| Abstract |
Introduction: In our country in recent years the Public Health system has been tested with major budget cuts while the outbreak of the COVID 19 pandemic has shown that the key factor to cope with a crisis system is the man-worker of the front line.
The human resources in public hospitals during the financial crisis have been tragically reduced with consequences not only for the care of patients but also for the physical and mental exhaustion of the remaining staff (Euthymia I, 2008).
Strengthening the Nursing staff to the current requirements by implementing a system of providing realistic incentives is a necessity for a modern leadership with a vision to make the most of the skills and abilities of each employee. Empowerment practices by providing specialized incentives to Nursing staff contribute to professional satisfaction and the achievement of the goals of Health Services (Gitona M, 2004).
The purpose of this study is: to investigate the most important motivating factors related to the professional satisfaction of Nurses, to determine their characteristics and to correlate them with demographic and social factors.
Methods: The type of research that was carried out is a simultaneous observational study that took place in 11 clinics of the First Pathological Department of PAGNI. The study population consisted of 89 participating Nurses who come from different levels of education.
For the conduct of the research, a written permission was preceded by the E.H.DE of the University of Crete and by the 7th Health District.
A weighted questionnaire with two closed-ended questionnaires was used. The first section
11
included 29 questions related to motivation while the second section contained 9 questions with demographic and social characteristics.
The "Nursing Staff Motivation" questionnaire was used of the Serb et al., for which the manufacturers' permission was requested for its use.
Participation in the research was voluntary, the completion of the questionnaires was anonymous and there was provision to ensure the personal data of the participating Nurses.
The questionnaires and the information and consent forms of the participants in the research were distributed and collected by the hand of the researcher.
The analysis was performed in the statistical program IBM SPSS Statistics 24.0 with α = 0.05.For the statistical processing of the data, parametric and non-parametric tests were performed.
Results: The analysis of the research results shows that the nursing staff is motivated by a set of internal and minimal external rewards.
The research suggests that the most important factors of job satisfaction that Nurses receive concerns the internal rewards. Ethical rewards such as bosses' appreciation of the project and relationships with colleagues are the most important motivators and account for 64% of all survey participants.
Respondents' satisfaction was focused on factors such as the importance of work in relation to patients, opportunities for individual development and education, freedom of expression and action, a fair work schedule, while dissatisfaction factors focus on low wages and the work environment.
From the demographic factors emerges an important element that concerns the age maturity of the participants in the research. The percentage of the participants in the research over the age of 45 amounts to 34.1%. This finding raises concerns compared to the shift schedule work which amounts to a high percentage of 94.3% and is related to the performance of employees
This parameter shows the need to renew the human resources in the Health Services. The above findings are supported by data from similar studies in Greece.
Conclusions: The questionnaire used in the research process seemed to capture the most important factors of motivation and professional satisfaction of the nursing staff.
Nurses in the hospital setting are motivated more by endogenous motivations and less by external motivations. This finding can be a basis for planning and a reference point by the administrations of the Hospitals for increasing the efficiency and the satisfaction of the employees.
In addition, promoting the value of the dynamics of internal rewards has no cost. The training and commitment of public officials to the importance of implementing a system of internal rewards is a key factor for human resources to perform to its full potential.
Keywords: Motivation - motivating factors, rewards, job satisfaction, efficiency, Nursing leadership and Management.
|
Παρακίνηση προσωπικού και επαγγελματική ικανοποίηση. : στάσεις και απόψεις των νοσηλευτών του παθολογικού τομέα του Πανεπιστημιακού Νοσοκομείου Κρήτης
