FACTORS AFFECTING WORK MOTIVATION LEVEL AT A GOVERNMENT HOSPITAL FACTORS AMONG NURSES IN PUNJAB INSTITUTE OF CARDIOLOGY, LAHORE

Abstract

Work motivation is a critical determinant of nurses' performance, influencing healthcare delivery and patient outcomes. Various factors, including job autonomy, social support, workload, recognition, professional development, and organizational culture, impact nurses' motivation levels. This study investigates the factors affecting work motivation among charge nurses at Punjab Institute of Cardiology, Lahore, to understand their influence on job performance and retention in a public sector healthcare setting.

Method: A quantitative, cross-sectional descriptive study was conducted among 50 charge nurses from the ICU and Emergency departments of Punjab Institute of Cardiology, Lahore, using a convenience sampling technique. Data were collected via a close-ended Likert-scale questionnaire adapted from prior research (Tesfaye T, 2024), focusing on motivation, job satisfaction, and professional experiences. The sample size was calculated using Open Epi with a 95% confidence level, yielding a sample of 50 nurses. Data were analyzed using descriptive statistics (frequencies, percentages) to assess demographic profiles and motivation factors. Ethical approval was obtained from the hospital’s medical superintendent, with informed consent ensured for all participants.

Results: The sample comprised 86% female nurses, 48% aged 31-42 years, 72% married, and 64% with Post RN qualifications. Most nurses (64%) had 9-12 years of professional experience. High motivation levels were reported, with 96% feeling motivated to work hard, 92% citing financial incentives, and 92% valuing long-term job security. Job satisfaction was high, with 94% satisfied with their job, 84% with supervisors, and 86% with colleagues. However, only 28% had worked in pediatrics, and 88% reported knowledge of neonatal resuscitation. Key motivators included career development opportunities (88%) and pride in working for the facility (96%). Conversely, 32.8% were satisfied with remuneration, and 57.2% agreed that incompetent nurses received adequate support. Work environment factors, such as safety and resource availability, were positively rated by 39% of respondents.

Conclusions: The study highlights that job autonomy, financial incentives, job security, and supportive work environments significantly enhance nurses’ motivation at Punjab Institute of Cardiology. However, gaps in remuneration satisfaction and limited career advancement opportunities indicate areas for improvement. Strengthening communication, providing robust professional development programs, and addressing resource constraints can further boost motivation and performance, ultimately improving patient care outcomes.