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Archives of Business Research – Vol. 10, No. 2
Publication Date: February 25, 2022
DOI:10.14738/abr.102.11806. Khan, M. R. A., Rahman, M. A., & Hossain, Z. (2022). Satisfaction and Motivation of Nursing Professional: A Study on Rangpur
Medical College Hospital. Archives of Business Research, 10(02). 103-109.
Services for Science and Education – United Kingdom
Satisfaction and Motivation of Nursing Professional: A Study on
Rangpur Medical College Hospital
Dr. Mohammad Rafiul Azam Khan
Associate Professor, Department of Management Studies
Begum Rokeya University, Rangpur, Bangladesh
Dr. Mohammad Azizur Rahman
Associate Professor, Department of Management Studies
Begum Rokeya University, Rangpur, Bangladesh
Md. Zahid Hossain
Associate Professor, Department of Marketing
Begum Rokeya University, Rangpur, Bangladesh
ABSTRACT
Services of nursing professional play a pivotal role in health organizations to
support patients and doctors. The study was exploratory in nature with the view to
observe the relationship between motivation and job satisfaction of nursing
professional. It tried to unfold the underlying factors and the degree of influence of
motivational factors for job satisfaction to achieve the main objective. The study
used one hundred and two (102) nurses as samples from Rangpur Medical College
Hospital in Bangladesh. It used Exploratory Factor Analysis (EFA) and Structural
Equation Model (SEM) to reach to a meaningful conclusion. The paper found that
the intrinsic factors affect the behavioral actions of the nurses towards job
satisfaction. It also revealed that nurses face some significant problems relating to
promotion, training, career development, workload etc. Enhancing job satisfaction
to improve performance, efficiency, productivity of the nurses’ hospital
management authority is urged to look into the motivational factors more closely
suggested in the study. The study may assist the policy makers, administrators, and
human resources experts to search for new opportunities and policies to encounter
job satisfaction for nursing professionals.
Keyword: Nursing Professional, Health Organization, Motivation, Job satisfaction, SEM.
INTRODUCTION
No job is exception to provide quality services without job satisfaction. As job satisfaction
depends highly on own choice, it is very critical to find out the role of underlying motivational
factors to generalize for job satisfaction. In modern days, health services got priority across the
world and nursing professionals are recognized as one of the most crucial parts of quality
treatment. Nurses are front-line-fighter for curing the patients from diseases. They play a key
role in health care organizations. So, it is obvious to satisfy nursing professionals at most. In
such a call along with literatures, the study made an attempt to pinpoint the factors satisfies
nursing professionals. The study investigated selected motivational factors affecting job
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Archives of Business Research (ABR) Vol. 10, Issue 2, February-2022
Services for Science and Education – United Kingdom
satisfaction among the nurses of a public health care institution in northern Bangladesh named
Rangpur Medical College Hospital (RnMCH) that plays the most significant role in that part.
LITERATURE REVIEW
‘Motivation’ refers to a state of mind to do a task willingly. ‘Satisfaction’ is the ultimate result of
an employee’s behavior in terms of need-want-action-satisfaction chain. These two terms are
closely related to each other. Motivation is the drive or urge while the fulfillment of this drive
is satisfaction (Khan and Taher, 2018). Motivators are the rewards or incentives that sharpen
the drive to satisfy a want.
The principles effective work satisfaction and motivation are inextricably linked and the two
concepts should not be separated to create an effective and productive workplace. (Tziner et
al., 2008; Greguras et al., 2004;Chen and Francesco, 2003;Koys, 2001;Bono et al., 2001;Mathieu
and Zajac, 1990;Mowday et al., 1982;).
A study examined the perception of 439 employees who were in the service of different
hospitals and healthcare centers and showed that good working condition was most effective
with job satisfaction (Mullins et al, 1998). Another study revealed on staff retention and
turnover to review the related factors of the nursing staff retention especially in healthcare
environment (Wells, 2002). Group interrelation, job stress, style of manager and independence
of the job were examined in another study. Strategies were also explored for improving the
satisfaction level among the staff.
A review on the text related to the factors of work satisfaction was done whereas recruitment
and retention the nurse staff was determined difficulties associated with satisfaction (Lu, While
& Barriball, 2005).The study highlighted the deficiency and high turnover of nurse in the
different countries as well as its impact on the efficiency and effectiveness of the healthcare
delivery systems. Study showed the impact the retention of the healthcare staff nurse and
explained the effective unhealthy work environment influencing job satisfaction (Erenstein &
McCaffrey, 2007). One study suggested that nurse work more with a view to enjoying
autonomy, empowerment, and decision making prospects. It allied to occasional stress, job
satisfaction and working atmosphere conducted on 219 nurse and found vigorous conditions
were handled more harshly among hospital nurses than those of the outside hospital settings
and suggested so as to mitigate occupational stress in the workplace (Sveinsdóttir, Biering and
Ramel, 2005).
A meta-studies explored three factors that were highly correlated with nursing professional
and satisfaction namely job autonomy, pressure, and nurse-physician alliances among listed
nurses assigned in different positions (Zangar and Soeken, 2007). The study found job stress
was strongly correlated to job satisfaction and followed by the two factors. A study conducted
on 287 correctional nurses worked in the prison health care facilities that were consistent with
the hospital. In this case the correctional nurses were subjective to pay and job independence
(Flanagan and Flanagan, 2002). It found the sources of stress associated with time pressure and
institutional support. Moynihan and Pandey (2007) revealed that, in terms of work motivation,
organizations are expected to have the greatest impact on job satisfaction, with less impact on
employee commitment, and the least effect on employee engagement.
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Khan, M. R. A., Rahman, M. A., & Hossain, Z. (2022). Satisfaction and Motivation of Nursing Professional: A Study on Rangpur Medical College Hospital.
Archives of Business Research, 10(02). 103-109.
URL: http://dx.doi.org/10.14738/abr.102.11806
Literatures above dictated different elements across the countries, nature, and conditions
influence job satisfaction. It was also found that, there are no uniform or unified job satisfaction
motivators. So, the study tried to contribute something new to add in this area of interest for
nursing professionals in Bangladesh.
OBJECTIVE
The core objective of the study is to explore the effective factors of motivation influencing job
satisfaction of the nursing professionals at RnMCH in Bangladesh. To achieve it, the following
specific objectives have been set for the study:
• To find out the relation between motivational factors and job satisfaction.
• To explore the underlying factors and their degree of influence in job satisfaction.
• To develop a structural equation model fit for the study.
METHODOLOGY
This study is quantitative in approach and exploratory in nature. In this study, primary data has
been used along with few secondary data as supplement to draw meaningful conclusion.
Primary data has been collected from the nurses of RnMCH and secondary data has been
collected from websites, books, journal articles, theses, newspapers etc. RnMCH from northern
Bangladesh has been selected purposively for the convenience of collecting data. There were
102 samples drawn for the study using probability sampling method (Kothari, 2014).
Researchers have used simple random sampling (SRS) technique to draw samples using
random number table. A pre-tested self-administered structured questionnaire has been used
to get response. For analysis, both descriptive and inferential statistics (EFA and SEM) have
been applied with the help of IBM SPSS (Version 22) and STATA (Version 13).
ANALYSIS AND FINDINGS
Both descriptive and inferential statistics used to achieve the objectives.
Table 1: Mean and Standard Deviation of Independent Variables
Variables
Financial motivator Mean SD
Satisfied with present salary 3.373 1.185
Satisfied with money which are given as FA 3.412 1.102
Satisfied with existing loan facilities 3.147 1.270
Satisfied with accommodation facilities 2.049 0.948
Satisfied with present promotion policy 2.029 0.959
Satisfied with treatment facilities 1.706 0.752
Satisfied with reward given for good work 2.726 1.429
Financial assistance for canteen are quite satisfactory 2.735 1.385
Non-financial motivator
Satisfied with personal power and right 2.912 1.178
Working environment is satisfactory 1.608 0.903
Authority have ensured personal security 2.716 1.230
Behavior of higher authority is suitable 1.980 0.975
Behavior of male colleagues are friendly 2.451 1.001
Proper training facilities are available 3.892 1.125
Management system is sound 2.667 1.261
Enrollment of association is satisfactory 2.745 1.325
Facilities of higher education is encouraged 2.333 0.937
Impartial equity practices by authority 2.373 1.089
Vacation system and practice is satisfactory 3.667 1.197
Satisfied with working hour 3.824 1.238
No objection about night duty 2.275 1.109