Motivational Factors and Organizational Commitment of Nurse Anesthetists in Ramathibodi Hospital

Abstract

Background: Suitable motivational factors cause nurse anesthetists have job satisfaction and organizational commitment. As a result, the turnover rate decreases.

Objective: To study motivational factors  and organizational commitment of nurse anesthetists.

Method: Survey research is conducted by using questionnaire to collect the data from all 40 nurse anesthetists in Ramathibodi Hospital. Data analysis by descriptive statistics (Mean, percentage, and frequency) and Mann-Whitney U test, Kruskal-Wallis H test and Spearman correlation coefficient.

Results: Total level of work motivational factors are at high level with an average of 3.490.39; each individual motivational factor that arranged from most to least are at high level as followed: 1) Work stability 2) Relationships with colleagues 3) Relationships with supervisors 4) Policies and administration 5) Opportunity and growth 6) Working conditions 7) Recognition and respect. However 8) Salary and welfare is the only factor that has moderate level. For organizational commitment, total commitment is at high level with an average of 3.770.50: each individual commitment descending as followed: 1) normative commitment 2) affective commitment and 3) continuance commitment. The study found significant differences (P < 0.05) among marital status, and number of children with policies and administration, marital status, age, and number of children with work stability. However, the study found a positive correlation with three commitments at P value of 0.01 and 0.05 as followed: 1) Policies and administration 2) Relationship with supervisors 3) Work stability 4) Salary and welfare 5) Recognition and respect and 6) Opportunity to growth 7) Relationships with colleagues are positively correlated with only two commitments, including affective commitment and continuance commitment. Work conditions are positively correlated with only two commitments, including affective commitment and normative commitment.

Conclusion: Department of anesthesiology has to increase adequate and suitable of motivational factors to raise organizational commitment and decrease turnover rate. Marital status, age, and number of children need to be considered in order to increase motivational factors in terms of policies and administration and work stability.