This study surveyed nurses´ value of reward and recognition level of organizational reward, and measured the fit of both. It was also planned to suggest the alternative of a future reward system.
The sample consisted of 625 nurses of 8 private University Hospitals. Data for this study was collected from Mar. 25 to Apr. 17 by structured questionnaire.
This study examined the differences of nurses´ value of reward by their demographic characteristics. Two instruments and a demographic questionnair were used to collect the data. Developed for myself and repaired by panel of judges, the value of reward scale and organizational reward scale consisted of 34 items on five points Likert type scale.
The data was analyzed by frequency, percentage, ranking, oneway ANOVA, Pearson´s correlation coefficient, Chronbach alpha coefficient, ttest, SNK test, factor analysis with SPSS/PC + and SAS programs.
Major findings are as follows
1. The mean of nurses´ value of reward is 4.2435 and job content rewards are seen as the most important(M=4.5532). The following orders are seen as follows; financial rewards(M=4. 4181), human realtion rewards (M=4.4130), establishment facilities rewards (M = 4.1632), professional rewards (M=4.1117), social status or prestige rewards (M = 3.9228), career rewards(M=3.8816). Of 34 indivisual reward factors, the retainment allowance is seen to be thought of as the most important thing.
2. The mean of nurses´ actual reward is 2.6035. The actual reward responded to the most extremely offered is job content rewards. The following orders are seen as follows; human relation rewards (M = 2.9420), financial rewards (M = 2.7682), professional rewards(M=2.4601), social status or prestige rewards(M = 2.3696), career rewards(M = 2.3466), establishment facilities rewards(M = 1.9364). Of 34 indivisual reward factors, medical insurance benefits are felt to be most extremely offered.
3. The mean of fit of reward is -1.6874 and that means actual reward doesn´t egual the value of the reward. What is offered mostly to nurses´ value of reward is human relation rewards. The following orders are seen as follows; job content rewards(M=1.5938), career rewards(M= --1.6381), social status of prestige rewards(M = -1.6382), financial rewards(M = -1.6836 ), professional rewards(M= -1.6854), establishment facilities rewards(M= -2.3130). Of 34 indivisual factors, the item offered most closely to nurses´ value of reward is seen as the participation in educational programs at the nursing department of the hospital.
4. Significant value of reward differences were found among nurses by their demographic characteristics such as married status, tenure, academic career.
When generalizing the result of this study, the value of reward, which nurses consider important and appropriate offers a reward that corresponds to the nurses´ value of reward. It appears that nurses have recognized that the present reward offered in hospitals doesn´t come up to their expectations so I think it is urgent to plan and perform the new reward system which is in accord with the nurses´ reward fit.
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