J Am Pharm Assoc (2003). 2024 Jan-Feb;64(1):104-110. doi: 10.1016/j.japh.2023.11.008. Epub 2023 Nov 7.
Pharmacists' and pharmacy technicians' stress and job turnover are at an all-time high. Both intrinsic motivations and extrinsic rewards play key roles in workplace satisfaction. Differences in workplace satisfaction have been identified when comparing chain pharmacies, independent pharmacies, and health systems work settings.
Cognitive evaluation theory was applied to explore the influence of intrinsic motivations and extrinsic rewards on both pharmacists' and pharmacy technicians' perceptions of motivations and rewards across various workplace settings.
A 92-item questionnaire was administered to 129 pharmacists and 111 pharmacy technicians. Participants were primarily recruited at a state pharmacy association annual meeting and via online forums. The questionnaire captured participant demographics including role and work setting (i.e., chain, independent, or health systems), demographic variables, and perceptions about work including autonomy, competence, relationships, pay satisfaction, and benefit satisfaction.
A 2-way multivariate analysis of covariance was conducted to test hypothesized differences by role (pharmacist or pharmacy technician) and setting (chain, independent, or health systems). Results show pharmacy personnel in independent and hospital systems settings felt more positive about relationships, competence, pay satisfaction, and benefit satisfaction than those in chain settings. There were no role differences between pharmacists and pharmacy technicians on these outcomes.
These findings highlight challenges of working in chain pharmacy environments. Results reveal that although pay does not differ across work settings, feelings about both the work and compensation satisfaction do vary across settings. Because role did not drive these relationships, this suggests a need to attend to working conditions for pharmacy personnel.
Intrinsic motivation elements of competence and relationships are statistically different among employment settings. Relationships and feelings of competence are perceived more favorably in independent and health systems, rather than chain settings. More studies on intrinsic motivations of pharmacy employees within these settings are needed.
药剂师和药剂技术员的压力和离职率达到历史新高。内在动机和外在奖励在工作场所满意度方面都起着关键作用。在比较连锁药店、独立药店和医疗系统工作环境时，已经发现了工作场所满意度的差异。
应用认知评价理论探讨内在动机和外在奖励对不同工作场所环境中药剂师和药剂技术员对动机和奖励的感知的影响。
对 129 名药剂师和 111 名药剂技术员进行了一项 92 项的问卷调查。参与者主要是在州药剂师协会年会上和在线论坛上招募的。问卷收集了参与者的人口统计学信息，包括角色和工作环境（即连锁、独立或医疗系统）、人口统计学变量以及对工作的看法，包括自主性、能力、关系、薪酬满意度和福利满意度。
进行了 2 因素协方差分析，以检验角色（药剂师或药剂技术员）和环境（连锁、独立或医疗系统）的假设差异。结果表明，独立和医院系统环境中的药剂人员对关系、能力、薪酬满意度和福利满意度的看法比连锁环境中的人员更为积极。在这些结果上，药剂师和药剂技术员之间没有角色差异。
这些发现强调了在连锁药店环境中工作的挑战。结果表明，尽管工作环境不同，但对工作和薪酬满意度的感受确实存在差异。由于角色没有驱动这些关系，这表明需要关注药剂人员的工作条件。
在就业环境中，能力和关系的内在动机因素存在统计学差异。在独立和医疗系统环境中，而不是在连锁环境中，对关系和能力的感觉更为有利。需要对这些环境中药剂员工的内在动机进行更多研究。
