A Study of extrinsic and intrinsic factors influencing the job motivation of public sector health care workers in Nakuru County
Date
2021
Authors
Githatu, Grace Watiri
Journal Title
Journal ISSN
Volume Title
Publisher
Strathmore University
Abstract
Diverse factors provide indicators of job motivation challenges amongst the healthcare workers. These factors include the high level of employee turnover. For example, in 2017, an estimated 700 doctors quit employment from government run hospitals Graham, 2018). Additionally, the Kenya Medical practitioners and Dentist Union (KMPDU) estimated that up to 2,300 doctors had left devolved sector employment between 2014 and 2016 for private sector engagement or further education abroad. Moreover, the various groups of the healthcare workers including doctors, nurses, and clinical officers have held numerous industrial strikes against their employer. Consequently, this study seeks to sh1dy the factors influencing the job motivation in the healthcare public sector. The study is based on Herzberg's 2-factor themy that splits factors affecting employee job motivation as extrinsic and motivating factors. The study used a descriptive research design and the target population was health workers in Nakuru County Public health facilities including doctors, clinical officers, laboratory technicians, pharmacists and nurses. The study population was 1756 respondents. The sample size of this study, using Taro Yamane's (1967) formula, was 326 respondents. The correlation between diverse factors and job motivation were examined. The study found a strong positive correlation between extrinsic factors and job motivation (r=0.633, p value =0.000). The study further found that there was a positive and statistically significant correlation between intrinsic factors and job motivation (r=0.795, p value =0.000). The regression analysis results revealed that a unit increase in extrinsic factors is associated with 0.318 increases in the job motivation levels with intrinsic factors kept constant. On the other hand, a unit increase in the intrinsic factors is associated with 0.596 increases in the job motivation levels with extrinsic factors kept constant. The study thus recommends that the intrinsic factors such be considered and factored within the instih1tions in order to improve on the job motivation levels. The intrinsic factors that had the lowest scores were salary paid being compensate with work done, dates of salary payments, salary increments levels, salary being competitive for tasks undertaken, supportive work environment for work station, and supervisor fairness levels.
Description
A Research project submitted in partial fulfilment of the requirements for the award of the Degree of Master of Business Administration in Healthcare Management