| Author: | Tsang, Ka-kit |
| Title: | The impact of the pay-for-performance scheme on the motivation of ward managers in the Hospital Authority |
| Degree: | M.Sc. |
| Year: | 1999 |
| Subject: | Hospital Authority (Hong Kong, China) -- Personnel Management Hospitals -- China -- Hong Kong -- Personnel management Nurse administrators -- China -- Hong Kong Employee motivation -- China -- Hong Kong Hong Kong Polytechnic University -- Dissertations |
| Department: | Multi-disciplinary Studies Department of Management |
| Pages: | v, 129 leaves : col. ill. ; 30 cm |
| Language: | English |
| Abstract: | This research investigates the impact of the pay-for-performance (PRP) scheme on the motivation of ward managers in the Hospital Authority (HA). Ninety-nine questionnaires were sent to wards and eighty-nine completed ones were returned. The result showed that both the numbers of managers covered by the scheme and the acceptance level of the scheme were low. The scheme did not appear to have any impact on motivation. Since the PRP plan consists of two fundamental building blocks including performance appraisal and performance pay. In order to ensure the effectiveness of performance appraisal, appropriate objective setting and the guarantee of fairness throughout the process are essential. Also, the relationship between performance appraisal and performance pay should be linked closely for a successful PRP plan. So, the expectancy on effort, performance and reward linkage should be strictly complied with. In theoretical terms, the elements inside expectancy theory, goal setting theory and equity theory should be included in a PRP plan to ensure its effectiveness and success. In the current PRP plan, the managers perceived that it had a weak linkage on effort, performance and reward with reference to the expectancy theory. Based on the goal setting theory, it found that general motivation of the managers increased when they had clear goals. However, their goal commitment was at a low level because most of their annual objectives did not initiate by themselves but by their supervisors. In light of the equity theory, they perceived unfairness and mainly were come from their immediate bosses. However, motivation level can be maintained to a level under the perception of payment inequality. Thus, the re-design of the program and the strengthening of the infra-structure are proposed. |
| Rights: | All rights reserved |
| Access: | restricted access |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b14898585.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 3.96 MB | Adobe PDF | View/Open |
Copyright Undertaking
As a bona fide Library user, I declare that:
- I will abide by the rules and legal ordinances governing copyright regarding the use of the Database.
- I will use the Database for the purpose of my research or private study only and not for circulation or further reproduction or any other purpose.
- I agree to indemnify and hold the University harmless from and against any loss, damage, cost, liability or expenses arising from copyright infringement or unauthorized usage.
By downloading any item(s) listed above, you acknowledge that you have read and understood the copyright undertaking as stated above, and agree to be bound by all of its terms.
Please use this identifier to cite or link to this item:
https://theses.lib.polyu.edu.hk/handle/200/2219