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What motivates healthcare workers? Using latent profile analysis to understand healthcare workers' motives and their relationships with work outcomes

dc.contributor.authorOspina, Javier H., author
dc.contributor.authorFisher, Gwenith, advisor
dc.contributor.authorGibbons, Alyssa, advisor
dc.contributor.authorHenry, Kimberly, committee member
dc.contributor.authorSarason, Yolanda, committee member
dc.date.accessioned2024-01-01T11:25:23Z
dc.date.available2024-01-01T11:25:23Z
dc.date.issued2023
dc.description.abstractHealthcare workers (HCWs) are an integral part of the U.S. healthcare system. Despite their importance, healthcare organizations often struggle to attract, retain, and manage these workers due to various challenges inherent in this type of work. Human resource management interventions that target HCWs' motivation have been proposed as a means to help address these issues. However, HCW motivation is complex and multifaceted and prior work has not thoroughly accounted for how multiple motives influence HCWs' work. The current research seeks to understand how various HCW motives identified in the literature relate to each other and to important work outcomes. Specifically, I used latent profile analysis to identify distinct HCW motive profiles, evaluated the degree to which each profile was characterized by extrinsic or intrinsic motivation or amotivation, and then examined whether these profiles were differentially related to client-related burnout, work-related burnout, turnover, job satisfaction, meaning in life, and job performance. My results revealed three latent profiles: an incentive-driven profile, an altruism-driven profile, and a broadly-driven profile. The incentive-driven profile displayed low intrinsic motivation and was associated with the worst outcomes. The altruism-driven profile displayed moderate intrinsic motivation and was associated with better outcomes than the incentive-driven profile but worse outcomes than the broadly-driven profile. The broadly-driven profile displayed high intrinsic motivation and was associated with the best outcomes. All profiles displayed high extrinsic motivation and low amotivation. This study's results demonstrated that HCWs who reported multiple motives for engaging in their work fared better than those who reported only one or two motives, and that a higher degree of internalization (i.e., intrinsic motivation) was associated with better outcomes. This study also found, counterintuitively, that being driven solely by altruistic motives was detrimental to HCWs. Implications for research and practice as well as future direction are discussed.
dc.format.mediumborn digital
dc.format.mediumdoctoral dissertations
dc.identifierOspina_colostate_0053A_18131.pdf
dc.identifier.urihttps://hdl.handle.net/10217/237461
dc.languageEnglish
dc.language.isoeng
dc.publisherColorado State University. Libraries
dc.relation.ispartof2020-
dc.rightsCopyright and other restrictions may apply. User is responsible for compliance with all applicable laws. For information about copyright law, please see https://libguides.colostate.edu/copyright.
dc.subjectlatent profile analysis
dc.subjectwork motivation
dc.subjectmotives
dc.subjecthealthcare workers
dc.titleWhat motivates healthcare workers? Using latent profile analysis to understand healthcare workers' motives and their relationships with work outcomes
dc.typeText
dcterms.rights.dplaThis Item is protected by copyright and/or related rights (https://rightsstatements.org/vocab/InC/1.0/). You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
thesis.degree.disciplinePsychology
thesis.degree.grantorColorado State University
thesis.degree.levelDoctoral
thesis.degree.nameDoctor of Philosophy (Ph.D.)

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