بررسی عوامل درونی و بیرونی انگیزش شغلی کارکنان شبکه بهداشت و درمان شهرستان کوهدشت در سال 1397

ﻣﻘﺪﻣﻪ: در دﻫﻪﻫﺎی اﺧﯿﺮ اﺳﺘﺮاﺗﮋیﻫﺎی ﺷﻐﻠﯽ ﺑﻪ ﺳﻤﺘﯽ ﭘﯿﺶ ﻣﯽروﻧﺪ ﮐﻪ در ﮐﺎرﮐﻨﺎن اﯾﺠﺎد اﻧﮕﯿﺰش و رﺿﺎﯾﺖ ﻧﻤﺎﯾﻨﺪ. اﻏﻠﺐ ﺳﺎزﻣﺎنﻫﺎ ﺗﻼش ﻣﯽﮐﻨﻨﺪ ﺗﺎ اﯾﻦ اﺳﺘﺮاﺗﮋیﻫﺎ را ﺑﻪ ﻣﻨﻈﻮر ﺑﻬﺒﻮد ﮐﺎراﯾﯽ و ﺑﻬﯿﻨﻪﺳﺎزی ﻣﻨﺎﺑﻊ ﺧﻮد ﺑﻪ ﮐﺎر ﮔﯿﺮﻧﺪ. ﺑﺮای ﻣﻮﻓﻘﯿﺖ ﯾﮏ ﺳﺎزﻣﺎن، ﮐﺎرﮐﻨﺎن ﺑﺮاﻧﮕﯿﺨﺘﻪ ﺑﺴﯿﺎر ﻣﻬﻢ ﻫﺴﺘﻨﺪ. در اﯾﻦ ارﺗﺒﺎط، ﻣﻄﺎﻟﻌﻪ ﺣﺎﺿﺮ ﺑﺎ ﻫﺪف ﺑﺮرﺳﯽ ﻋﻮاﻣﻞ دروﻧﯽ و ﺑﯿﺮوﻧﯽ اﻧﮕﯿﺰش ﺷﻐﻠﯽ ﮐﺎرﮐﻨﺎن ﺷﺒﮑﻪ ﺑﻬﺪاﺷﺖ و درﻣﺎن ﺷﻬﺮﺳﺘﺎن ﮐﻮﻫﺪﺷﺖ اﻧﺠﺎم ﺷﺪ. روشﻫﺎ: ﭘﮋوﻫﺶ ﺗﻮﺻﯿﻔﯽ- ﺗﺤﻠﯿﻠﯽ ﺣﺎﺿﺮ ﺑﻪ روش ﻣﻘﻄﻌﯽ اﻧﺠﺎم ﺷﺪ. ﺟﺎﻣﻌﻪ آﻣﺎری ﭘﮋوﻫﺶ را ﮐﺎرﮐﻨﺎن ﺷﺒﮑﻪ ﺑﻬﺪاﺷﺖ و درﻣﺎن ﺗﺸﮑﯿﻞ دادﻧﺪ. 309 ﻧﻔﺮ از ﮐﺎرﮐﻨﺎن ﺑﻪ روش ﺗﺼﺎدﻓﯽ ﺳﯿﺴﺘﻤﺎﺗﯿﮏ اﻧﺘﺨﺎب ﺷﺪﻧﺪ. ﺑﻪ ﻣﻨﻈﻮر ﺟﻤﻊآوری اﻃﻼﻋﺎت از ﭘﺮﺳﺸﻨﺎﻣﻪ herzberg ﮐﻪ ﺷﺎﻣﻞ ﻣﺘﻐﯿﺮﻫﺎی ﻋﻮاﻣﻞ دروﻧﯽ و ﺑﯿﺮوﻧﯽ اﻧﮕﯿﺰش ﺷﻐﻠﯽ ﻣﯽﺑﺎﺷﺪ، اﺳﺘﻔﺎده ﮔﺮدﯾﺪ. دادهﻫﺎی ﺟﻤﻊآوری ﺷﺪه ﺗﻮﺳﻂ ﻧﺮماﻓﺰار 20 spss و آزﻣﻮنﻫﺎی ﻫﻤﺒﺴﺘﮕﯽ t ،spearman ،pearson ﻣﺴﺘﻘﻞ و آﻧﺎﻟﯿﺰ وارﯾﺎﻧﺲ ﯾﮏ ﻃﺮﻓﻪ ﺗﺠﺰﯾﻪ و ﺗﺤﻠﯿﻞ ﺷﺪﻧﺪ. ﯾﺎﻓﺘﻪﻫﺎ: ﻣﯿﺎﻧﮕﯿﻦ ﻧﻤﺮه ﻋﻮاﻣﻞ ﺑﯿﺮوﻧﯽ اﻧﮕﯿﺰش ﺷﻐﻠﯽ (80/4±9/02) ﺑﯿﺸﺘﺮ از ﻧﻤﺮه ﻋﻮاﻣﻞ دروﻧﯽ (56/02±9/4) ﺑﻮد. در ﺑﯿﻦ ﻋﻮاﻣﻞ دروﻧﯽ، ﻣﯿﺎﻧﮕﯿﻦ ﻧﻤﺮه ﻣﺎﻫﯿﺖ ﮐﺎر و در ﺑﯿﻦ ﻋﻮاﻣﻞ ﺑﯿﺮوﻧﯽ، ﻣﯿﺎﻧﮕﯿﻦ ﻧﻤﺮه ﺣﻘﻮق و دﺳﺘﻤﺰد و اﻣﻨﯿﺖ ﺷﻐﻠﯽ ﺑﺎﻻﺗﺮ از ﺳﺎﯾﺮﯾﻦ ﺑﻮد. ﺑﯿﻦ ﺳﺎﺑﻘﻪ ﺧﺪﻣﺖ ﮐﺎرﮐﻨﺎن ﺑﺎ ﻧﻤﺮه ﻋﻮاﻣﻞ دروﻧﯽ و ﺑﯿﻦ ﺳﻄﺢ ﺗﺤﺼﯿﻼت و ﻧﻤﺮه ﻋﻮاﻣﻞ ﺑﯿﺮوﻧﯽ راﺑﻄﻪ ﻣﻌﮑﻮس وﺟﻮد داﺷﺖ. ﻣﯿﺎﻧﮕﯿﻦ ﻧﻤﺮه ﻋﻮاﻣﻞ دروﻧﯽ و ﻧﻤﺮه ﮐﻞ اﻧﮕﯿﺰش ﺷﻐﻠﯽ در ﮐﺎرﮐﻨﺎن زن ﺑﻪ ﻃﻮر ﻣﻌﻨﺎداری ﺑﯿﺸﺘﺮ از ﮐﺎرﮐﻨﺎن ﻣﺮد ﺑﻮد. ﻣﯿﺎﻧﮕﯿﻦ ﻧﻤﺮه ﻋﻮاﻣﻞ دروﻧﯽ ﺑﯿﻦ ﮐﺎرﮐﻨﺎن ﺑﺎ ﮔﺮوهﻫﺎی ﺷﻐﻠﯽ ﻣﺘﻔﺎوت، اﺧﺘﻼف ﻣﻌﻨﺎداری داﺷﺖ و در ﮐﺎرﮐﻨﺎن ﮔﺮوهﻫﺎی درﻣﺎﻧﯽ و ﺑﻬﺪاﺷﺘﯽ ﺑﻪ ﻃﻮر ﻣﻌﻨﺎداری ﺑﯿﺸﺘﺮ از ﮐﺎرﮐﻨﺎن اداری– ﻣﺎﻟﯽ و ﺧﺪﻣﺎﺗﯽ ﺑﻮد. ﻫﻤﭽﻨﯿﻦ ﻧﻤﺮه ﻋﻮاﻣﻞ دروﻧﯽ و ﻧﻤﺮه ﮐﻞ اﻧﮕﯿﺰش ﺷﻐﻠﯽ ﺑﺎ ﻧﻮع اﺳﺘﺨﺪام ﮐﺎرﮐﻨﺎن راﺑﻄﻪای ﻣﻌﻨﺎدار داﺷﺖ و در ﮐﺎرﮐﻨﺎن ﺑﺎ وﺿﻌﯿﺖ اﺳﺘﺨﺪام ﺗﺒﺼﺮهای ﺑﻪ ﻃﻮر ﻣﻌﻨﺎداری ﮐﻤﺘﺮ از ﺳﺎﯾﺮ ﮐﺎرﮐﻨﺎن ﺑﻮد. ﻧﺘﯿﺠﻪﮔﯿﺮی: اﮔﺮﭼﻪ ﺗﻮﺟﻪ ﺑﻪ ﻋﻮاﻣﻞ دروﻧﯽ و ﺑﯿﺮوﻧﯽ در اﯾﺠﺎد اﻧﮕﯿﺰش ﺷﻐﻠﯽ اﻫﻤﯿﺖ دارد؛ اﻣﺎ ﺗﻮﺟﻪ ﺑﻪ ﻣﺎﻫﯿﺖ ﮐﺎر، ﺣﻘﻮق و دﺳﺘﻤﺰد و اﻣﻨﯿﺖ ﺷﻐﻠﯽ از اﻫﻤﯿﺖ ﺑﺎﻻﯾﯽ در اﯾﺠﺎد اﻧﮕﯿﺰش ﺷﻐﻠﯽ ﺑﺮﺧﻮردار اﺳﺖ.

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

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 descriptiveanalytical study was performed through a crosssectional 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 ttest and oneway 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.