The impact of intrinsic motivation on satisfaction with extrinsic rewards in a nursing environment

Abstract Nurses in a hospital located in Southern US were surveyed to determine their perceptions of the reward structures existent in their hospital. Reward structures were divided into two categories: extrinsic and intrinsic. The cluster analysis procedure partitioned the sample into two clusters based on their level of satisfaction with the hospital's reward structure. The analysis of variance procedure comparing scale responses on comfort, challenge, financial reward, relation with coworkers, resource adequacy, and promotion suggest nurses with a high degree of intrinsic motivation are more satisfied with extrinsic rewards.

[1]  G. V. Rensburg.  Conference report : 40th Biennial Convention : Sigma Theta Tau International (STTI) : Honor Society of Nursing, Indianapolis, Indiana, USA 31 October - 4 November 2009 , 2010 .

[2]  K. Yu,et al.  The changing reimbursement landscape: nurses' role in quality and operational excellence. , 2009, Nursing economic$.

[3]  E. Durukan,et al.  Burnout and its correlates among nursing staff: questionnaire survey. , 2008, Journal of advanced nursing.

[4]  D. Auerbach,et al.  Better late than never: workforce supply implications of later entry into nursing. , 2007, Health affairs.

[5]  Koen Milisen,et al.  Work environment and workforce problems: a cross-sectional questionnaire survey of hospital nurses in Belgium. , 2006, International journal of nursing studies.

[6]  Marc Jegers,et al.  Identifying nurses' rewards: a qualitative categorization study in Belgium , 2006, Human resources for health.

[7]  L. Hirschhorn,et al.  Estimating health workforce needs for antiretroviral therapy in resource-limited settings , 2006, Human resources for health.

[8]  Majella J. Albion,et al.  Benchmarking occupational stressors and strain levels for rural nurses and other health sector workers. , 2005, Journal of nursing management.

[9]  S. Dziegielewski,et al.  The nurse manager: job satisfaction, the nursing shortage and retention. , 2005, Journal of nursing management.

[10]  V. Upenieks.  Recruitment and retention strategies: a Magnet hospital prevention model. , 2005, Medsurg nursing : official journal of the Academy of Medical-Surgical Nurses.

[11]  Deborah Deese,et al.  Addressing the next decade of nursing challenges. , 2004, Nursing economic$.

[12]  H. Laschinger,et al.  Staff nurse empowerment and effort-reward imbalance. , 2004, Nursing leadership.

[13]  B. Mcintosh,et al.  A statewide analysis of RNs' intention to leave their position. , 2003, Nursing outlook.

[14]  Heather Janiszewski Goodin,et al.  The nursing shortage in the United States of America: an integrative review of the literature. , 2003, Journal of advanced nursing.

[15]  Yong-Yuan Chang,et al.  The relationships among turnover intentions, professional commitment, and job satisfaction of hospital nurses. , 2002, Journal of professional nursing : official journal of the American Association of Colleges of Nursing.

[16]  L. Cowin.  The Effects of Nurses’ Job Satisfaction on Retention: An Australian Perspective , 2002, The Journal of nursing administration.

[17]  D. Hegney,et al.  Retaining Rural and Remote Area Nurses: The Queensland, Australia Experience , 2002, The Journal of nursing administration.

[18]  J Shamian,et al.  Nurses' reports on hospital care in five countries. , 2001, Health affairs.

[19]  Jon P. Howell,et al.  Dispositional Influences on Pay Preferences , 2000 .

[20]  E. Deci,et al.  The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behavior , 2000 .

[21]  D. Hegney,et al.  Job satisfaction and nurses in rural Australia. , 2000, The Journal of nursing administration.

[22]  G. Bednash,et al.  The decreasing supply of registered nurses: inevitable future or call to action? , 2000, JAMA.

[23]  D. Auerbach,et al.  Implications of an aging registered nurse workforce. , 2000, JAMA.

[24]  A. Bakker,et al.  Effort-reward imbalance and burnout among nurses. , 2000, Journal of advanced nursing.

[25]  Facts about the nursing shortage. , 2000, The Prairie rose.

[26]  L. Simms.  What shortage? , 2000, Hospitals & health networks.

[27]  D. McNeese-Smith,et al.  A content analysis of staff nurse descriptions of job satisfaction and dissatisfaction. , 1999, Journal of advanced nursing.

[28]  T. M. Amabile,et al.  The Work Preference Inventory: assessing intrinsic and extrinsic motivational orientations. , 1994, Journal of personality and social psychology.

[29]  Edward L. Deci,et al.  Intrinsic Motivation and Self-Determination in Human Behavior , 1975, Perspectives in Social Psychology.

[30]  C W Mueller,et al.  A causal model for turnover for nurses. , 1981, Academy of Management journal. Academy of Management.

[31]  Robert Quinn,et al.  The 1977 quality of employment survey , 1979 .

[32]  Ramon J. Aldag,et al.  The Intrinsic-Extrinsic Dichotomy: Toward Conceptual Clarity , 1977 .

[33]  J. C. McCullers,et al.  A reexamination of the role of incentive in children's discrimination learning. , 1971 .