The Influence of Intrinsic Motivation on Pay Satisfaction Among Caregivers in Residential Home for the Elderly in China: The Mediating Role of Job Burnout

Abstract

Background According to the theory of compensating differentials, caregivers with high levels of intrinsic motivation should exhibit a higher-than-average satisfaction with their pay. Whereas studies conducted in Western countries have provided empirical evidence for the theory of compensating differentials in various care settings, few studies have been conducted in China that focus on caregivers employed in residential homes for the elderly (RHE). The sociodemographic characteristics of caregivers in China different significantly from their counterparts in Western countries. Purpose This study was developed to analyze the mediating role of job burnout to assess the influence of intrinsic motivation on pay satisfaction among caregivers in RHE. Methods Structural equation modeling was used to examine the influences of intrinsic motivation on pay satisfaction in a sample of 1,212 caregivers employed in RHE in China by analyzing the mediating role of job burnout. Results Intrinsic motivation was found to relate positively to pay satisfaction (β = .11, p < .05). Negative relationships were identified between intrinsic motivation and job burnout (β = −.46, p < .01) and between job burnout and pay satisfaction (β = −.13, p < .01). Job burnout was found to have a significant mediating effect on the relationship between intrinsic motivation and pay satisfaction (β = .06, p < .01). Conclusions/Implications for Practice A significant relationship was found between intrinsic motivation and pay satisfaction, with job burnout playing a mediating role in caregivers employed in RHE in China. This research has profound implications for nursing education, practice, and research. First, greater efforts should be focused on instilling nursing values in nursing students to foster intrinsic motivation. Second, nonpecuniary rewards may be offered to caregivers to acknowledge the values of care work and strengthen intrinsic motivation. Third, a supportive working climate should be fostered to reduce job burnout. Fourth, caregivers should be informed of their rights to decent pay and their right to bargain collectively through unions. Fifth, appropriate public policies should be implemented to provide pay for caregivers at levels that recognize and appreciate their intrinsic motivation.

Experiences of Formal Caregivers of Elderly Inpatients with Physical Disabilities in China: A Qualitative Study

“…Pay satisfaction was seen as an intrinsic motivation to stay on the job, a nding in line with that in other studies [40],…”

Nursing Attitudes Questionnaire: Testing the Psychometric Characteristics of the Italian Version (NAQ-IV)

“…The domains "Role & professionalism" and "Stereotypes" express the concepts highlighted by the study of Toth et al [1] and Bolan & Grainger [8], "Values & advocacy" refers to the extent to which nurses speak and act on behalf of patients and specifically on the unmet needs of patients by making the satisfaction of needs a value to the profession [8,23,26]. With regard to nurses' motivation and satisfaction, a significant intrinsic relationship between these two elements has been found to improve nursing care and the related image [2,27].…”

Challenges and coping experiences faced by nursing staff in long-term care facilities in China: a qualitative meta-analysis

“…In general, according to existing research, challenges faced by Chinese Nursing staff mainly stemmed from a lack of professional knowledge and skills ( 9 , 10 ), workload and time pressure ( 11 – 13 ), compensation and benefits ( 9 , 14 ), institutional management ( 15 , 16 ), and interpersonal relationships ( 17 ), among other factors. Particularly in the realm of interpersonal relationships, nursing staffs in Chinese older adult care seemed to face greater complexity.…”

“…Research indicates that Chinese older adult nursing staff are more likely to adopt proactive coping strategies to deal with the difficulties they encounter in their work. This includes adjusting salary structures ( 14 ), gaining educational opportunities ( 28 ), receiving support from nursing managers ( 15 ), and ensuring job stability ( 29 ), among other factors. However, current research tends to focus more on the challenges and coping strategies of nursing staff in their work, with less attention given to the challenges, impacts, and coping strategies related to their professional needs, family responsibilities, and societal discrimination.…”