Anna Rybarczyk-Szwajkowska, Anna Krakowiak, Agnieszka Strzelecka, Izabela Rydlewska-Liszkowska
Background/Objectives: Sustainable Human Resource Management in healthcare requires the identification of factors that support motivation, well-being, and employment sustainability in nursing staff. The aim of this study was to assess motivating and demotivating factors related to nurses' work motivation in a Polish university clinical hospital and to examine their associations with selected sociodemographic and occupational characteristics in order to identify Sustainable HRM practices that may be relevant to staff retention, professional resilience, and long-term workforce sustainability. Methods: The study was conducted among 300 nurses using a diagnostic survey method between October 2023 and March 2024. Associations between variables were examined using the χ2 test of independence and Cramér's V. Results: Salary level was the most important financial motivating factor in the nurses' opinions. With regard to non-wage factors, the opportunity to improve qualifications at the employer's expense was predominant. Friendly team relationships were identified as the key non-material motivating factor. The most frequently indicated demotivators were low salary, low occupational status, poor relationships with supervisors or team members, and limited autonomy. Significant associations were observed between financial motivating factors and age, professional experience, employment type, and salary level. Associations for indirect material, non-material, and demotivating factors were less consistent and generally weak. Conclusions: Effective nursing workforce management should combine fair remuneration with opportunities for professional development and measures that support positive workplace relationships and organizational culture. Interpreted within the Sustainable HRM framework, these findings may inform practices intended to support staff retention, professional resilience, and long-term workforce sustainability.