DC FieldValueLanguage
dc.contributor.authorStamouli, Maria Ageliki-
dc.contributor.authorAletras, Vassilis-
dc.contributor.authorPaleologou, Victoria-
dc.contributor.authorNiakas, Dimitris-
dc.contributor.authorKontodimopoulos, Nick-
dc.date.accessioned2024-04-29T10:17:40Z-
dc.date.available2024-04-29T10:17:40Z-
dc.date.issued2006-09-13-
dc.identifierscopus-33749152327-
dc.identifier.issn1472-6963-
dc.identifier.issn1472-6963-
dc.identifier.other33749152327-
dc.identifier.urihttps://uniwacris.uniwa.gr/handle/3000/2295-
dc.description.abstractBackground: In the era of cost containment, managers are constantly pursuing increased organizational performance and productivity by aiming at the obvious target, i.e. the workforce. The health care sector, in which production processes are more complicated compared to other industries, is not an exception. In light of recent legislation in Greece in which efficiency improvement and achievement of specific performance targets are identified as undisputable health system goals, the purpose of this study was to develop a reliable and valid instrument for investigating the attitudes of Greek physicians, nurses and administrative personnel towards jobrelated aspects, and the extent to which these motivate them to improve performance and increase productivity. Methods: A methodological exploratory design was employed in three phases_ a) content development and assessment, which resulted in a 28-item instrument, b) pilot testing (N = 74) and c) field testing (N = 353). Internal consistency reliability was tested via Cronbach's alpha coefficient and factor analysis was used to identify the underlying constructs. Tests of scaling assumptions, according to the Multitrait-Multimethod Matrix, were used to confirm the hypothesized component structure. Results: Four components, referring to intrinsic individual needs and external job-related aspects, were revealed and explain 59.61% of the variability. They were subsequently labeled_ job attributes, remuneration, co-workers and achievement. Nine items not meeting item-scale criteria were removed, resulting in a 19-item instrument. Scale reliability ranged from 0.782 to 0.901 and internal item consistency and discriminant validity criteria were satisfied. Conclusion: Overall, the instrument appears to be a promising tool for hospital administrations in their attempt to identify job-related factors, which motivate their employees. The psychometric properties were good and warrant administration to a larger sample of employees in the Greek healthcare system.en_US
dc.language.isoenen_US
dc.relation.ispartofBMC Health Services Researchen_US
dc.titleDeveloping and testing an instrument for identifying performance incentives in the Greek health care sectoren_US
dc.typeArticleen_US
dc.identifier.doi10.1186/1472-6963-6-118en_US
dc.identifier.scopus2-s2.0-33749152327-
dcterms.accessRights1en_US
dc.relation.deptDepartment of Business Administrationen_US
dc.relation.facultySchool of Administrative, Economics and Social Sciencesen_US
dc.relation.volume6en_US
dc.collaborationUniversity of West Attica (UNIWA)en_US
dc.journalsOpen Accessen_US
dc.publicationPeer Revieweden_US
dc.countryGreeceen_US
local.metadatastatusverifieden_US
item.cerifentitytypePublications-
item.languageiso639-1en-
item.openairetypeArticle-
item.openairecristypehttp://purl.org/coar/resource_type/c_18cf-
item.fulltextNo Fulltext-
item.grantfulltextnone-
crisitem.author.deptDepartment of Business Administration-
crisitem.author.facultySchool of Administrative, Economics and Social Sciences-
crisitem.author.orcid0000-0003-3700-4489-
crisitem.author.parentorgSchool of Administrative, Economics and Social Sciences-
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