Motivation and work environment as predictors of job performance among nurses
This study examined the roles of work environment and motivation (extrinsic motivation, intrinsic motivation, and amotivation) in job performance of nurses in Enugu State, Nigeria. Two hundred (200) registered nurses (47 % male and 53% female) with the age range of 18 to 60 years (Mage = 35.54 years, SD = 11.68) were the participants. They were selected using convenience sampling technique based on their availability and willingness to participate in the study. The instruments used in collecting the data were Work Environment Scale -10, Work Motivation Scale, and Task Performance Scale. Hierarchical multiple regression was used to analyze the data using the Statistical Package for the Social Sciences (SPSS) version 20. Result showed that work environment, intrinsic motivation and amotivation did not predict work performance (β = -05; β = -10, β = -02 respectively, while extrinsic motivation predicted job performance (β = .24, p >0.5). This implies that the more motivated workers are towards motives that are outside of themselves (eg., such as money, promotions, benefits, good working conditions, recognition from supervisors and co-workers, etc.,) the higher their performance would be.