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The Work Values and Incentive Preference among Different Generations of Nursing Staff – Using Hemodialysis Centers in New Taipei City as Examples
As the population of hemodialysis which commonly known as “cleaning kidney” is increasing rapidly at the rate of nearly 3,000 people per year, taking care of such patients has become a social matter that government agencies and medical industry should not overlook nowadays, especially in such instances that nursing staff with different backgrounds and lifestyles are apt to different preferences for work values and incentive methods in current nursing workplaces where old and new generations coexist. As a consequence, this study aim to explore differences among different generations of hemodialysis nursing staff in work values and incentive preferences by means of surveys and questionaires. The objectives of this study ares: (1)To explore differences among different generations of hemodialysis nursing staff in work values; (2)To explore differences in incentive preferences among different generations of hemodialysis nursing staff; (3)To explore the relationships between work values and incentive preferences among different generations of hemodialysis nursing staff The research objects are mainly nursing staff in hemodialysis centers willing to participate within the approval list of 2012-2014 hospitals and teaching hospitals evaluation held by Medical Quality Committee and Foundation Hospital in New Taipei City. Totally 188 participants come from medical centers, regional centers and district hospitals. It has been found from this study: (1) Different generations of hemodialysis nursing staff have more agreement in working needs expertise, techniques, and get recognition and respect from publics. An unexpected discovery is that current nursing staff are not pursuing stability of economics only. (2) Different generations of hemodialysis nursing staff are caring about the restricted day-off and salary deduction rules but paying less attention to decision-making participation and non-professional courses. (3) Observed from relationships between work values and incentive preferences among different generations of hemodialysis nursing staff: the 60s staff pursuing growing space and the 80s staff doing their utmost for the works, patients and others, pay considerable attention to the incentive methods what hospital could provide. The 60s staff facing the rigorous supervisor showing majesty and the 80s staff trying hard to improve professional technique pays considerable attention to the way of complaint and de-stress environment. The 70s staff showing expertise and sincereness and the 80s staff havings more agreement to the career development pay considerable attention to the opportunity for decision-making participation and make a difference to the day-off and scheduling system. Overall, it has been concluded intrinsic values in work values is correlative significantly with safety needs in preference in incentive method. As a result, different generations of hemodialysis nursing staff have been found to be extremely different in recognition and attitude to money, and also to lay enough stress on vacation schedule. So nursing department director is supposed to encourage hemodialysis nursing staff in service to express inner thought through newly established anonymous survey channel instead of negative, punitive and compulsory deeds, then discuss with them and make further improvements for creating a satisfying workplace.
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