Development and Psychometric Testing of the Registered Nurses' Perceptions of Rewarding Scale.

BACKGROUND: Rewarding is a powerful way to recognize, manage, and retain staff. However, the perceptions of registered nurses (RNs) toward rewarding have not yet been extensively examined in nursing studies. It is important to identify optimal and potentially innovative ways to reward RNs by taking their perceptions into consideration. PURPOSE: The aim of this study was to develop and psychometrically test the Registered Nurses' Perceptions of Rewarding Scale (RNREWS). METHODS: A cross-sectional study design was used. The scale was developed in the three phases of item generation, content validity testing, and examination of psychometric properties. Tests of the scale included evaluation of content validity, exploratory factor analysis, parallel analysis, and internal consistency tests using Cronbach's alpha. Survey participants included 402 RNs working in Finnish healthcare in Autumn 2015. RESULTS: The RNREWS was found to have acceptable construct validity and good internal consistency. Exploratory factor analysis indicated that a 66-item scale with a 14-factor structure fits the data best. The final scale includes two subscales. The first is "reward type preferences" with 61 items covering 13 factors, and the second is "significance of rewarding" with five items covering one factor. The two sets of items accounted for 73.1% and 58.5% of the variance in responses and earned Cronbach's α values of .90 and .80, respectively. CONCLUSIONS: The RNREWS is a valid and reliable instrument for acquiring knowledge regarding the perspective of RNs on rewarding in the nursing context. The results enhance the understanding of the range of rewards that may be implemented in the nursing profession and may assist human resources managers and administrators to formulate effective reward systems for their RNs to improve the rewarding and retention of nursing professionals. However, cultural equivalence and linguistic differences must be considered if this scale is to be applied in other countries or environments.

Registered nurses' perceptions of rewarding and its significance.

AIM: To examine reward type preferences and their relationships with the significance of rewarding perceived by registered nurses in Finland. BACKGROUND: Previous studies have found relationships between nurses' rewarding and their motivation at work, job satisfaction and organisational commitment. METHODS: Data were collected in a cross-sectional, descriptive, questionnaire survey from 402 registered nurses using the Registered Nurses' Perceptions of Rewarding Scale in 2015, and analysed with descriptive and multivariate statistical methods. RESULTS: Registered nurses assigned slightly higher values to several non-financial than to financial rewards. The non-financial reward types appreciation and feedback from work community, worktime arrangements, work content, and opportunity to develop, influence and participate were highly related to the significance of rewarding. CONCLUSIONS: We identified various rewards that registered nurses value, and indications that providing an appropriate array of rewards, particularly non-financial rewards, is a highly beneficial element of nursing management. IMPLICATIONS FOR NURSING MANAGEMENT: It is important to understand the value of rewards for nursing management. Nurse managers should offer diverse rewards to their registered nurses to promote excellent performance and to help efforts to secure and maintain high-quality, safe patient care. The use of appropriate rewards is especially crucial to improving registered nurses' reward satisfaction and job satisfaction globally in the nursing profession.

Attention to nurses' rewarding - an interview study of registered nurses working in primary and private healthcare in Finland.

AIMS AND OBJECTIVES: To identify meaningful types of rewards and the consequences of rewards as expressed by Finnish registered nurses working in primary and private healthcare. BACKGROUND: Previous studies have found significant associations between nurses' rewards and both their commitment and job satisfaction. Furthermore, appropriate rewards can have beneficial effects on factors including workforce stability and occupational satisfaction that are highly important in times of nurse shortages. DESIGN: A cross-sectional, qualitative interview study. METHODS: Data were collected via individual semi-structured interviews (n = 20) with registered nurses working in Finland's primary and private healthcare, and subjected to qualitative content analysis. RESULTS: Six meaningful types of rewards were identified by the registered nurses: Financial compensation and benefits, Work-Life balance, Work content, Professional development, Recognition, and Supportive leadership. Rewards encouraged respondents to perform their work correctly and reinforced occupational satisfaction, but also caused feelings of envy and stress. CONCLUSIONS: It is essential to pay attention to nurses' preferences for particular rewards and to reward management. When designing effective reward systems for registered nurses, it is not sufficient to provide financial rewards alone, as various kinds of non-financial rewards are both meaningful and necessary. RELEVANCE TO CLINICAL PRACTICE: When trying to improve registered nurses' commitment and job satisfaction through reward management, it is important to listen to nurses' opinions to create a reward system that integrates financial and non-financial rewards and is fair from their perspective. Healthcare organisations that offer registered nurses a holistic reward system are more likely to retain satisfied and committed nurses at a time of increasing nursing shortages.

Registered nurses' experiences of rewarding in a Finnish University Hospital - an interview study.

AIMS: The purpose was to describe Finnish registered nurses' experiences of rewarding. The aim was to gather detailed information on the rewarding of nurses to help nurse managers and leaders to update existing reward strategy and to develop an effective reward system. BACKGROUND: Rewarding has been found positively to influence nurses' occupational well-being and commitment to their work, and the attractiveness of the health care field. METHODS: A series of focused interviews with 10 registered nurses was conducted in 2011. Qualitative content analysis method was used. RESULT: The nurses reported positive experiences with rewarding in the form of monetary compensation and other benefits, the positive aspects of nursing work and opportunities for professional development. The experiences of unsatisfactory rewarding generally stemmed from negative emotional experiences, lacking rewards and inequality in rewarding. CONCLUSION: It is essential to listen to nurses and to provide appropriate acknowledgement and appreciation of their work in order to develop an effective reward system. IMPLICATIONS FOR NURSING MANAGEMENT: It is important to listen to nurses' experiences of rewarding because it enables nurse managers to maintain and increase the attractiveness of nursing and health care work in general.