Karaferis Dimitris, Aletras Vassilis, Raikou Maria, Niakas Dimitris
Department of Health Economics, Medical School, National and Kapodistrian University of Athens, Athens, Greece.
Department of Business Administration, University of Macedonia, Thessaloniki, Greece.
Mater Sociomed. 2022 Sep;34(3):216-224. doi: 10.5455/msm.2022.34.216-224.
Low level of health professionals' work motivation is a critical challenge for countries' health care system. A survey of ministries of health in many countries showed that low motivation was seen as the second most important health workforce problem after staff shortages.
The aim of the study was to examine in detail the factors which can affect motivation and work engagement, to assess the motivation levels of personnel working in public hospitals and to identify any differences between the various categories of healthcare professionals employed at the 1st Regional Health Authority of Attica.
Frederick Herzberg's motivation-hygiene theory was used as the theoretical framework. Twelve phrases were used that correspond to intrinsic and extrinsic motivating factors, namely achievement, recognition, nature of work, responsibility, advancement, growth, organizational policies, supervision, interpersonal relationships, working conditions, salary and job security. Phrases 1-6 covered the internal motivators and 7-12 correspond to the external. Additional questions were added covering the socio-demographic characteristics of respondents.
The response rate was 81.95% and 3,278 questionnaires were collected. Findings suggest that extrinsic motivation factors have slightly higher mean scores (MS=8.30) than intrinsic motivation factors (7.81). The role of factors like salary (9.31), organizational policies (8.91), growth (8.89) and job security (8.86) was significant. However, every category of hospital staff is affected in a different way and degree by each factor. In periods of crisis, the need of extrinsic factors of motivation increased.
Providing a motivating environment for employees becomes more fundamental in the healthcare system. Motivation of healthcare employees was affected by factors related to supervision, financial benefits, job training and growth. Efforts should be made to provide such benefits to health employees as appropriate especially, to those who did not get any such benefits. Officially recognizing best performance is suggested.
卫生专业人员工作积极性不高是各国医疗保健系统面临的一项严峻挑战。对许多国家卫生部的一项调查显示，工作积极性不高被视为仅次于人员短缺的第二大重要卫生人力问题。
本研究旨在详细考察可能影响积极性和工作投入度的因素，评估公立医院工作人员的积极性水平，并确定阿提卡第一地区卫生局雇佣的各类医疗保健专业人员之间的差异。
以弗雷德里克·赫茨伯格的激励 - 保健理论作为理论框架。使用了十二个与内在和外在激励因素相对应的短语，即成就、认可、工作性质、责任、晋升、成长、组织政策、监督、人际关系、工作条件、薪资和工作保障。短语1 - 6涵盖内在激励因素，7 - 12对应外在激励因素。还增加了涵盖受访者社会人口特征的其他问题。
回复率为81.95%，共收集到3278份问卷。研究结果表明，外在激励因素的平均得分（MS = 8.30）略高于内在激励因素（7.81）。薪资（9.31）、组织政策（8.91）、成长（8.89）和工作保障（8.86）等因素的作用显著。然而，每类医院工作人员受各因素影响的方式和程度各不相同。在危机时期，对外在激励因素的需求增加。
在医疗保健系统中，为员工提供激励环境变得更为根本。医疗保健员工的积极性受到与监督、经济利益、职业培训和成长相关因素的影响。应努力为卫生员工，尤其是那些未获得此类福利的员工，适当提供此类福利。建议官方认可最佳表现。
