Abstract:

Background: Employee motivation and job satisfaction has been one of the single most important factor that determine work output in any organization. This also applies to the nurses who make up the majority (58.05%) of the health care services providers in the health sector in Nigeria (Omoluabi, 2014). This suggests that a lot of healthcare outcome is dependent on their work output in the health sector. It impacts on patient safety, staff morale, productivity, and performance, quality of care, and commitment to the organisation and profession. The prevalence of dissatisfaction among nurses has been given considerable importance in recent years as it affects patient satisfaction. Lack of satisfaction with work which could be as a result of several factors could have several consequences which are negative on the health sector at large. Which has led to emigration to other countries for greener pastures, leaving the nursing profession to go to other professions entirely or working at suboptimal levels thereby providing substandard healthcare.

 Objective: The objectives of the study are: to find out how motivated nurses are in hospital environment, to find out the contributing factors to the motivation and job satisfaction, and to determine what factors influence their motivation the most. This will be examined using questionnaires developed and pre-tested, to be served to nurses in hospitals in the Port Harcourt metropolis.

Method: A cross-sectional study was conducted among nurses working in Port Harcourt, Rivers Hospitals. The study population consist of all the nurses that attend the mandatory continuous professional development program (MCPDP) for nurses in Port-Harcourt in March 2016. Non-probability sampling by consecutive recruitment of volunteers until all the nurses that are present at the centre are recruited. A questionnaire that was pre-tested before the study was used to obtain information on socio-demographic data and motivation variables. The data was analysed using Statistical Package for the Social Sciences (SPSS version 16.0) software. Frequencies and percentages were used to describe categorical variables. Similarly, continuous variables were described using the measures of central tendency (mean, median) and measures of dispersion (range, standard deviation) as appropriate. Statistical significance of differences between means was determined using analysis of variance (ANOVA). Significant association of job satisfaction and performance with socio‑demographic, employment characteristics and leadership styles were tested using Pearson’s Coefficient of Correlation for quantitative variables. Regression analysis made done using cumulative odds ordinal logistic regression with proportional odds. Statistical significance was considered at P < 0.05.

Results: the study found the level of satisfaction to be just 32.1%. This is possibly because of the high cost of living in the study location and it has been shown in earlier studies that remuneration and cost of living is most associated with motivation and job satisfaction (Cortse, 2012; Hennessy and Minnaar, 2009). It also showed that the chances of a nurse who had diploma/RN/RM to be more satisfied and motivated to work is significant, this could mean there is more enthusiasm to work among the newly employed nurse who have not had additional education, and could mean additional education makes the nurses feel less than their actual worth. This is in concert with studies made by Timilsina et al, 2015. Conclusion: The level of motivation and job satisfaction among the nurses interviewed by the questionnaire is low as compared to other studies. The government and relevant authorities should look into ensuring that all the factors associated with job motivation and satisfaction among the nurses should be looked into and optimized so as to prevent nurses leaving their profession or worst travelling out of the country in search of better opportunities.

Keywords: Job satisfaction, and Motivation

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