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Year : 2016  |  Volume : 5  |  Issue : 1  |  Page : 94-100

Organizational commitment and intrinsic motivation of regular and contractual primary health care providers

1 Directorate General of Health Services, Government of NCT of Delhi, F-17, Karkardooma, Delhi, India
2 Law Centre 1, Faculty of Law, University of Delhi, New Delhi, India
3 Department of Pharmacology, FOD, Jamia Millia Islamia, New Delhi, India
4 Department of Community Medicine, Maulana Azad Medical College, New Delhi, India

Correspondence Address:
Pawan Kumar
Flat No: 33/5, Delhi Administration Flats, Rajpur Road, New Delhi - 110054
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Source of Support: None, Conflict of Interest: None

DOI: 10.4103/2249-4863.184631

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Background: Motivated and committed employees deliver better health care, which results in better outcomes and higher patient satisfaction. Objective: To assess the Organizational Commitment and Intrinsic Motivation of Primary Health Care Providers (HCPs) in New Delhi, India. Materials and Methods: Study was conducted in 2013 on a sample of 333 HCPs who were selected using multistage stage random sampling technique. The sample includes medical officers, auxiliary nurses and midwives, and pharmacists and laboratory technicians/assistants among regular and contractual staff. Data were collected using the pretested structured questionnaire for organization commitment (OC), job satisfiers, and intrinsic job motivation. Analysis was done by using SPSS version 18 and appropriate statistical tests were applied. Results: The mean score for OC for entire regular staff is 1.6 ± 0.39 and contractual staff is 1.3 ± 0.45 which has statistically significant difference (t = 5.57; P = 0.00). In both regular and contractual staff, none of them show high emotional attachment with the organization and does not feel part of the family in the organization. Contractual staff does not feel proud to work in a present organization for rest of their career. Intrinsic motivation is high in both regular and contractual groups but intergroup difference is significant (t = 2.38; P < 0.05). Contractual staff has more dissatisfier than regular, and the difference is significant (P < 0.01). Conclusion: Organizational commitment and intrinsic motivation of contractual staff are lesser than the permanent staff. Appropriate changes are required in the predictors of organizational commitment and factors responsible for satisfaction in the organization to keep the contractual human resource motivated and committed to the organization.

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