Work motivation of nurses: A literature review

Toode, Kristi; Routasalo, Pirkko; Suominen, Tarja

doi:10.1016/j.ijnurstu.2010.09.013

Cited by 114 publications

(155 citation statements)

References 41 publications

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“…Also, more experienced nurses appeared less motivated and interested in tobacco cessation interventions. This is consistent with a literature review showing that nurses aged under 30 were more motivated than older nurses [18]. In Morocco, where working conditions can be difficult, it is very important to re-motivate older and more experienced nurses.…”

Section: Discussionsupporting

confidence: 89%

Nurses’ Knowledge, Attitudes and Practice in Anti-Smoking Campaigns in Morocco

Obtel¹,

Slama²,

Abda³

et al. 2014

OALib

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Background: Health professionals have a major role in tobacco control efforts, as they are generally considered to be role models in communities. Nurses in particular, being usually the largest group of health care workers, are ideally placed to promote smoking cessation. The aim of this study was to assess tobacco use of nurses and their knowledge, attitudes and practice on tobacco control in the region of Fez in Morocco. Methods: A cross-sectional study focused on public practicing nurses, over a period of 2 months in 2009, in the university hospital and in the primary health care centres of the region of Fez in Morocco. Results: In total, 120 nurses participated in the study. Mean age was 42.2 years (11.8 years SD; from 22 to 64 years). There were 13.4% smokers, among whom 9.2% daily smokers. Men considered themselves better trained in tobacco cessation activities than women (84.8% vs. 60.0%, p = 0.02). Women considered the role of nurses in tobacco prevention as important, and were more convinced of the anti-tobacco effectiveness actions (90.0% vs. 52.1%, p < 0.001). No-smokers were significantly more convinced in general in the effectiveness of anti-tobacco measures, with a significant difference on interdicts to smoke in public places (20.0% vs. 3.1%, p = 0.03). Conclusion: Nurses in the region of Fez in Morocco would be motivated to contribute to tobacco control programs if they had appropriate resources. Their interest offers an important opportunity to strengthen their knowledge, attitudes and practices as smoking cessation supporters.

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Section: Discussionsupporting

confidence: 89%

Nurses’ Knowledge, Attitudes and Practice in Anti-Smoking Campaigns in Morocco

Obtel¹,

Slama²,

Abda³

et al. 2014

OALib

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“…There is overwhelming evidence in the literature that motivating nurses would increase their job satisfaction and positively influence their intention to stay [37,38]. This is particularly significant for nurses working in rural and remote communities [39,40].…”

Section: Discussionmentioning

confidence: 99%

A national study on nurses’ retention in healthcare facilities in underserved areas in Lebanon

et al. 2013

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BackgroundNursing shortages and maldistribution are priority issues for healthcare systems around the globe. Such imbalances are often aggravated in underserved areas, especially in developing countries. Despite the centrality of this issue, there is a dearth of studies that examine the retention of nurses in underserved areas in the Middle East Region. This study investigates the characteristic and the factors associated with the retention of nurses working in rural areas in Lebanon.MethodsThis study uses a non-experimental cross-sectional design to survey nurses working in underserved areas of Lebanon. Underserved areas in Lebanon were identified using WHO definition. A total of 103 health facilities (hospitals and primary healthcare centers) located in these areas were identified and all nurses working at these facilities received a copy of the survey questionnaire. The questionnaire included five sections: demographic, work-life, career plan, job satisfaction, and assessment of work environment. Analysis included univariate and bivariate (chi-square, Student’s t-test and ANOVA) tests to describe the respondents and examine the significance between nurses’ characteristics and their intent to stay. A logistic regression model was constructed to identify factors associated with nurses’ intent to stay in underserved areas.ResultsA total of 857 nurses from 63 Primary Healthcare (PHC) centers and hospitals responded to the questionnaire (75.5% response rate). Only 35.1% of nurses indicated their intent to stay in their current job over the coming one to three years. Surveyed nurses were most satisfied with relationship with co-workers and least satisfied with extrinsic rewards. Rural nurses working in PHC centers were more satisfied than their hospital counterparts on all aspects of work and had significantly higher intention to stay (62.5% compared to 31.5% in hospitals, P < 0.001). Regression analysis revealed that nurses less likely to report intent to stay were younger, unmarried, with less years of work experience and were not working towards a higher degree. Analysis reveals a directly proportional relationship between nurses’ reported job satisfaction and their intent to stay.ConclusionThis study reveals poor retention of nurses in rural and underserved areas in Lebanon, especially in the hospital sector. The status quo is disquieting as it reflects an unstable and dissatisfied nursing workforce. Developing targeted retention strategies for younger nurses and those working in hospitals as well as the offering of professional development opportunities and devising an incentive scheme targeting rural nurses is pivotal to enhance nurses’ job satisfaction and retention in rural settings.

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“…The context of nursing care for HSCT recipients is in a specialized isolation environment. 18,19,27 Also, the development and maintenance of evidence-based standards of care for HSCT patients are vital to ensure nurses are competent in providing inpatient care. 18,19 This practice situation is further complicated by the need to meet the important growth and development needs of both the child and his/her family.…”

Section: Advancing As Nursing Professionalsmentioning

confidence: 99%

“…In particular, nurse managers and leaders can measure and monitor nurses' workload to successfully organize and allocate nursing resources and nurse-topatient ratios according to patients' acuity, degree of dependence, and care needs, which is vital to ensure the creation of a healthy and safe work environment. 27 Suffering can become transcendent suffering; that is, a person can give deeper meaning to the suffering and focus not only on personal concerns. 13,31,32 Nurses may experience compassion, fatigue, or secondary traumatic stress because they often repeatedly witness their patients suffering from physical, emotional, and spiritual suffering.…”

Section: Advancing As Nursing Professionalsmentioning

confidence: 99%

Experience of Nurses Caring for Child With Hematopoietic Stem Cell Transplantation in General Pediatric Ward

et al. 2014

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Nurses need practical support from nursing leaders in terms of carefully organizing patient care, controlling the nurse-to-patient ratio, and offering a safe work environment by providing systematic formal training on HSCT and receiving proper supervision. Understanding and learning are gained from nurses who are able to seek meaning from HSCT through appreciating every caregiving effort and through valuing how their nursing role contributes to the quality of patients' care.

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Work motivation of nurses: A literature review

Cited by 114 publications

References 41 publications

Nurses’ Knowledge, Attitudes and Practice in Anti-Smoking Campaigns in Morocco

Nurses’ Knowledge, Attitudes and Practice in Anti-Smoking Campaigns in Morocco

A national study on nurses’ retention in healthcare facilities in underserved areas in Lebanon

Experience of Nurses Caring for Child With Hematopoietic Stem Cell Transplantation in General Pediatric Ward

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