Social Medicine · Published 2025-09-01 · DOI 10.71164/socialmedicine.v18i3.2025.1989
Managers and planners seek effective strategies to attract, hire, and motivate healthcare workers. One way to achieve these goals is by developing and implementing a robust incentive system. Non-monetary incentives are just as crucial as monetary ones. This mini review aims to explore the need for reforming nursing incentives by examining previous studies. A review of literature published between 2000 and 2021 was conducted, using the EBSCO and CINAHL databases to gather relevant data on nursing incentives. The search yielded a total of 100 studies. The researcher assessed these studies for potential inclusion using a clear set of inclusion and exclusion criteria, following a three-step selection process. Ten studies met the inclusion criteria and were analysed in the review. The keywords used were "Nursing incentives" and "performance." Nurses' incentives should be aligned with staff performance and tailored to their individual needs as healthcare providers. Additionally, various factors can influence the work environment for nurses. Both monetary and non-monetary incentives—such as recognition, appreciation, opportunities for professional advancement, study leave, training, supervisor support and feedback, work autonomy, flexible working hours, and acknowledgment of work—are important elements that motivate staff. Future research is needed to evaluate nurses' satisfaction with incentive systems. This review found that effective incentive systems should include both monetary and non-monetary incentives.
Abstract from DOAJ. Public domain (CC0 1.0).
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