ABSTRACT
Factors such as better training, meeting of higher needs, having some values as the organization experience etc. are said to impact motivation in an organization. In Hospital and other health institutions, motivation of nurses is key to their performance. A nurse does not only need to be committed to his/her duty but must also be competent enough to carry out the required tasks. In this study, an assessment of the relationship of work motivation on the technical competence of nurses working in the theatres of two institutions in Sokoto State was carried out. To achieve this are as considered were that of technical competence, remuneration, operational facilities training/development and supervision.A descriptive andcorrelational survey design was employed. Motivation factors questionnaire and structured observational tool were used to determine the relationship between work motivations on the technical competence of nurses working in theatre. The results shows that there was a no significant relationship between technical competence of theatre nurses, training and development opportunities (r= -0.024, p=o.875). There was also no significant relationship between adequacy of work remuneration and technical competence of theatre nurses in Sokoto (r=0.276,P=0.069). Positive and no significant relationship existed between availability of operational facilities and the technical competence of theatre nurses in the study area (r=0.228,p=0.123). Finally, the study showed that there was no significant relationships between work supervision and technical competence of nurses working in theatres of the two assessed health facility in Sokoto State (r=0.016, p=0.914). The study therefore concluded that the is no significant relationship between work motivation and Technical Competence of nurses working in theatres of two tertiary health facilities in Sokoto State. Based on the findings of this study the researcher recommends the followings:That the training method or the mode of training should be reorganized or change to conform with the training objectives. That the Hospitals should acquire current facilities, equipment, materials and machines used in providing effective and qualitative perioperative services. The Management should introduce non-monetary packages in their work reward system to enhance the performance of perioperative Nurses. Management should evolve a more friendly means of supervising the Nurses not just through direct supervision, indirect supervision can solve this. Further research on the topic with broader scope on the study area is also recommended.
Key words:Work motivation, technical competence, training, remuneration, operational facility and supervision.
TABLE OF CONTENTS
Cover page
Title Page
Declaration
Approval Page
Acknowledgement
Dedication
Table of Contents
List of Tables
List of Appendices Appendix A : Motivation Questionnaire
Appendix B: Observation tool for technical competence
Appendix C: Ethical clearance
Appendix D: Permission for Data collection
Abstract
CHAPTER ONE
1.0INTRODUCTION1
1.1 Background to the Study
1.2 Statement of the Research Problem
1.3 Objectives of theStudy
1.4 Research Questions
1.5 Hypotheses of the Study
1.6 Significance of the Study
1.7 Scope/Delimitation of the Study
1.8 Limitation of the Study
1.9 Operational Definitions of Terms
CHAPTER TWO-LITERATURE REVIEW
2.1 Introduction
2.2 Technical competence of theatre nurses working in theatre
2.2.1 Concept of Nursing
2.2.2 Concept of Theatre or Periperative Nursing
2.2.3 Perioperative Nursing Roles
2.2.4 Technical Skills of Theatre Nurses
2.2.5 Patient Safety
2.2.6 Infection Prevention and Aseptic Technique
2.2.7 No Touch Technique
2.2.8 Swab, Sharp and Instrument Counts
2.2.9 Gown and Gloves
2.2.10 Concept of Competence
2.3.1 Competence in Surgical Nursing
2.3.2 Assessment of Competence inSurgical Nursing
2.3.3 Theatre Nursing Competence
2.3.4 Training for Development for Nurses Working in Theatre
2.3.5 Remuneration of Nurses Working in Theatre
2.3.6 Operational Facilities in Operating Theatre
2.3.7 Supervision in Operating Theatre
2.4 Concept of Motivation
2.4.1 Theories and Models of Motivation
2.4.2 Maslow Hierarchy of Needs
2.4.3 Herzberg Motivation– Hygiene Theory
2.4.4 Implication of Herzberg Theory of Motivation
2.4.5 David McClell and (Achievement, Affiliation and Power Needs)
2.4.6 The Implication of this Theory
2.4.7 Theory X and Theory Y
2.4.8. Victor Vroom Expectancy Theory of Motivation
2.5 Theoretical framework
CHAPTER THREE: METHODOLOGY
3.1 Introduction
3.2 Research Design
3.2 Area of the Study
3.3 Study Setting
3.4 Population of the Study
3.5 Sample and Sample Size
3.6 Inclusion Criteria
3.7 Exclusion Criteria
3.8 Instrument for Data Collection
3.9 Validity of the Instruments
3.1.0 Procedure for Data Collection
3.1.1 Method of Data Analysis
3.10 Ethical Consideration
CHAPTER FOUR: RESULTS
4.1 Introduction
4.2 Result of the Demographic Characteristics
4.3 Items analysis on the four motivation factors questionnaire
4.4 Relationships between Work Motivation and Technical Competence
CHAPTER FIVE: DISCUSSION
5.1 Introduction
5.2 Discussion
5.3 Training for Development Opportunity
5.4 Work Remuneration
5.5 Operational facilities
5.6 Work supervision
CHAPTER SIX:SUMMARY, CONCLUSION AND RECOMMENDATIONS
6.1 Summary
6.2 Conclusions
6.3 Recommendations
References
