Incentive Preferences and Its Related Factors Among Primary Medical Staff in Anhui Province, China: A Cross-Sectional Study

Abstract

Background: The shortage of primary medical staff is a major problem in the management of health human resources across many developing countries. By determining their preferences for various motivational and related factors, we examined the correlation between staff's motivation preference levels and staff turnover and turnover intention. This study aimed to further improve the incentive mechanism and to provide a reference for healthcare managers to formulate management strategies for the primary medical staff team.Methods: A self-reported questionnaire survey was conducted to collect data. The basic survey content included demographic characteristics. The absolute level questionnaire and relative level questionnaire on the factors affecting motivation preference were used as the main assessment scales. A total of 1,112 primary health workers in Anhui Province were investigated. T-test, analysis of variance (ANOVA), exploratory factor analysis, and multiple linear regression analysis were performed to analyze the data.Results: The survey respondents (45.1%) reported being satisfied with their relationship with colleagues, and other social relationships (46.9%). The Kaiser Meyer Olkin (KMO) value for the absolute preference degree for motivational factors was 0.951. Two factors (economic and non-economic factors), after using the maximum variance rotation axis method, explained 81.25% of the total variance. The regression analysis showed that primary medical staff members with low monthly income (B = −0.157) have a higher preference for non-economic factors; the higher the educational background (B = 0.133), the higher their preference for economic factors. In addition, with the increase in participants' age (B = −0.250), the preference for motivational factors gradually decreased.Conclusion: Both economic and non-economic factors play an important role in enhancing the enthusiasm of primary medical workers and improving their work attitude. Managers should use their influence to stabilize the primary medical staff.

Factors influencing turnover intention among healthcare employees during the COVID-19 pandemic in the private hospitals of Bahrain

“…From a theoretical perspective, this study addresses the research gap by exploring the relationship between SDT and turnover intention among health-care employees (Jung et al , 2021; Modaresnezhad et al , 2021; Sinclair et al , 2021), which has become more prevalent during the COVID-19 pandemic. Research indicates that SDT, involving internally motivated stress management, can help reduce turnover intentions (Gagné et al , 2022; Sang et al , 2022). The study also considers extrinsic variables such as polychronicity, job autonomy, perceived workload, work–family conflict and high work demands, which have not been previously examined in the literature.…”

“…Furthermore, SDT promotes employees’ psychological well-being and reduces employee turnover (Nunes et al , 2023). According to SDT, internally motivated stress management helps reduce employee turnover intentions (Gagné et al , 2022; Sang et al , 2022). In addition, an efficient work environment eradicates employees’ fear and reduces their intention to leave or shift jobs (Falco et al , 2021; Hu et al , 2021).…”

Incentive affects physicians’ willingness to participate in urban-rural medical consortia: A comparative study of county and provincial hospitals in Central China

“…The research thought that nancial incentives may only play a limited role in improving health care quality and should not be the only solution [8]. In addition to nancial incentives, non-nancial incentives are also important to motivate healthcare professionals such as opportunities for career development [9], professional title improvement [10], ranking of performance [11], reputational incentives [12], su cient training [13], public recognition [14], social status [15]. Previous studies have shown that personal characteristics can affect the impact of incentives on individual behavior, such as gender, age, income, education background and altruism [10,16].…”

Psychological resilience and related factors among primary care workers in Wuhan, China: A cross-sectional study

“…In China, primary care workers are important providers of basic medical care and public health services, including chronic disease prevention and control as well as health management; accordingly, they serve as the “gatekeepers of health” [ [1] , [2] , [3] ]. These staff members generally work in local primary medical institutions, including community health service centers, township health centers, village clinics and outpatient departments.…”