Faculty Member, Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand.
Vice President in Health Science Affair, Panyapiwat Institute of Management, Bang Talat, Thailand.
Int Nurs Rev. 2024 Dec;71(4):758-765. doi: 10.1111/inr.12905. Epub 2023 Nov 16.
Nursing and health policy focus on retaining nurses in practice, especially because the world lacks more than 6 million nurses. Rewards are believed to be an effective strategy to attract, retain, and improve the performance of nurses in rural and remote areas where nursing shortages are more severe. However, Generations X and Y have been found to have different preferences for rewards in various settings, so a one-size-fits-all approach may not work for rewarding work.
To examine the perceptions of satisfaction and the importance of rewards among two generations of Thai registered nurses.
Using the Total Reward Scale, a descriptive comparative study design was employed and the data was collected from 354 nurses in rural and remote Thai community hospitals. This study is reported using the STROBE checklist. Descriptive statistics and the Mann-Whitney U test were used to analyze data.
Generations X (born in 1965-1980) and Y (born in 1981-2000) were most satisfied with and rated base salary as the most important reward. However, these generations significantly differed in their perspective about importance of healthcare, leadership, long-term incentives, time-off leave, and variable pay.
Different types of rewards were satisfying and essential for Thai nurses in Generations X and Y.
National reward policies and management should be designed on priorities regarding reasonable base salary, and retirement benefits to address nursing shortages in rural and remote areas. Policymakers in health and nursing must invest in developing funded policies that consider the needs of different generations of nurses if they want success in retaining them on the job.
护理和卫生政策侧重于留住在职护士，尤其是因为全球缺乏超过 600 万名护士。奖励被认为是吸引、留住和提高农村和偏远地区护士绩效的有效策略，这些地区的护士短缺更为严重。然而，已经发现 X 世代和 Y 世代在不同环境下对奖励的偏好不同，因此，一刀切的方法可能不适用于奖励工作。
调查两代泰国注册护士对满意度和奖励重要性的看法。
采用描述性比较研究设计，使用总薪酬量表，从农村和偏远的泰国社区医院的 354 名护士中收集数据。本研究使用 STROBE 清单进行报告。使用描述性统计和曼-惠特尼 U 检验分析数据。
X 世代（1965-1980 年出生）和 Y 世代（1981-2000 年出生）对基本工资最满意，也认为基本工资是最重要的奖励。然而，这两代人在对医疗保健、领导力、长期激励、休假时间和浮动薪酬的重要性的看法上存在显著差异。
不同类型的奖励对 X 世代和 Y 世代的泰国护士来说是令人满意和必要的。
国家奖励政策和管理应根据合理的基本工资和退休福利优先考虑，以解决农村和偏远地区的护士短缺问题。卫生和护理政策制定者如果希望成功留住在职护士，就必须投资制定考虑到不同代护士需求的有资金支持的政策。
