Motivation and job satisfaction of health workers in a specialized health institution in Serbia

Background/Aim. Health care system is specific for each country, and therefore involves different motivation and job satisfaction factors. The aim of this study was to confirm the validity and applicability of the General Nordic Questionnaire translated into Serbian for analyzing motivation and job satisfaction, as well as to analyze the motivation factors and job satisfaction of health workers at the Institute for Treatment and Rehabilitation "Niska Banja". Methods. The General Nordic Questionnaire was translated into Serbian. It included 73 questions (5 answers by the Likert scale), which formed 24 scales. In May, 2012, 196 (82.3%) health workers filled in the questionnaire. Results. A correlation of Ceronbach?s alpha values between the Scandinavian study results and the results of Serbian study was statistically significant (r = 0.424; p < 0.05). The lowest Cronbach? alfa coefficient was for the scale ?learning demand in job demands? (alpha 0.28). The other scale with no satisfactory reliability was ?control of work pacing? (alpha 0.46). Intrinsic motivation positively correlated with all the scales of organizational module, apart from inequality. Within this module, the degree of extrinsic motivation correlated with the support from the superior and coworkers, with fair leadership and human resources primacy. A negative correlation appeared with inequality. Conclusion. The general Nordic Questionnaire can be applied to a great extent to the conditions in our country. Our study shows a low consistency of the scales learning job demands, control of decision, control of work pacing, so the questions in them should be adjusted to the conditions in our country. Extrinsic motivation resulted in higher values than the values of intrinsic motivation in our workers, which is opposite to the results of the original questionnaire.

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Pengaruh Motivasi Intrinsik dan Motivasi Ekstrinsik terhadap Kepuasan Kerja

BISMA (Bisnis dan Manajemen) ◽

10.26740/bisma.v6n1.p59-66 ◽

2018 ◽

Vol 6 (1) ◽

pp. 59

Author(s):

Aditya Kamajaya Putra ◽

Agus Frianto

Keyword(s):

Job Satisfaction ◽

Human Resources ◽

Intrinsic Motivation ◽

Human Resource ◽

Extrinsic Motivation ◽

Linear Regression Analysis ◽

Multiple Linear Regression Analysis ◽

Human Resource Department ◽

Sample Technique ◽

Saturated Sample

Human resources is one of the elements that determine the success of an organization's goals. To achieve the goals of the organization then needs to be done is to give intrinsic motivation and extrinsic motivation. Referring to doing intrinsic motivation and extrinsic motivation then will result job satisfaction. The purpose of this research is to know condition and influence intrinsic motivation and extrinsic motivation on job satisfaction employee Human Resource Department in PT. Semen Gresik (Persero) Tbk. either through partial and simultant. Samples taken by 31 respondents with a saturated sample technique. Instrument of analysis used is validity, reliability test and multiple linear regression analysis with SPSS 17 software. The results of research showed that the condition of intrinsic motivation, extrinsic motivation and job satisfaction top rated by employee Human Resource Department in PT. Semen Gresik (Persero) Tbk. Intrinsic motivation and extrinsic motivation have strong influence on job satisfaction employee Human Resource Department in PT. Semen Gresik (Persero) Tbk. either through partial and simultant

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Predicting organizational performance from motivation in Oromia Seed Enterprise Bale branch

Humanities and Social Sciences Communications ◽

10.1057/s41599-021-00742-9 ◽

2021 ◽

Vol 8 (1) ◽

Author(s):

Askalech Feyisa Jobira ◽

Abdulnasir Abdulmelike Mohammed

Keyword(s):

Logistic Regression ◽

Regression Analysis ◽

Intrinsic Motivation ◽

Organizational Performance ◽

Logistic Regression Analysis ◽

Extrinsic Motivation ◽

Binary Logistic Regression ◽

Moderate Level ◽

Binary Logistic Regression Analysis ◽

Study Results

AbstractMotivation is one of the most researched yet crucial topics in academia from various perspectives. Despite this, researches show mixed results about the effect of extrinsic motivation on intrinsic motivation and organizational performance. Studies in Ethiopia also lack causal analysis and theoretical underpinning that made contributions from academia very little. Hence, this research is important to assess the effect of extrinsic motivation on intrinsic motivation and organizational performance from a cognitive evaluation theory perspective. The researchers adopted an explanatory research design with a quantitative approach. The entire 119 employees of the Oromia Seed Enterprise, Bale branch were included in the study to collect primary data through a close-ended questionnaire. The collected data was processed by SPSS software version 20. The relationship analysis was addressed by correlation and binary logistic regression analysis. Seen from extrinsic and intrinsic motivation aspects, the findings of the study showed that Oromia Seed Enterprise had a moderate level of organizational performance and a moderate level of employees’ motivation. The correlation analysis result indicated that employees’ extrinsic and intrinsic motivation had a positive relationship with organizational performance. The binary logistic regression analysis also indicated that extrinsic and intrinsic motivation had a positive and significant influence on organizational performance. However, the interaction effect of intrinsic and extrinsic motivation on organizational performance was not significant, implying the absence of influence when both intrinsic and extrinsic motivations happen at the same time. Finally, the study results have a theoretical contribution for compensating the lack of actual experience in the Ethiopian organization’s context. Equally, the understanding of the moderated relationship among the study variables may encourage Oromia Seed Enterprise and its managers to develop a practical motivation system, which entertains the complex interaction of motivation variables to improve organizational performance. In addition, studies of this nature can inform policymakers to strengthen an incentive system as well as other motivation veins in the Ethiopian public organizations.

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Hubungan antara Kepuasan dan Motivasi Kerja pada Tenaga Kerja di Bidang Kesehatan di Rumah Sakit (Risnakes 2017)

Media Penelitian dan Pengembangan Kesehatan ◽

10.22435/mpk.v29i4.2041 ◽

2020 ◽

Vol 29 (4) ◽

Author(s):

Made Ayu Lely Suratri ◽

Delima Delima ◽

Hadi Siswoyo ◽

Vebby Amelia Edwin

Keyword(s):

Job Satisfaction ◽

Human Resources ◽

Significant Relationship ◽

Random Sampling ◽

Work Motivation ◽

Health Workers ◽

Simple Random Sampling ◽

Military Police ◽

Cross Sectional ◽

A Value

Abstract Human Resources (HR) is the main and strategic factor for the achievement of the development of a nationStrong and highly competitive human resources in various aspects will support increased development, both in the economic, health and social and cultural fields. The performance of an organization will be determined by one of the main elements, namely the quality of human resources. Factors that can be used to improve employee performance, including job satisfaction and work motivation. The purpose of this study was to determine the relationship between jobs satisfaction and workforce motivation in the health sector in hospitals in Indonesia.The research method is a non-intervention study with a cross-sectional design, conducted by the National Institute of Health Research and Development, Ministry of Health of the Republic of Indonesia through National Health Workforce Research (Risnakes)2017.The study sample was health workers working in 2,325 hospitals, namely General Hospitals (RSU) in the Government, Private Hospital, Military/Police General Hospital, Government Specific Hospital, Private Specific Hospital and Military/Police Specific Hospital. Determination of selected hospitals in each province is done by simple random sampling. Data collection on job satisfaction and work motivation was obtained through filling out the 2014 happiness measurement survey questionnaires from the Central Bureau of Statistics (CBS) by 30 health workers in selected hospitals . The variables studied were the characteristics of respondents (age, sex, education, employment status, length of work, health insurance), hospital characteristics (hospital status, hospital accreditation status, and type of hospital), job satisfaction and work motivation. Data were analyzed by univariate, bivariate, and logistic regression models.The results showed that respondents who worked for 10 years and below had a t significant relationship with work motivation compared to those who worked more than 10 years, with a value of p <0.05 (p = 0.0001). There is a significant relationship between jobs satisfaction and work motivation on respondents, with a value of p <0.005 (p = 0.0001). The conclusion, that the job satisfaction of health workers is significantly related to work motivation. Abstrak Sumber daya manusia (SDM) merupakan faktor utama dan strategis bagi tercapainya keberhasilan pembangunan suatu bangsa. SDM yang kuat dan berdaya saing tinggi dalam berbagai aspek akan mendukung peningkatan pembangunan, baik di bidang ekonomi, kesehatan maupun di bidang sosial dan budaya. Kinerja suatu organisasi akan ditentukan oleh salah satu unsur utama yaitu kualitas sumber daya manusia. Faktor-faktor yang dapat digunakan untuk meningkatkan kinerja pegawai, diantaranya kepuasan kerja dan motivasi kerja. Tujuan dari penelitian ini adalah untuk mengetahui adanya hubungan antara kepuasan kerja dan motivasi kerja tenaga kerja di bidang kesehatan di rumah sakit di Indonesia. Metode penelitian merupakan penelitian non intervensi dengan desain cross sectional, yang dilaksanakan oleh Badan Litbang Kesehatan, Kementerian Kesehatan RI melalui Riset Ketenagaan di Bidang Kesehatan (Risnakes) 2017. Sampel penelitian adalah tenaga kesehatan yang bekerja di 2.325 rumah sakit (RS) yaitu di Rumah Sakit Umum (RSU) Pemerintah, RSU Swasta, RSU TNI/Polri, RS Khusus Pemerintah, RS Khusus Swasta, dan RS Khusus TNI/Polri. Penetapan rumah sakit terpilih di setiap provinsi dilakukan secara acak sederhana (simple random sampling). Pengumpulan data diperoleh melalui pengisian kuesioner survei pengukuran tingkat kebahagiaan 2014 dari Badan Pusat Statistik (BPS) oleh 30 orang tenaga kesehatan di RS terpilih. Variabel yang diteliti adalah karakteristik responden (umur, jenis kelamin, pendidikan, status kepegawaian, lama bekerja, jaminan kesehatan), karakteristik rumah sakit (status RS, status akreditasi RS, dan jenis RS), kepuasan kerja dan motivasi kerja. Data dianalisis secara univariat, bivariat, dan model regresi logistik. Hasil penelitian menunjukkan bahwa responden yang bekerja selama 10 tahun ke bawah ada hubungan yang signifikan dengan motivasi kerja dibandingkan yang bekerja lebih dari 10 tahun, dengan nilai p<0,05 (p= 0,0001). Adanya hubungan yang signifikan antara kepuasan kerja dengan motivasi kerja pada responden, dengan nilai p< 0,005 (p=0,0001). Kesimpulan, bahwa kepuasan kerja dari tenaga kesehatan berhubungan secara signifikan dengan motivasi kerja.

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Impact of Motivation on Employees Performance in Pakistan

Business Management and Strategy ◽

10.5296/bms.v10i1.14448 ◽

2019 ◽

Vol 10 (1) ◽

pp. 1

Author(s):

Danish Ahmed Siddiqui ◽

Noor ul Rida

Keyword(s):

Intrinsic Motivation ◽

Extrinsic Motivation ◽

Positive Relationship ◽

Banking Sector ◽

The Other ◽

Future Directions ◽

Intrinsic And Extrinsic Motivation ◽

The Future ◽

Motivation Level ◽

Relationship Of

This paper aims to study the effects of intrinsic and extrinsic motivation on employee’s performance. Employees obviously work for the organization for monetary benefits but these monetary compensations and rewards are not the sole requirement of all employees. Some of them need salary increment and bonuses to get themselves motivated while others need recognition and non-monetary benefits. The study was aimed to discuss how the extrinsic and intrinsic motivation can hinder or increase the motivation level of employees. Several motivational theories have also been discussed in this paper that helps in better understanding of why and how employees are motivated. Intrinsic and extrinsic motivation is said to have significant impact on employee’s performance. Our study examined 60 female and 143 male respondents (n=203) of banking sector to study the effects of intrinsic and extrinsic motivation on employee’s performance. There was a positive relationship of intrinsic and extrinsic motivation of employees with their performance. With the increase in intrinsic and extrinsic motivation, employee’s performance tends to increase as well. We also have discussed some of the future directions and recommendations so that it can help future researchers to study the other constructs that can affect employee’s performance.

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ROLE OF MOTIVATION IN LEARNING : A SEMIOTIC ANALYSIS OF A NOVEL 3 IDIOTS

10.31227/osf.io/srxnz ◽

2019 ◽

Author(s):

Mathilda Sumbayak ◽

Indah Karina Sianturi ◽

Avivah Adinda Putri ◽

Dionisius Tito Aditomo ◽

aprilia chasanah

Keyword(s):

Intrinsic Motivation ◽

Learning Process ◽

Extrinsic Motivation ◽

The Other ◽

Semiotic Analysis ◽

Ferdinand De Saussure ◽

Semiotic Model ◽

Key Factor

Motivation is the key factor in learning process. Both extrinsic and intrinsic types of motivation are needed for better learning. Intrinsic motivation is more essential than extrinsic motivation. It is intrinsic motivation that urges a learner to learn with devotion, enthusiasm, concentration and with remarkable outcomes. This case study has been conducted to highlight the role of both types of motivation and draws conclusion how intrinsic motivation is more helpful in the learning.The movie, ‘3 Idiots’ has been ‘semiotically’ analyzed to investigate the theme of motivation in the process of learning. The analysis has been done by using semiotic model of signification by Ferdinand de Saussure. The images in the movie have been selected for the semiotic analysis. All of the main characters are, in one way or the other motivated, or not, towards the learning process.

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Children's Physical Self-Concept, Motivation, and Physical Performance: Does Physical Self-Concept or Motivation Play a Mediating Role?

Frontiers in Psychology ◽

10.3389/fpsyg.2021.669936 ◽

2021 ◽

Vol 12 ◽

Author(s):

Annette Lohbeck ◽

Philipp von Keitz ◽

Andreas Hohmann ◽

Monika Daseking

Keyword(s):

Intrinsic Motivation ◽

Physical Performance ◽

Structural Equation ◽

Extrinsic Motivation ◽

Self Concept ◽

Equation Modeling ◽

Mediation Model ◽

Regular School ◽

Mediating Role ◽

Study Results

The present study aimed to examine the relations between physical self-concept, intrinsic and extrinsic motivation as well as physical performance of 1,082 children aged 7–8 years. The central objective of this study was to contrast a mediation model assuming physical self-concept as a mediator of the relations between both types of motivation and physical performance to a mediation model assuming both types of motivation as mediators of the relations between physical self-concept and physical performance. Physical self-concept and both types of motivation were measured by using self-reported questionnaires, while physical performance was measured with 10 motor skill tests. All tests were carried out during regular school hours (8–12 A.M.) by qualified test personnel. Beyond correlation analyses, structural equation modeling (SEM) was performed to find evidence for the predictive relations between the variables under study. Results showed that physical self-concept was significantly positively related to both types of motivation and physical performance (all p < 0.001). In contrast, results of SEM revealed that only physical self-concept (p < 0.001) and intrinsic motivation (p < 0.05) were significantly positively linked to physical performance. Furthermore, physical self-concept proved to significantly mediate the relations of both types of motivation to physical performance (p < 0.001), while only intrinsic motivation, but not extrinsic motivation, proved to significantly mediate the relation between physical self-concept and physical performance (p < 0.05). These results suggest that school-based or extracurricular interventions targeted at improving younger children's physical performance only by means of an increased level of physical activity or by external factors without supporting children's physical self-concept and intrinsic motivation may have less or no effects on their physical performance.

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Intrinsic Motivation and Extrinsic Motivation toward Job Satisfaction among Local Bank Employees

International Journal of Asian Social Science ◽

10.18488/journal.1.2020.1011.698.705 ◽

2020 ◽

Vol 10 (11) ◽

pp. 698-705

Author(s):

Muhammad Hasmi Abu Hassan Asaari ◽

Nasina Mat Desa ◽

Noor Awatis Anuar ◽

Azley Abd Razak

Keyword(s):

Job Satisfaction ◽

Intrinsic Motivation ◽

Extrinsic Motivation ◽

Bank Employees

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Determinants of Job Satisfaction and Turnover Intent in Home Health Workers

Journal of Applied Gerontology ◽

10.1177/0733464815586059 ◽

2016 ◽

Vol 36 (1) ◽

pp. 56-70 ◽

Cited By ~ 22

Author(s):

Yuri Jang ◽

Ahyoung A. Lee ◽

Michelle Zadrozny ◽

Sung-Heui Bae ◽

Miyong T. Kim ◽

...

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Health Workers ◽

Job Demands ◽

Ethnic Discrimination ◽

Home Health ◽

Turnover Intent ◽

Physical Injury ◽

Self Confidence ◽

Racial Ethnic

Based on the job demands–resources (JD-R) model, this study explored the impact of job demands (physical injury and racial/ethnic discrimination) and resources (self-confidence in job performance and recognition by supervisor/organization/society) on home health workers’ employee outcomes (job satisfaction and turnover intent). Using data from the National Home Health Aide Survey ( N = 3,354), multivariate models of job satisfaction and turnover intent were explored. In both models, the negative impact of demands (physical injury and racial/ethnic discrimination) and the positive impact of resources (self-confidence in job performance and recognition by supervisor and organization) were observed. The overall findings suggest that physical injury and discrimination should be prioritized in prevention and intervention efforts to improve home health workers’ safety and well-being. Attention also needs to be paid to ways to bolster work-related efficacy and to promote an organizational culture of appreciation and respect.

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The Influence of Training and Organizational Communication on Job Loyalty with Job Satisfaction as an Intervening Variable

Accounting and Finance ◽

10.33146/2307-9878-2021-4(94)-99-108 ◽

2021 ◽

pp. 99-108

Author(s):

Rilia Irawati ◽

◽

Dewi Susita ◽

Henry Eryanto ◽

◽

...

Keyword(s):

Job Satisfaction ◽

Human Resources ◽

Organizational Communication ◽

Hypothesis Test ◽

Employee Productivity ◽

Effective Work ◽

Wealth Management ◽

Study Results ◽

The Relationship ◽

Intervening Variables

Every company needs human resources with special skills, knowledge, and licenses in marketing products for effective work. Employee productivity is closely linked to their job loyalty and job satisfaction. Productivity can also be affected by other factors, including training and organizational communication. The purpose of this study is to assess the influence of training and organizational communication on job loyalty with job satisfaction as an intervening variable. This research was conducted at the Priority Banking Office of PT Bank Tabungan Negara from November 2020 to July 2021. The population in this study is 218 employees – an employee of PT Bank Tabungan Negara, who is under the Wealth Management Division with positions as Priority Banking Manager and Priority Banking Officer. Data collection was done through questionnaires submitted to each selected respondent. This research uses the approach of the Structure Equation Partial Model (SEM). Data analysis includes a validity test, rehabilitation test and hypothesis test with SEM-AMOS against 3 (three) variables. This study results showed that training and organizational communication has a positive and significant influence on job loyalty of PT Bank Tabungan Negara employees. In addition, training and organizational communication affect job satisfaction as an intervening variables. This effect is positive and significant. Job satisfaction as an intervening variable has a positive and significant effect on job loyalty. Job satisfaction indirectly influences the relationship between training and job loyalty and organisational communication and job loyalty.

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Academic Motivations of Pregrade Students in the Choice of International Business Career

International Journal of Higher Education ◽

10.5430/ijhe.v9n2p85 ◽

2020 ◽

Vol 9 (2) ◽

pp. 85

Author(s):

Wagner Enoc Vicente-Ramos ◽

Brenda Gonzales Silva ◽

Shirley Teresa Nuñez Merino ◽

Silvana Marjorie Paucar Lazo ◽

Christian Richard Mejia Álvarez

Keyword(s):

Intrinsic Motivation ◽

International Business ◽

Significant Relationship ◽

Extrinsic Motivation ◽

Academic Motivation ◽

Business Students ◽

Motivation Factors ◽

Academic Motivation Scale ◽

Academic Motivations ◽

Identified Regulation

The main objective of this research is to determine which is the most recurrent motivation by university students choose international business careers at 8 universities in Peru. The study sample is composed by 1242 international business students from the main universities in Peru. For this study, the Academic Motivation Scale (AMC) was used, this scale considers intrinsic motivation factors (knowledge, achievement, stimulating experiences), extrinsic motivation (identified regulation, introjected regulation, external introjected) and amotivation.As a result, the research shows that the students wanted to achieve their goals (84%), because it is aligned to their dreams (83%), also that they want to show to other people that they are capable to generate business opportunities (81%). On the other hand, the main demotivations were the fact that they don’t care and just want to finish the career (10%), they didn’t know which career choose (13%) and they didn’t know the reason why they choose this career (15%).It is concludes that the factors of academic motivations (motivation, extrinsic motivations and intrinsic motivations) are positively related to the choice of the international business career. Where the most significant relationship is that between extrinsic motivation with external regulation and the choice of the international commercial career, to achieve its objectives such as giving a more positive image to family and friends. While the least significant relationship is that between the intrinsic motivation for stimulating experiences and the choice of an international business career.

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