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| 001 | 62263 | ||
| 003 | koha_MIRAKIL | ||
| 005 | 20221103133906.0 | ||
| 008 | 180313b tu 000 0 | ||
| 040 |
_aCY-NiCIU _btur _cCY-NiCIU _erda |
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| 041 | _aeng | ||
| 090 |
_aYL 285 _bO43 2012 |
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| 100 | _aOladotun, Kolawole Julius | ||
| 245 |
_aMotivational factors of Cyprus Life Hospital Staff, North Cyprus _cKolawole Julius Oladotun; Supervisor: Ali Öztüren |
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| 260 |
_aNicosia _bCyprus International University _c2012 |
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| 300 |
_a137 p. _bfig. graph. _c30.5 cm |
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| 336 |
_2rdacontent _atext _btxt |
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| 337 |
_2rdamedia _aunmediated _bn |
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| 338 |
_2rdacarrier _avolume _bnc |
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| 504 | _aIncludes appendixes (125-137 p.) | ||
| 504 | _aIncludes references (109-124 p.) | ||
| 520 | _a'Abstract Health Care industry is a people-centered industry with respect to the patients whom affectionate service is rendered to and the staff that delivers the exceptional service. It is important for a service oriented organization to know and understand the motivation needs of its employees since employee motivation is a significant element of health system' performance. Providing a motivating environment for employees becomes more important in the health-care system in our world today. This quantitative study helps to increase our awareness and knowledge of the influencing motivational attributes of major private hospital staff in North Cyprus. It is an aspect of negligence having little research done on what motivates the private health sector employees in North Cyprus. It helps to examine the motivational factors that Cyprus Life Hospital employees take important to their job satisfaction. Knowing each individual employee and what motivates him or her has becomes of necessity for the health service organizations management to function productively to the employees and patients altogether. The employees constitute varying demographical characteristics with one different to the other in age, gender, race, culture and possess unique education level. Frederick Herzberg's motivation-hygiene theory was used as the theoretical framework for this study. Herzberg, Mausner & Snyderman (1959) state that there were two sets of factors that influenced job satisfaction and job dissatisfaction. These unique individual factors are paramount to the job environment. One hundred and fifty (150) questionnaires were distributed to all the staff of the hospital; doctor, nurses, therapeutic staff, diagnostic staff, administrative and support staffs in Cyprus Life Hospital, North Cyprus. The statistical analysis utilized for this study is correlation analysis and hierarchical multiple regression analysis to examine the relationships of multiple factors to job satisfaction and used as the theoretical framework. The result shows that Herzberg two-factor theory: the 'motivator' and 'hygiene' have impact in influencing the job satisfaction level of the hospital staff; they are not enough predictors of job satisfaction, except for connectedness to the organization. Furthermore, the demographics are not effective contributors to job satisfaction too. Keywords: Motivation, Intrinsic Factors, Extrinsic Factors, Employees, Job Satisfaction ' | ||
| 650 | _aIntrinsic factors | ||
| 650 | _aİçsel faktörler | ||
| 650 | _aJob satisfaction | ||
| 650 | _aİş memnuniyeti | ||
| 700 |
_aSupervisor: Öztüren, Ali _91656 |
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| 942 |
_2ddc _cTS |
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| 505 | 1 |
_g10 _tCHAPTER 1 |
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| 505 | 1 |
_g10 _tINTRODUCTION |
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| 505 | 1 |
_g10 _tNORTH CYPRUS HEALTH SECTOR |
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| 505 | 1 |
_g11 _tBACKGROUND OF THE PROBLEM |
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| 505 | 1 |
_g11 _tSTATEMENT OF THE PROBLEM |
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| 505 | 1 |
_g13 _tPURPOSE OF THE STUDY |
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| 505 | 1 |
_g13 _tRESEARCH QUESTİONS |
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| 505 | 1 |
_g14 _tRESEARCH OBJECTİVES |
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| 505 | 1 |
_g14 _tRESEARCH HYPOTHESIS |
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| 505 | 1 |
_g18 _tSIGNIFICANCE OF THE STUDY |
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| 505 | 1 |
_g19 _tDEFINITION OF TERMS |
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| 505 | 1 |
_g20 _tOVERVIEW OF THE STUDY |
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| 505 | 1 |
_g22 _tCHAPTER 2 |
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| 505 | 1 |
_g22 _tMOTIVATION |
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| 505 | 1 |
_g23 _tWORK MOTIVATION |
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| 505 | 1 |
_g25 _tEMPLOYEE MOTIVATION |
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| 505 | 1 |
_g26 _tMOTIVATIONAL THEROIES |
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| 505 | 1 |
_g27 _tThe Content Theories of Motivation |
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| 505 | 1 |
_g42 _tThe process Therories |
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| 505 | 1 |
_g49 _tMOTIVATION, CULTURE AND CHANGE |
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| 505 | 1 |
_g52 _tJOB SATISFACTION |
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| 505 | 1 |
_g53 _tDefinition of Job Satisfaction |
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| 505 | 1 |
_g54 _tJOB SATISFACTION DIMENSIONS |
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| 505 | 1 |
_g56 _tIndıvıdual Varıables |
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| 505 | 1 |
_g63 _tOrganization Variables |
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| 505 | 1 |
_g70 _tSTRESS |
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| 505 | 1 |
_g71 _tJOB SECURITY |
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| 505 | 1 |
_g73 _tCHAPTER 3 |
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| 505 | 1 |
_g73 _tRESEARCH METHODOLOGY |
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| 505 | 1 |
_g73 _tINTRODUCTION |
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| 505 | 1 |
_g77 _tRESEARCH DESIGN |
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| 505 | 1 |
_g77 _tINSTRUMENTATION |
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| 505 | 1 |
_g78 _tReliability& Validity of the Survey Instrument |
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| 505 | 1 |
_g79 _tDemographic Questionnaire |
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| 505 | 1 |
_g79 _tJob Satisfaction Survey Instrument |
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| 505 | 1 |
_g80 _tPOPULATION |
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| 505 | 1 |
_g81 _tSample |
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| 505 | 1 |
_g81 _tSTATISTICAL TECHNIQUES |
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| 505 | 1 |
_g83 _tCHAPTER 4 |
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| 505 | 1 |
_g83 _tFINDINGS |
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| 505 | 1 |
_g83 _tINTRODUCTION |
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| 505 | 1 |
_g83 _tDEMOGRAPHICAL DATA REPRESENTATION |
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| 505 | 1 |
_g89 _tINFERENTIAL STATISTICS |
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| 505 | 1 |
_g89 _tHierarchical Regression |
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| 505 | 1 |
_g91 _tHygiene and Motivator Factors |
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| 505 | 1 |
_g92 _tRESEARCH QUESTIONS |
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| 505 | 1 |
_g92 _tResearch Questions 1 |
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| 505 | 1 |
_g95 _tResaecrh Question 2 |
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| 505 | 1 |
_g98 _tResearch Question 3 |
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| 505 | 1 |
_g99 _tResearch Question 4 |
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| 505 | 1 |
_g100 _tCHAPTER 5 |
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| 505 | 1 |
_g100 _tDISCUSSION,RECCOMENDATIONS, CONCLUSION |
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| 505 | 1 |
_g100 _tINTRODUCTION |
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| 505 | 1 |
_g100 _tDISCUSSION |
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| 505 | 1 |
_g103 _tEmphasis on The Factors Relatıng to Job Satisfactıon From the Study |
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| 505 | 1 |
_g105 _tRECOMMENDATION |
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| 505 | 1 |
_g107 _tLIMITATIONS OF THE STUDY |
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| 505 | 1 |
_g108 _tCONCLUSION |
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| 505 | 1 |
_g108 _tREFERENCES |
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| 999 |
_c309 _d309 |
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