Introduction
The field of dentistry is known for being stressful. The careers of dentists may end prematurely as a result of this stress. Financial concerns, dealing with sensitive and worried patients, job difficulties, a lack of resources, unpleasant working conditions, and the repetitious nature of their work are just a few of the stressors that dentists must deal with. Additionally, occupational dangers for dentists include viral and orthopedic illnesses, which can significantly negatively impact their general health (Emrani et al., 2021, p. 2). Additionally, they deal with particular circumstances like working in cramped spaces, developing uncommon social bonds with patients, being exposed to sensitive and private issues, managing delicate human connections, and managing their own and their patient’s emotions. It cannot be easy to gauge job satisfaction in dentistry because some aspects of the job may be satisfying while others may not (Emrani et al., 2021, p. 3). As a result, occupational factors are frequently considered when evaluating job satisfaction in most surveys. It is essential to consider various unknown factors, such as social reputation, societal position, work environment, and other aspects of everyday life, to improve dentists’ job satisfaction. Happiness, motivation, creativity, and skill development are all influenced by satisfaction. Comprehending dentists’ job happiness and how environmental factors affect it is critical. For these reasons, dentists need intensive motivation in their work to better their job performance and provide quality healthcare services.
The researcher will conduct this study among dental assistants at King Khalid National Guard Hospital, Jeddah province, in Saudi Arabia. The research will take one month, starting from July 2023. The activities will include choosing a topic, formulation objectives, seeking approval, selecting research methodology, reviewing the literature, data collection, analysis, and presentation of the data. Moreover, convenience sampling using closed-ended questionnaires will be used to collect the data, ANOVA and Independent sample t-test (using SPSS Version 23) to examine the data and presentation of the findings.
Aims and Objectives
The study investigates employee motivation’s role in enhancing job satisfaction among dental assistants at King Khalid National Guard Hospital, which is located in Jeddah province, Saudi Arabia. As a result, the study will depend on the following objectives: (1) the impacts of recognition of workers on job satisfaction. (2) The effects of the work environment on job satisfaction, (3) the influence of bonus payment on job satisfaction, and (4) the impacts of quality training on job satisfaction.
Literature Review
The main factors that influence employees’ performance are their ability and motivation. Researchers have determined the fundamental factors affecting employees’ performance (Ali et al., 2023, p. 5736). Consequently, scholars have focused their studies on gathering data on employees’ work performance and willingness to work (Alok et al., 2021, p. 98; Ouakouak et al., 2020, p. 259). The research findings indicate that motivation positively impacts workers’ performance to some extent. However, excessive motivation can decrease employee performance (Al-Romeedy, 2019, p. 1008). Therefore, company management should moderate employee motivation, as extreme motivation can result in poor performance. The study reveals that motivation comprises two components: 50% originates within the employee, while the other 50% is influenced by the work environment, typically by top management (Al-weshah, 2019, p. 47; Jiang et al., 2016, p.123). This implies that employee motivation can be both conscious and unconscious. Therefore, organizational leaders should recognize that their interactions with employees have the potential to influence their actions and behavior. There are two types of motivation: extrinsic and intrinsic. Intrinsic motivation refers to employees relying on their internal drive to accomplish tasks (Mickson and Anlesinya, 2020, p. 6).
On the other hand, extrinsic motivation occurs when employees are provided incentives to perform their duties (Mohammad et al., 2019, p. 730). Intrinsic motivation is characterized by the enjoyment and personal fulfillment derived from work and a sense of responsibility towards assigned tasks. It arises naturally. Negative intrinsic motivation, however, includes feelings of incompetence and fear of job loss. Extrinsic motivation involves employees perceiving their work as a means to fulfill their needs, with promotions and salary increases being examples of external motivators. Just like negative intrinsic motivation, negative extrinsic motivation involves withholding employee salaries.
Job satisfaction in the healthcare industry directly affects quality healthcare care services. Healthcare workers are susceptible to job dissatisfaction because of work demands. Hence, this is likely to affect their performance, justifying the need for employee motivation in these healthcare facilities to boost the morale of healthcare workers. This forms the basis of the present study to determine the role of employee motivation at King Khalid National Guard Hospital.
Methodology
The study will use cross-sectional quantitative research among King Khalid Guard Hospital dental assistants. Furthermore, the validated closed-ended questionnaires will be used to collect participant data (Wali et al., 2023, p. 2). Convenience sampling will be incorporated as a sampling technique. The researcher will seek approval from the Institutional Review Board and King Khalid National Guard Hospital. A total of one hundred respondents will complete the questionnaires. The collected data will be scrutinized using Cronbach’s alpha to determine the internal consistency and reliability of the data. Additionally, the data be analyzed using ANOVA (for more than two variables) and Independent sample t-test.
Work Plan
Figure 1: Work plan
Significance of the Study
Employee motivation is crucial in enhancing job satisfaction in any organization. For this reason, study findings will assist different organizations in Saudi Arabia in understanding the importance of employee motivation, such as increased engagement, reduced burnout and stress, increased job performance, personal development and growth, positive work environment, and recognition and achievement. Therefore, the study findings will enable such organizations to develop or maintain strategies that enhance employee motivation in the workplace to upsurge their productivity.
Conclusion
Job satisfaction contributes to employees’ performance and the organization’s general productivity. However, realizing job satisfaction depends on employee motivation. Therefore, employees need to be motivated to boost their productivity. Dentists usually experience burnout and stress due to increased duties in the healthcare sector. As a result, they are susceptible to job dissatisfaction, likely reducing their performance and productivity. Hence, their conditions justify the need for motivation. Understanding the role of employee motivation toward job satisfaction among dental assistants at King Khalid National Guard Hospital will assist the management in developing strategies to improve these dentists’ performance and productivity.
References
Ali, A.D., Narine, L.K., Hill, P.A. and Bria, D.C., 2023. Factors affecting remote workers’ job satisfaction in Utah: An exploratory study. International Journal of Environmental Research and Public Health, 20(9), pp. 5736.
Alok, S., Banerjee, S. and Khan, M.A.R., 2021. Building an Inclusive Talent Pipeline: A Study on Women of the Indian Informational Technology Sector. Journal of International Women’s Studies, suppl. Overcoming Women’s Subordination: Socialization, Law and Structural Inequalities. The 6th World Conference on Women’s Studies, Colombo, Sri Lanka, 29-31 May 2020, 22(4), pp. 97-117.
Al-Romeedy, B., 2019. The role of job rotation in enhancing employee performance in the Egyptian travel agents: the mediating part of organizational behavior. Tourism Review of AIEST – International Association of Scientific Experts in Tourism, 74(4), pp. 1003-1020.
Al-weshah, G., 2019. Towards internal marketing practices in enhancing job engagement: Practical evidence from Jordanian hospitals. International Journal of Pharmaceutical and Healthcare Marketing, 13(1), pp. 40-56.
Emrani, R., Sargeran, K., Shamshiri, A.Z., and Hessari, H., 2021. Job satisfaction among dentists according to the workplace in Tehran. Frontier in Dentistry, 18(11), 1-7.
Jiang H, Li C, Gu Y, and Lu H., 2016. Nurse satisfaction and burnout in Shanghai neurology wards. Rehabil Nurs.,41, pp. 120-7. 10.1002/rnj.174
Mickson, M.K. and Anlesinya, A., 2020. Enhancing job satisfaction among local government servants in Ghana: The relative roles of diverse leadership behaviors. International Journal of Public Leadership, 16(1), pp. 1-16.
Mohammad, J., Quoquab, F., Halimah, S. and Thurasamy, R., 2019. Workplace Internet leisure and employees’ productivity: The mediating role of employee satisfaction. Internet Research, 29(4), pp. 725-748.
Ouakouak, M.L., Zaitouni, M.G. and Arya, B., 2020. Ethical leadership, inspirational leadership, and quitting intentions in public organizations: Does employee motivation play a role? Leadership & Organization Development Journal, 41(2), pp. 257-279.
Wali, R., Aljohani, H., Shakir, M., Jaha, A., and Alhindi, H., 2023. A cross-sectional study of job satisfaction among nurses working in King Abdul Aziz Medical City Primary Healthcare Centers. Cureus, 15(1), pp. 1-25.
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