Publication: Hemşirelerin motivasyon düzeyleri
Abstract
Hastanelerde, kendini işe adamış, örgüt amaçlarını gerçekleştirmeye motive olmuş personele sahip olunması, hastanenin amaçlarının gerçekleştirilmesinde üst düzeyde etkili olmaktadır. Hemşireler hastanelerdeki en kalabalık gruptur. Zor koşullarda 24 saat hasta bakımı vermeye çalışan hemşirelerin motivasyonları hasta bakım kalitesini etkilemesi bakımından önemlidir. Araştırma; hemşirelerin motivasyon düzeylerini belirlemek amacıyla tanımlayıcı olarak planlanmıştır. Araştırma; İstanbul Üniversitesi Cerrahpaşa Tıp Fakültesi Hastanesi'nde gerekli izinler alındıktan sonra Mayıs-Kasım 2002 tarihleri arasında 520 hemşire ile gerçekleştirilmiştir. Veri toplama aracı olarak; tanıtıcı özelliklerden oluşan bilgi formu, motivasyon araçlarına ilişkin motivasyon ölçeği ve yönetici - iş gören ilişkisine yönelik motivasyon düzeylerini değerlendiren ölçek kullanılmıştır. Verilerin analizinde, aritmetik ortalama, yüzdelik hesaplama, t testi, varyans analizi (Anova) ve ilgili diğer istatistiksel testler kullanılmıştır. Sonuç olarak; hemşirelerin motivasyon araçlarına ilişkin motivasyon düzeyleri orta ( 3.40 ), yönetici iş gören ilişkilerine yönelik motivasyon düzeyleri yüksek ( 3.91 ), genel motivasyon düzeyleri ise orta ( 3.66 ) düzeyde bulunmuştur. Hemşirelerin motivasyon düzeyleri ile yaş, medeni durum, çocuk sayısı, eğitim durumu, çalıştığı birim, mesleki, kurumdaki ve servisteki çalışma süresi, çalışma şekli, çalışma saati, görev şekli, çalışma güvencesi ve maaş gibi değişkenler ile karşılaştırılmış ve istatistiksel olarak anlamlı sonuçlar bulunamamıştır. Hemşireler motivasyon araçlarından fiziksel koşullar (%28.7), başarının ödüllendirilmesi (%29.8), maaş (%46.0) ve sosyal uğraşları (%34.4) yetersiz bulmaktadır. Hemşirelerin motivasyon araçlarından; yüz yüze haberleşmede en yüksek puanı ( 4.71 ), maaşta da en düşük puanı ( 1.97 ) aldıkları belirlenmiştir. Hemşirelerin yönetici iş gören ilişkilerinde; en yüksek motivasyon puanı yönetici hemşireye güvenmede ( 4.31 ), en düşük motivasyon puanı ise yöneticinin iş hayatı dışındaki sorunlarla ilgilenmesinde ( 3.68 ) bulunmuştur. Elde edilen sonuçlar ışığında; hemşirelerin motivasyonunu arttırmak amacıyla, yöneticilere uygulamalarında yardımcı olabilecek öneriler getirilmiştir. MOTİVATİON LEVEL OF NURSES
A devoted team motivated for achieving the organizational goals is crucial to attain the aims of the hospital. Nurses are the most cluttered group in the hospital population. The motivation of nurses who provide patient care under unfavorable conditions on a 24 hour basis is an extremely important factor in determining the quality of care. This definitional study was undertaken to determine the motivation level of the nurses. After the provision of the necessary permits, the study is performed in Istanbul University Cerrahpasa Medical School between May-November 2002 with the participation of 520 nurses. The data were collected using a form containing descriptive information, a motivation index and another index concerning the motivation level about manager-employee relations. These data were analysed with descriptive statistics (mean and percentage), T test, variance analysis (ANOVA) and other statistical tests where relevant. The overall motivation level of the nurses for motivational tools was moderate (3.40), the level in manager-nurse relations was good (3.91) and general motivation levels was found to be moderate (3.66). The motivation level of the nurses was analysed to find the influencing parameters like, age, marital status, child bearing, department, years in the institution and in the department, operating conditions, work hours, position, work assurance and salary, but none was appeared to be statistically significant. The nurses considered the following motivational tools insufficient, which are physical conditions (29.8 %), salary (46.0 %) and social occupation (34.4) respectively. One to communication was the factor that has the highest score (4.71) and the level of salary was the one that has the lowest score ( 1.97 ). Regarding nurse manager-employee relations the highest score was found in trust in nurse manager (4.35) and the lowest score was found in nurse manager is taking care of non professional problems (3.62). Considering the results optained some proposals are affered that may guide managers in their practices for increasing the motivation of nurses.
A devoted team motivated for achieving the organizational goals is crucial to attain the aims of the hospital. Nurses are the most cluttered group in the hospital population. The motivation of nurses who provide patient care under unfavorable conditions on a 24 hour basis is an extremely important factor in determining the quality of care. This definitional study was undertaken to determine the motivation level of the nurses. After the provision of the necessary permits, the study is performed in Istanbul University Cerrahpasa Medical School between May-November 2002 with the participation of 520 nurses. The data were collected using a form containing descriptive information, a motivation index and another index concerning the motivation level about manager-employee relations. These data were analysed with descriptive statistics (mean and percentage), T test, variance analysis (ANOVA) and other statistical tests where relevant. The overall motivation level of the nurses for motivational tools was moderate (3.40), the level in manager-nurse relations was good (3.91) and general motivation levels was found to be moderate (3.66). The motivation level of the nurses was analysed to find the influencing parameters like, age, marital status, child bearing, department, years in the institution and in the department, operating conditions, work hours, position, work assurance and salary, but none was appeared to be statistically significant. The nurses considered the following motivational tools insufficient, which are physical conditions (29.8 %), salary (46.0 %) and social occupation (34.4) respectively. One to communication was the factor that has the highest score (4.71) and the level of salary was the one that has the lowest score ( 1.97 ). Regarding nurse manager-employee relations the highest score was found in trust in nurse manager (4.35) and the lowest score was found in nurse manager is taking care of non professional problems (3.62). Considering the results optained some proposals are affered that may guide managers in their practices for increasing the motivation of nurses.