INTERVENTION WITH AN INCENTIVE PROGRAM TO ENHANCE RETENTION OF NURSES IN THE MIN-SHENG GENERAL HOSPITAL, TAIWAN

Job satisfaction;Intent to Leave;Bonus;not listed

Hsieh, Tung-chingYeh, Hsin-Chieh ;

Johns Hopkins University

关键词: Job satisfaction;    Intent to Leave;    Bonus;    not listed;   

Others  :  https://jscholarship.library.jhu.edu/bitstream/handle/1774.2/58666/HSIEH-DISSERTATION-2017.pdf?sequence=1&isAllowed=y

瑞士|英语

来源: JOHNS HOPKINS DSpace Repository

【 摘 要 】

Background: The Min-Sheng General Hospital (MSGH) had an 18.9 % nurse turnover rate in 2015, and nurses had low satisfaction scores for compensation and benefits. As a result, the chairman of MSGH implemented a bonus program to increase nurses’ satisfaction with compensation and benefits, and to decrease the turnover rate.Purpose:The aim of this study was to understand the factors associated with a nurse’s bonus program, reward satisfaction, job satisfaction, and intent to leave.Methods: MSGH conducted a survey to collect data including reward satisfaction, job satisfaction, and intent to leave before and after introducing a bonus program.Paired t-tests, Pearson’s correlation, one way ANOVA, multiple variable regression, and bootstrap and Sobel tests were used to analyze and test the relationships among these factors.A cost-benefit analysis was used to evaluate the effectiveness of the bonus program.Results: After implementation of the nurses’ bonus program, the score for reward satisfaction increased statistically significantly.The nurse’s bonus program was divided into unit allowance, retention bonus, and performance bonus.Both performance and retention bonuses were associated with job satisfaction.After job satisfaction was added as a mediator, the higher the performance bonus, the higher the job satisfaction and the lower the intent to leave.Conclusions: Performance and retention bonuses influenced job satisfaction.The performance bonus was associated not only with job satisfaction but also with intent to leave.After implementation of the bonus program for nurses, the turnover rate dropped from 18.9% in 2015 to 16% in 2016.A cost-benefits analysis found that the ratio was 1.2, an effective result. These conclusions may help in planning nurses’ compensation in order to improve retention.