Data_Sheet_1_Intrinsic drive of medical staff: a survey of employee representatives from 22 hospitals in China.docx

ObjectiveWhile several initiatives, including monetary rewards and performance system reform, are used to inspire medical staff, none are fully effective. We sought to describe the intrinsic drive of medical staff and identify elements that improve work enthusiasm by increasing internal motivation.
MethodsA cross-sectional study was conducted in which 2,975 employee representatives from 22 municipal hospitals in Beijing, China were interviewed using a self-made intrinsic motivation scale for medical staff which includes the achievement motivation, self-efficacy, conscientiousness, gratitude level and perceived organizational support. The Kruskal-Wallis analysis of variance and multiple linear regression methods were used to investigate the level of intrinsic motivation and identify any influencing factors. The correlation between employee drive and turnover intention was determined using Spearman rank correlation analysis and Kendall’s tau b rank correlation coefficient.
ResultsA total of 2,293 valid answers were obtained, with a valid recovery rate of 77.1%. There were statistically significant differences in intrinsic motivation and its five dimensions by marital status, political status, profession, service year, monthly income, number of working hours per week, and turnover intention (p < 0.05). Being divorced, a CPC member, in the nursing profession, and having a higher monthly income had a positive impact on intrinsic motivation while working a high hours per week had a negative effect. Higher work drive was associated with lower turnover intention. The correlation coefficients of intrinsic drive and its five dimensions with turnover intention ranged from 0.265 to 0.522 (p < 0.001).
ConclusionSociodemographic factors and work environment influenced the intrinsic motivation of medical staff. There was a correlation between work drive and turnover intention which indicated that stimulating the intrinsic drive of employees may help to increase staff retention.

研究目的：尽管当前已采用包括物质奖励、绩效体系改革在内的多项举措激励医务人员，但均未取得完全理想的效果。本研究旨在阐明医务人员的内在驱动现状，并明确可通过提升内部动机来增强工作积极性的相关影响因素。
研究方法：本研究采用横断面研究设计，对中国北京市22家市属医院的2975名职工代表进行调查，采用研究者自制的医务人员内在动机量表开展访谈，该量表涵盖成就动机、自我效能感、尽责性、感恩水平及感知组织支持5个维度。采用克拉斯卡尔-沃利斯方差分析（Kruskal-Wallis analysis of variance）与多元线性回归分析，探究医务人员内在动机水平并明确其影响因素；采用斯皮尔曼秩相关分析（Spearman rank correlation analysis）及肯德尔tau-b秩相关系数（Kendall’s tau b rank correlation coefficient），分析职工工作驱动与离职意向之间的相关性。
研究结果：本研究共回收有效问卷2293份，有效回收率为77.1%。不同婚姻状况、政治面貌、职业、工龄、月收入、周工作时长以及离职意向的医务人员，其内在动机及5个维度得分均存在统计学差异（P<0.05）。离异、中国共产党（Communist Party of China, CPC）党员、从事护理岗位以及月收入较高的医务人员，其内在动机水平更高；而周工作时长过长则对内在动机产生负向影响。工作驱动水平越高，离职意向越低。内在动机及其5个维度与离职意向的相关系数范围为0.265~0.522（P<0.001）。
研究结论：社会人口学因素与工作环境均可对医务人员的内在动机产生影响；工作驱动与离职意向存在相关性，提示激发医务人员的内在驱动有助于提升员工留存率。