The Correlation Between Reward Provision and Nurses’ Work Motivation In The Inpatient Ward Of Az-Zahra General Hospital Kalirejo

Nur  Hasanah; Tuti  Handayani; Sari  Riskiana

Nur Hasanah Universitas Muhammadiyah Pringsewu
Tuti Handayani Universitas Muhammadiyah Pringsewu
Sari Riskiana Universitas Muhammadiyah Pringsewu

Keywords: reward provision, work motivation, nurses

Abstract

Background: Nurses’ work motivation is an essential factor influencing the quality of nursing services, as it affects job performance, responsibility, and commitment in delivering patient care. One of the strategies to enhance nurses’ motivation is the provision of rewards, which serves as an important component of human resource management by recognizing employee performance and encouraging greater work engagement. Literature Review: Previous studies have shown that fair and appropriate reward systems positively influence nurses’ work motivation, job satisfaction, organizational commitment, and service quality. Both financial and non-financial rewards contribute to increased employee performance by fostering appreciation and motivation in the workplace. Methodology: This study employed a quantitative analytic design with a cross-sectional approach involving 44 staff nurses working in the inpatient ward of Az-Zahra General Hospital Kalirejo in 2025. Total sampling was used to recruit all eligible respondents. Data were collected using structured questionnaires on reward provision and nurses’ work motivation and were analyzed through univariate and bivariate analyses using the Chi-Square test. Results: The findings revealed that most nurses perceived the reward provision as good (68.2%), while 63.6% demonstrated high work motivation. The Chi-Square analysis showed a statistically significant correlation between reward provision and nurses’ work motivation (p = 0.000), indicating that nurses who perceived better rewards tended to have higher work motivation. Discussion: These findings suggest that an effective reward system plays an important role in improving nurses’ motivation by increasing their sense of appreciation, responsibility, and commitment to providing high-quality nursing care. The results support previous evidence that reward provision is an important determinant of employee motivation and organizational performance in healthcare settings. Conclusion: There is a significant correlation between reward provision and nurses’ work motivation in the inpatient ward of Az-Zahra General Hospital Kalirejo, indicating that better reward systems are associated with higher levels of work motivation. Recommendation: Hospital management should maintain and continuously improve fair, transparent, and sustainable reward systems, including both financial and non-financial incentives, to strengthen nurses’ work motivation and improve the quality of nursing services.

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