The Impact of Motivation on the Work Performance of Health Workers (Korle Bu Teaching Hospital): Evidence from Ghana

Aduo-Adjei, Kofi; Emmanuel, Odoom; Forster, Opoku Mensah

doi:10.20286/hpr-010245

Cited by 41 publications

(38 citation statements)

References 29 publications

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“…Moreover, nurses are the persons who are assuming a difficult work nature with patients and they need continuous motives and appreciation to be happy, thus, they can cope with work requirements. [2,5,11] In the same line, Toode in 2015, Adjei et al, in 2016, and Mudallal et al, in 2017 mentioned that work happiness is positively correlated with a positive work climate, rewarding fairness system, work cooperation, engagement, and valuing of one's influence on work. However, happiness in the workplace has a negative association with absenteeism, stress, burnout, disappointment and psychological instability.…”

Section: In 2010 and Price In 2011mentioning

confidence: 95%

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Nurses’ happiness and awareness of their influence on work in governmental and private hospitals

Alhakami

Baker

2018

CNS

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Nurses passed through many stressful experiences during nursing work. Emotional support and considering their emotional needs can alleviate such work-associated tension and contribute to the quality of their performance. Nurses’ happiness and awareness of their influence on work are necessary blocks to build the nurses’ emotional steadiness, and thus their work retention and turnover rates would be maintained. This study establishes to attain two aims: First: to identify the levels of nurses’ happiness and the awareness of their influence on work, in governmental and private hospitals, in Jeddah, Kingdom Saudi Arabia (KSA). Second: to determine the correlation between those perceived variables. Thus, a descriptive, correlative and comparative research design was employed with 300 registered nurses in King Abd El Aziz governmental hospital and 200 registered nurses in private International Medical Center, Jeddah, KSA. A survey method was applied for data collection, and the study questionnaire involved three parts. Part one is about nurses’ personal profile. The second part included happiness subscale, which was developed by Warr et al., in 1979 and the third one is the individual influence on the work scale that was developed by Toode et al., in 2015. The study findings reveal that the majority of both study groups reported a fair level of happiness, with a moderate awareness level of their influence on work. Additionally, nurses who are working in private hospital have a higher awareness level of their influence on work and happiness, more than the nurses who are working in the governmental hospital. Study subjects who experience a high level of happiness have a high level of awareness of their influence on the work. Therefore, the correlation coefficient among both research variables in both hospitals indicated a noteworthy stronger positive correlation. Conclusion and recommendations: nurse’s happiness and awareness of their influence on work are essential emotional aspects to be considered in nursing management. Fitting plan for nurses’ psychological stability at work should be designed and implemented, particularly in governmental hospitals in Jeddah. Also, Nurse Manager should assess and maintain a high nurses’ happiness level and awareness of their influence on the work; consequently, nurses work product will be improved. Further studies are needed to investigate the study variables by different measurement tools for behaviors or skills. A study about an assessment of the relation between the nurse’s emotional status and their performance is suggested.

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Section: In 2010 and Price In 2011mentioning

confidence: 95%

“…Nurses with the high perception level of their influence on work, are continuously achievers and almost accomplish their targets on work and life earlier. [3,7,11] Multiple factors may be associated with nurses' awareness of their influence on work. Happiness at work seems to be the most apparent factor that is positively combined with it.…”

Section: Introductionmentioning

confidence: 99%

Nurses’ happiness and awareness of their influence on work in governmental and private hospitals

Alhakami

Baker

2018

CNS

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“…Tenaga kesehatan merupakan elemen utama sumber daya diorganisasi kesehatan karena memiliki dampak besar pada kualitas perawatan dan hasil pada pasien (Aduo-Adjei, et al, 2016). Kinerja tenaga kesehatan memiliki dampak besar pada kualitas perawatan dan hasil pada pasien (Raze et al, 2012;Mathauer dan Imhoff, 2006;Aduo-Adjei et al, 2016). Salah satu faktor yang mempengaruhi kinerja tenaga kesehatan adalah komunikasi organisasi (Pace dan Faules, 2006).…”

Section: Pendahuluanunclassified

“…Komunikasi organisasi juga memiliki pengaruh signifikan terhadap motivasi (Suparyatmi dan Sudarwati., 2013;Prakoso dan Putri, 2017;Prasetya, 2017). Motivasi juga merupakan kunci bagi kinerja karyawan (Widyaningrum, 2011;Aduo-Adjei, et al, 2016;Wibowo dan Putra, 2016) Berdasarkan uraian di muka kemungkinan tidak berhasilnya pelatihan komunikasi efektif di RSUD Malang dikarenakan kurangnya motivasi yang dimiliki tenaga kesehatan, sehingga memberikan pengaruh menurunnya kinerja tenaga kesehatan. Penting bagi penelitian ini untuk mengetahui pengaruh dari komunikasi organisasi terhadap kinerja tenaga kesehatan dengan mediasi motivasi di RSUD Kota Malang.…”

Section: Pendahuluanunclassified

Pengaruh Komunikasi Organisasi terhadap Kinerja Tenaga Kesehatan yang Dimediasi oleh Motivasi di RSUD Kota Malang

Gondowahjudi

Ratri

Hakim

2018

JIAP

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The result of preliminary study about the clinical effectiveness of RSUD Malang, the success of effective communication training in Malang Hospital is caused by the lack of motivation owned by health personnel, thus giving the influence of the decreasing of the performance of the health personnel. The purpose of this study is to determine the effect of organizational communication on the performance of health personnels of RSUD Kota Malang, which is assumed to be mediated by motivation. The results showed that organizational communication had a significant positive effect on motivation (original sample = 0,434, value of T-Statistics = 6,021); organizational communication has a significant positive effect on the performance of health personnel (original sample = 0.617, T-Statistics = 11.778); motivation has a significant positive effect on the performance of health personnel (original sample = 0.226, T-Statistics = 3,533); and motivation mediate between the influence of organizational communication on the performance of health personnel (Zsobel test = 3.050, value P-Value = 0.002). INTISARI Hasil studi pendahuluan mengenai komunikasi efektif klinis pada RSUD Kota Malang, diketahui tidak berhasilnya pelatihan komunikasi efektif di RSUD Malang dikarenakan kurangnya motivasi yang dimiliki tenaga kesehatan, sehingga memberikan pengaruh menurunnya kinerja tenaga kesehatan. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh dari komunikasi organisasi terhadap kinerja tenaga kesehatan dengan mediasi motivasi di RSUD Kota Malang. Hasil penelitian menunjukkan bahwa komunikasi organisasi berpengaruh positif signifikan terhadap motivasi (original sample=0,434, nilai T-Statistics=6,021); komunikasi organisasi berpengaruh positif signifikan terhadap kinerja tenaga kesehatan (original sample=0,617, nilai T-Statistics=11,787); motivasi berpengaruh positif signifikan terhadap kinerja tenaga kesehatan (original sample=0,226, nilai T-Statistics=3,533); dan motivasi memediasi antara pengaruh komunikasi organisasi terhadap kinerja tenaga kesehatan (Zsobel test=3,050, nilai P-Value=0,002).

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“…Consequently, work motivation in nursing practice has an essential role in health care outcomes, if the work environment is prepared, and retention is sufficient. [1][2][3][4] According to self-determination theory, the person who internally or externally motivated is working for own internal favor and gratification. There are three types of motivation regulation styles should be recognized by nurse manager: First, amotivation that refers to the stopping motivation in any directions of action.…”

Section: Introductionmentioning

confidence: 99%

Work motivation and self-rated anxiety: Nurses’ perspectives

Alhakami

Baker

2018

CNS

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Objective: Considering nurses' psychological status, work decision involvement, emotions, anxiety, and motivation, is an important issue for attaining nurses' retention and maintaining their preservation in their work positions. Work motivation is the key that enhances employee performance which is influenced by numerous internal and external factors; job anxiety is the apparent one. The current study is directed to achieve two aims: to assess the work motivation level and self-rated anxiety among nurses and to investigate the relationship between them. Therefore, a descriptive, correlative research design was applied with 300 registered nurses in King Abd El Aziz governmental hospital in Jeddah, Saudi Arabia. Methods: A triple-section questionnaire was used for data collection that involved: First, Multidimensional Work Motivation Scale (MWMS) that was developed by Gagne et al. in 2010. Second, Self-Rated Anxiety Sub-scale which was developed by Warr et al. in 1979. Third, sociodemographic questions were included. Results: About three-quarters of Suadi nurses have high work motivation level concerning introjected and identified regulations while more than half of them have a high level of work motivation regarding amotivation and extrinsic regulations. Consequently, most of the participants have high scores in work motivation level. As regards, self-rated anxiety, all study subjects have a certain level of anxiety at work, but the majority of them were with low level. As pertaining the correlation between both study variables, there is a negative correlation between work motivation level and self-rated anxiety and the present study proved that Saudi registered nurses in King Abd El Aziz governmental hospital have high work motivation level scores with low self-rated anxiety scores. Conclusions: The current study confirms that the Saudi nurses in Jeddah have high work motivation level with low anxiety. Furthermore, the study provides evidence of a negative or inverse correlation between work motivation level and self-rated anxiety among Saudi registered nurses in King Abd El Aziz governmental hospital. Nurses should be aware by the importance of motivation in their job and at the same time, be aware of the risks of work-related anxiety. Nurse Managers have to tailor all factors which are surrounding nurses in a hospital environment, organizational structure and culture to be positively motivated and, at the same time, to alleviate any tendency of work-related anxiety. Furthermore, work motivation and anxiety should be involved and integrated into the nursing curriculum in nursing schools. Further researches: A research about the effect of the work motivation educational program on nurse manager's leadership skills, is needed. A study about the correlation between work motivation and other negative or positive variables in work environment among nurses is necessitated. Also, assessment of nurses' work motivation and anxiety using different tools such as value test, emotional inventory and adjustment skill...

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The Impact of Motivation on the Work Performance of Health Workers (Korle Bu Teaching Hospital): Evidence from Ghana

Cited by 41 publications

References 29 publications

Nurses’ happiness and awareness of their influence on work in governmental and private hospitals

Nurses’ happiness and awareness of their influence on work in governmental and private hospitals

Pengaruh Komunikasi Organisasi terhadap Kinerja Tenaga Kesehatan yang Dimediasi oleh Motivasi di RSUD Kota Malang

Work motivation and self-rated anxiety: Nurses’ perspectives

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