Volume 23, Issue 4 (1-2021)
jha 2021, 23(4): 70-79 |
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Gheibi R, Nourizadeh Tehrani P, Alipanah Dolatabad M, Alihosseini S, Aryankhesal A. Staff Satisfaction Level of the Performance-Based Payment Plan (Qasedak) in Hospitals of Iran University of Medical Sciences:2019. jha 2021; 23 (4) :70-79
URL: http://jha.iums.ac.ir/article-1-3395-en.html
URL: http://jha.iums.ac.ir/article-1-3395-en.html
Roxana Gheibi1 
, Pedram Nourizadeh Tehrani2 , Mobarakeh Alipanah Dolatabad3 , Samira Alihosseini4 , Aidin Aryankhesal 5
, Pedram Nourizadeh Tehrani2 , Mobarakeh Alipanah Dolatabad3 , Samira Alihosseini4 , Aidin Aryankhesal 5
1- B.Sc., Health Services Management, School of Allied Medical Sciences, Tehran University of Medical Sciences, Tehran, Iran.
2- M.Sc., Health Economics, School of Allied Medical Sciences, Tehran University of Medical Sciences, Tehran, Iran.
3- M.Sc.Student, School of Health management & information science, Iran university of medical science, Tehran, Iran.
4- Think-tank Officer, Iran University of Medical Sciences, Tehran, Iran.
5- Associate Professor, Health Management and Economics Research Center, Iran University of Medical Sciences, Tehran, Iran. ,aryankhesal.a@iums.ac.ir
2- M.Sc., Health Economics, School of Allied Medical Sciences, Tehran University of Medical Sciences, Tehran, Iran.
3- M.Sc.Student, School of Health management & information science, Iran university of medical science, Tehran, Iran.
4- Think-tank Officer, Iran University of Medical Sciences, Tehran, Iran.
5- Associate Professor, Health Management and Economics Research Center, Iran University of Medical Sciences, Tehran, Iran. ,
Abstract: (2653 Views)
Introduction: Qasedak, a performance-based plan payment, is a method that seeks rewarding quantitative dimensions of performance and encourages health care providers in order to achieve predetermined goals. The purpose of this study was to investigate employees' satisfaction with the performance-based payment plan in 2019.
Methods: The present study was descriptive-analytical and cross-sectional. The population of the study was all the staff members across selected hospitals of Iran University of Medical Sciences. Data were collected by a questionnaire and analyzed using the independent-samples t-test, ANOVA, and Pearson correlation tests in SPSS software.
Results: The average score of satisfaction among medical, nursing, support and paramedic staff from the performance-based payment was poor (2.33 out of 5). There was no significant relationship between the amount of satisfaction with the performance-based payment system and the work unit of the studied employees (p-value = 0.330). Also, there was no significant relationship between the age and work experience and level of satisfaction (p-value = 0.945 and 0.823, respectively). However, there was a significant relationship between employees' satisfaction and their job category (p-value = 0.042). The highest and lowest levels of satisfaction were related to the physicians and financial-administration staff, respectively.
Conclusion: Employees' level of satisfaction with the performance-based payment system, especially among non-clinical staff, is not acceptable and this can affect staff performance and quality of work adversely. Hence, authorities should pay more attention to this issue.
Methods: The present study was descriptive-analytical and cross-sectional. The population of the study was all the staff members across selected hospitals of Iran University of Medical Sciences. Data were collected by a questionnaire and analyzed using the independent-samples t-test, ANOVA, and Pearson correlation tests in SPSS software.
Results: The average score of satisfaction among medical, nursing, support and paramedic staff from the performance-based payment was poor (2.33 out of 5). There was no significant relationship between the amount of satisfaction with the performance-based payment system and the work unit of the studied employees (p-value = 0.330). Also, there was no significant relationship between the age and work experience and level of satisfaction (p-value = 0.945 and 0.823, respectively). However, there was a significant relationship between employees' satisfaction and their job category (p-value = 0.042). The highest and lowest levels of satisfaction were related to the physicians and financial-administration staff, respectively.
Conclusion: Employees' level of satisfaction with the performance-based payment system, especially among non-clinical staff, is not acceptable and this can affect staff performance and quality of work adversely. Hence, authorities should pay more attention to this issue.
Type of Study: Research |
Subject:
Health Services Management
Received: 2020/11/17 | Accepted: 2020/12/19 | Published: 2021/01/19
Received: 2020/11/17 | Accepted: 2020/12/19 | Published: 2021/01/19
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