Volume 14, Issue 3 (June 2016)
Nursing and Midwifery Journal 2016, 14(3): 282-290 |
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toulideh Z, sadeghifar J, nasiripour A, roshani M. RELATIONSHIP BETWEEN MECHANISMS OF SERVICES COMPENSATION AND JOB PERFORMANCE AMONG NURSES. Nursing and Midwifery Journal 2016; 14 (3) :282-290
URL: http://unmf.umsu.ac.ir/article-1-2629-en.html
URL: http://unmf.umsu.ac.ir/article-1-2629-en.html
1- Assistance Professor, Department of Health Education, School of Health, Ilam University of Medical Sciences, Ilam, Iran
2- Associate Professor, Department of Health Service Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran (Corresponding Author) ,Nasiripour@srbiau.ac.ir
3- Graduate student health services management, School of Management and Medical Information, Isfahan University of Medical Sciences, Esfahan, Iran
2- Associate Professor, Department of Health Service Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran (Corresponding Author) ,
3- Graduate student health services management, School of Management and Medical Information, Isfahan University of Medical Sciences, Esfahan, Iran
Abstract: (5664 Views)
Received: 22 Feb, 2016 Accepted: 30 Apr, 2016
Abstract
Introduction: One of the key factors affecting on job performance, is compensation mechanisms. The study aimed to determine the relationship between compensation mechanisms and job performance among nurses working in hospital.
Materials & Methods: This cross-sectional and correlational study was conducted in 2014. The number of 221 nurses at two hospitals (Valiasr and Lolagar) base on simple randomized sampling enrolled. Data gathered by two questionnaires for Compensation mechanisms and job performance. Data analysis was done by descriptive statistics and Spearman test.
Findings: The results showed that the job performance of nurses is moderate (2.76±0.50). Among the compensation mechanisms, persuasive years, higher education grants, job promotions and performance based pay had a high priority, respectively. Spearman test showed significant relationship between job performance and non-cash payment (P= 0.0001), performance based pay (P= 0.004), persuasive years (P= 0.0001), decreasing the working hours (P= 0.0001), increase in services tariff (P= 0.0001), and monthly fixed amount (P= 0.02).
Conclusion: According to our results, it seems that Services compensation variable is a good predictive for job performance. There were fewer tendencies for receiving cash benefits than non-cash payments for the nurses working in studied hospitals, proposed to be carried out as a pilot reform of compensation mechanisms and examine the impact of these reforms on variables such as job performance.
Type of Study: Research |
Subject:
مدیریت پرستاری
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