介绍激励是一种力量,指导员工实现他们的特殊目标和组织的一般目标。最近,动机被认为是工作场所中最重要的问题之一,因为每个组织都希望充分利用其资源,包括人力。在沙特阿拉伯,Aseer卫生局和其他地区一样,每月奖励包含认证和通过电子邮件和网站发布的卓越员工在线公告。每年的部级计划有三个级别:获得总经理卓越认证的员工的工资为10%,20%如果加上研究,如果他们注册专利,则为30%。方法在Aseer中心医院对所有类别的医疗保健提供者(HCP)进行了横断面研究,使用结构化访谈分为三个部分:社会人口学,关于卓越标准的知识,以及对该计划及其影响的意见。样本量是使用医院的员工总数计算的,77是最低要求。使用的抽样方法是系统随机抽样,并带有来自SPSS统计软件包的统计分析列表(IBMCorp.,Armonk,NY,美国)。所有变量的统计分析描述都是基于频率和存在,其次是双变量分析。结果在研究中,103名医生参与者占样本的28.2%,其次是护士,占32%,和其他卫生专业人员占39.8%。男性占64.1%,女性占35.9%。虽然55.3%的人声称知道卓越津贴的标准,44.7%的参与者否认这样做。大约7.8%的员工错过工作或迟到。与92.2%的人没有相比,75%的人在他们的档案中有证据收到减薪或其他罚款。员工平均年龄为33.5岁,4.05%的人认为自己的表现比同事好。平均有4.43名员工认为,当津贴数量增加时,竞争会更激烈。而卓越津贴具有良好的效果,如平均值4.55所示。平均为2.47和2.45,大多数员工,分别,不同意透明和公平的选择过程。结论该研究的目的是证明奖励和鼓励员工的重要性,以及该系统对提高其绩效和生产率的积极影响,以实施卫生组织的战略并改善医疗保健服务和质量。员工对甄选标准的透明度和公平性不满意的比例较高,他们中的一些人认为应该提高团队绩效,而不是个人绩效。所以建议是提高选择标准,让它们更加具体和透明,并增加可以注册的团队和个人的数量,以改善医疗保健提供系统。
Introduction Motivation is a power that directs employees toward achieving their special goals and the organization\'s objectives in general. Recently, motivation has been considered one of the most important issues in the workplace since each organization wants to get the most out of its resources, including its manpower. In Saudi Arabia, the Aseer Health Directorate like the other regions, has a monthly reward containing certification and online announcements of employee excellence via email and website. The annual ministry program has three levels: 10% in salary for employees who have received excellence certification from the general director, 20% if they add research, and 30% if they register a patent. Methods A cross-sectional study was conducted in the Aseer Central Hospital among healthcare providers (HCP) of all categories using structured interviews with three parts: socio-demographic, knowledge about criteria for excellence in the program, and opinion toward the program and its effects. The sample size was calculated using the total number of employees in the hospital, with 77 being the bare minimum required. The sampling method used was systematic random sampling with a list of statistical analyses from the SPSS statistical package (IBM Corp., Armonk, NY, USA). The statistical analysis description for all variables was based on frequency and presence, followed by bivariate analysis. Results In the study, 103 participants who were physicians made up 28.2% of the sample, followed by nurses at 32%, and other health professionals at 39.8%. Males made up 64.1% and females 35.9%. While 55.3% of individuals claimed to be aware of the standards of excellence allowance, 44.7% of participants denied doing so. Around 7.8% of employees missed work or arrived late, compared to 92.2% who didn\'t, and 75% of those who had proof in their files received a pay cut or other penalty. The average employee\'s age was 33.5 years old, and 4.05% of them believed they performed better than their coworkers. An average of 4.43 employees believe that there will be more competition when the number of allowances increases. While the excellence allowance has a favorable effect as indicated by the 4.55 mean. With a mean of 2.47 and 2.45, the majority of employees, respectively, did not agree with the transparent and fair selection process. Conclusion The purpose of the study was to demonstrate the significance of rewarding and encouraging employees, as well as the positive impact of this system on increasing their performance and productivity in order to implement the health organization\'s strategy and improve healthcare delivery and quality. There is a high percentage of employees who are dissatisfied with the transparency and fairness of the selection criteria, and some of them believe that team performance should be improved rather than individual performance. So the recommendation is to improve the selection criteria, make them more specific and transparent, and increase the number of teams and individuals who can be enrolled to improve the healthcare delivery system.