Perceived Organization-Profession Goal Conflicts and Work Motivation among Healthcare Professionals

2021 ◽  
Vol 2021 (1) ◽  
pp. 15740
Author(s):  
Hyunjin Woo
Keyword(s):  
Healthcare Professionals ◽  
Work Motivation ◽  
Goal Conflicts

scholarly journals Motivation and job satisfaction of healthcare professionals in urban and rural areas in the autonomous province of Vojvodina, Serbia

2018 ◽  
Vol 71 (1-2) ◽  
pp. 33-41 ◽  
Author(s):  
Maja Grujicic ◽  
Jelena Jovicic-Bata ◽  
Budimka Novakovic
Keyword(s):  
Job Satisfaction ◽  
Rural Areas ◽  
Healthcare Workers ◽  
Healthcare Professionals ◽  
Work Motivation ◽  
Rural Setting ◽  
Rural Healthcare ◽  
Quality Health Care ◽  
Urban And Rural Areas ◽  
Autonomous Province

Introduction. ?otivation and job satisfaction of healthcare professionals represent the basis for providing quality health care. The aim of the study was to establish whether ther? is a difference in motivation and job satisfaction among healthcare professionals in urban and rural areas in Vojvodina, Serbia. Material and Methods. The study included 574 healthcare professionals in urban area, and 145 in rural setting, from three health centers. Data collection was performed by a self-administered questionnaire. Results. Urban healthcare professionals, compared to rural healthcare workers, were significantly more motivated by the factor of work motivation - achieving the goals of the health center. In comparison with rural healthcare professionals, urban healthcare workers are significantly more satisfied with personal qualities of their immediate supervisors, job security guaranteed by their institution, immediate support at work they received from managers, and professional supervision of their work. Conclusion. Compared to rural healthcare professionals, urban healthcare workers are more work motivated and job satisfied.

Is this an epic innovation? Electronic health record implementation and healthcare workers’ work characteristics and autonomous motivation – a before-and-after study

2021 ◽  
Author(s):  
Gepke L Veenstra ◽  
Eric F. Rietzschel ◽  
Eric Molleman ◽  
Erik Heineman ◽  
Jan Pols ◽  
...  
Keyword(s):  
Healthcare Workers ◽  
Healthcare Professionals ◽  
Work Motivation ◽  
Autonomous Motivation ◽  
Health Record ◽  
Work Characteristics ◽  
Job Autonomy ◽  
Before And After ◽  
Before And After Study

Abstract Background Technological innovation in healthcare is often assumed to contribute to the quality of care. However, the question how technology implementation impacts healthcare workers has received little empirical attention. This study investigates the consequences of Electronic Health Record (EHR) implementation for healthcare workers’ work motivation. The consequences of EHR implementation for healthcare workers’ autonomous work motivation are hypothesized to be mediated by changes in perceived work characteristics (job autonomy and interdependence). Additionally, a moderating effect of profession on the relationship between EHR implementation and work characteristics is explored.Methods A quantitative uncontrolled before-and-after study was performed among employees from a large university medical centre in the Netherlands. Data were analysed following the component approach for testing a first stage moderated mediation model, using Generalized Estimating Equations (GEE). Results A total of 456 healthcare workers (75 physicians, 154 nurses, 145 allied healthcare professionals, and 82 administrative workers) finished both the baseline and the follow-up survey. After EHR implementation, job autonomy decreased, whereas interdependence increased. In line with our hypothesis, job autonomy was positively associated with autonomous motivation. Interdependence showed the same association, which we did not anticipate. Autonomous motivation was stable over the course of EHR implementation. This study did not provide support for a moderating effect of profession, meaning that no differences were observed between the various professions regarding the changes in their experienced job autonomy and interdependence after EHR implementation. Conclusions Our study showed that healthcare professionals’ work characteristics, but not their autonomous motivation, are affected by EHR implementation, and that these experiences were relatively similar for physicians, nurses, allied healthcare professionals. The stability of healthcare workers’ autonomous motivation may be explained by the opposite effects of decreased job autonomy and increased interdependence, and the EHR being in line with healthcare workers’ values. The changes in job autonomy and interdependence may have consequences beyond motivation, for example by affecting clinical decision making, proactive behaviour, and the quality of teamwork. These potential consequences of EHR implementation warrant further research.

Work motivation among healthcare professionals

2017 ◽  
Vol 31 (4) ◽  
pp. 487-502 ◽  
Author(s):  
Sofia Kjellström ◽  
Gunilla Avby ◽  
Kristina Areskoug-Josefsson ◽  
Boel Andersson Gäre ◽  
Monica Andersson Bäck
Keyword(s):  
Quality Improvement ◽  
Primary Healthcare ◽  
Financial Incentives ◽  
Healthcare Professionals ◽  
Work Motivation ◽  
Content Type ◽  
Organizational Goals ◽  
Quality Patient Care ◽  
Primary Healthcare Centers ◽  
Practical Implications

Purpose The purpose of this paper is to explore work motivation among professionals at well-functioning primary healthcare centers subject to a national healthcare reform which include financial incentives. Design/methodology/approach Five primary healthcare centers in Sweden were purposively selected for being well-operated and representing public/private and small/large units. In total, 43 interviews were completed with different medical professions and qualitative deductive content analysis was conducted. Findings Work motivation exists for professionals when their individual goals are aligned with the organizational goals and the design of the reform. The centers’ positive management was due to a unique combination of factors, such as clear direction of goals, a culture of non-hierarchical collaboration, and systematic quality improvement work. The financial incentives need to be translated in terms of quality patient care to provide clear direction for the professionals. Social processes where professionals work together as cohesive groups, and provided space for quality improvement work is pivotal in addressing how alignment is created. Practical implications Leaders need to consistently translate and integrate reforms with the professionals’ drives and values. This is done by encouraging participation through teamwork, time for structured reflection, and quality improvement work. Social implications The design of the reforms and leadership are essential preconditions for work motivation. Originality/value The study offers a more complete picture of how reforms are managed at primary healthcare centers, as different medical professionals are included. The value also consists of showing how a range of aspects combine for primary healthcare professionals to successfully manage external reforms.

Ethnogeriatrics: Development and Application of the Cohort Analysis Tool

2014 ◽  
Vol 21 (2) ◽  
pp. 37-52
Author(s):  
Melen McBride
Keyword(s):  
Healthcare Professionals ◽  
Cohort Analysis ◽  
Analysis Tool ◽  
Speech Language Pathology ◽  
Clinical Tool ◽  
Research Activities ◽  
Key Concepts ◽  
Practice Teaching ◽  
Language Pathology ◽  
Significant Factors

Ethnogeriatrics is an evolving specialty in geriatric care that focuses on the health and aging issues in the context of culture for older adults from diverse ethnic backgrounds. This article is an introduction to ethnogeriatrics for healthcare professionals including speech-language pathologists (SLPs). This article focuses on significant factors that contributed to the development of ethnogeriatrics, definitions of some key concepts in ethnogeriatrics, introduces cohort analysis as a teaching and clinical tool, and presents applications for speech-language pathology with recommendations for use of cohort analysis in practice, teaching, and research activities.

The Preschool Stuttering Screen for Health Care Professionals

2011 ◽  
Vol 21 (2) ◽  
pp. 59-62
Author(s):  
Joseph Donaher ◽  
Christina Deery ◽  
Sarah Vogel
Keyword(s):  
Risk Factors ◽  
Health Care ◽  
Differential Diagnosis ◽  
Preschool Children ◽  
Health Care Professionals ◽  
Healthcare Professionals ◽  
Evidence Based ◽  
Developmental Profile

Healthcare professionals require a thorough understanding of stuttering since they frequently play an important role in the identification and differential diagnosis of stuttering for preschool children. This paper introduces The Preschool Stuttering Screen for Healthcare Professionals (PSSHP) which highlights risk factors identified in the literature as being associated with persistent stuttering. By integrating the results of the checklist with a child’s developmental profile, healthcare professionals can make better-informed, evidence-based decisions for their patients.

Collective Human Agency in the Context of Organizational Participation

2017 ◽  
Vol 61 (2) ◽  
pp. 51-68 ◽  
Author(s):  
Wolfgang Georg Weber ◽  
Hans Jeppe Jeppesen
Keyword(s):  
Collective Efficacy ◽  
Social Cognitive ◽  
Work Motivation ◽  
Human Agency ◽  
Employee Participation ◽  
Ecological Approach ◽  
Cognitive Approach ◽  
Organizational Decision Making ◽  
Organizational Participation ◽  
The Social

Abstract. Connecting the social cognitive approach of human agency by Bandura (1997) and activity theory by Leontiev (1978) , this paper proposes a new theoretical framework for analyzing and understanding employee participation in organizational decision-making. Focusing on the social cognitive concepts of self-reactiveness, self-reflectiveness, intentionality, and forethought, commonalities, complementarities, and differences between both theories are explained. Efficacy in agency is conceived as a cognitive foundation of work motivation, whereas the mediation of societal requirements and resources through practical activity is conceptualized as an ecological approach to motivation. Additionally, we discuss to which degree collective objectifications can be understood as material indicators of employees’ collective efficacy. By way of example, we explore whether an integrated application of concepts from both theories promotes a clearer understanding of mechanisms connected to the practice of employee participation.

Sign in / Sign up

Export Citation Format

Share Document