| Abstrakt: |
Background: Superior patient care requires a team of medical professionals who are motivated and satisfied with their jobs. However, in an occupational setting characterized by prolonged work hours and excessive stress, managers face increased challenges in their attempts to motivate employees and sustain high levels of job satisfaction.Aim: This study investigates whether, and to what extent, extrinsic and intrinsic motivation might predict job satisfaction. It also examines how specific categorical variables moderate these correlations.Design: The present study offers an empirical investigation of a path model that establishes a relationship between motivation and job satisfaction in healthcare professionals in public blood bank units. A PLS SEM was conducted on a sample of 218 individuals employed in public blood bank units in the Republic of Serbia.Results: The findings provide valuable insights into the causal relationship among observed variables under different sample characteristics, such as gender, age, job position, and employment status. The findings also indicate that extrinsic motivation is a significant predictor of intrinsic motivation (ß=0.742, t=18.933, p< 0.001) and job satisfaction (ß=0.211, t=2.035, p< 0.05). Simultaneously, intrinsic motivation acts as a mediator within this correlation (ß=0.186, t=2.688, p< 0.05). The results of the multigroup analysis reveal that categorical variables such as gender, age, job position, and employment status have a moderating effect on certain previously established relationships.Conclusion: Increasing job satisfaction among healthcare professionals requires a balanced motivational complex encompassing both extrinsic and intrinsic motivators. Customized motivational tactics should be employed for certain cohorts of healthcare staff, considering their gender, age, job position, and employment status. Our findings expand the body of knowledge concerning the mechanisms underlying the relationship between motivation and job satisfaction in the healthcare industry. Additionally, the results offer relevant practical implications for healthcare managers in designing effective motivational and job satisfaction strategies. [ABSTRACT FROM AUTHOR] |
