Journal of Korean Academy of Nursing (대한간호학회지)

Korean Society of Nursing Science (한국간호과학회)
권호 표지
DOI QR코드

DOI QR Code

Development of a Reward Scale for Hospital Nurses

병원간호사의 보상 측정도구 개발

  • Received : 2023.04.11
  • Accepted : 2023.09.20
  • Published : 2023.10.31
Download PDF
⟨ Previous Next ⟩

Abstract

Purpose: This study aimed to develop and test a reward scale for hospital nurses. Methods: The initial items were identified through a literature review and focus group interviews with ten hospital nurses. The content validity of the items was evaluated by ten experts. Fifty-one items were derived from the pilot survey. Four hundred eighty-eight nurses participated in the study: 248 for exploratory factor analysis (EFA) and 240 confirmatory factor analysis (CFA). Data were analyzed using item analysis, EFA, CFA, convergent validity, known-group validity, and internal consistency using IBM SPSS Statistics 29.0 and IBM SPSS AMOS 29.0. Results: The final scale consisted of 31 items and eight factors (decent wage, opportunity to grow and develop, support for special situations, various benefits, flexibility of work, job-related achievement, reflecting career and performance, and recognition), which explained 67.3% of the total variance. The eight-subscale model was validated by CFA. Convergent validity was evaluated by analyzing correlation with intention to leave (r = - .63, p < .001) and job satisfaction (r = .54, p < .001). The known-group validity was evaluated by comparing the reward scales according to age, clinical career, income level and hospital type. The scale was found to be reliable with a Cronbach's α of .89. Conclusion: Both the validity and reliability of the reward scale for hospital nurses are verified, which can enhance the understanding of the range of rewards and may assist nurse managers in establishing an effective reward system.

Keywords

References

  1. Hong KJ, Cho SH. Comparison of nursing workforce supply and employment in South Korea and other OECD countries. Perspectives in Nursing Science. 2017;14(2):55-63. https://doi.org/10.16952/pns.2017.14.2.55
  2. Chen F, Yang M, Gao W, Liu Y, De Gieter S. Impact of satisfactions with psychological reward and pay on Chinese nurses' work attitudes. Applied Nursing Research. 2015;28(4):e29-e34. https://doi.org/10.1016/j.apnr.2015.03.002
  3. Bratton J, Gold J. Human resource management: Theory and practice. 3rd ed. New York (NY): Palgrave Macmillan; 2003. p. 278.
  4. Kurtzman ET, O'Leary D, Sheingold BH, Devers KJ, Dawson EM, Johnson JE. Performance-based payment incentives increase burden and blame for hospital nurses. Health Affairs. 2011;30(2):211-218. https://doi.org/10.1377/hlthaff.2010.0573
  5. Siegrist J, Starke D, Chandola T, Godin I, Marmot M, Niedhammer I, et al. The measurement of effort-reward imbalance at work: European comparisons. Social Science & Medicine. 2004;58(8):1483-1499. https://doi.org/10.1016/S0277-9536(03)00351-4
  6. Dave DS, Dotson MJ, Cazier JA, Chawla SK, Badgett TF. The impact of intrinsic motivation on satisfaction with extrinsic rewards in a nursing environment. Journal of Management and Marketing in Healthcare. 2011;4(2):101-107. https://doi.org/10.1179/175330311X12943314049493
  7. Seitovirta J, Lehtimaki AV, Vehvilainen-Julkunen K, Mitronen L, Kvist T. Development and psychometric testing of the registered nurses' perceptions of rewarding scale. Journal of Nursing Research. 2019;27(2):e13. https://doi.org/10.1097/jnr.0000000000000276
  8. Hulkko-Nyman K, Sarti D, Hakonen A, Sweins C. Total rewards perceptions and work engagement in elder-care organizations: Findings from Finland and Italy. International Studies of Management and Organization. 2012;42(1):24-49. https://doi.org/10.2753/IMO0020-8825420102
  9. De Gieter S, De Cooman R, Pepermans R, Jegers M. The psychological reward satisfaction scale: Developing and psychometric testing two refined subscales for nurses. Journal of Advanced Nursing. 2010;66(4):911-922. https://doi.org/10.1111/j.1365-2648.2009.05199.x
  10. Duffield CM, Roche MA, Blay N, Stasa H. Nursing unit managers, staff retention and the work environment. Journal of Clinical Nursing. 2011;20(1-2):23-33. https://doi.org/10.1111/j.1365-2702.2010.03478.x
  11. Morrison KB, Korol SA. Nurses' perceived and actual caregiving roles: Identifying factors that can contribute to job satisfaction. Journal of Clinical Nursing. 2014;23(23-24):3468-3477. https://doi.org/10.1111/jocn.12597
  12. Chen CK, Lin C, Wang SH, Hou TH. A study of job stress, stress coping strategies, and job satisfaction for nurses working in middle-level hospital operating rooms. Journal of Nursing Research. 2009;17(3):199-211. https://doi.org/10.1097/JNR.0b013e3181b2557b
  13. Tourangeau AE, Cummings G, Cranley LA, Ferron EM, Harvey S. Determinants of hospital nurse intention to remain employed: Broadening our understanding. Journal of Advanced Nursing. 2010;66(1):22-32. https://doi.org/10.1111/j.1365-2648.2009.05190.x
  14. Yom YH, Kwon SB, Lee YY, Kwon EK, Ko JW. The determinants of job satisfaction of nurses: Focused on work rewards. Journal of Korean Academy of Nursing. 2009;39(3):329-337. https://doi.org/10.4040/jkan.2009.39.3.329
  15. Kim JH. Perceived intrinsic and extrinsic rewards on nurses' job enthusiasm. Journal of the Korean Applied Science and Technology. 2021;38(6):1423-1432. https://doi.org/10.12925/jkocs.2021.38.6.1423
  16. Kim JA. The relationship between the nurse's reward fit and job Involvement.organizational commitment. Journal of Korean Academy of Nursing Administration. 1997;3(2):41-59.
  17. Cho SJ, Lim SJ. Effects of positive psychological capital, reward on retention intention of hospital nurses. Journal of Korean Academy of Nursing Administration. 2020;26(5):563-573. https://doi.org/10.11111/jkana.2020.26.5.563
  18. Kim EY, Jung SY, Kim SH. Effect of the effort-reward imbalance and job satisfaction on turnover intention of hospital nurses. Korean Journal of Occupational Health Nursing. 2022;31(2):77-85. https://doi.org/10.5807/kjohn.2022.31.2.77
  19. DeVellis RF. Scale development: Theory and applications. 4th ed. Thousand Oaks (CA): Sage Publications; 2016. p. 1-280.
  20. Elo S, Kyngas H. The qualitative content analysis process. Journal of Advanced Nursing. 2008;62(1):107-115. https://doi.org/10.1111/j.1365-2648.2007.04569.x
  21. Lynn MR. Determination and quantification of content validity. Nursing Research. 1986;35(6):382-386. https://doi.org/10.1097/00006199-198611000-00017
  22. Nunnally JC, Bernstein IH. Psychometric theory. 3rd ed. New York (NY): McGraw-Hill; 1994. p. 3-741.
  23. Shin SJ, Park YW, Kim MJ, Kim JH, Lee IY. Survey on the education system for new graduate nurses in hospitals: Focusing on the preceptorship. Korean Medical Education Review. 2019;21(2):112-122. https://doi.org/10.17496/kmer.2019.21.2.112
  24. Hair JF Jr, Black WC, Babin BJ, Anderson RE. Multivariate data analysis: A global perspective. 7th ed. Upper Saddle River (NJ): Pearson Prentice Hall; 2010. p. 109-136.
  25. Lee BS, Eo YS, Lee MA. Development of job satisfaction scale for clinical nurses. Journal of Korean Academy of Nursing. 2018;48(1):12-25. https://doi.org/10.4040/jkan.2018.48.1.12
  26. Lawler EE 3rd. Satisfaction and behavior. In: Hackman JR, Lawler EE, Porter LW, editors. Perspectives on Behavior in Organizations. 2nd ed. New York: McGraw-Hill; 1983. p. 78-87.
  27. Park HS. Relationship between perceived nursing care role orientation, job characteristics, and turnover among nurses [master's thesis]. Seoul: Yonsei University; 2002. p. 1-67.
  28. Kim MS, Park YB. The influence of organizational justice on job involvement and organizational commitment perceived by nurses. Journal of Korean Academy of Nursing Administration. 2006;12(1):32-40.
  29. Woo JH, Koh MS. The effectiveness organizaitonal commitment, job satisfaction by clinical nurse's compensation justice. Journal of Korean Academy of Nursing Administration. 2003;9(4):585-597.
  30. Jang SI, Lee KH, Kim WJ. Influence of job characteristics and preferred pay system of hospital employees on pay satisfaction. Health & Welfare. 2006;8:25-46. https://doi.org/10.23948/kshw.2006.12.8.25
  31. Grove SK, Burns N, Gray JR. The practice of nursing research: Appraisal, synthesis, and generation of evidence. 7th ed. Saint Louis (MO): Elsevier Health Sciences; 2012. p. 288-333.
  32. Williams B, Onsman A, Brown T. Exploratory factor analysis: A five-step guide for novices. Journal of Emergency Primary Health Care. 2010;8(3):990399. https://doi.org/10.33151/ajp.8.3.93
  33. Noh GS. The proper methods of statistical analysis for dissertation: SPSS & AMOS. Rev. ed. Seoul: Hanbit Academy; 2019. p. 141-193.
  34. Tabachnick BG, Fidell LS. Using multivariate statistics. 5th ed. Boston (MA): Allyn & Bacon; 2006. p. 607-675.
  35. Heneman HG 3rd, Schwab DP. Pay satisfaction: Its multidimensional nature and measurement. International Journal of Psychology. 1985;20(1):129-141. https://doi.org/10.1080/00207598508247727
  36. Kim MR, Kim MS. Awareness, job stress, turnover intention, safety management perception change of nurses in a general hospital: Before and after medical institution certification system. Journal of the Korea Contents Association. 2019;19(1):385-395. https://doi.org/10.5392/JKCA.2019.19.01.385
  37. Aguon DM, Le NP. A phenomenological study on nurses' perception of compensation received during Covid-19 pandemic. International Journal of Business & Management Research. 2021;9(4):443-447. https://doi.org/10.37391/IJBMR.090407
  38. Oh H, Lee NK. A phenomenological study of the lived experience of nurses caring for patients with COVID-19 in Korea. Journal of Korean Academy of Nursing. 2021;51(5):561-572. https://doi.org/10.4040/jkan.21112
  39. Shin YH, Choi EY, Kim EH, Kim YK, Im YS, Seo SS, et al. Comparison of work-life balance, fatigue and work errors between 8-hour shift nurses and 12-hour shift nurses in hospital general wards. Journal of Korean Clinical Nursing Research. 2018;24(2):170-177. https://doi.org/10.22650/JKCNR.2018.24.2.170