of Recent Research
of Recent Research
Bonenberger,M., Aikins, M., Akweongo, P., & Wyss, K. (2014). The effects ofhealth worker motivation and job satisfaction on turnover intentionin Ghana: a cross-sectional study. Human Resources forHealth, 12, 43.http://doi.org/10.1186/1478-4491-12-43
Job satisfaction and motivation are critical components in dictatingturnover intention among healthcare workers. Health organizationsthat have a culture of motivating staff benefit from a low rate ofturnover intention. Detrimental effects associated with low turnoverrates negate the need for hospitals to come up with incentives thatmotivate healthcare staff into discharging their duties whileeliminating thoughts of leaving their jobs.
Motivation and job satisfaction have no effect on turnover intentionamong healthcare workers in Ghana.
Motivation and job satisfaction affect the turnover intention amonghealthcare workers in Ghana.
RegressionStatistic Analysis Shared
Out of the 256 health care workers interviewed, 69% acknowledged tohaving turnover intentions (Bonenberger, Aikins, Akweongo, &Wyss, 2014). The impact of job satisfaction and motivation weredetermined through a logistic regression analysis. The results wereJob satisfaction (OR = 0.74, 95% CI: 0.57 to 0.96) and Motivation(OR = 0.74, 95% CI: 0.60 to 0.92). Results are a confirmation ofthe fact that job satisfaction and motivation have a vital role indetermining the intention of a particular healthcare worker to quittheir duties (Munyewende, Rispel, & Chirwa, 2014).
The researchers needed to collect data from healthcare workersregarding their perception of job satisfaction and motivation.However, under job satisfaction and motivation, other parameterswould have to be taken into consideration including careerdevelopment, workload, management, organizational commitment, andburnout. Data regarding the identified factors would be crucial inhelping understand the concept under study. The alternativehypothesis was confirmed.
Significanceof Statistical Results
Findings are significant. It is a confirmation of the fact thathealthcare workers satisfied with their jobs do not have theintention to quit duty. Similarly, motivation plays a crucial role inencouraging healthcare workers to remain committed to their duties(Lee, Kim, Kang, Yoon, & Kim, 2014).
Bonenberger, M., Aikins, M., Akweongo, P., & Wyss, K. (2014). Theeffects of health worker motivation and job satisfaction on turnoverintention in Ghana: a cross-sectional study. Human Resources forHealth, 12, 43. http://doi.org/10.1186/1478-4491-12-43
Munyewende, P. O., Rispel, L. C., & Chirwa, T. (2014). Positivepractice environments influence job satisfaction of primary healthcare clinic nursing managers in two South African provinces. HumanResources for Health, 12, 27.http://doi.org/10.1186/1478-4491-12-27
Lee, S.-Y., Kim, C.-W., Kang, J.-H., Yoon, T.-H., & Kim, C. S.(2014). Influence of the Nursing Practice Environment on JobSatisfaction and Turnover Intention. Journal of PreventiveMedicine and Public Health, 47(5), 258–265.http://doi.org/10.3961/jpmph.14.002