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ol
.2
N°.1
(2022),GESTIONES
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ISSN:
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https://gestiones.pe/index.php/revista
Gestión de condiciones
laborales y Motivación de las enfermeras de un Hospital a inicios del año 2020
(Management of working conditions and Motivation of nurses in a Hospital at the
beginning of the year 2020)
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Management of conditions labor and Motivation of the Nurses at
a hospital at the beginning of 2020
Marine Cajan Villanueva*
University Cease Vallejo, School of Postgraduate, Peru
*Contact for the correspondence: investigacionavance@gmail.com
Received: 2021-10-27 Accepted : 2021-11-05 Published : 2022-01-06
Summary:
The management of the conditions labor impacts in the quality of life and It is crucial for the motivation and job
performance
. Satisfaction with achievements, even if minimal, can maximize motivation, suggesting possible progress.
This
research adopted a quantitative approach with a descriptive correlational scope, examining working conditions
and motivation
of nurses in a public hospital during the first quarter of 2020.
Mostly intermediate and weak correlations were found, with an
inverse correlation of r=-0.24, indicating that workload does not align favorably with working conditions. Most correlations were
less than 0.05, suggesting that, although
both
situations
They should
be
propitious
for
he
performance,
No
it
were,
it
that
indicates
the
influence
of
others
factors
and variables involved in
the relationship between working conditions
and
motivation.
Words
clue:
Management,
conditions
labor
,
Motivation,
Nurses
Management
of
working
conditions
and
Motivation
of
nurses
in
to
Hospital
at
the
beginning
of
the
year
2020
Abastract:
The management of working conditions impacts quality of life and is crucial to motivation and job performance.
Satisfaction
with
even
minimal
achievements
dog
maximize
motivation,
suggesting
possible
progress.
This
research
adopted
a quantitative approach with descriptive correlational scope, examining the working conditions and motivation of nurses in a
public hospital during the first quarter of 2020. Mostly intermediate and weak correlations were found, with an inverse
correlation of r=-0.24, indicating that work overload does not align favorably with
working conditions. Most correlations were
less than 0.05, suggesting that although both situations should be conductive to performance, they were not, indicating
the
influence of other factors and intervening variables in the relationship between working conditions and
motivation.
Key words:
Management, working conditions, Motivation, nurses.
Management
you
conditions
of
work
and
motivation
two
nurses
in
um
hospital
No
start
do
year
of
2020
Summary:
EITHER
management
the conditions
of
work
theme
impact
na
quality
of
life
and
and
fundamental
for
to
motivation
and performance in work. Satisfaction, even with minimal achievements, can maximize motivation, suggesting
possible progress. This research adopted a quantitative approach with a descriptive correlational scope, examining the
working
conditions and motivation of two nurses in a public hospital during the first quarter of 2020. Foram
found, in its majority,
intermedial correlations and failures, with an inverse correlation of r=-0.24, indicating that work overload is not favorably aligned
with working conditions. Most of the correlations were less than
0.05, either that suggests that, embora both ace situations
devessem be favorably year performance, no either foram, indicating The
influence of other factors and variables
intervening in the relationship between working conditions and motivation
.
Keywords:
Management, working
conditions, Motivation, nurses.
V
ol
.2
N°.1
(2022),GESTIONES
© Investigación
de Estudios Avanzados
ISSN:
3028-9408(
E
n
línea)
https://gestiones.pe/index.php/revista
Gestión de condiciones
laborales y Motivación de las enfermeras de un Hospital a inicios del año 2020
(Management of working conditions and Motivation of nurses in a Hospital at the
beginning of the year 2020)
==============================================================================================
La
publicación
del
artículo
es
por
adherencia
a
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I. Introduction
Condition management labor It impacts on the quality of life; and is decisive in
motivation for a appropriate performance labor; due to that when HE have the satisfaction for
some percentage achieved, motivation is maximizes; even in the case that the achievement is
minimal, there being the latent possibility that said achievements are progressive; managing to
reduce Stress and Anxiety of health personnel, such as nurses, who experienced high levels of
stress and anxiety in the face of There are some rumors that it is causing the beginning of a
possible contamination by COVID-19, which affects mental health and their ability to
perform their duties effectively. According to the article by Castro Sánchez and to the. (2019),
a climate motivational positive can be clue for mitigate these negative effects .
Another aspect that affected these professionals was the lack of professional recognition:
Professional development expectations are not always met in the field of nursing. The study
by López et al. (2016) indicates that an environment that does not support professional
aspirations can result in demotivation and job dissatisfaction; furthermore, emotional
disconnection in intrinsic motivation was essential for work engagement. As mentioned in the
study by Pérez García and Guzmán Luján (2019), the lack of passion and commitment can
decrease the motivation, especially in situations challenging.
To complement the concepts mentioned above we have the international antecedents, as in
the study of Suleiman, Hijazi, Kalaldeh and Sharour (2019) about factors related to the quality
of work life of 186 nurses from the emergency service of Jordan, which were surveyed, it was
concluded that there is a significant unfavorable impact on the quality of life of the nurses and
that should be realized studies of intervention for the improvement of the nursing professional
and thus improve their care.
He study of Mogharab, Sharifi, Bigizadeh, Honarmand, Jamali (2019) about the
Association between quality of life and job performance among staff at Jahrom Farideh
University of Medical Sciences, surveyed 171 employees and found that both variables are
strongly related.
We have Milad, Somayeh, and Rohollah (2019) in their study on the interaction of job
characteristics, demographics, and the excess of activities in the quality of working life in
services with high ability decisive, in a study cross, surveyed to 840 nurses and concluded that
there is a strong relationship between age, and the number of patients per shift, overtime and
workload with the study variable.
Likewise, Fathi and Siamora (2019) conducted a study on coping strategies as a measure to
support the quality of life of 134 nurses working in hospitals. public and private, using a study
descriptive cross with questionnaire which concluded that religion, positive reframing,
instrumental support and planning are the most commonly used coping measures to improve
their quality of life.
V
ol
.2
N°.1
(2022),GESTIONES
© Investigación
de Estudios Avanzados
ISSN:
3028-9408(
E
n
línea)
https://gestiones.pe/index.php/revista
Gestión de condiciones
laborales y Motivación de las enfermeras de un Hospital a inicios del año 2020
(Management of working conditions and Motivation of nurses in a Hospital at the
beginning of the year 2020)
==============================================================================================
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According to Bazazan, Dianat, Mombeini, Aynehchi (2019), in their study on the
relationship between quality of life, the fatigue and the issues of health mental in 990 nurses
that They work in Iranian hospitals, with data collected with questionnaires, they concluded
on the importance of physical aspects, psychological and environmental of the quality of life
and They suggested the need for possible interventions to improve physical fatigue along with
mental fatigue; that is, the state of balance between the person and his or her environment.
Shu-Fen (2019) in his research showed what were the triggering causes linked to the
quality of life of the worker, identifying psychological, physiological, environmental and
social factors, through applied research, with a non-experimental design of court cross,
concluding in the implementation of a model innovator of strategies to alleviate triggers that
diminish quality of life emotional and therapeutic support.
With respect to the variable of study quality of life labor the World Organization of Health
(2020) defines it as the appreciation that the individual has about his life, his environment and
his virtues in which he develops and in correspondence with his objectives, goals, desires,
standards, the quality of life is influenced by physical and psychological health, the degree of
autonomy, coexistence with others, as well as his relationship with his environment.
2.
Methodology
2.1. Guy and research design
The approach used for this research was quantitative, with a descriptive correlational
scope, that is, the results obtained were quantified, which were described and correlated both
between variables and in the dimension of one variable with the other. The research had a
descriptive and correlational scope, because the reality was objectively described as it
occurred and then the correlation between the variables was determined.
2.2. Variables
Variable 1: Conditions work, will be measured with 3 dimensions. Taken from the
Cabezas Model (2000). The survey technique was used and as an instrument a questionnaire
of nine items with a Likert-type measurement scale.
Variable 2: Motivation, will be measured with 3 dimensions, taken from the Borman
Model (2001): Contextual Performance Taxonomy; it was measured with an ordinal
measurement scale. The questionnaire made up of nine items was used as an instrument.
2.3. Population, sample and sampling
V
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.2
N°.1
(2022),GESTIONES
© Investigación
de Estudios Avanzados
ISSN:
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n
línea)
https://gestiones.pe/index.php/revista
Gestión de condiciones
laborales y Motivación de las enfermeras de un Hospital a inicios del año 2020
(Management of working conditions and Motivation of nurses in a Hospital at the
beginning of the year 2020)
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Workers who have nursing activities as a common specification were considered. in a
Hospital public during he first quarter of the year 2020. The sample was non-probabilistic,
determined by convenience of manner census, by have considered to the entire population of
50 nurses in a public hospital
Selection criteria: Nursing staff from the emergency service, in office during the time in
which the The survey was carried out and they voluntarily agreed to participate by answering
the survey. Nursing staff who were absent due to vacation and/or leave were excluded, which
was only 2 nurses.
2.4. Procedure
For collect the data, firstly HE did the validation of experts by three specialists who had
experience in nursing functions; who in turn mentioned having experience in scientific
research methodology, arguing that research was being developed, after having acceptance,
they proceeded to talk by telephone with the coordinators of each area, for it which HE them
advance that Initially, it was desired to select five reference workers, so 10 printed
questionnaires were physically provided to their offices (2 for each worker). With this
information, reliability was obtained through Cronbach's Alpha coefficient; being reliable,
being a value of 0.82 and 0.85 for each variable.
The coordinators were contacted again by telephone to apply the questionnaires to all the
workers, so the questionnaire was physically provided to those who were on duty and the
questionnaires were sent to the others' email addresses, who agreed to answer, after being
informed of the importance of the participation of each of the nurses.
3.
Results.
3.1. Inferential results: The statistician of Rho Spearman (r); for significance: Sig=0.05 with
95% confidence, carried out during the first quarter of 2020
The following results were reached: There is a direct relationship and weak r = 0.34
between conditions labor and the motivation of the Nurses of a hospital public. There is
inverse relationship between work overload and Nurses' motivation due to the value of r=-
0.24; with a weak relationship because its value is close to zero
There is a direct relationship of moderate intermediate level of r = 0.63 between the
initiative and motivation of nurses, indicating that the greater the initiative, the higher the
motivation.
There is relationship direct and of a weak level, due to the worth of the correlation of r =
0.36 between managerial support and motivation, indicating that the greater the managerial
support, the greater the motivation
V
ol
.2
N°.1
(2022),GESTIONES
© Investigación
de Estudios Avanzados
ISSN:
3028-9408(
E
n
línea)
https://gestiones.pe/index.php/revista
Gestión de condiciones
laborales y Motivación de las enfermeras de un Hospital a inicios del año 2020
(Management of working conditions and Motivation of nurses in a Hospital at the
beginning of the year 2020)
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3.1.1. Interpretation of results: The correlations the conditions labor and the The motivation of
nurses in a public hospital during the first quarter of 2020 was mostly intermediate and weak;
there was even an inverse correlation of r=-0.24 because work overload is a dimension that is
not favorably aligned with the conditions of job; is say that No exist conditions of job suitable
for cause work overloads and correlate with the motivation of the nurses.
IV. Discussion
Is important know the diversity of motivations No recognized: The investigation of Pérez
Muñoz et al. (2018) suggests that diversity in staff motivations is a critical factor that to slight
HE happens by high. The lack of a around inclusive can limit the staff retention; in addition,
according to De La Rosa, et al. (2018), the quality of life and its respective regulations that
govern the performance of professionals
Difficulties in the Work Experience: According to Ureña Lopera et al. (2020), nurses may
not experience a “flow” in their work, meaning they are not fully immersed in their tasks,
affecting their job satisfaction and performance.
The management of working conditions and motivation of nursing staff is an issue of
addition importance, especially in a context of crisis like the lived to early 2020. The
implementation of strategies focused on improving the emotional and professional well-being
of staff will not only benefit nurses, but will also have a direct impact on the quality of patient
care and the effectiveness of the health system; thus Suleiman (2019) states that intervention
studies should be carried out to improve nursing professionals and thus improve their care.
In observing the data obtained on the relationship between the first dimension of
quality of life, determined as workloads and job performance, it has been found that there is
no direct relationship (r = - 0.164: inverse relationship); similarly as we have mentioned
above, López (2019) carried out studies on the variables and dimensions mentioned and also
concluded that managerial support is significantly related to job performance.
4.1. Promotion of conditions labor
Being the promotion of conditions labor the cause of the motivation of the nurses,
Considerations are mentioned to promote conditions
Fostering a Positive Work Environment: Implementing strategies to create a positive work
environment motivator can be essential. This includes the training of teams of job, spaces for
open communication and the establishment of norms that promote emotional well-being.
V
ol
.2
N°.1
(2022),GESTIONES
© Investigación
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ISSN:
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línea)
https://gestiones.pe/index.php/revista
Gestión de condiciones
laborales y Motivación de las enfermeras de un Hospital a inicios del año 2020
(Management of working conditions and Motivation of nurses in a Hospital at the
beginning of the year 2020)
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Professional Development Programs: Offering training and development opportunities that
align nurses’ expectations with hospital goals can increase motivation. These opportunities
should be communicated and accessible.
Recognition and Reward Initiatives: Creating a recognition system that values staff effort
and dedication can help improve motivation. This can include awards, honorable mentions,
and celebrations of achievements, similar to what Medina-Bueno does. et al (2021) in the
results of his investigation contribute about he development of healthier lifestyles in university
students based on the activities programmed within the teaching process. The proposed
activities are a complement to the educational process with higher quality
Flexibility Labor: Provide options of schedules flexible and support psychological can help
to mitigate stress and improve the quality of life of the staff of nursing. This No not only
benefits nurses, but can also result in more effective patient care; such to the adaptation
teachers in he area educational in he context COVID-19 For which Reynosa et al. (2020)
mentioned that the teaching-learning processes, in which it was evident that online learning
and mental health, have influenced the adaptation processes of teachers
Promoting Inclusion and Diversity: Developing policies that recognize and value the
diversity of motivations among staff can improve the work environment. Fostering a space
where HE listen and HE value the different voices can result in elderly commitment and
satisfaction.
4.2. Contributions of the conditions labor
Improvement in the Retention of Staff: To the tackle are problematic and apply the
suggested alternatives, HE wait a increase in the retention of the staff of nursing, it that is
crucial during times of high demand. Increased Quality of Care: A motivated and satisfied
nursing staff tends to provide better care, which positively impacts patient health outcomes.
Developing a Healthy Organizational Culture: Implementing practices that foster welfare
and the motivation will contribute to create a culture organizational further strong, where staff
feel valued and engaged.
Continuous Research and Adaptation: Establishing mechanisms for feedback and
continuous evaluation on working conditions and motivation will allow for necessary
adjustments, ensuring that the work environment evolves with the needs of the staff.
V. Conclusions
The correlations the conditions labor and the motivation of the Nurses of a public hospital
during the first quarter of the year 2020 were in his majority less than 0.05; is say
V
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weak intermediate; interpreting that both situations being favorable for their performance,
they should have been highly correlated, but this correlation is not such, understanding that
there were other factors and intervening variables.
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V
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.2
N°.1
(2022),GESTIONES
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de Estudios Avanzados
ISSN:
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línea)
https://gestiones.pe/index.php/revista
Gestión de condiciones
laborales y Motivación de las enfermeras de un Hospital a inicios del año 2020
(Management of working conditions and Motivation of nurses in a Hospital at the
beginning of the year 2020)
==============================================================================================
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publicación
del
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Financing of the research: With resources own.
Declaration of interests: The The author declares that she has no conflict of interest that
could have influenced the results obtained or the interpretations proposed.
Informed consent statement: The study was carried out in accordance with the Ethical Code
and good editorial practices for publication.
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