Abstract
Studies applying the self-determination theory have shown that intrinsic motivation and autonomous regulation lead to job satisfaction and to better job performance. What has not been worked out clearly yet are the effects of extrinsic motivation and controlled regulation on affect, job performance and job satisfaction. However, it has been described that controlled regulation is often necessary for mundane tasks. In anaesthesiology, routine daily tasks can be perceived as mundane by those who have achieved a certain level of training (e.g., consultants). Therefore, it was hypothesised that consultants have high expressions of all motivational qualities. Furthermore, it was hypothesised that job satisfaction of anaesthesiologists is correlated with autonomous motivation. The hypotheses were tested in a cross-sectional study design within a group of anaesthesiologists. The study participants reported the same pattern throughout the motivational continuum. Consultants reported the highest levels of all motivational qualities, including controlled regulation, as well as the highest levels of job satisfaction. Junior residents reported high levels of amotivation and extrinsic regulation. The lowest levels of identified regulation and job satisfaction were reported by the group of attendings. Job satisfaction was positively correlated with intrinsic motivation and negatively correlated with amotivation. Therefore, our findings from the field of anaesthesiology show that the expressions of high levels of controlled regulation might be necessary for specialists to engage in mundane daily tasks. Intrinsic motivation and autonomous regulation are necessary for job satisfaction and the presence of controlled regulation and extrinsic behavioural regulation have no declining effects. Furthermore, the decrease of amotivation will lead to enhanced job satisfaction and the resulting consequences will be extensive. Junior residents need to be supported with the aim to enhance their feeling of autonomy and competence in order to decrease amotivation and to foster autonomous regulation and hence to increase job satisfaction and well-being. Further special focus should be on attendings to counteract their lacking identification with the job. Hereby, the provision of feedback and professional perspectives might foster the process of re-identification.
Highlights
Many medical departments are facing challenges in providing job satisfaction for residents, combined with a threatening lack of doctors [1,2]
Studies applying the self-determination theory have shown that intrinsic motivation and autonomous regulation lead to job satisfaction and to better job performance
It was hypothesised that job satisfaction of anaesthesiologists is correlated with autonomous motivation
Summary
Many medical departments are facing challenges in providing job satisfaction for residents, combined with a threatening lack of doctors [1,2]. In several fields as well as in healthcare, investigations showed a positive correlation between motivation and job satisfaction, as well as performance of employees [3] and, motivation plays a crucial role to provide efficient and good quality patient care [4]. In the early 20th century, it was assumed that employees’ motivation was solely monetary based [5]. This assumption was withdrawn after the Hawthorne studies showed that employees changed their working behaviour and productivity when they were observed. The SDT is the appropriate approach to explore motivation and motivational patterns in healthcare employees
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