Research Article Volume 1 Issue 3 - February 2017 DOI: 10.19080/GJPPS.2016.01.555561 Glob J Pharmaceu Sci Copyright © All rights are reserved by Ayodapo Jegede Effects of Work Content and Work Context on Job Motivation of Hospital Pharmacists Ayodapo Jegede* and Omoniyi Ola-Olorun Department of Clinical Pharmacy and Pharmacy Administration, Obafemi Awolowo University, Nigeria Submission: January 06, 2017; Published: February 28, 2017 *Corresponding author: Ayodapo Jegede, Department of Clinical Pharmacy and Pharmacy Administration, Obafemi Awolowo University, Nigeria, Tel: ; Email: Introduction The workplace is a significant part of an individual’s life that affects his or her life and the well-being of the community. Campbell [1] asserts that the average adult spends much of his or her life working, as much as a quarter or even a third of his waking life in work. As much as a fifth to a quarter of the variation in adult life satisfaction can be accounted for by satisfaction with work Campbell [1]. The work environment has effect on the performance level of employees and absence of office building, drugs, equipment etc. can affect the performance of the employees Asigele [2]. The behavior of employees is influenced by the environment in which they find themselves and will be a function of that employee’s innate drives or felt needs and the opportunities he or she has to satisfy those drives or needs in the workplace. Employee motivation has been defined as: “the willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need Ramlall [3]. Poor employee motivation can manifest as lack of courtesy to patients; tardiness and absenteeism; poor process quality, such as failure to conduct proper patient examinations; and failure to treat patients in a timely manner Gilson [4]. In the workforce, it can manifest in high staff turnover rates, high vacancy rates and indifferent performance Bennett & Lynne [5]. If employees are never given opportunities to utilize all of their skills, then the employer may never have the benefit of their total performance. Work performance is also contingent upon employee abilities. If they lack the learned skills or innate talents to do a particular job, then performance will be less than optimal. The success of productivity improvement strategy is dependent on employee commitment, job satisfaction, skills and motivation Alshallah [6]. The two-factor theory of Fredrick Herzberg [7] distinguishes between: Motivators (e.g. challenging work, recognition and responsibility) that give positive satisfaction, arising from the intrinsic conditions of the job itself, such as recognition, achievement or personal growth. Hygiene factors (e.g. status, job security, salary, fringe benefits, work conditions) that do not give positive satisfaction or lead to Glob J Pharmaceu Sci 1(3): GJPPS.MS.ID.555561 (2017) 001 Abstract The behavior of employees is influenced by the environment in which they find themselves and dissatisfaction associated with bad working conditions account for employees’ new job searches and actual separations. The objectives of this study were to examine the relationship between work content and motivation, on one hand, and work context and motivation, on the other hand, of hospital pharmacists in Osun state of Nigeria. Eighty seven out of 110 practicing pharmacists in secondary and tertiary hospitals in Osun State were selected randomly. They were then interviewed with the aid of a set of pre-tested semi-structured questionnaire that comprised two sections. The main section employed thirty three items made of statements on a Likert-type scale to elicit information on the relationship between work content, work context and motivation of the respondents. Descriptive statistics including frequencies, percentages and medians were used to summarize the data while linear regression analysis was used to test for relationship between variables at 5% level of significance. The results showed that work content and work context contributed significantly to the regression model, F (1, 89) = 93.68, P =.00) and accounted for 55.6% and 51.3% of the variation in job motivation respectively. Conclusion: Work content and work content factors are important determinants of job motivation of hospital pharmacists. Keywords: Work-content; Work-context; Pharmacist; Motivation; Satisfaction; Employees Global journal of Pharmacy & pharmaceutical Science ISSN:2573-2250