Registered nurses' perceptions of rewarding and its significance

Seitovirta, Jaana; Lehtimäki, Aku Ville; Vehviläinen‐Julkunen, Katri; Mitronen, Lasse; Kvist, Tarja

doi:10.1111/jonm.12571

Cited by 30 publications

(32 citation statements)

References 27 publications

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“…One of the most effective strategies to retain the nursing staffs is the application of proper and sufficient rewards (Seitovirta, Lehtimäki, Vehviläinen-Julkunen, Mitronen, & Kvist, 2017).…”

Section: What Does This Paper Contribute To the Wider Global Clinicalmentioning

confidence: 99%

“…One of the most effective strategies to retain the nursing staffs is the application of proper and sufficient rewards (Seitovirta, Lehtimäki, Vehviläinen‐Julkunen, Mitronen, & Kvist, ). Organisations provide various forms of rewards to employees in exchange for their contributions.…”

Section: Introductionmentioning

confidence: 99%

“…Registered nurses in one public specialised medical care facility in Finland reported slightly higher values to nonmonetary rewards, including the opportunity for development, compared to monetary rewards (Seitovirta et al, ). However, previous studies investigated the influence of only a few beneficial items on the turnover intention of nurses (Lee et al, ; Mulvaney, ; Park, ; Seitovirta et al, ) and did not conceptualise or measure benefits on a detailed level. As such, few have suggested solutions or modifications on the benefits nurses receive.…”

Section: Introductionmentioning

confidence: 99%

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Intention to leave among staff nurses in small‐ and medium‐sized hospitals

Park

Hwang

2019

Journal of Clinical Nursing

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Aims and objectives To explore the factors associated with the intention to leave among nurses in small‐ and medium‐sized hospitals and to determine the predictors about work environment and rewards. Background Compared with large hospitals, insight into the working conditions, rewards and turnover of nurses working for these hospitals is lacking internationally. Design Cross‐sectional study design. Methods Data were obtained from the Korean Nurses Association's 2016 Welfare Policy and System Improvement Survey. Of the participants, data from 951 staff nurses working three shifts were analysed using hierarchical multiple regression to explore the predictors of nurses’ turnover intention. This study complied with the Strengthening the Reporting of Observational studies in Epidemiology. Results The perceived pay level satisfaction was the most obvious and persistent predictor of the intention to leave. Living benefits were shown to be scarcely satisfied, rendering considerable influence on turnover intention. Concerning aspects related to the working environment, the implementation of contract‐abiding working hours and nurse‐friendly night shift schedules reduced the turnover intention of nurses. Conclusions Nurses in small‐ and medium‐sized hospitals are likely to have particular challenges in terms of professional growth. When fundamental rewards and basic working conditions are acceptable to nurses, their turnover can be reduced, and the professional growth can also be expected. Hospitals with a high nurse turnover rate need to preferentially verify these factors perceived by their nurses and to improve to increase nurses’ retention. Relevance to clinical practice Understanding the determinants of intention to leave can lead to the development of strategies that persuade nurses to remain employed. These findings inform policymakers, nurse managers and hospital managers of the causes of nurses’ intentions to leave in small‐ and medium‐sized hospitals. Our findings also provide empirical data on the working conditions and rewards of these nurses and suggest strategies for their retention.

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Section: What Does This Paper Contribute To the Wider Global Clinicalmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Intention to leave among staff nurses in small‐ and medium‐sized hospitals

Park

Hwang

2019

Journal of Clinical Nursing

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“…Bahkan penelitian Seitovirta et al (2016) menyarankan bahwa penting untuk didengarkan pendapat perawat untuk menciptakan sistem penghargaan yang mengintegrasikan penghargaan finansial dan non finansial yang adil dari sudut pandang perawat. Tahun ini, Seitovirta et al (2017) mempertegas bahwa penghargaan nonfinansial merupakan elemen manajemen keperawatan yang sangat bermanfaat.…”

Section: Pendahuluanunclassified

Dampak Pemberian Reward Perawat Terhadap Pelayanan Di Rumah Sakit : Literatur Review

Kanang

Syahrul

2019

Jurnal Ilmu Keperawatan dan Kebidanan

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AbstrakLatar Belakang : Pelayanan asuhan keperawatan yang berkualitas dan profesional merupakan target yang ingin dicapai untuk meningkatkan mutu pada Rumah Sakit. Namun mutu yang diharapkan bertolak belakang bahwa penyedia layanan kesehatan khususnya perawat bekerja di bawah tekanan dengan beban kerja yang lebih besar. Ini berdampak pada ketidakseimbangan antara kerja dan reward yang diterima. Ini bertujuna untuk mengetahui dampak pemberian reward kepada perawat terhadap pelayanan di Rumah SakitMetode : Data didapatkan dari database PubMed, Wiley Online, Google Schoolar, Secondary Searching diperoleh 7 artikel yang terdiri dari 6 penelitian cross-sectional dan 1 penelitian Quasi-Experiment yang membahas mengenai pemberian reward pada perawat di rumah sakit. Pemilihan artikel dengan kriteria inklusi dan eksklusi kemudian proses pencarian artikel disintesis ke dalam PRISMA flow diagram. Telah dilakukan kritisi jurnal menggunakan Critical Appraisal of a Cross-Sectional Study (Survey) dan Case Control Study.Hasil : Hasil temuan diperoleh 6 dampak pemberian reward perawat di rumah sakit sakit yaitu berdampak pada stress kerja, ketidakhadiran karena sakit, turnover, motivasi, kepuasan kerja, dan komitmen organisasi. Namun reward tidak berdampak pada performa kerja, mood, fungsi saraf autonomic dan interaksi personal. Review ini membahas tentang dampak pemberian reward perawat terhadap pelayanan di rumah sakit namun tidak dijelaskan secara rinci pengkalsifikasian jenis reward yang dimaksud apakah reward intrinsic atau reward ekstrinsik..Kesimpulan: pemberian reward lebih berdampak pada kepuasan kerja (30%) dan komitmen organisasi (30%) AbstractBackground: Quality and professional nursing care services are targets to be achieved to improve the quality of hospitals. But the expected quality contradicts that health care providers, especially nurses, work under pressure with a greater workload. This has an impact on the imbalance between work and reward received. This aims to find out the impact of giving rewards to nurses on hospital servicesMethods: Data obtained from PubMed, Wiley Online, Google Schoolar, Secondary Searching databases obtained 7 articles consisting of 6 cross-sectional studies and 1 Quasi-Experiment study which discussed giving rewards to nurses in hospitals. Article selection with inclusion and exclusion criteria then the article search process is synthesized into the PRISMA flow diagram. Journal critics have used the Critical Appraisal of a Cross-Sectional Study (Survey) and Case Control Study.Results: The findings obtained 6 effects of rewarding nurses in a hospital that has an impact on work stress, absence due to illness, turnover, motivation, job satisfaction, and organizational commitment. But rewards do not have an impact on work performance, mood, autonomic nerve function and personal interaction. This review discusses the impact of rewarding nurses on services in the hospital but not explained in detail the calcification of the type of reward in question whether intrinsic reward or extrinsic reward ..Conclusion: giving rewards has more impact on job satisfaction (30%) and organizational commitment (30%)Keywords: reward, nurse, and hospital.

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“…Indeed, many nurses work in anxiety‐inducing and high‐stress environments that evoke intense emotions and competition for limited resources (Cleary, Walter, Halcomb, & Lopez, ; Evans, Traynor, & Glass, ). While nurses work for desired resources such as financial rewards, work‐life balance and supportive leadership (Seitovirta, Lehtimäki, Vehviläinen‐Julkunen, Mitronen, & Kvist, ), nurses are most envious of other nurses who earn higher salaries (Heikkinen, Nikkonen, & Aavarinne, ). Because temporary nurses typically receive better financial rewards than permanent nurses (Hurst & Smith, ), different remunerations among nurses who perform the same work inevitably surface nuances distinguished by employment status.…”

Section: Introductionmentioning

confidence: 99%

Social comparison and perceived envy‐motivated communication involving travel nurses: A qualitative study

Gan

2020

J Nurs Manag

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Aim This study investigated travel nurses’ perception of their communication and relational experiences with other nurses. Background It is common for nurses to offer and to accept help, especially since nurses enter and exit numerous nursing teams throughout their careers and sometimes several times within a single shift. The social norm of reciprocity suggests that nurses supported by other nurses will likely reciprocate in prosocial behaviour. However, when and whom one can or will help highlight differences in individuals’ ability to share and compete for personal and professional resources. Method Thematic analysis on data collected through semi‐structured interviews. Results Four categories of perceived envy‐motivated communication conceptualize nurses’ communication and relational experiences. Conclusion This study underscores the pervasiveness of social comparison and perceived envy‐motivated communication among nurses. Implications for Nursing Management Nurse managers should explore how they might leverage social comparison and the effects of envy to improve unit productivity. One strategy that nurse managers might adopt to promote fairness perception and trust is to communicate expressly how they allocate resources to their nurses. A sequential strategy to level the gap in nurses’ exposure to different ways of overcoming resource deficiencies is to encourage mutual learning as prosocial behaviour.

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Registered nurses' perceptions of rewarding and its significance

Cited by 30 publications

References 27 publications

Intention to leave among staff nurses in small‐ and medium‐sized hospitals

Intention to leave among staff nurses in small‐ and medium‐sized hospitals

Dampak Pemberian Reward Perawat Terhadap Pelayanan Di Rumah Sakit : Literatur Review

Social comparison and perceived envy‐motivated communication involving travel nurses: A qualitative study

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