Remuneration: Extrinsic and Intrinsic Rewards, Incentives and Motivation

Leigh-ann Onnis ()
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Leigh-ann Onnis: James Cook University

Chapter Chapter 5 in HRM and Remote Health Workforce Sustainability, 2019, pp 77-92 from Springer

Abstract: Abstract Key Messages High remuneration and incentives attract people to remote regions but do not necessarily improve retention unless they are sufficient to prevent dissatisfaction. Health professionals have individual motivations; therefore, individual motivations will shape the employment relationship and influence turnover intentions. In remote regions, workforce sustainability is contingent on both extrinsic and intrinsic rewards. High remuneration is viewed as a strategy to attract health professionals to remote areas, with a combination of extrinsic and intrinsic rewards viewed as vital to improve retention. In workplaces where there is high voluntary turnover and labour mobility, a combination of extrinsic and intrinsic rewards improves workplace sustainability.

Date: 2019
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Persistent link: https://EconPapers.repec.org/RePEc:spr:mgmchp:978-981-13-2059-0_5

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DOI: 10.1007/978-981-13-2059-0_5

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