2014 were analysed according to a data collection grid comprising 56 criteria based on the SMUR guidelines and the 2013 French Society of Emergency Medicine evaluation guide. A non-conformance score was calculated for each section.Results: 415 medical records were analysed. The highest non-conformance rates (48.5%) concerned the “specificities of the emergency medical record” section. The lowest non-conformance rates concerned the surveillance data section (23.4%). The non-conformance score for the medical data audit was 24%.Conclusion: This audit identified minor dysfunctions that could be due to the absence of local guidelines concerning medical records in general and more specifically SMUR. Corrective measures were set up in the context of a short-term and intermediate-term action plan.

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Psychological Impact of the COVID-19 Pandemic on Healthcare Professionals in Tunisia: Risk and Protective Factors

et al. 2021

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Background: Our study aimed to evaluate the magnitude of different psychological outcomes among Tunisian healthcare professionals (HCPs) during the first wave of the coronavirus disease 2019 (COVID-19) pandemic, and to identify the associated factors.Methods: Healthcare professionals completed a cross-sectional questionnaire during a 3-week period in the first wave of the COVID-19 pandemic in Tunisia. The survey collected demographic information, factors that may interfere with the psychological outcomes, behavioral changes, and mental health measures. Mental health was assessed using three scales: the Seven-Item Insomnia Severity Index, the Two-Item Patient Health Questionnaire, and the Two-Item Generalized Anxiety Disorder instrument. Multivariable logistic regression was conducted to identify factors associated with psychological outcomes.Results: A total of 503 HCPs successfully completed the survey, and 493 agreed to enroll in the study: 411 (83.4%) physicians, 323 (64.2%) women, and 271 (55%) with a second-line work position. A significant proportion of HCPs had anxiety (35.7%), depression (35.1%), and insomnia (23.7%). Women, those with a psychiatric history, and those using public transportation had higher proportions for overall symptoms compared with other groups, for example, depression in 44.9% of female participants vs. 18.2% of male participants (p = 0.00). Those with a previous medical history and nurses had more anxiety and insomnia compared with other groups, for example, anxiety in 45.1% of nurses, 36.1% of interns/residents, and 27.5% of attending physicians (p = 0.04). Multivariable logistic regression showed that female gender was a risk factor for all psychological outcomes, whereas psychiatric history was a risk factor for both anxiety and insomnia [odds ratio (OR) = 2.86, 95% CI 1.78–4.60, p = 0.00 for insomnia]. Using protective equipment was associated with a lower risk for depression (OR = 0.41, 95% CI 0.27–0.62, p = 0.00) and anxiety. Physical activity was also protective against depression and anxiety (OR = 0.41, 95% CI 0.25–0.67, p = 0.00).Conclusion: Psychological symptoms are usually overlooked or dismissed by HCPs, although the COVID-19 pandemic played a major role in exacerbating this burden. Prompt psychological support should be endorsed and simple measures, such as physical activity and ensuring the availability of personal protective equipment, are paramount to improve mental health outcomes and the quality of care provided to patients.

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Les facteurs de motivation au travail chez les cadres paramédicaux dans un hôpital tunisien

Abstract: The results of this study will help guide public hospital human resource managers in the choice of measures designed to increase the motivation of their employees in order to ensure staff satisfaction as well as quality health care services..

Cited by 3 publications

References 22 publications

Staff motivation and associated factors in a health district hospital in Benin

Staff motivation and associated factors in a health district hospital in Benin

Audit des dossiers patients d’un service mobile d’urgence et de réanimation : de l’utilité d’un référentiel tunisien

Psychological Impact of the COVID-19 Pandemic on Healthcare Professionals in Tunisia: Risk and Protective Factors

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