Satisfied employees becoming more devoted dedicate and attached with their organization as compared to other employees.
Abstract Background Nurses constitute the largest human resource element and have a great impact on quality of care and patient outcomes in health care organizations.
The objective of this study was to examine the relationship between rewards and nurse motivation on public hospitals administrated by Addis Ababa health bureau. Methods A cross-sectional survey was conducted from June to December in 5 public hospitals in Addis Ababa.
Among nurses, were selected as sample. Data was collected using self-administered questionnaire. After the data was collected, it was analysed using SPSS version The results were analysed in terms of descriptive statistics followed by inferential statistics on the variables.
Results A total of questionnaires were returned from questionnaires distributed to respondents.
Results of the study revealed that Intrinsic extrinsic rewards questionnaire are not motivated and there is a statistical significant relationship between rewards and the nurse work motivation and a payment is the most important and more influential variable.
Furthermore, there is significant difference in nurse work motivation based on age, educational qualification and work experience while there is no significant difference in nurse work motivation based on gender. Conclusion The study shows that nurses are less motivated by rewards they received while rewards have significant and positive contribution for nurse motivation.
Therefore, both hospital administrators' and Addis Ababa health bureau should revise the existing nurse motivation strategy. Rewards, Nurses, Motivation, Public Hospitals Introduction Human resource is a vital component for health organization in delivering health services 1.
There are many factors that affect employee performance like: Among those factors, which affect employees' performance, motivation that comes with rewards is of utmost importance 2.
Motivation is an accumulation of different process that influence and direct our behaviour to achieve some specific goal 3. Rewards can be extrinsic or intrinsic, extrinsic rewards are tangible rewards and these rewards are external to the job or task performed by employee while intrinsic rewards are intangible rewards or psychological rewards 3.
In Ethiopia, even if the health service organization and management is decentralized, there is still a shortage of health professionals in different disciplines. This has a great deal of undesirable impact on efficiency and effectiveness of the health of the delivery services 4.
High turnover is one of the major factors contributing to shortage of health workers 4. The study also revealed that Nurses constitute the largest human resource element in the healthcare organizations, and have a great impact on the quality of care and patient outcomes 6but there is a limited amount of literature in the area of relationship between rewards and nurse work motivation.
The objective of this research is to examine the relationship between rewards and nurse work motivation in hospitals administrated by Addis Ababa Health Bureau.
The study was guided by theoretical framework developed by Khan, Farooq and Ullan 7 Fig.An analytic questionnaire survey was administered to a cross-section of middle managers from three financial extrinsic and intrinsic rewards have a lower-order direct impact on motivation, but the convergence of The effect of intrinsic and extrinsic rewards .
Intrinsic motivation is the " motivation that comes from inside an individual rather than from any external or outside rewards the motivation comes from the task itself or from the sense of.
An analytic questionnaire survey was administered to a cross-section of middle managers from three financial extrinsic and intrinsic rewards have a lower-order direct impact on motivation, but the convergence of The effect of intrinsic and extrinsic rewards on .
intrinsic and extrinsic rewards, given to bank employees in Pakistan, provides the basis for analysis and a total of employees completed the questionnaire.
Software that has been used for data analysis is SPSS v. Both descriptive and. subscales, therefore, intrinsic and extrinsic motivation may not necessarily be polar opposites.
Of course, with Harter’s () scale, it is simply not possible for children to report themselves as simultaneously intrinsically and extrinsically motivated. Intrinsic and Extrinsic Rewards with Examples January 11, By Shraddha Bajracharya Reward is benefits provided by the employers, usually money, promotion or benefits and satisfaction derived from the job itself such as pride in one’s work, a feeling of accomplishment or being part of a team.