Motivation and job satisfaction of registered nurses in Ban Phaew hospital (Public Organization)
- P. Luandee, Y. Amamphai
- Kuer Karun Journal, 22 Year, VOL. 1, 2015.
The primary purpose of this study is to determine hygiene factors effecting performance motivation of register nurses at Hua Hin Hospital. The sample was selected from 172 registered nurses from Hua Hin Hospital by using a check list and rating scale questionnaire as a tool. Statistical application used for this study were percentage, mean, standard deviation, T-test, One-way Anova, and regression analysis. The basis of the results of this study, it can be concluded that most of respondents were females, age between 26-30 years old, registered nurse occupation, bachelor degree graduated, monthly average income between 20,000-30,000 baht, and work for hospital less than 5 years. Hygiene factors effecting performance motivation of register nurses at Hua Hin Hospital were at high level, such as relationship with coworkers, work environment, and hospital management policy, respectively. Hygiene factors effecting performance motivation satisfaction of register nurses at Hua Hin Hospital were at medium level, such as salary and compensation. The hypothesis revealed that the personal different, such as gender, age, position, education, and work experience had no consequence on motivated performance. By contrast, the difference of income effected motivated performance at statistical significant 0.05 level. Recommendations from this study were that hospital administrative officers should organize social gathering event among nurses and hospital personnel in order to create mutual relationship, and salary adjustment to match with job responsibilities and current living expenses. I. BACKGROUND AND SIGNIFICANCE OF THE STUDY Currently, businesses change rapidly and face high competition. Organizations with human resources have to adapt to cope with the competition and tensions in work start to build up. Nursing service too if it has tension and pressure over the limit, it may affect quality of work and eventually lead to increasing employee turnover rate and employee resignation. Today nursing personnel is a scarce human resource and it is becoming problem in national level. Factors that have influences on performance motivation of registered nurses are therefore important variable that determines whether an organization can maintain such personnel further. This problem would not be solved sustainably unless causes or influencing factors are not revealed. Harris and Desimone (1994) asserted that atmosphere of an organization is an important factor that determines its success in human resource management. For example, a lack of trust between supervisor and subordinate or too many number of patients are assigned per one nurse, all these will result in decreasing in work motivation of the nurse. Favorable atmosphere in an organization will bring about positive outcomes in the performance of personnel. The study of Halpin (1996) suggested that work atmosphere is an important component to reduce pressure from work and the open atmosphere is most preferable. Good social integration, hospitality among each other, pride of the job, and joint cooperation in work with full capacity of each person will make an organization achieve its defined targets. Building performance motivation for personnel in an organization is a responsibility of executives to give it the first priority. Motivation is a drive that pushes personnel in an organization to work toward its targets. According to Herzberg’s theory (Herzberg and Orther, 1950-1959), there are two types of factors relating to job satisfaction and dissatisfaction. These 2 types of factors have effects on job satisfaction of registered nurses. They are motivation factors and maintenance factors/hygiene factors. The factors that make people satisfied in their job include work achievement, recognition, job description, responsibility, and career advancement. All these factors have effects on performance motivation of registered nurses in Hua Hin Hospital. Resulting from the above facts, the researcher could see the use of conducting a study on hygiene factors affecting performance motivation of registered nurses in Hua Hin Hospital and the findings would be applied as a path to build performance motivation for registered nurses in Hua Hin Hospital. II. HERZBERG’S TWO-FACTOR THEORY Herzberg’s Two-Factor Theory was introduced by Frederick Herzberg in 1950-1959 and in the beginning of 1960-1969 (referred to in Siriwan Sereerat et al., 2007). He suggested that job satisfaction is a result of 2 concepts 1) a concept that lies from satisfaction to no satisfaction with influences from motivation factors and 2) a concept that lies from dissatisfaction to no dissatisfaction with influences of hygiene factors. It could be said that the Two-Factor Theory consists of motivation factors that drive people to work and hygiene factors that help to reduce job dissatisfaction.