The Relationship of Intrinsic Motivation and Intrinsic Motivation with the Attitude of Gender Roles in Nurses

Year 2022, , 22 - 31, 06.04.2022

Nükhet Bayer , Zehra Gölbaşı , Ebru Esenkaya

https://doi.org/10.38108/ouhcd.930986

Cited By: 2

Abstract

Introduction: The aim of this study is to determine the relationship between intrinsic motivation and gender role attitudes in nurses.
Methods: The study was conducted with 261 nurses working in a university hospital between February and May 2019. Data were collected using the Individual and Professional Characteristics Information Form, the Intrinsic Motivation Scale (IMS), and the Gender Roles Attitude Scale (GRAS). Number percent distribution, Mann Whitney U test, Kruskal-Wallis analysis of variance, Correlation analysis and Simple Linear Regression analysis were used in the analysis of the data
Results: The mean score of the intrinsic motivation sub-dimension of the nurses was 4.25±0.60; The mean GRAS score was found to be 158.40±22.14. It was determined that there was a statistically significant difference between the mean intrinsic motivation score of the nurses according to the duration of working in the unit and their willingness to work in the unit (p<0.05). There was no statistically significant linear relationship between the intrinsic motivation score average of the nurses and the total and sub-dimension mean score of GRAS (p>0.05).
Conclusion: The results obtained from this study showed that the intrinsic motivation level of nurses was high. Although the nursing profession is mostly preferred by women; It was concluded that having a traditional and egalitarian attitude towards gender roles did not affect the intrinsic motivation level of nurses.

Keywords

Motivation, intrinsic motivation, gender, nursing, management

Hemşirelerde İçsel Motivasyon ve İçsel Motivasyonun Toplumsal Cinsiyet Rolleri Tutumu İle İlişkisi

Abstract

Amaç: Bu çalışmada hemşirelerde içsel motivasyonun toplumsal cinsiyet rolleri tutumu ile ilişkisini belirlemek amaçlanmıştır.
Gereç ve Yöntem: Çalışma Şubat-Mayıs 2019 tarihleri arasında bir üniversite hastanesinde çalışan 261 hemşire ile yürütülmüştür. Veriler Bireysel ve Mesleki Özellikler Bilgi Formu, İçsel Motivasyon Ölçeği (İMÖ) ve Toplumsal Cinsiyet Rolleri Tutum Ölçeği (TCRTÖ) kullanılarak toplanmıştır. Verilerin analizinde sayı yüzde dağılımı, Mann-Whitney U testi, Kruskal-Wallis Varyans analizi, Korelasyon analizi ve Basit Doğrusal Regresyon analizi kullanılmıştır.
Bulgular: Hemşirelerin içsel motivasyon alt boyut puan ortalaması 4.25±0.60; TCRTÖ puan ortalaması ise 158.40±22.14 olarak bulunmuştur. Hemşirelerin birimde çalışma süresi ve birimde isteyerek çalışma durumlarına göre içsel motivasyon puan ortalaması arasında istatistiksel olarak anlamlı bir fark olduğu saptanmıştır (p<0.05). Hemşirelerin içsel motivasyon puan ortalaması ile TCRTÖ toplam ve alt boyut puan ortalaması arasında istatistiksel olarak anlamlı doğrusal bir ilişki bulunmamıştır (p>0.05).
Sonuç: Bu çalışmadan elde edilen sonuçlar hemşirelerin içsel motivasyon düzeyinin yüksek olduğunu göstermiştir. Hemşirelik mesleği en çok kadınlar tarafından tercih edilmesine karşın; toplumsal cinsiyet rollerine ilişkin geleneksel ve eşitlikçi tutuma sahip olmanın hemşirelerin içsel motivasyon düzeyini etkilemediği sonucuna ulaşılmıştır.

Keywords

Motivasyon, içsel motivasyon, toplumsal cinsiyet, hemşirelik, yönetim

References

• Abu Yahya O, Ismaile S, Allari R. S, Hammoudi B. M. (2018). Correlates of nurses’ motivation and their demographic characteristics. Nursing Forum, 1-9.
• Brislin RW, Kabigting F, Macnab B, Zukis B, Worthley, R. (2005). Evolving perceptions of japanese workplace motivation. International Journal of Cross Cultural Management, 5, 87-103.
• Coster S, Watkins M, Norman IJ. (2018). What is the impact of professional nursing on patients' outcomes globally? An overview of research evidence. International Journal of Nursing Studies,78, 76–83.
• Çelik A, Karaca A. (2017). Hemşirelerde ekip çalışması ve motivasyon arasındaki ilişkinin ve etkileyen faktörlerin değerlendirilmesi. Hemşirelikte Eğitim ve Araştırma Dergisi,14, 254-263.
• Demirbilek S. (2007). Cinsiyet ayırımcılığının sosyolojik açıdan incelenmesi. Finans Politik & Ekonomik Yorumlar, 44, 12-27.
• Deressa AT, Zeru G. (2019). Work motivation and its effects on organizational performance: the case of nurses in Hawassa public and private hospitals: Mixed method study approach. BMC Res Notes, 12, 2-6.
• Dundar S, Ozutku H, Taspinar F. (2007). İcsel ve dışsal motivasyon araçlarının işgörenlerin motivasyonu uzerindeki etkisi: Ampirik bir inceleme. Ticaret ve Turizm Egitim Fakultesi Dergisi, 2, 105-119.
• Dünya Sağlık Örgütü 2018: Nursing and Midwifery, Rerieved Semptember 23, 2020, from: https://www.who.int/news-room/fact-sheets/detail/nursing-and-midwifery
• Eccles JS. (1994). Understanding Women’s Educational And Occupational Choices: Applying the Eccles et al. Model of Achievement-Related Choices. Psychology of Women Quarterly,18, 585–609.
• Egeland JW, Brown JS. (1988). Sex role stereotyping and role strain of male registered nurses. Research in Nursing & Health, 11, 257–267.
• Ekstrom DN. (1999). Gender and perceived nurse caring in nurse-patient dyads. Journal of Advanced Nursing, 29, 1393–1401.
• Gagné M, Deci EL. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26, 331–362.
• Gaki E, Kontodimopoulos N, Niakas D. (2013). Investigating demographic, work-related and job satisfaction variables as predictors of motivation in Greek nurses. Journal of Nursing Managment, 21, 483-490.
• Gunn V, Muntaner C, Ng E, Villeneuve M, Gea-Sanchez, M, Chung H. (2019). Gender equality policies, nursing professionalization, and the nursing workforce: A cross-sectional, time-series analysis of 22 countries, 2000–2015. International Journal Of Nursing Studies, 99, 2-13.
• Hakmal, H, Karadağ, M, Demir, C. (2012). Hemşirelerin motivasyon düzeylerine etki eden faktörler: Gülhane askeri tıp fakültesi eğitim hastanesinde bir uygulama. Anadolu Hemşirelik ve Sağlık Bilimleri Dergisi, 15, 181-187.
• Heise L, Greene M. E, Opper N, Stavropoulou M, Harper C, Nascimento M, Zewdie D. (2019). Gender inequality and restrictive gender norms: framing the challenges to health. The Lancet, 393, 2440-2454.
• Koçel T. (2020). İşletme yöneticiliği. İstanbul Beta basım.
• Kundak Z, Taş Ü. H, Keleş A, Eğicioğlu H. (2017). Bir üniversite hastanesinde hemşirelik mesleğinde iş tatmini ve motivasyonu. Kocatepe Tıp Dergisi, 6,1-10.
• Kuvaas B, Buch R, Weibel A, Dysvik A, Nerstad CG. L. (2017). Do intrinsic and extrinsic motivation relate differently to employee outcomes? Journal of Economic Psychology 61, 244–258.
• Lohmann J, Muula A. S, Houlfort N, De Allegri M, (2018). How does performance-based financing affect health workers' intrinsic motivation? A Self-Determination theory-based mixed-methods study in Malawi. Social Science & Medicine (1982), 208, 1–8.
• Mahaney CR, Lederer AL. (2006). The effect of intrinsic and extrinsic rewards for developers on information systems project success. Project Management Journal, 37,42-54.
• Meyer JP, Becker TE. (2004). Vandenberghe C. Employee Commitment and Motivation: A Conceptual Analysis and Integrative Model. Journal of Applied Psychology, 89(6),991–1007.
• Mottaz CJ. (2005). The relative ımportance of ıntrinsic and extrinsic rewards as determinants of work satisfaction. The Sociological Quarterly, 26, 365–385.
• Negarandeh R, Hooshmand Bahabadi A, Aliheydari Mamaghani J. (2018). Impact of regular nursing rounds on patient satisfaction with nursing care. Asian Nursing Research, 8, 282-285.
• Osabiya BJ. (2015). The Effect of employees’ motivation on organizational performance. Journal of Public Administration and Policy Research, 7, 62-75.
• Robbins PS, Judge T. (2015). Organizational behaviour, Global Edition, 16th ed. UK: pearson.
• Ryan RM, Deci EL. (2000). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary Educational Psychology, 25, 54-67.
• Toode K, Routasalo P, Helminen M, Suominen T. (2014). Hospital nurses’ work motivation. Scandinavian Journal of Caring Sciences, 29, 248–257.
• Toode, K, Routasalo, P, Suominen, T. (2011). Work motivation of nurses: A literature review. International Journal of Nursing Studies, 48, 246–257.
• Trusty J, Robinson CR, Plata M, Ng KM. (2000). Effects of Gender, Socioeconomic Status, and Early Academic Performance on Postsecondary Educational Choice. Journal of Counseling & Development, 78, 463–472.
• Uğur E, Düz H. (2019). Yoğun bakım hemşirelerinde karara katılım ve iş motivasyonları. Dokuz Eylül Üniversitesi Hemşirelik Fakültesi Elektronik Dergisi, 10, 100-106.
• Wang E, Hu H, Mao S, Liu H. (2019). Intrinsic motivation and turnover intention among geriatric nurses employed in nursing homes: the roles of job burnout and pay satisfaction. Contemporary Nurse, 55, 195–210.
• Yardımcı, F, Bektaş M, Özkütük N, Muslu GK, Gerçeker GÖ, Başbakkal Z. (2017). A study of the relationship between the study process, motivation resources, and motivation problems of nursing students in different educational systems. Nurse Education Today, 48, 13–18.
• You LM, Aiken LH, Sloane DM, Liu K, He P, Hu Y, Jiang XL, Li H, Li XM, Liu HP, Shang SM, Kutney-Lee A, Sermeus W. (2013). Hospital nursing, care quality, and patient satisfaction: cross-sectional surveys of nurses and patients in hospitals in China and Europe. International journal of nursing studies, 50, 154–161.
• Zeyneloğlu S, Terzioğlu F. (2011). Toplumsal cinsiyet rolleri tutum ölçeğinin geliştirilmesi ve psikometrik özellikleri. Hacettepe Üniveristesi Eğitim Fakültesi Dergisi, 40, 409-420.