JOB ASPECTS THAT AFFECT MOTIVATION AMONG ADVENTIST HEALTH SYSTEM LEADERS.
Contributors: La Sierra University.
Published: 1991
Number of pages: 142
Subjects: Health Sciences, Nursing.; Health Sciences, Health Care Management.; Sociology, Industrial and Labor Relations.
Description: Purpose. The main purpose of this study was to determine what selected leaders in the Adventist Health System view as aspects of their job that motivate them to go beyond the job requirements in quantity and quality of job performance to accomplish the mission of the organization. These job aspects were considered in terms of the present and the ideal situations in conjunction with specific demographic variables.

Study design. A descriptive correlational design was used. A questionnaire was administered to head nurses, supervisors, and the executive team employed at 12 hospitals in the United States. The data gathered were processed for analysis and interpretation.

Findings. The findings of this study indicated the following: (1) Very large discrepancies between present and ideal were significant at the.001 level. (2) Seventh-day Adventist (S.D.A.) church membership influenced perceptions. (3) S.D.A. respondents considered the 16 spiritual job-aspect components higher in motivational value than did non-SDA employees. (4) Females attributed to job security a higher motivational value for ideal circumstances than did males. (5) Among the administrative group, head nurses and supervisors attributed the lowest motivational value to independence and policies and practices. (6) The motivational values of factors in the present and in the ideal differed. In the present, the factors of key concern were related to physical surroundings/equipment. In the ideal, the key factors were cooperation among co-workers, participation in decision-making, delegation, and fulfillment. (7) "Influencing the organization" ranked among the lowest four of the 50 subitems as a motivator.

Based on these findings, some implications for organizational practices were presented and recommendations were made for future research and practice.

Conclusions and recommendations. Very large discrepancies were found between present and ideal, suggesting dissatisfaction with current administrative practices. Considering this in conjunction with write-in comments, an organizational analysis should be effected that addresses the communication system, orientation process, and fair advancement practices.

Since S.D.A. affiliation influenced perceptions, particularly the spiritual job-aspect components, more head nurses ought to be hired from that persuasion in order to promote more readily the organizational mission.

Females attributed a higher value to job security in the ideal. In addition, in view of the high turnover rate, study should be given to current policies and practices to reduce this factor. The motivational values in the ideal of greatest concern related to issues of self-actualization. It is recommended that administration examine current opportunities for personal fulfillment and empower the team to influence the organization.
Notes: Source: Dissertation Abstracts International, Volume: 52-07, Section: B, page: 3535.

Thesis (ED.D.)--LA SIERRA UNIVERSITY, 1991.

School code: 1091.