1

JOB MOTIVATION IN HEALTHCARE

An Organizational Psychology Research

Group Members:

HR-A001 Purva Rathore

HR-A009 Mahima Gupta

HR-A017 Arushi Agarwal

HR-A025 Tushar Nagar

HR-A041 Anshuman Singh
 2

TABLE OF CONTENT
Introduction……………………………………………………………………………3

Literature Review……………………………………………………………………...3

Questionnaire………………………………………………………………………….7

References…………………………………………………………………………….8
 3

Introduction
The current healthcare system is essential to maintain the health and well-being of the citizens of
the country. This means that the healthcare sector must be very demanding with the high
standard of work required. This field requires highly motivated and committed professionals who
can meet the challenges of providing quality patient care. Job motivation can be essential since it
has a direct impact on employee performance, job satisfaction, retention rates, and patient
outcomes. Despite the importance of this issue, healthcare organizations often face high turnover
rates and burnout among staff, highlighting the need for practical methods to improve employee
motivation.
Understanding factors that contribute to motivation in healthcare seems important to develop
policies that promote a motivated and engaged workforce. Main factors are supportive leaders,
growth opportunities, positive organizational culture and safe working environment.
The impact of job motivation not only influences the performance of healthcare organizations but
also the individual personnel. Motivated employees are more likely to show better performance,
provide better patient care, and they have a tendency to contribute more to a positive work
environment and vice versa.
Literature Review
Introduction to Motivation in the Workplace

The definition of motivation is the combined process of initiating, guiding, and maintaining goal
directed behaviours. Motivation refers to driving forces that trigger people’s act and value efforts
invested towards attaining coveted ends. From this, it can be deduced that motivation in the
workplace plays a great role in ensuring that workers not only get themselves to do their work
but also ensure its completion. Broadly, the basis of motivation can be categorized as intrinsic
and extrinsic.

Intrinsic and extrinsic motivation

Intrinsic motivation results from internal factors, which relate to personal growth and job
satisfaction in work itself. One of the important ways through which workers who are
intrinsically motivated by their jobs find meaning and enjoyment in the tasks assigned, thus
enhancing commitment and, accordingly, better performance, can be illustrated by the case of a
healthcare professional: one who has built up pleasure in her patient care and in the possibility
for personal growth is likely to be highly intrinsically motivated.

Extrinsic Motivation: Extrinsically, it is driven by factors extrinsic or outside the individual,

which may entail salary, benefits, job security, and recognition. While these are very essential
elements, they tend to offer short-term motivation and usually do not retain long-lasting
engagements. For example, a nurse whose motivation comes from the salary may perform very
well, but with time, his or her engagement may dwindle due to the lack of intrinsic factors.

Motivation in the Health Sector

 4

Motivation within healthcare settings is important because services in this sector are demanding,
and the environment often involves high stakes. Health professionals often work within
challenging situations and therefore need to have resilience, a high degree of commitment, and
empathic concern. Proper motivation ensures the enhancement of engagement and proper
performance of duties, which also impacts positively on patient outcome and healthcare quality
in general.

Impact on Patient Care: Motivated healthcare workers will deliver better care to patients,
communicate better, and show more empathy towards them. This enhances the satisfaction and
trust of patients in the system.

Employee Retention: There will be less employee turnover due to the high motivation levels
since satisfied and engaged employees will leave their jobs less often. This is quite important in
the healthcare environment where experienced and skilled staff is very hard to replace for the
purposes of maintaining quality service .

Factors Impacting Job Motivation in Healthcare

Several different factors have a influence over job motivation in healthcare, and these factors can
be broadly classified as intrinsic factors and extrinsic factors.

Intrinsic Factors:
Intrinsic incentives are the contentment derived from the nature of the work itself. Generally, if
there is a meaningful and rewarding nature of work, then the health professionals will have more
intrinsic motivation.

Growth: This is the last of the motivators. Chances for professional development and career
growth are very important for enhancing intrinsic motivation. Continuous learning and
developing skills keep employees engaged and motivated.

Work Environment: An encouraging and conducive work environment enhances intrinsic

motivation. This constitutes an atmosphere of teamwork, open communication, and respect from
fellow colleagues.

Extrinsic Factors:
Compensation and Benefits: A good competitive salary package and benefits are the fundamental
extrinsic motivators. Monetary return provides a sense of security and appreciation for the hard
work and effort of healthcare professionals.

Job Security: Employment guarantee is one of the primary examples of extrinsic motivators.
Having job security reduces the level of stress and allows workers to perform their duties without
fear since any stress forces people to work more, thus resulting in a better performance at the end
.
 5

Recognition and Rewards: Recognizing the work and efforts outside work increases the extrinsic
motivation that seems to push employees to work harder. Recognition can be offered in terms of
bonuses, promotions, and public declaration and praise for work well done, among others
(Lambrou et al., 2010).

Empirical Studies about Motivation in Healthcare

Conrad, Ghosh, and Isaacson, 2015: In this study researchers tried to find the reason behind
physicians’ main motivation and whether leaders understand these factors. Their questionnaire
completed by physicians and physician leaders from Minneapolis and St. Paul presented that
generally speaking physicians and physician leaders have approximately the same perceptions
about the relative importance of motivating factors. However, physicians were more worried
about interesting work and job security compared to their leaders. This thus means that leaders
should bring along elements of variety and challenge to the physicians' work to maintain their
motivation.

Kovach, 1987: Kovach argued more about that when income reaches a certain level, money
becomes less a motivator, especially when one gets older, but interesting work becomes more
significant. This also shows that health care motivation is complex and can't rely on financial
motivation only.

Motivation and Organizational Effectiveness

Motivation has significant effects on the effectiveness of organizations and on employees'
performances regarding health sectors. The most likely motivated workers are:

To have higher performance: they become keen on excelling in their duties, hence increasing the
quality of patient care and efficiency in organizations.

To demonstrate commitment: they will be dedicated to their jobs and to the organization, which
decreases absenteeism and thus reduces turnover rates. Ghosh et al., 2013.

Better Outcomes for Patients: High levels of motivation are related to better patient outcome
since interested health professionals become more focused, sympathetic, and dedicated to the
patients' care .

Organizational Culture and Employee Motivation

The potent influence of motivation and consequent performance of employees is the
organizational culture. Organizational culture is understood as the shared beliefs and values,
norms, but it influences behavior and attitude in the organization.

Positive Organizational Culture: A positive organization begets a culture that yields frequent
recognition, security about the job, and growth opportunities among its employees. Employees
with a positive perception of organizational culture will be more motivated than their
counterparts who do not hold this view.
 6

It was concluded that intrinsic motivation is inextricably linked with extrinsic factors. The
employees responded that good working conditions, recognition, as well as developmental
opportunities acted as intrinsic motivators; on the other hand, job security and remuneration were
extrinsic factors.

Developing Intrinsic Motivation

Intrinsic motivation is developed in an environment where a person finds personal satisfaction
and meaning in the job that he or she is currently holding. Some strategies to enhance intrinsic
motivation are:

Understanding the Big Picture: Allowing employees to relate their job to organizational aims
provides them with a sense of purpose and thus instills the motivation necessary.

Avoiding Senseless Repetition: Providing diversified and challenging work assignments prevents
anything akin to tedium from creeping in and thus fosters engagement.It is well said that people
often report feeling happy and fulfilled if challenges are high and skills are high.

Helping Others: Altruistic behaviors, such as helping colleagues, can enhance intrinsic
motivation because this action fulfills the basic need of relatedness as described by Ryan & Deci.

Frustration Management: Effective regulation of emotion and reflection of thought support very
minimal negative emotions and support long-term goal attainment. Gross, 1998.

Sources of learning in routine activities: Continuous learning and development in routine

activities enables the taking of intrinsic motivation.

Intrinsic motivation is the real foundation for superior performance in healthcare. The more that
is known about intrinsic motivation, the more the management can develop a proper enriching
environment for employees to foster their job satisfaction, engagement, and productivity. Some
of the most common practices adhering to intrinsic motivation include understanding the bigger
picture, avoiding mindless repetition of tasks, helping colleagues, managing frustrations, and
turning routine activities into learning. Emphasis on intrinsic motivation benefits well-being and
organizational success by creating a positive and sustainable work culture.

QUESTIONNAIRE
1. Name
 7

2. Age
3. Contact Details.
4. What is your role in the healthcare sector?
5. For how many years have you worked in healthcare?
6. What type of health care facility do you work in?
7. Does your current job role satisfies you?
8. Your satisfaction level with current work-life balance?
9. How important are the following in keeping you motivated at work? (Scale of 1 - 5, whereas 1
is "not important/negligible significance" & 5 is "very important")
 Job security
 Interesting and challenging work
 Financial Incentives
 Professional development opportunities
 Recognition and appreciation
 Supportive leadership
 Positive organizational culture
 Safe working environment
10. How would you rate the support you get from your leaders?
11. How do you feel about the organizational culture in your workplace?
12. Are you satisfied with the professional growth opportunities available to you?
13. How important are professional development opportunities to your overall job satisfaction?
14. How often do you feel a sense of personal satisfaction from your work?
15.Is it important for you to figure out how your work contributes towards the overall goals of
the organization?
16. Are financial rewards, salaries, bonuses) important to your job motivation?
17. How often have your supervisors given you recognition for your work?
18. How secure do you feel about your present job?
19. How will you rate the safety of your working environment?
20. What suggestions would you give on motivation and job satisfaction in your workplace?

References
 8

1. Conrad D., Ghosh, A. and Isaacson, M. (2015), "Employee motivation factors: A

comparative study of the perceptions between physicians and physician leaders", International
Journal of Public Leadership, Vol. 11 No. 2, pp. 92-106. https://doi.org/10.1108/IJPL-01-2015-
0005

2. Kovach, K. A. (1987). What motivates employees? Workers and supervisors give different
answers. Business Horizons, 30(5), 58-65.

3. Uzma, M. P., Siddiqui, A., & Farshad, M. (2020). Impact of motivation on employee
performance: A case study of liaquat university of medical and health sciences hospital.
International Research Journal of Arts and Humanities, 48(48), 193. Retrieved from
https://www.proquest.com/scholarly-journals/impact-motivation-on-employee-performance-
case/docview/2621912106/se-2

4. Lambrou, P., Kontodimopoulos, N. & Niakas, D. Motivation and job satisfaction among
medical and nursing staff in a Cyprus public general hospital. Hum Resour Health 8, 26 (2010).
https://doi.org/10.1186/1478-4491-8-26

5. De Simone, S., Planta, A., and Cicotto, G. (2018). The role of job satisfaction, work
engagement, self-efficacy and agentic capacities on nurses' turnover intention and patient
satisfaction. Applied Nursing Research, 39, 130-140. https://doi.org/10.1016/j.apnr.2017.11.004

6. Tekingündüz, S., Top, M., Tengilimoğlu, D., & Karabulut, E. (2015). Effect of
organisational trust, job satisfaction, individual variables on the organisational commitment in
healthcare services. Total Quality Management & Business Excellence, 28(5–6), 522–541.
https://doi.org/10.1080/14783363.2015.1099428

7. Salleh, R., Nair, M. S., & Harun, H. (2012). Job satisfaction, organizational commitment,
and turnover intention: A case study on employees of a retail company in Malaysia. International
Journal of Economics and Management Engineering, 6(12), 3429-3436.
 Similarity Report

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Summary
 1

JOB MOTIVATION IN HEALTHCARE

An Organizational Psychology Research

Group Members:

HR-A001 Purva Rathore

HR-A009 Mahima Gupta

HR-A017 Arushi Agarwal

HR-A025 Tushar Nagar

HR-A041 Anshuman Singh
 2

TABLE OF CONTENT
Introduction……………………………………………………………………………3

Literature Review……………………………………………………………………...3

Questionnaire………………………………………………………………………….7

References…………………………………………………………………………….8
 3

Introduction
The current healthcare system is essential to maintain the health and well-being of the citizens of
the country. This means that the healthcare sector must be very demanding with the high
standard of work required. This field requires highly motivated and committed professionals who
can meet the challenges of providing quality patient care. Job motivation can be essential since it
has a direct impact on employee performance, job satisfaction, retention rates, and patient
outcomes. Despite the importance of this issue, healthcare organizations often face high turnover
rates and burnout among staff, highlighting the need for practical methods to improve employee
motivation.
Understanding factors that contribute to motivation in healthcare seems important to develop
policies that promote a motivated and engaged workforce. Main factors are supportive leaders,
growth opportunities, positive organizational culture and safe working environment.
The impact of job motivation not only influences the performance of healthcare organizations but
also the individual personnel. Motivated employees are more likely to show better performance,
provide better patient care, and they have a tendency to contribute more to a positive work
environment and vice versa.
Literature Review
Introduction to Motivation in the Workplace

The definition of motivation is the combined process of initiating, guiding, and maintaining goal
directed behaviours. Motivation refers to driving forces that trigger people’s act and value efforts
invested towards attaining coveted ends. From this, it can be deduced that motivation in the
workplace plays a great role in ensuring that workers not only get themselves to do their work
but also ensure its completion. Broadly, the basis of motivation can be categorized as intrinsic
and extrinsic.

Intrinsic and extrinsic motivation

Intrinsic motivation results from internal factors, which relate to personal growth and job
satisfaction in work itself. One of the important ways through which workers who are
intrinsically motivated by their jobs find meaning and enjoyment in the tasks assigned, thus
enhancing commitment and, accordingly, better performance, can be illustrated by the case of a
healthcare professional: one who has built up pleasure in her patient care and in the possibility
for personal growth is likely to be highly intrinsically motivated.

Extrinsic Motivation: Extrinsically, it is driven by factors extrinsic or outside the individual,

which may entail salary, benefits, job security, and recognition. While these are very essential
elements, they tend to offer short-term motivation and usually do not retain long-lasting
engagements. For example, a nurse whose motivation comes from the salary may perform very
well, but with time, his or her engagement may dwindle due to the lack of intrinsic factors.

Motivation in the Health Sector

 4

Motivation within healthcare settings is important because services in this sector are demanding,
and the environment often involves high stakes. Health professionals often work within
challenging situations and therefore need to have resilience, a high degree of commitment, and
empathic concern. Proper motivation ensures the enhancement of engagement and proper
performance of duties, which also impacts positively on patient outcome and healthcare quality
in general.

Impact on Patient Care: Motivated healthcare workers will deliver better care to patients,
communicate better, and show more empathy towards them. This enhances the satisfaction and
trust of patients in the system.

Employee Retention: There will be less employee turnover due to the high motivation levels
since satisfied and engaged employees will leave their jobs less often. This is quite important in
the healthcare environment where experienced and skilled staff is very hard to replace for the
purposes of maintaining quality service .

Factors Impacting Job Motivation in Healthcare

9
Several different factors have a influence over job motivation in healthcare, and these factors can
be broadly classified as intrinsic factors and extrinsic factors.

Intrinsic Factors:
Intrinsic incentives are the contentment derived from the nature of the work itself. Generally, if
there is a meaningful and rewarding nature of work, then the health professionals will have more
intrinsic motivation.

Growth: This is the last of the motivators. Chances for professional development and career
growth are very important for enhancing intrinsic motivation. Continuous learning and
developing skills keep employees engaged and motivated.

Work Environment: An encouraging and conducive work environment enhances intrinsic

motivation. This constitutes an atmosphere of teamwork, open communication, and respect from
fellow colleagues.

Extrinsic Factors:
Compensation and Benefits: A good competitive salary package and benefits are the fundamental
extrinsic motivators. Monetary return provides a sense of security and appreciation for the hard
work and effort of healthcare professionals.

Job Security: Employment guarantee is one of the primary examples of extrinsic motivators.
Having job security reduces the level of stress and allows workers to perform their duties without
fear since any stress forces people to work more, thus resulting in a better performance at the end
.
 5

Recognition and Rewards: Recognizing the work and efforts outside work increases the extrinsic
motivation that seems to push employees to work harder. Recognition can be offered in terms of
bonuses, promotions, and public declaration and praise for work well done, among others
(Lambrou et al., 2010).

Empirical Studies about Motivation in Healthcare

Conrad, Ghosh, and Isaacson, 2015: In this study researchers tried to find the reason behind
physicians’ main motivation and whether leaders understand these factors. Their questionnaire
completed by physicians and physician leaders from Minneapolis and St. Paul presented that
generally speaking physicians and physician leaders have approximately the same perceptions
about the relative importance of motivating factors. However, physicians were more worried
about interesting work and job security compared to their leaders. This thus means that leaders
should bring along elements of variety and challenge to the physicians' work to maintain their
motivation.

Kovach, 1987: Kovach argued more about that when income reaches a certain level, money
becomes less a motivator, especially when one gets older, but interesting work becomes more
significant. This also shows that health care motivation is complex and can't rely on financial
motivation only.

Motivation and Organizational Effectiveness

Motivation has significant effects on the effectiveness of organizations and on employees'
performances regarding health sectors. The most likely motivated workers are:

To have higher performance: they become keen on excelling in their duties, hence increasing the
quality of patient care and efficiency in organizations.

To demonstrate commitment: they will be dedicated to their jobs and to the organization, which
decreases absenteeism and thus reduces turnover rates. Ghosh et al., 2013.

Better Outcomes for Patients: High levels of motivation are related to better patient outcome
since interested health professionals become more focused, sympathetic, and dedicated to the
patients' care .

Organizational Culture and Employee Motivation

The potent influence of motivation and consequent performance of employees is the
1
organizational culture. Organizational culture is understood as the shared beliefs and values,
norms, but it influences behavior and attitude in the organization.

Positive Organizational Culture: A positive organization begets a culture that yields frequent
10
recognition, security about the job, and growth opportunities among its employees. Employees
with a positive perception of organizational culture will be more motivated than their
counterparts who do not hold this view.
 6

It was concluded that intrinsic motivation is inextricably linked with extrinsic factors. The
employees responded that good working conditions, recognition, as well as developmental
opportunities acted as intrinsic motivators; on the other hand, job security and remuneration were
extrinsic factors.

Developing Intrinsic Motivation

Intrinsic motivation is developed in an environment where a person finds personal satisfaction
and meaning in the job that he or she is currently holding. Some strategies to enhance intrinsic
motivation are:

Understanding the Big Picture: Allowing employees to relate their job to organizational aims
provides them with a sense of purpose and thus instills the motivation necessary.

Avoiding Senseless Repetition: Providing diversified and challenging work assignments prevents
anything akin to tedium from creeping in and thus fosters engagement.It is well said that people
often report feeling happy and fulfilled if challenges are high and skills are high.

Helping Others: Altruistic behaviors, such as helping colleagues, can enhance intrinsic
motivation because this action fulfills the basic need of relatedness as described by Ryan & Deci.

Frustration Management: Effective regulation of emotion and reflection of thought support very
minimal negative emotions and support long-term goal attainment. Gross, 1998.

Sources of learning in routine activities: Continuous learning and development in routine

activities enables the taking of intrinsic motivation.

Intrinsic motivation is the real foundation for superior performance in healthcare. The more that
is known about intrinsic motivation, the more the management can develop a proper enriching
environment for employees to foster their job satisfaction, engagement, and productivity. Some
of the most common practices adhering to intrinsic motivation include understanding the bigger
picture, avoiding mindless repetition of tasks, helping colleagues, managing frustrations, and
turning routine activities into learning. Emphasis on intrinsic motivation benefits well-being and
organizational success by creating a positive and sustainable work culture.

QUESTIONNAIRE
1. Name
 7

2. Age
3. Contact Details.
4. What is your role in the healthcare sector?
5. For how many years have you worked in healthcare?
6. What type of health care facility do you work in?
7. Does your current job role satisfies you?
8. Your satisfaction level with current work-life balance?
9. How important are the following in keeping you motivated at work? (Scale of 1 - 5, whereas 1
is "not important/negligible significance" & 5 is "very important")
 Job security
 Interesting and challenging work
 Financial Incentives
 Professional development opportunities
 Recognition and appreciation
 Supportive leadership
 Positive organizational culture
 Safe working environment
10. How would you rate the support you get from your leaders?
11. How do you feel about the organizational culture in your workplace?
12. Are you satisfied with the professional growth opportunities available to you?
13. How important are professional development opportunities to your overall job satisfaction?
14. How often do you feel a sense of personal satisfaction from your work?
15.Is it important for you to figure out how your work contributes towards the overall goals of
the organization?
16. Are financial rewards, salaries, bonuses) important to your job motivation?
17. How often have your supervisors given you recognition for your work?
18. How secure do you feel about your present job?
19. How will you rate the safety of your working environment?
20. What suggestions would you give on motivation and job satisfaction in your workplace?

References
 8

3
1. Conrad D., Ghosh, A. and Isaacson, M. (2015), "Employee motivation factors: A
comparative study of the perceptions between physicians and physician leaders", International
Journal of Public Leadership, Vol. 11 No. 2, pp. 92-106. https://doi.org/10.1108/IJPL-01-2015-
0005
7
2. Kovach, K. A. (1987). What motivates employees? Workers and supervisors give different
answers. Business Horizons, 30(5), 58-65.
5
3. Uzma, M. P., Siddiqui, A., & Farshad, M. (2020). Impact of motivation on employee
performance: A case study of liaquat university of medical and health
8
sciences hospital.
International Research Journal of Arts and Humanities, 48(48), 193. Retrieved from
https://www.proquest.com/scholarly-journals/impact-motivation-on-employee-performance-
case/docview/2621912106/se-2
1
4. Lambrou, P., Kontodimopoulos, N. & Niakas, D. Motivation and job satisfaction among
medical and nursing staff in a Cyprus public general hospital. Hum Resour Health 8, 26 (2010).
https://doi.org/10.1186/1478-4491-8-26
4
5. De Simone, S., Planta, A., and Cicotto, G. (2018). The role of job satisfaction, work
engagement, self-efficacy and agentic capacities on nurses' turnover intention and patient
satisfaction. Applied Nursing Research, 39, 130-140. https://doi.org/10.1016/j.apnr.2017.11.004
2
6. Tekingündüz, S., Top, M., Tengilimoğlu, D., & Karabulut, E. (2015). Effect of
organisational trust, job satisfaction, individual variables on the organisational commitment in
healthcare services. Total Quality Management & Business Excellence, 28(5–6), 522–541.
https://doi.org/10.1080/14783363.2015.1099428
6
7. Salleh, R., Nair, M. S., & Harun, H. (2012). Job satisfaction, organizational commitment,
and turnover intention: A case study on employees of a retail company in Malaysia. International
Journal of Economics and Management Engineering, 6(12), 3429-3436.
 Similarity Report

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