Motivación profesional en enfermería bajo la perspectiva de género

Resum

The professional motivation has a strong relationship with workers' productivity and also with other organizational behaviours such as absenteeism, withdrawing or excessive rotation. Both men and women have its own conception of the reality and also different social expectations. The reason for such a difference is the socialization process they have followed. Based on those differences it could have been thought that motivation and professional satisfaction are hence different, especially in nursing field where women have been majority. This study is focussed on the specialised healthcare centres of Huelva province and shows the labour satisfaction of the nursing workers and also the most influencing extrinsic and intrinsic factors under a gender perspective. An observational, descriptive and transversal study has been carried out. Both qualitative and quantitative techniques were used with 89 male nurses and 241 female ones. All of them working in any of the three hospitals of Huelva province. The satisfaction questionnaire S20/23 of Meliá and Peiró was followed and three discussion groups were created to allow for a proper triangulation of the data and hence to get the maximum possible information. The survey response rate was a 66.78%. The population sample had a 73.03% of women and a 26.97% of men. A 50% of the sample were between 41 and 50 years old. The 6% had a university degree above 3 years. The 62.1% of the sample worked on shifts and, finally, a 64.3% were fix workers. The study shows that the satisfaction degree is in the midpoint between satisfaction and dissatisfaction and that satisfaction is liigher in the male population. The intrinsic satisfaction is higher than the extrinsic one. When the satisfaction provoked by the work itself is considered, the differences are relevant when gender is considered. Personal relationships between workers and supervisors are considered important; the rcccptiveness and concern about conciliation of professional and familiar lives are also considered relevant. The physical environment is a satisfaction factor but it does not motivate. Both benefits and participation degree are factors of dissatisfaction. The salary' is the main cause of dissatisfaction, mainly among the male population. There is a professional ceiling limiting their promotion. In general, the bigger size of the hospitals, the shifts and the employment instability provoke more dissatisfaction.