STUDY ON MOTIVATION AND JOB SATISFACTION IN PROFESSORS OF THE FACULTY OF NURSING IMPLEMENTATION OF THE GENERAL LEVEL OF WARR, COOK AND WALL FOR EVALUATION

Abstract

This study was in the Faculty of Nursing, were determined level of motivation and level of job satisfaction of professors, and described each other the results of job category. The study was cross sectional, involving 28 of 33 teachers nominated, with willingness to participate in research. Techniques and procedures for data collection focused on the implementation of self-applied two scales, the motivation to closed-ended questions and overall satisfaction, which was subdivided into two dimensions whose assessment was categorized into general satisfaction, satisfaction intrinsic and extrinsic satisfaction. For the analysis and interpretation used descriptive statistics and data to empty the SPSS version 15. The results confirm that the total number of professors studied are motivated in some way, varying the level of motivation among highly motivated (71.4%) of professors and 28.6% moderately motivated professors, educational outcomes are significantly motivated by categories as follows: Associated (73.7%), Principals 100% and 60% practice chief, moderately motivated, auxiliary 100%, 40% practice chiefs and associated 26.3%, showing an average performance without present reach optimum levels of motivation. Regarding the category of job satisfaction most (57.1%) have job satisfaction and intrinsic satisfaction, and only 50% of professors have extrinsic satisfaction, the difference shows professors who are dissatisfied. The results of the different categories show that all main and auxiliary professors are paid labor, 47.4% of professors partners are satisfied and the difference 52.6% of professors in this category are not, 40% practice managers have job satisfaction and 60% are dissatisfied. In the professors´ job satisfaction significantly dominates the intrinsic satisfaction rather than extrinsic. The characteristics of motivation and job satisfaction detected, makes the need to optimize unobjectionable with proper guidance toward goals, taking the strengths of the group and the institution. The results show, more than enough reason to establish management strategies related to strengthening the professors' job satisfaction, given the significant percentage of dissatisfied professors and promote mechanisms that fuel the motivation of the organization directed toward the worker who is weak, aspects should be supported through institutional policies established for that purpose.