Assessing Workplace Motivation in the Zambian Health Sector amidst the COVID-19 Pandemic: A Case Study of Levy Mwanawasa General Hospital.

Mutinta Ngandu; Attridge Mwelwa

doi:10.59413/eafj/v5.i1.8

Authors

Mutinta Ngandu Unicaf University Author
Dr. Attridge Mwelwa Department of Business Studies , University of Zambia Author

DOI:

https://doi.org/10.59413/eafj/v5.i1.8

Keywords:

Motivation, Frontline Health Workers, Work Performance, COVID-19, Working Environment

Abstract

The study was assessing workplace motivation in the Zambian health sector amidst the covid-19 pandemic at Levy Mwanawasa General Hospital. A mixed-methods research design was adopted for this study. The population comprised frontline healthcare workers at Levy General Hospital who served during the COVID-19 pandemic. 40 frontline healthcare workers were sampled. A combination of purposive sampling and random sampling was used, and quantitative data was collected through structured surveys and analyzed using statistical techniques such as descriptive statistics and cross-tabulations, and qualitative data was thematically analyzed using coding techniques to identify recurring themes. The study demonstrated that while a supportive work environment and material support were key motivators, financial incentives were more influential than recognition in sustaining frontline healthcare workers’ commitment during the pandemic. The findings also revealed that non-financial incentives such as recognition were more consistently motivating than structural incentives like promotions, underscoring the importance of both immediate and long-term support mechanisms in healthcare settings. The study highlighted that frontline health workers at Levy Teaching Hospital are strongly motivated by a supportive work environment characterized by teamwork, cooperation, and a family-like atmosphere. The study established that frontline healthcare workers at Levy Teaching Hospital are primarily motivated by a combination of intrinsic and extrinsic factors, with recognition for their service emerging as the most powerful driver, followed closely by financial incentives and supportive work environments. While allowances, pre-service training, and material support play important roles in sustaining engagement, opportunities for promotion were less influential, reflecting structural limitations during the pandemic. These findings support Herzberg’s Two-Factor Theory and other research, showing that immediate recognition, sufficient resources, and a teamwork-focused workplace are more important for keeping motivation during health crises than long-term career growth.

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