|M.Sc Student||Grossberg Smadar|
|Subject||Motivating Physiotherapists: Does Training Improve|
Organizational Commitment, job Commitment and
Willingness to work in an
|Department||Department of Industrial Engineering and Management||Supervisor||Dr. Anat Drach-Zahavy|
|Full Thesis text - in Hebrew|
The health system in Israel is required to supply high-quality care to clients who are fully knowledgeable of their rights and the range of treatments to which they are entitled, while also abiding by budgetary constraints. Under these circumstances, it is extremely difficult to motivate professionals, including physiotherapists. Financial incentives are infeasible and worker commitment to the organization is a complex issue, especially for physiotherapists, whose profession is considered secondary within the health system .One way to motivate these employees is through professional training programs, This research investigated how organizational and professional training programs offered to physiotherapists in a health organization are associated with their job commitment, organizational commitment, and readiness to work in multidisciplinary teams. The study examined whether the organization benefited from sending physiotherapists to professional and specialist courses, as a result of the employees' increased sense that the organization cares about them and wants to enhance their skill and professional prestige. The research setting was a health organization in which the physiotherapists' wage levels are based on collective agreements. Accordingly, the reward of the training programs they attend, whether independently or in groups, lies in the enhancement of the employees' prestige and status within the multidisciplinary teams that treat the patients. The research findings shed new light on the use of training, particularly in the form of professional programs, and their association with employee commitment to the organization and readiness to work in teams. The question then arises as to how physiotherapists may be motivated, and how organizational and professional training courses can be combined to simultaneously improve both organizational and job commitment without detracting from one another. On the basis of the present findings, human resources departments should rethink their training policies in order to attain greater benefits for their organizations. It is important to preserve the balance between professional courses, which intensify professional differentiation but make employees more professional, and organizational courses, which reinforce commitment to the organization and readiness to work in multidisciplinary teams. These findings highlight the conflict between the two kinds of training and the two kinds of commitment, as well as readiness to work in multidisciplinary teams. Accordingly, human resources departments should also reconsider the manner in which training requirements are determined, in order to enhance physiotherapists' sense of belonging and of being an integral and important part of the organization. Managers should be given a more central role in determining training requirements.