Weldegebriel Zemichael, Ejigu Yohannes, Weldegebreal Fitsum, Woldie Mirkuzie
Public Planning Department, Debark Hospital, Debark, North Gondar, Amhara Region, Ethiopia.
Department of Health Services Management, College of Public Health and Medical Sciences, Jimma University, Jimma, Ethiopia.
Patient Prefer Adherence. 2016 Feb 15;10:159-69. doi: 10.2147/PPA.S90323. eCollection 2016.
Health professionals' motivation reflects the interaction between health professionals and their work environment. It can potentially affect the provision of health services; however, this important attribute of the workplace climate in public hospitals is not usually given serious attention to the desired level. For this reason, the authors of this study have assessed the level of motivation of health professionals and associated factors in public hospitals of West Amhara, Northwest Ethiopia.
A facility based cross-sectional study was conducted in eight public hospitals of West Amhara from June 1 to July 30, 2013. A total of 304 health professionals were included in this study. The collected data were analyzed using SPSS software version 20. The reliability of the instrument was assessed through Cronbach's α. Factor scores were generated for the items found to represent the scales (eigenvalue greater than one in varimax rotation) used in the measurement of the variables. The scores were further analyzed using one-way analysis of variance, t-tests, Pearson's correlation, and hierarchical multiple linear regression analyses. The cut-off point for the regression analysis to determine significance was set at β (95% confidence interval, P<0.05).
Mean motivation scores (as the percentage of maximum scale scores) were 58.6% for the overall motivation score, 71.0% for the conscientiousness scale, 52.8% for the organizational commitment scale, 58.3% for the intrinsic motivation scale, and 64.0% for organizational burnout scale. Professional category, age, type of the hospital, nonfinancial motivators like performance evaluation and management, staffing and work schedule, staff development and promotion, availability of necessary resources, and ease of communication were found to be strong predictors of health worker motivation. Across the hospitals and professional categories, health workers' overall level of motivation with absolute level of compensation was not significantly associated with their overall level of motivation.
The strongest drivers of all motivation dimensions were found to be nonfinancial human resource management tools, so policy makers and health workforce stake holders should focus on these tools to alleviate motivation problems.
卫生专业人员的动机反映了卫生专业人员与其工作环境之间的相互作用。它可能会影响卫生服务的提供；然而，公立医院工作环境的这一重要属性通常未得到应有的重视。因此，本研究的作者评估了埃塞俄比亚西北部阿姆哈拉西部地区公立医院卫生专业人员的动机水平及相关因素。
2013年6月1日至7月30日，在阿姆哈拉西部的八家公立医院开展了一项基于机构的横断面研究。本研究共纳入304名卫生专业人员。使用SPSS 20.0软件对收集的数据进行分析。通过克朗巴哈α系数评估工具的信度。对测量变量时发现的代表量表（方差最大化旋转中特征值大于1）的项目生成因子得分。使用单因素方差分析、t检验、皮尔逊相关性分析和分层多元线性回归分析对得分进行进一步分析。回归分析确定显著性的截断点设定为β（95%置信区间，P<0.05）。
总体动机得分（以最大量表得分的百分比表示）的平均动机得分为58.6%，尽责性量表为71.0%，组织承诺量表为52.8%，内在动机量表为58.3%，组织倦怠量表为64.0%。专业类别、年龄、医院类型、绩效评估和管理等非财务激励因素、人员配备和工作安排、员工发展和晋升、必要资源的可用性以及沟通便利性被发现是卫生工作者动机的有力预测因素。在各医院和专业类别中，卫生工作者的总体动机水平与绝对薪酬水平之间没有显著关联。
所有动机维度的最强驱动因素被发现是非财务人力资源管理工具，因此政策制定者和卫生人力利益相关者应关注这些工具以缓解动机问题。
