THE INFLUENCE OF MOTIVATION ON THE PERFORMANCE OF NURSING OFFICERS IN DEVOLVED UNITS, A CASE OF NYERI COUNTY, KENYA
DOI:
https://doi.org/10.47604/jhmn.1345Keywords:
Motivation, Health workers, Performance of Nursing OfficersAbstract
Purpose: The management of human resources in healthcare institutions is vital to enable the delivery of efficient and effective medical and nursing services and to achieve clientele satisfaction. Motivation of human resources for health enhance quality service provision hence better outcomes. This study therefore sought to establish the influence of motivation on the performance of nursing officers, in devolved units, a case of Nyeri County, Kenya.
Methodology: This study adopted a cross sectional descriptive research design. The respondents constituted all nursing staffs and managers in Nyeri County health facilities and at the County Director’s Office. Stratified random sampling was used to come up with a sample of 248 respondents. Data was collected using questionnaire. Descriptive statistics were used in the analysis of data with the help of SPSS 23. Chi-square analysis was used to establish relationships.
Findings: The researcher found that motivation of nurses was not well done with a mean of 2.84, SD=1.090, and there were no upgrading and promotion opportunities (M=1.81, SD=1.133) for nurses in the county. There was a moderate performance of nurses with a mean value of 3.75, SD=1.100. Chi-square analysis showed that motivation (χ2 = 28.860, df=16, p=0.025) significant at 95% confidence level. The Cramer’s V value was positive indicating that motivation (v=0.473) enhance performance.
Contribution to theory, practice and policy: The study concluded that motivation influences the performance of nursing officers, in devolved units in Kenya. Specifically, motivation approaches and techniques used in the health sector should be overhauled and/or reviewed as they are not effective. In particular, remuneration of staffs who have upgraded should be reviewed according to human resources policy.
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Copyright (c) 2021 Jeremiah M. Ongori, Nelia W. Muiruri, Kulimankudya D. Vasco
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