Healthcare managers considered employees' reward and performance as key elements of the work due to the challenges posed by the emigration phenomenon of employees in the industry, which leads to reduced patient satisfaction and a poor image of public hospitals. The issue addressed is how employee reward as a central element of the motivational system influences the efficiency and performance of a hospital belonging to the emergency medical system the effectiveness of the employees and organizational efficiency in providing public services. The research method will be of a quantitative nature using correlation analysis and forecasting models to evaluate optimal reward policies and effects on the effectiveness of the employees and organizational efficiency in providing public healthcare services. Managers from healthcare area can use the findings of study to increase the organizational commitment of employees and ultimately to improve the way they perform their tasks, duties and responsibilities, to motivate employees to work better, achieve more good results to meet organizational goals and improve the image of hospital.
1. Achim, I. M., Dragolea, L., & Balan, G. (2013). The importance of employee motivation to increase organizational performance. Annales Universitatis Apulensis: Series Oeconomica, 15, 685-691.
2. Adzei, F. A., & Atinga, R. A. (2012). Motivation and retention of health workers in Ghana's district hospitals. Journal of Health Organization and Management, 26, 467-485.
3. Bocean, C.G. (2008). Auditul resurselor umane [Human resource audit]. Bucharest: Tribuna Economica.
4. Bocean, C.G. (2009). Managementul performan?elor personalului [Staff performance management]. Bucharest: Tribuna Economica.
5. Constantinescu, D., Ogarc?, R., Bocean, C.G., Barbu, C., B?loi, C. (2008). Management: func?ii, structuri, procese [Management: functions, structures, processes]. Craiova: Universitaria.
6. Marin, I. (2012). Increase employee motivation in Romanian SME'S. Revista De Management Comparat International, 13, 804-810.
7. Mechinda, P., & Patterson, P. G. (2011). The impact of service climate and service provider personality on employees' customer-oriented behavior in a high-contact setting. The Journal of Services Marketing, 25, 101-113.
8. Muscalu, E., & Muntean, S. (2013). Motivation - A stimulating factor for increasing human resource management performance. Revista De Management Comparat International, 14, 303-309.
9. Ovretveit J. (2001). Quality Evaluation and Indicator Comparison in Health Care. International journal of health planning and management, 16(3), 229-241.
10. Pinto, E. P. (2011). The influence of wage on motivation and satisfaction. The International Business & Economics Research Journal, 10(9), 81-91.
11. Shukla, N. K. (2012). How motivation factor affect the organizational effectiveness. International Journal of Management Research and Reviews, 2, 430-435.
12. Sorup, C. M. & Jacobsen, P. (2013). Health care performance turned into decision support. Journal of Health Organization and Management, 27, 64-84.
13. Souliotis, K., Mantzana, V., Rekleiti, M., Saridi, M., & Contiades, X. (2014). Human resources' satisfaction in the health care sector: A case of a specialized not-for-profit hospital in Greece. International Journal of Caring Sciences, 7, 226-238.
14. Thomson, R. (1998). Clinical indicators: do we know what we are doing? Quality in Health Care, 7, 122.
15. Urosevic, S., & Milijic, N. (2012). Influence of demographic factors on employee satisfaction and motivation. Organizacija, 45, 174-182.
In-Text Citation: (Rotea, Logofatu, & Ploscaru, 2018)
To Cite this Article: Rotea, C. S., Logofatu, M., & Ploscaru, C. C. (2018). Quantitative Model for Assessing the Impact of Reward System Elements on Hospital Efficiency. International Journal of Academic Research in Business and Social Sciences, 8(8), 231–241.
Copyright: © 2018 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode
