Intrinsic and Extrinsic Factors of Job Motivation Among the Employees of Health Care Network of Kuhdasht, Iran in 2018 Publisher



Karamvandi F¹ ; Rahimi M² ; Hassanzadeh A³ ; Eslami A¹ Show Affiliations
Source: Journal of Health System Research Published:2020

Abstract

Background: In recent decades, job strategies are moving toward generating motivation and satisfaction in employees. Most of the organizations are trying to apply these strategies to improve their efficiency and optimize their resources. Motivated employees are of remarkable importance for the success of an organization. With this background in mind, the present study aimed to investigate the intrinsic and extrinsic factors of job motivation among the employees of the health care network of Kuhdasht, Iran. Methods: This descriptive-analytical study was performed through a cross-sectional design. A total of 309 employees were selected through the random systematic sampling method from the statistical population consisting of the health care network staff. The data collection tool was the Herzberg questionnaire encompassing the intrinsic and extrinsic factors of job motivation. Data were analyzed by the Pearson and Spearman correlation tests, in addition to the independent t-test and one-way analysis of variance using the SPSS software version 20. Findings: Our findings demonstrated that the mean score of the extrinsic factors of job motivation (80.4±9.02) was higher than the mean score of the intrinsic factors (56.02±9.4). The mean score of work nature among the intrinsic factors and the mean scores of income and job security among the extrinsic factors were found to be higher than the other variables. The experience of the staff and level of education were reported to have inverse relationships with the intrinsic and extrinsic factors, respectively. Moreover, the mean score of intrinsic factors and the total score of job motivation were significantly higher in female employees than their male counterparts. The mean score of intrinsic factors was significantly different between the employees of different occupational categories. The latter score was significantly higher among the staff of the health care and health services, compared to the administrative, financial, and service staff. Furthermore, the score of intrinsic factors and total score of job motivation had a statistically significant relationship with the type of recruitment. These scores were significantly lower in the staff of contractual employment, in comparison with other employees. Conclusion: Although taking into consideration the intrinsic and extrinsic factors is important in job motivation, the nature of work, salary, income, and job security are of considerable value in terms of creating job motivation. © 2020 Journal of Health System Research.