An Investigation of Healthcare Professionals’ Motivation in Public and Mission Hospitals in Meru County, Kenya
Abstract
:1. Introduction
- What are the most important and strongly supported motivational subscales among healthcare professionals?
- What are the intrinsic and extrinsic motivators comprising healthcare professionals’ overall motivation?
- Is there a statistically significant relationship between healthcare professionals’ overall motivation and hospital ownership?
- What are the statistically significant differences between the mean ratings of motivational outcomes in public and mission hospitals?
Theoretical Framework
2. Materials and Methods
2.1. Study Setting and Sample
2.2. Data Collection
2.3. Data Analysis
2.4. Ethical Considerations
3. Results
3.1. Sociodemographic Characteristics
3.2. Motivation Outcomes
3.3. Relative Importance Index
3.4. Mean Absolute Deviation from the Median (MADM)
3.5. ANOVA Results
3.6. Multivariate Regression
4. Discussion
5. Conclusions
6. Limitations
7. Areas for Future Studies
Supplementary Materials
Author Contributions
Funding
Acknowledgments
Conflicts of Interest
Appendix A
Motivational Subscales | Reliability Coefficient |
---|---|
General motivation | 0.348 |
Burnout | 0.570 |
Job satisfaction | 0.399 |
Intrinsic job satisfaction | 0.588 |
Organizational commitment | 0.786 |
Conscientiousness | 0.649 |
Timeliness and attendance | 0.611 |
Overall Cronbach’s alpha (internal consistency) | 0.851 |
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Variable | Description |
---|---|
Hospital ownership (X1) | 0 = Public hospital; 1 = Mission hospital. |
Sex (X2) | 0 = Male; 1 = Female |
Age (X3) | Participants’ age in years. |
Income per month in Kenyan Shillings (X4) | 0 = ≤ 15,000 to 45,000; 1 = 45,999–105,999 or more. |
Marital status (X5) | 0 = Single, Divorced, or Widowed; 1 = Married |
Qualifications (X6) | 0 = Certificate and Diploma; 1 = Bachelor’s degree or higher. |
Years of experience (X7) | Participants’ years of professional practice. |
HRH professional cadre (X8) | 0 = nonclinical healthcare professionals (medical laboratory scientists, public health specialists, nutritionists, physiotherapists, radiologists, and health records officers). 1 = clinical healthcare professionals (physicians, specialists, nurses, dentists, pharmacists, clinical officers, and mental health practitioners). |
Type of employment (X9) | 0 = Part-time; 1 = Full-time. |
In-service training (X10) | 0 = No; 1 = Yes |
Hours worked per week (X11) | The number of hours participants work per week. |
Household size (X12) | The number of people in the respondent’s household, including themselves. |
Staff housing (X13) | 0 = No; 1 = Yes |
Consistent supply of water (X14) | 0 = No; 1 = Yes |
Occurrence of water unavailability (X15) | 0 = No; 1 = Yes |
Safe drinking water (X16) | 0 = No; 1 = Yes |
Acceptable main source of water (X17) | 0 = No; 1 = Yes |
Type of toilet facility (X18) | 0 = Flush or pour flush; 1 = Pit latrine. |
Risk when using toilet facility (X19) | 0 = No; 1 = Yes |
Hospital disposal of garbage (X20) | 0 = Informal disposal (informal collection service, disposal in a designated area, disposal within the hospital compound, disposal elsewhere (burning, burying, or other)); 1 = Formal collection service. |
Availability of soap for handwashing (X21) | 1 = Yes; 0 = No |
Constant availability of soap (X22) | 1 = Yes; 0 = No |
Handwashing station ≤5 m from the toilet (X23) | 1 = Yes; 0 = No |
Workplace safety and health committee (X24) | 1 = Yes; 0 = No |
Overall safety of hospital working environment (X25) | The perceived overall safety of the hospital (continuous variable). |
Motivational Outcomes | Overall (n = 553) | Public Hospitals (n = 434) | Mission (Faith-Based) Hospitals (n = 119) |
---|---|---|---|
General motivation | 3.38 (0.50) | 3.36 (0.51) | 3.44 (0.48) |
Burnout | 3.36 (0.05) | 3.33 (0.05) | 3.46 (0.06) |
Job satisfaction | 3.81 (0.22) | 3.80 (0.18) | 3.86 (0.36) |
Intrinsic job satisfaction | 4.16 (0.07) | 4.17 (0.06) | 4.09 (0.18) |
Organizational commitment | 3.34 (0.60) | 3.34 (0.59) | 3.33 (0.62) |
Conscientiousness | 4.37 (0.11) | 4.39 (0.11) | 4.30 (0.16) |
Timeliness and attendance | 4.21 (0.04) | 4.16 (0.03) | 4.39 (0.06) |
Motivational Outcomes | Relative Importance Index | Importance |
---|---|---|
Conscientiousness | 0.737 | 1 |
Organizational commitment | 0.722 | 2 |
Intrinsic job satisfaction | 0.689 | 3 |
Job satisfaction | 0.621 | 4 |
General motivation | 0.610 | 5 |
Burnout | 0.529 | 6 |
Timeliness and attendance | 0.358 | 7 |
Construct | Questions | Number (%) Rating < 4 | Median | MAD 1 | MADM 2 |
---|---|---|---|---|---|
General motivation | These days, I feel motivated to work as hard as I can. | 198 (35.80) | 4 | 1 | 0.89 |
I only do this job so that I get paid at the end of the month. | 210 (37.97) | 4 | 1 | 0.93 | |
I do this job as it provides long-term security for me. | 390 (70.52) | 3 | 1 | 1.01 | |
Burnout | I feel emotionally drained at the end of every day. | 270 (48.82) | 4 | 1 | 1.00 |
Sometimes when I get up in the morning, I dread having to face another day at work. | 269 (48.64) | 4 | 2 | 1.54 | |
Job satisfaction | Overall, I am very satisfied with my job. | 214 (38.70) | 4 | 1 | 0.86 |
I am not satisfied with my colleagues in my ward. | 134 (24.23) | 4 | 1 | 0.85 | |
I am satisfied with my supervisor. | 190 (34.36) | 4 | 1 | 0.76 | |
Intrinsic job satisfaction | I am satisfied with the opportunity to use my abilities in my job. | 97 (17.54) | 4 | 1 | 0.66 |
I am satisfied that I accomplish something worthwhile in this job. | 87 (15.73) | 4 | 1 | 0.65 | |
I do not think that my work in the hospital is valuable these days. | 132 (23.87) | 5 | 0 | 0.89 | |
Organizational commitment | I am proud to be working for this hospital. | 153 (27.67) | 4 | 1 | 0.68 |
I find that my values and this hospital’s values are very similar. | 247 (44.67) | 4 | 1 | 0.78 | |
I am glad that I work for this facility rather than other facilities in the country. | 266 (48.10) | 4 | 1 | 0.88 | |
I feel very little commitment to this hospital. | 477 (86.26) | 2 | 1 | 0.78 | |
This hospital really inspires me to do my very best on the job. | 247 (44.67) | 4 | 1 | 0.85 | |
Conscientiousness | I cannot be relied on by my colleagues at work. | 84 (15.19) | 5 | 0 | 0.63 |
I always complete my tasks efficiently and correctly. | 80 (14.47) | 4 | 1 | 0.66 | |
I am a hard worker. | 49 (8.86) | 5 | 0 | 0.50 | |
I do things that need doing without being asked or told. | 68 (12.30) | 5 | 0 | 0.63 | |
Timeliness and attendance | I am punctual about coming to work. | 93 (16.82) | 4 | 1 | 0.69 |
I am often absent from work. | 109 (19.71) | 5 | 0 | 0.75 | |
It is not a problem if I sometimes come late to work. | 114 (20.61) | 5 | 0 | 0.82 |
Motivation Outcome | Hospital Ownership | Mean | SD | n | F | p |
---|---|---|---|---|---|---|
General motivation | Public | 3.36 | 0.51 | 434 | 2.356 | 0.125 |
Mission | 3.44 | 0.48 | 119 | |||
Burnout | Public | 3.33 | 0.05 | 434 | 576.966 | 0.001 * |
Mission | 3.46 | 0.06 | 119 | |||
Job satisfaction | Public | 3.80 | 0.18 | 434 | 6.318 | 0.012 * |
Mission | 3.86 | 0.36 | 119 | |||
Intrinsic job satisfaction | Public | 4.17 | 0.06 | 434 | 61.193 | 0.001 * |
Mission | 4.09 | 0.18 | 119 | |||
Organizational commitment | Public | 3.34 | 0.59 | 434 | 0.026 | 0.871 |
Mission | 3.33 | 0.62 | 119 | |||
Conscientiousness | Public | 4.39 | 0.11 | 434 | 50.462 | 0.001 * |
Mission | 4.30 | 0.16 | 119 | |||
Timeliness and attendance | Public | 4.16 | 0.03 | 434 | 3342.164 | 0.001 * |
Mission | 4.39 | 0.06 | 119 |
Overall Motivation | Coef. | Standard Error | t-Value | p | Beta |
---|---|---|---|---|---|
Hospital ownership | 0.040 | 1.060 | 0.04 | 0.970 | 0.002 |
Sex | 1.175 | 0.824 | 1.43 | 0.154 | 0.054 |
Age | −0.070 | 0.078 | −0.89 | 0.372 | −0.063 |
Income | −1.658 | 1.055 | −1.57 | 0.117 | −0.069 |
Marital status | −1.198 | 0.938 | −1.28 | 0.202 | −0.055 |
Qualification | −1.595 | 0.881 | −1.81 | 0.071 | −0.071 |
Years of experience | 0.035 | 0.090 | 0.39 | 0.700 | 0.027 |
HRH professional cadre | −0.864 | 0.910 | −0.95 | 0.342 | −0.037 |
Type of employment | −0.023 | 1.677 | −0.01 | 0.989 | −0.001 |
In-service training | 0.364 | 0.888 | 0.41 | 0.682 | 0.016 |
Hours worked per week | −0.010 | 0.030 | −0.34 | 0.732 | −0.013 |
Household size | 0.610 | 0.247 | 2.47 | 0.014 * | 0.110 |
Staff housing | 0.182 | 1.214 | 0.15 | 0.881 | 0.006 |
Consistent supply of water | −0.329 | 1.279 | −0.26 | 0.797 | −0.012 |
Occurrence of water unavailability | −3.858 | 0.865 | −4.46 | <0.001 * | −0.178 |
Safe drinking water | −2.740 | 1.060 | −2.58 | 0.010 * | −0.112 |
Acceptable main source of water | 5.316 | 1.261 | 4.21 | <0.001 * | 0.187 |
Type of toilet facility | 1.524 | 0.953 | 1.60 | 0.110 | 0.061 |
Risk when using toiletry facility | −0.164 | 0.969 | −0.17 | 0.866 | −0.007 |
Hospital disposal of garbage | 1.734 | 1.034 | 1.68 | 0.094 | 0.063 |
Availability of water for handwashing | 0.912 | 1.427 | 0.64 | 0.523 | 0.031 |
Constant availability of soap | 3.049 | 1.701 | 1.79 | 0.074 | 0.079 |
Handwashing station ≤5 m from the toilet | 4.840 | 1.591 | 3.04 | 0.002 * | 0.135 |
Workplace safety and health committee | 1.263 | 0.912 | 1.38 | 0.167 | 0.059 |
Overall safety of hospital working environment | 1.303 | 0.233 | 5.60 | <0.001 * | 0.238 |
Constant | 70.150 | 3.488 | 20.11 | <0.001 |
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Muthuri, R.N.D.K.; Senkubuge, F.; Hongoro, C. An Investigation of Healthcare Professionals’ Motivation in Public and Mission Hospitals in Meru County, Kenya. Healthcare 2020, 8, 530. https://doi.org/10.3390/healthcare8040530
Muthuri RNDK, Senkubuge F, Hongoro C. An Investigation of Healthcare Professionals’ Motivation in Public and Mission Hospitals in Meru County, Kenya. Healthcare. 2020; 8(4):530. https://doi.org/10.3390/healthcare8040530
Chicago/Turabian StyleMuthuri, Rose Nabi Deborah Karimi, Flavia Senkubuge, and Charles Hongoro. 2020. "An Investigation of Healthcare Professionals’ Motivation in Public and Mission Hospitals in Meru County, Kenya" Healthcare 8, no. 4: 530. https://doi.org/10.3390/healthcare8040530