The Relationship Between Value Motivation And Satisfaction In Nurses of Different Generations

• Main Authors: CHANG,YU-PEI, 張羽霈
• Other Authors: CHEN,CHI-CHEN
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/528ck2

碩士 === 輔仁大學 === 公共衛生學系碩士班 === 107 === In Taiwan, there is a low employment rate for all licensed nurses. The issue of loss of nurses is essential to be discussed, and motivation system in nursing working force is the main reason of loss of nurses. Accordingly, a questionnaire-based cross-sectional study was conducted to explore the correlation between various motivational factors and nurses’ satisfaction among different generations. The study samples were selected full-time nurses having been registered for at least more than two months in a quasi-medical center in New Taipei City. Data collection from 1000 nurses who were conducted convenience sampling by the motivation system preference scale, and the valid-response rate is 71.6% (n=716). Data analysis included descriptive analysis, and multivariate regression analysis. The study included four results. First, the importance of motivation system is 4.21 averagely, which is higher than the satisfaction in current motivation system 3.30. Second, the priorities of valuing motivation factors are physiological needs, relationship needs and growth needs respectively. Moreover, the scale of relationship needs is the highest among the all satisfaction. In terms of motivational satisfaction, relatedness needs was the most crucial dimension. Thirdly, the relatedness needs dimension exhibited significant difference among various generations (p<0.000). Nurses born between 1991 to 2000 have a significant higher scale of relationship needs (p<0.000), especially for the relationship with colleagues. Moreover, compared to other generations, nurses born between 1981 to 1990 scaled higher in workforce promotion (p<0.01). Finally, a positive correlation was observed between motivational factor and motivational satisfaction (r=0.294, p<0.01), particularly the relationship with colleagues in the relatedness needs (standardized β=0.181, p = 0.004), and the employee promotion in the growth needs (standardized β=0.409, p=0.000). This result implies that participants had higher motivational satisfaction when they perceived higher relatedness and growth needs. 27.2% of the variance in the overall motivational satisfaction that the motivational factors dimension explained collectively. The significance of relationship needs was recognized differently in a variety of generations. We also found nurses took more account of the relationship between colleagues and the teamwork than other attributes. Moreover, the satisfaction in the career was stimulated by workforce promotion and opportunities in learning. Therefore, we should promote the culture of workplace respect and cross-team collaboration in the nursing workplace to satisfy various generations in the different relatedness needs. Second, we suggested that the workplace should provide diverse options for in-service training such as nurse practitioner program and clear paths to promotion. This will enhance a nurse’s independency in medical teamwork and help them fulfill their needs for growth.