RELATIONSHIP BETWEEN MECHANISMS OF SERVICES COMPENSATION AND JOB PERFORMANCE AMONG NURSES

One of the key factors affecting on job performance, is compensation mechanisms. The
study aimed to determine the relationship between compensation mechanisms and job performance
among nurses working in hospital.
Materials & Methods: This cross-sectional and correlational study was conducted in 2014. The number
of 221 nurses at two hospitals (Valiasr and Lolagar) base on simple randomized sampling enrolled. Data
gathered by two questionnaires for Compensation mechanisms and job performance. Data analysis was
done by descriptive statistics and Spearman test.
Findings: The results showed that the job performance of nurses is moderate (2.76±0.50). Among the
compensation mechanisms, persuasive years, higher education grants, job promotions and performance
based pay had a high priority, respectively. Spearman test showed significant relationship between job
performance and non-cash payment (P= 0.0001), performance based pay (P= 0.004), persuasive years
(P= 0.0001), decreasing the working hours (P= 0.0001), increase in services tariff (P= 0.0001), and
monthly fixed amount (P= 0.02).
Conclusion: According to our results, it seems that Services compensation variable is a good predictive
for job performance. There were fewer tendencies for receiving cash benefits than non-cash payments
for the nurses working in studied hospitals, proposed to be carried out as a pilot reform of compensation
mechanisms and examine the impact of these reforms on variables such as job performance.