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УДК
: 614.253.52-616-009.614]-316
MOTIVATION AND SATISFACTION WITH THE PROFESSIONAL ACTIVITIES OF
NURSES ANESTHETISTS
Saydalikhujaeva Sh. Kh., Rustamova H. Ye.
Tashkent state dental institute
Tashkent, Uzbekistan
Резюме
_______________________________________________________________
Мотивация к трудовому процессу является важнейшей социально
-
экономической характеристикой и во многом определяет направленность мер по
стимулированию работника к более производительному и качественному труду.
Проблема мотивации персонала в Узбекистане на протяжении последних
десятилетий остается одной из ключевых проблем организации работы в
различных сферах деятельности. Знание основных мотивационных факторов
позволяет целенаправленно и эффективно влиять на поведение медсестер,
добиваясь гармонии его интересов и желания работодателя. Несмотря на
многочисленные исследования этой проблемы, вопросы мотивации персонала
остаются одними из самых сложных и неизученных.
Материалы и методы:
Исследование проводилось в 2019
-
2021 годах на
базе государственных и коммерческих учреждений здравоохранения города
Ташкента. Объектом исследования были медицинские сестры анестезисты,
осуществляющие профессиональную деятельность в медицинских организациях
государственной и частной формы собственности. Мы использовали анкету,
беседу. Общий объем исследования включал 118 человек в возрасте от 20 до 60
лет, из которых 6,8% составляли мужчины и 93,2%
-
женщины. Стаж работы
респондентов по специальности составляла от 3 до
35 лет
.
Результаты:
Результаты исследования удовлетворенности можно
обобщить в виде следующих выводов: наличие более высокого уровня
удовлетворенности у всех категорий персонала в коммерческих медицинских
организациях
по
сравнению
с
государственными,
низкая
степень
удовлетворенности уровнем заработной платы у всех категорий персонала
независимо от типа организации, наиболее благоприятные перспективы
карьерного и профессионального роста, более благоприятный психологический
климат, большая самостоятельность в принятии рабочих решений в коммерческих
медицинских организациях.
Ключевые слова:
Медицинская сестра анестезист, анестезиологическая
служба, мотивация, удовлетворенность работой, эффективность.
Хулоса_____________________________________________________________
Меҳнат жараёнини рағбатлантириш энг муҳим ижтимоий
-
иқтисодий
хусусиятдир ва асосан ходимни янада самарали ва сифатли ишлашга
рағбатлантириш бўйича чора
-
тадбирлар йўналишини белгилайди. Сўнгги ўн
йилликлар давомида Ўзбекистонда ходимларни рағбатлантириш муаммоси
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фаолиятнинг турли соҳаларида ишларни ташкил этишнинг асосий муаммоларидан
бири бўлиб қолмоқда. Асосий мотивацион омилларни билиш ҳамшираларнинг
хатти
-
ҳаракатларига мақсадли ва самарали таъсир кўрсатишга, унинг
манфаатлари ва иш берувчининг хоҳиш
-
истакларига эришишга имкон беради.
Ушбу муаммони кўплаб ўрганишларига қарамай, ходимларни рағбатлантириш
масалалари энг қийин ва ўрганилмаган масалалардан бири бўлиб қолмоқда.
Материаллар ва усуллар:
Тадқиқот 2019
-
2021 йилларда Тошкент
шаҳридаги давлат ва тижорат соғлиқни сақлаш муассасалари базасида ўтказилди.
Тадқиқот объекти давлат ва хусусий мулкчилик тиббиёт ташкилотларида касбий
фаолиятни амалга оширадиган ҳамшира
-
анестезистлар эди. Анкета, суҳбат
усулларидан фойдалантлди. Тадқиқотнинг умумий кўлами 20ёшдан 60 ёшгача
бўлган 118 кишини ташкил этди, улардан 6,8% эркаклар ва 93,2% аёллардир.
Респондентларнинг мутахассислик бўйича иш тажрибаси 3 йилдан 35 йилгача.
Натижалар:
Қониқишни
ўрганиш
натижалари қуйидаги хулосалар шаклида
умумлаштирилиши мумкин: тижорат тиббиёт ташкилотларида ходимларнинг барча
тоифаларида давлат билан таққослаганда юқори даражадаги қониқиш, ташкилот
туридан қатъи назар, барча тоифадаги ходимларнинг иш ҳақи даражасидан
паст
даражадаги қониқиш, каръера ва касбий ўсишнинг энг қулай истиқболлари бу янада
қулай психологик иқлим, тижорат тиббиёт ташкилотларида қарор қабул қилишда
хамширалрнинг мустақиллиги хисобланади.
Калит сўзлар:
ҳамшира
анестезист, анестезиологик хизмат, мотивация,
ишдан қониқиш, самарадорлик
.
Summary___________________________________________________________
Motivation for the labor process is the most important socio-economic characteristic
and largely determines the direction of measures to stimulate an employee to more
productive and high-quality work. The problem of staff motivation in Uzbekistan over the
past decades remains one of the key problems of organizing work in various fields of
activity. Knowledge of the main motivational factors allows you to purposefully and
effectively influence the behavior of nurses, achieving harmony of his interests and the
desire of the employer. Despite numerous studies of this problem, the issues of staff
motivation remain one of the most complex and unexplored.
Materials and methods:
The study was carried out in 2019-2021 on the basis of
state and commercial healthcare institutions of the city of Tashkent. The object of the
study was the anesthesiologist nurses engaged in professional activities in medical
organizations of state and private ownership. We used a questionnaire, a conversation.
The total volume of the study included 118 people aged 20 to 60 years, of which 6,8%
were men and 93,2% were women. The respondents work experience in the specialty is
from 3 to 35 years.
Results.
The results of the satisfaction study can be summarized in the form of the
following conclusions: the presence of a higher level of satisfaction in all categories of
personnel in commercial medical organizations compared with state ones, a low degree
of satisfaction with the salary level in all categories of personnel regardless of the type of
organization, the most favorable prospects for career and professional growth, a more
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favorable psychological climate, greater independence in decision-making working
solutions in commercial medical organizations.
Key words:
Nurse-anesthetist, anesthesiological service, motivation, job
satisfaction, effectiveness.
Relevance of the study.
The
effectiveness of a functional healthcare
delivery system depends to a large degree
on
human
resource
utilization
and
motivation [1, 2]. Out of the seven billion
people globally, about five billion people do
not have access to safe and affordable
surgical and anesthesia care, and this is
disproportionally high in low- and middle-
income
countries
(LMICs)
[3].
Job
satisfaction (JS) is a balance outcome in an
individual who expects fulfilment from
his/her job and what he/she actually felt
achieved [4
–
7]. Job satisfaction is an
important indicator of the performance and
efficiency of the healthcare system [1, 8].
Anesthetists play a pivotal role in a well-
functioning surgical care system [4, 5, 9]. In
most LMICs, the shortage of anesthesia
care providers limited the access to safe
anesthesia
services
[10
–
12].
Nurse
anesthetists work under direct or indirect
supervision of physician anesthesiologists
in high-income countries, but in many
LMICs, anesthesia is administered primarily
by nurse anesthetists [13, 14]. A tense
operation theatre environment and the need
for teamwork predispose nurse anesthetists
to a higher degree of stress that influences
their professional and personal life [1, 6, 15
–
18]. The practice of anesthesia profession
requires a smooth cooperation among
different disciplines that are expected to
perform with the highest safety standards
and free of adverse events; this has
tremendous impact on clinicians' attitudes
towards their work and practice [15, 19, 20].
The problem of staff motivation in
Uzbekistan over the past decades remains
one of the key problems of organizing work
in various fields of activity. Knowledge of the
main motivational factors allows you to
purposefully and effectively influence the
behavior of nurses, achieving harmony of
his interests and the desire of the employer.
Despite numerous studies of this problem,
the issues of staff motivation remain one of
the most complex and unexplored [3, 6, 9].
Labor productivity is one of the key links in
solving the problem of improving the
efficiency of the functioning of the
healthcare system as a whole. Ensuring
and maintaining a high level of labor
motivation of employees is one of the most
difficult
managerial
tasks
of
any
organization [14, 19]. The organization of
medical activities is extremely complex, as
it
involves
the
management
of
heterogeneous
production
processes,
complex
technological
schemes
and
heterogeneous categories of personnel.
Another feature of the medical staff is, for
the most part, the attitude to the profession
as something more than a tool for making
money. A profession in medicine is
belonging to a group of like-minded people,
to a caste, to a very conservative and closed
structure [8,9]. And in this there is another
great opportunity for placing emphasis in
the motivation system: encouragement (or
not encouragement) in the form of attention
from key representatives of the medical
environment. Without a high level of
motivation of medical workers, it is hardly
possible to really improve the quality and
culture of providing medical care to the
population, as well as increase the
efficiency of medical organizations and the
healthcare system as a whole based on the
rational use of financial, material and
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human resources[15, 18]. The efficiency
and quality of the work of the entire medical
organization largely depends on the
efficiency and quality of the work of the
nursing staff. In order to effectively influence
the
motivational
attitudes
of
anesthesiologist nurses in state medical
organizations, it is necessary to provide for
the possibility of additional financial
incentives, as well as creating conditions for
reducing labor intensity. For more effective
stimulation of secondary medical personnel
in commercial medical organizations, it is
advisable to create prerequisites for career
growth, as well as additional financial
incentives. It is worth considering that in this
category of personnel there is a high
interest in improving living conditions [5, 9,
12].
It is shown that despite a sufficient number
of research papers devoted to the
motivation
of
personnel
of
medical
organizations,
the
features
of
the
motivational structure of medical personnel,
taking into account various forms of
ownership of medical organizations, have
not been practically investigated [19, 20].
The purpose of the study.
to scientifically
substantiate theoretical approaches to
increasing the level of motivation and the
degree of satisfaction with the professional
activities of nurses of anesthesiologists and
to develop practical recommendations for
increasing the degree of motivated and
degree of satisfaction with the professional
activities of nurses.
Research objectives:
-To
study
the
theoretical
and
methodological
foundations
of
staff
motivation, as well as the system of
personnel motivation management in
Uzbekistan at the present stage.
-To study the level of satisfaction with the
professional activities of various categories
of medical personnel (managers, doctors
and nurses) of medical organizations of
public and private ownership of the city of
Tashkent.
-To substantiate theoretical approaches to
increasing the level of motivation for the
professional
activity
of
nurses
of
anesthesiologists of medical organizations
of various forms of ownership.
Materials and methods
. The study was
carried out in 2019-2021 on the basis of
state and commercial healthcare institutions
of the city of Tashkent. The object of the
study was the anesthesiologist nurses
engaged in professional activities in medical
organizations
of
state
and
private
ownership. The unit of observation is a
specialists
with
secondary
medical
education, working in the specialty “nurse
-
anesthetist” in multidisciplinary medical
institutions. Motivational attitudes and the
level of satisfaction with the professional
activities
of
medical
workers
were
considered as the subject of the study.
Medical organizations, both state and
private forms of ownership, were used as
the basis of the study. We used a
questionnaire, a conversation. The total
volume of the study included 118 people
aged 20 to 60 years, of which 6,8% were
men and 93,2% were women. The
respondents work experience in the
specialty is from 3 to 35 years.
Results:
Job satisfaction is the most
important criterion for the development of
professional
self-awareness,
directly
related to the overall motivation of
employees and is considered as an
important human resource, which is a subtle
indicator of both the current state of the
organization and future prospects for its
development. The results of the study of the
degree of satisfaction of nurses of
anesthesiologists of medical organizations
of the state 8 form of ownership showed an
average level of satisfaction in general, but
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a large proportion of dissatisfied employees
attracts attention. Thus, during a survey of
nurses of state medical organizations, it
turned out that 30.9% of representatives of
this professional group are not satisfied with
their
work.
In
commercial
medical
organizations, a survey of nurses revealed
that 80% of respondents are generally
satisfied with their work, only 8% of
respondents are not satisfied. Nurses of
anesthesiologists working in state medical
organizations are quite satisfied with the
psychological aspects of their activities,
relationships
with
colleagues
and
managers, in principle, they are satisfied
with working conditions, but they are not
satisfied with the monotony of work, its
regime and the amount of earnings.
For nurses working in state medical
organizations, regardless of the level of
satisfaction, the most significant factor of
labor activity is financial incentives.
However, in the group of highly satisfied
employees, the significance level is
significantly lower than in the group of
nurses with a low level of job satisfaction.
Based on the data of the conducted
research, it can be recommended to change
the working hours and provide career
opportunities to increase the level of
satisfaction
among
nurses
of
anesthesiologists
of
state
medical
organizations. In a commercial medical
organization, there is a fairly high degree of
staff satisfaction among anesthesiologist
nurses. The fact that satisfaction with the
level of wages at a low level does not affect
the level of overall satisfaction. The results
of the satisfaction study can be summarized
in the form of the following conclusions: the
presence of a higher level of satisfaction in
all categories of personnel in commercial
medical organizations compared with state
ones, a low degree of satisfaction with the
salary level in all categories of personnel
regardless of the type of organization, the
most favorable prospects for career and
professional growth, a more favorable
psychological
climate,
greater
independence in decision-making working
solutions
in
commercial
medical
organizations.
Conclusions.
A study of literary sources
has shown that, despite a sufficient number
of research papers devoted to the
motivation
of
personnel
of
medical
organizations,
the
features
of
the
motivational structure of medical personnel,
depending on their professional status, as
well as taking into account various forms of
ownership of medical organizations, have
not been practically studied.
The most significant characteristic of work
for nurses of anesthesiologists of state
medical organizations is low labor intensity.
Among the significant characteristics for
themselves, they also noted a favorable
psychological climate, the opportunity to
improve their living conditions. The variety
and complexity of work, the possibility of job
promotion
has
a
rather
negative,
demotivating value for them, and even high
wages do not contribute to their motivation.
For
nurses
of
commercial
medical
organizations, high wages are far from the
main criterion when choosing a job. The
most significant categories are diversity of
work, good working conditions and a
favorable psychological climate.
The level of staff satisfaction is significantly
higher in commercial medical organizations,
the degree of satisfaction with the salary
level is low in all categories of personnel, in
all types of institutions. All medical
personnel are sufficiently satisfied with the
material and technical base and sanitary
conditions in state medical organizations,
commercial medical organizations have the
most favorable prospects for career and
professional growth, the psychological
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climate is more favorable, employees are
more
independent
in
making
work
decisions. The level of motivation and
motivation structure depends on the level of
overall satisfaction. A decrease in the level
of satisfaction leads to a sharp increase in
the importance of the material factor of
motivation and practically nullifies other
possible
mechanisms
of
influence.
Increasing the level of satisfaction, without
excluding the importance of the material
factor of motivation, allows you to use other
methods of influence.
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