WORK MOTIVATION, SATISFACTION, AND PERFORMANCE AMONG NURSES IN EXPANDED ROLES IN A MAGNET-RECOGNIZED HOSPITAL IN THE MIDDLE EAST
Creators: name: Pingol, Rhamzell Bernardo
Publisher: name: Zenodo
Year: 2022
Subjects: subject: Nurse
subject: Nursing
subject: FOS: Health sciences
subject: Nurse Expanded Roles
subject: Work Motivation
subject: Work Satisfaction
subject: Work Performance
subject: Magnet
subject: Motivation Scale
subject: WEIMS
subject: Satisfaction Index
subject: IWS
subject: Nursing Performance
subject: 6 D Scale

description: Research studies about Nurses and their work motivation, satisfaction and performance<br> were limited to those working at bedside or those in conventional nursing leadership. This<br> situation left Nurses on expanded roles unheard and underrepresented. Moreover, these<br> correlational studies were usually completed in the West which created an imbalance and<br> possible misrepresentation of Nurses in other geographic location such as the Middle East. This<br> rapid expansion of nursing roles is part of a new era which is supposed to give nursing<br> profession a more unique identity. However, due to lack of attention and study, this may instead<br> lead to some role confusion or conflict or worse to work demotivation, dissatisfaction and poor<br> performance.<br> The study used a non-experimental, quantitative descriptive correlational research<br> design. Three validated questionnaires such as Work Extrinsic and Intrinsic Motivation Scale<br> (WEIMS), Index of Work Satisfaction (IWS) and the Six Dimension Scale of Nursing<br> Performance (6-D Scale) were distributed to nurses to determine their level of work motivation,<br> satisfaction, and performance. An analytical software tool SPSS was used to calculate Pearson<br> r on a one-tailed test. Furthermore, mean scores and standard deviation per domain were also<br> computed and interpreted.<br> Nurses in this study revealed a self-determined profile with a high W-SDI of 7.91 and<br> IWS score of 193.7. Their satisfaction index of 13.53 is also higher than the median index of all<br> collated studies which utilized the same questionnaire in the past. Furthermore, intrinsic<br> motivation turned out to be their topmost source of work motivation hence staff engagement and<br> retention programs can be based on this and other dimensions measured in this study. There is<br> also significant evidence to demonstrate a positive linear correlation between work satisfaction<br> and teaching &amp; collaboration (.267) and professional development (.267) which are subscales of<br> work performance. There is also enough evidence to prove that work motivation and leadership<br> (.205), critical care (.252) and planning &amp; evaluation (.219) which are subscales of work<br> performance have a positive linear relationship. Lastly, there is significant evidence to conclude<br> that work satisfaction and work motivation have a significant relationship (.372).<br> Maintaining staff turnover rate low can be critical to success of any healthcare<br> organization. This study can help provide a better understanding on how Nurses on expanded<br> roles can stay motivated and satisfied to relentlessly give their top performance in their<br> respective subgroup and work environment. The results are also culturally and geographically<br> sensitive and specific to the Middle East.<br> Several studies supported the impression that highly motivated and satisfied Nurses<br> contributed to improved patient satisfaction and clinical outcomes. Hence, creating the right<br> platform to leverage their skills and get them satisfied could be advantageous to patients and<br> the organization. In addition, this study may perhaps bring an increase in public awareness<br> about the robust expansion of nursing profession through vast diversification of roles which<br> could further shape the profession's unique identity and help establish a more independent<br> practice in the future.