Health organizations are increasingly trying to guide and motivate physicians in many ways. The current era is competitive and healthcare organizations, regardless of size, technology and market focus, are also facing retention of physicians. To achieve prosperity, healthcare organizations use different strategies to compete with competitors. Successful healthcare organizations view their physicians as a key development resource. Physicians are an essential part that contributes to the growth and development of the healthcare organization. The main theoretical goal of this paper is to find out how extent motivation affects the improvement of job satisfaction among physicians, especially in terms of non-financial motivation. Within this paper, empirical research will be conducted, with a total of 8 questions, in order to get an idea of how much and to what extent non-financial motivation affects the job satisfaction of physicians. The choice will be the Likert scale with which the respondents will express their agreement or disagreement through a five-point scale (1 = I do not agree at all, 2 = Partially disagree, 3 = Neutral (neither agree nor disagree, 4 = Partially I agree, 5 = I completely agree). The results of this research can be used for further research on a similar topic, but also as a useful recommendation for managers or the human resources department who would like to explore the degree of motivation and job satisfaction within their organization.
Amos T, Ristow A, Ristow L. Human resource management. 2004.
2.
Armstrong M. A Handbook of Human resource Management Practice. 2006.
3.
Chan SH, Qiu HH. Loneliness, work satisfaction, and organizational commitment of migrant workers: empirical evidence from China”. The international Journal of Human Resource Management. 2011;22(5):1109–27.
4.
Day C, Sammons P, Stobart G, Kington A. Teachers matter: Connecting work, lives and effectiveness. 2007.
5.
Deeprose D. How to recognize and reward employees. 2007;
6.
A. D, J. B, M C. The effect of retention factors on organisational commitment: an investigation of high technology employees”. SA Journal of Human Resource Management. 2006;4(2):20–8.
7.
Hackman JR, Oldham GR. Work redesign. 1980.
8.
Hoower S. Work Satisfaction and Its Relation with Perceived Workload: An Application in a Research Institution. 2008.
9.
A.I. H, M.I. C, S. A, M. A, Rehman KU. Factors effecting work satisfaction of employees in Pakistani banking sector”. African Journal of Business Management. 2010;4(10):2157–63.
10.
Kawada T, Otsuka T. Relationship Between Work Stress, Occupational Position and Work Satisfaction Using a Brief Work Stress Questionnaire”. Work. 2011;40(4):393–9.
11.
Klandermans B, Hesselink JK, Vuuren T. Employment status and work insecurity: On the subjective appraisal of an objective status“. Economic and Industrial Democracy. 2010;31(4):557–77.
12.
Lai HH. The influence of compensation system design on employee satisfaction”. African Journal of Business Management. 2011;5(26).
13.
Luthans F. Organizational behavior. 2002.
14.
Mathauer I, Imhoff I. Health worker motivation in Africa: the role of non- financial incentives and human resource management tools”. Human Resources for Health. 2006;1–17.
15.
Kabir M. Factors affecting employee work satisfaction of pharmaceutical sector”. Australian Journal of Business and Management Research. 2011;1(9):113–23.
16.
Origo F, Pagani L. Flexicurity and work satisfaction in Europe: The importance of perceived and actual work stability for well-being at work”. Labour Economics. 2009;16:547–55.
17.
Rothwell WJ. The managers guide to maximizing employee potential. 2010;
18.
Sagie A, Aycan Z. A Cross- Cultural Analysis of Participative DecisionMaking in Organizations”. Humam Relations. 2003;56(4):453–73.
19.
Sheppard G. Work-Life Balance Programs to Improve Employee Performance. 2016;
20.
Wiscombe J. Rewards get results: Put away your cash”. Workforce. 2002;8(1):42–7.
21.
Vlosky P, Aguilar X. A model of employee satisfaction: Gender differences in cooperative extension”. Journal of Extension. 2009;47(2):1–15.
22.
Wentzel KR, Wigfield A. Handbook of Motivation at School. 2009.
23.
L.A W. Enhancing long-term worker productivity and performance: The connection of key work domains to work satisfaction and organizational commitment. International Journal of Productivity and Performance Management. 2010;59(4):372–87.
24.
Yaseen A. Effect of Compensation Factors on Employees’ Work Satisfaction: A Study of physicians Dissatisfaction in Punjab. International Journal of Human Resource Studies. 2013;3:142–57.
Citation
Copyright
This is an open access article distributed under the Creative Commons Attribution License which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
The statements, opinions and data contained in the journal are solely those of the individual authors and contributors and not of the publisher and the editor(s). We stay neutral with regard to jurisdictional claims in published maps and institutional affiliations.
