Investigating Intrinsic & Extrinsic factors of job motivation of Health Network Employees in Kuhdasht city in 2018

In recent decades, job strategies are moving forward to motivate employees. Most organizations have tried to use these strategies to improve their efficiency and optimize their resources. For the success of an organization, prominent employees are very important. The purpose of this study was to investigate the internal and external factors of job motivation among employees of health network of Kuhdasht city.Materials and methods: The study was descriptive-analytic and cross-sectional.The statistical population consisted of the healthcare network staff. 309 employees were selected through systematic random sampling. To gather information, the Herzberg questionnaire was used which included the variables of the Intrinsic and extrinsic factors of job motivation.Demographic factors were investigated.Data were analyzed by SPSS software version 20 and Pearson and Spearman correlation, independent t tests and one-way analysis of variance.Findings:The average score of the Intrinsic factors of the job motivation was 56.02 and the standard deviation was 9.4 and the mean score of the extrinsic factors of the job motivation was 80.4 with a standard deviation of 9.02.The average score of extrinsic factors was higher than the external ones. Among the Intrinsic factors, the average score of knowledge and appreciation was higher than the rest of the factors, and in the extrinsic factors the relationship between the factors of communicationand the way of supervision was higher than the rest.There was no significant relationship between age, marital status, place of service and type of place of service with Intrinsic and extrinsic factors score and total amount of job motivation. There was a meaningless relationship between the staff record with the Intrinsic factors and the level of education and the extrinsic factors. The average score of Intrinsic factors and the total amount of job motivation in female employees was significantly higher than that of male employees. The average score of Intrinsic factors among employees with different occupational categories was significantly different and in the staff of the health care and health services was significantly more than the administrative-service staffs. The score of the Intrinsic factors and the total amount of job motivation was related to the type of staff recruitment, and in the staff with the contractual employment was significantly less than other employees.Conclusion:Although attention to Intrinsic and extrinsic factors is important for job inductance,but attention to employees' relationships, the way of their supervision and appreciation of them have of great importance in creating job motivation.Key words:Intrinsic factor, extrinsic factors, job motivation, Employees, Health Network