Identifying factors for job motivation of rural health workers in North Viet Nam.
Identifying factors for job motivation of rural health workers in North Viet Nam.
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DOI：
10.1186/1478-4491-1-10
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发表时间：
2003-11-05
影响因子：
4.5
通讯作者：
Martineau T
中科院分区：
文献类型：
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作者：
Dieleman M;Cuong PV;Anh LV;Martineau T
在越南，大多数公共卫生工作人员（84%）目前在农村地区工作，那里居住着80%的人口。要提供优质的医疗服务，重要的是要制定策略，影响员工的动机，以提高业绩。在越南北部两个省的卫生工作者中进行了一项探索性的定性研究，以确定制定战略的切入点，提高农村地区工作人员的业绩。这项研究旨在确定主要的激励因素，这是越南第一次研究保健工作者的工作观念和动机。除了卫生工作者外，还采访了国家和省一级的管理人员以及一些社区代表。研究表明，激励受到财务和非财务激励的影响。卫生工作者的主要激励因素是管理者、同事和社区的赞赏、稳定的工作和收入以及培训。主要的不利因素与低工资和艰苦的工作条件有关。与业绩管理等赞赏有关的活动目前没有得到最佳执行，因为保健工作者认为监督是控制，培训的选择是不明确和不平等的，业绩评估是无用的。在制定人力资源管理战略时应考虑所确定的非财务激励措施的类型。确定了进一步研究的领域。
In Viet Nam, most of the public health staff (84%) currently works in rural areas, where 80% of the people live. To provide good quality health care services, it is important to develop strategies influencing staff motivation for better performance. An exploratory qualitative research was carried out among health workers in two provinces in North Viet Nam so as to identify entry points for developing strategies that improve staff performance in rural areas. The study aimed to determine the major motivating factors and it is the first in Viet Nam that looks at health workers' job perception and motivation. Apart from health workers, managers at national and at provincial level were interviewed as well as some community representatives. The study showed that motivation is influenced by both financial and non-financial incentives. The main motivating factors for health workers were appreciation by managers, colleagues and the community, a stable job and income and training. The main discouraging factors were related to low salaries and difficult working conditions. Activities associated with appreciation such as performance management are currently not optimally implemented, as health workers perceive supervision as control, selection for training as unclear and unequal, and performance appraisal as not useful. The kind of non-financial incentives identified should be taken into consideration when developing HRM strategies. Areas for further studies are identified.