Evaluation of Job Motivation Among Midwives of Khuzestan Province and Its Related Factors in 2018 Download PDF

Background and Aim: Motivation in the workplace is an essential factor in improving the quality of the work done and the lack of it leads to a decrease in the quality of services, job dissatisfaction and consequently, dissatisfaction of organizational audience. As a major member of the health care team, midwives play key and an increasingly important role in the improvement and promotion of community health. Failure to pay attention to the motivational factors of the medical staff leads to job dissatisfaction, poor service quality, slowing down the recovery process and, finally, dissatisfaction among the service users. Therefore, to identify the factors that cause job motivation in the workplace is one of the essential things that can be involved in creating productivity and job satisfaction. The present study was conducted to evaluate the job motivation of midwives in Khuzestan province and its related factors. Materials and Methods: This descriptive cross sectional study was performed on 600 midwives working in public-private hospitals and health centers in Khuzestan province. The data were collected using Herzberg's motivation-hygiene factors questionnaire, which contains 31 items and 11 components with a Likert scale of 5-points whose validity and reliability were confirmed in previous studies. The data were analyzed using SPSS version 22 via independent t-test and ANOVA at a significant level (p> 0.05). Results: the results revealed that the overall job motivation scores of midwives in the public, private hospitals and health centers were 92%, 79% and 71%, respectively, and at the desirable level and the highest job motivation score was belonged to the staff of public hospital among the three health centers. External health factors had more importance in creating job motivation than internal motivational factors. The results indicated that among the external factors, justice and non-discrimination among the employees on behalf of the authorities and the proportionate ratio of the total income received by the living needs (98%) were the most important factors and the indirect monitoring of the authorities in the workplace (34%) was the least important factor. Among the internal factors, providing adequate support from the authorities in the legal authorities was considered to be the most important factor (53.3%) and acceptance of the suggestions and opinions in decision making were among the least important factors (41.3%). Conclusion: According to the results, it seems that job motivation among the midwives of Khuzestan province is at a desirable level, although more studies are recommended for reaching more definite conclusions.