Pay for performance in hospital management: A case study

Aghajani, Mohammad Haji; Manavi, Saeed; Maher, Ali; Rafiei, Sima; Ayoubian, Ali; Shahrami, Ali; Ronasiyan, Raziyeh; Maziar, Pooneh

doi:10.1080/20479700.2019.1664029

Cited by 2 publications

(6 citation statements)

References 35 publications

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“…Overall occupational well-being seems to be both based on and related to the "equity" of the P4P system (Aghajani et al, 2021;Millar et al, 2017;Rasi et al, 2018;Shams et al, 2023). This could confirm that the keys to achieving a positive level of satisfaction lie, above all, in adjusting salary to the value of the job (position) and the value of the person (performance)in other words, ensuring similar salaries for the same conditions and differentiation of salary based on individual contribution (Maisey et al, 2008).…”

Section: Job Satisfaction and Higher Performancementioning

confidence: 80%

“…Indeed, worker satisfaction or dissatisfaction in a P4P system is also based on the empowerment of workers through discretionary space, autonomy, and a sense of control over their work, while ensuring distributive and procedural equity of treatment (Abhicharttibutra et al. , 2022; Aghajani et al. , 2021; Sabitova et al.…”

Section: Resultsmentioning

confidence: 99%

“…, 2021; Hunt et al. , 2012), and this generates greater motivation and occupational well-being as workers perceive that their work is valued by users (Aghajani et al. , 2021).…”

Section: Resultsmentioning

confidence: 99%

“…In this regard, institutions and organizations aim at ensuring fair and adequate pay based on commitment and performance, eliminating unfair, redundant, or time-consuming work practices and methodologies and creating shared responsibility for health (Sabitova et al, 2022). Indeed, worker satisfaction or dissatisfaction in a P4P system is also based on the empowerment of workers through discretionary space, autonomy, and a sense of control over their work, while ensuring distributive and procedural equity of treatment (Abhicharttibutra et al, 2022;Aghajani et al, 2021;Sabitova et al, 2022;Shams et al, 2023). An example of the importance of fair treatment at work in a P4P context is given below:…”

Section: The Role Of the Contextmentioning

confidence: 99%

“…From the study of the articles, in a virtuous P4P context, some positive components of job satisfaction for health care workers emerge (Maisey et al, 2008). In general, P4P helps in providing a better level of output and service delivery (Arvidsson et al, 2021;Hunt et al, 2012), and this generates greater motivation and occupational well-being as workers perceive that their work is valued by users (Aghajani et al, 2021). An example of motivation to achieve desired performance results through the P4P incentive is the following statement by a physician: I wouldn't really like to admit it, but the insurance companies making a financial carrot is probably one impetus for really cracking down on my diabetics (Hunt et al, 2012, p. 456).…”

Section: Job Satisfaction and Higher Performancementioning

confidence: 99%

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Job (dis-)satisfaction in pay-for-performance health care contexts: a meta-synthesis of qualitative literature

Briganti,

de Gennaro,

Buonocore

et al. 2023

IJPSM

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PurposeDrawing on the pay-for-performance (P4P) and job satisfaction literatures through an analysis of qualitative studies published on the topic, the purpose of this study is to investigate the effect of a P4P-based system on job satisfaction and dissatisfaction among health care workers.Design/methodology/approachA meta-synthesis of the qualitative literature was conducted to investigate health care workers' opinions, perceptions and behaviors and fully understand what processes generate job satisfaction or dissatisfaction under P4P systems.FindingsThe findings suggest that P4P systems impact the job (dis-)satisfaction of health care workers based on the institutional, organizational, geographic and cultural context of reference. Specifically, job satisfaction – and thus motivation, occupational well-being and work engagement – can occur when the context is supportive, whereas job dissatisfaction – and thus work stress and pressure, burnout and work-life balance issues and distraction – is generated in the case of unsupportive contexts. Moreover, the findings suggest a virtuous/vicious circle whereby job satisfaction leads to positive performance and further fuels job satisfaction, while conversely job dissatisfaction generates worse performance, and this further worsens worker satisfaction.Originality/valueThere is a lack of studies comparing and analyzing current evidence on the job (dis-)satisfaction of health care workers operating in different contexts based on the reward system. This is the first research to analyze a significant number of studies with reference to the relation between P4P and job (dis-)satisfaction, which are topics in need of further study and investigation in health care settings around the world.

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Section: Job Satisfaction and Higher Performancementioning

confidence: 80%

Section: Resultsmentioning

confidence: 99%

“…, 2021; Hunt et al. , 2012), and this generates greater motivation and occupational well-being as workers perceive that their work is valued by users (Aghajani et al. , 2021).…”

Section: Resultsmentioning

confidence: 99%

Section: The Role Of the Contextmentioning

confidence: 99%

Section: Job Satisfaction and Higher Performancementioning

confidence: 99%

See 3 more Smart Citations

Job (dis-)satisfaction in pay-for-performance health care contexts: a meta-synthesis of qualitative literature

Briganti,

de Gennaro,

Buonocore

et al. 2023

IJPSM

View full text Add to dashboard Cite

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Paying for performance to improve the delivery of health interventions in low- and middle-income countries

Diaconu

Falconer

Verbel

et al. 2021

Cochrane Database of Systematic Reviews

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Background There is growing interest in paying for performance (P4P) as a means to align the incentives of healthcare providers with public health goals. Rigorous evidence on the effectiveness of these strategies in improving health care and health in low‐ and middle‐income countries (LMICs) is lacking; this is an update of the 2012 review on this topic. Objectives To assess the effects of paying for performance on the provision of health care and health outcomes in low‐ and middle‐income countries. Search methods We searched CENTRAL, MEDLINE, Embase, and 10 other databases between April and June 2018. We also searched two trial registries, websites, online resources of international agencies, organizations and universities, and contacted experts in the field. Studies identified from rerunning searches in 2020 are under 'Studies awaiting classification.' Selection criteria We included randomized or non‐randomized trials, controlled before‐after studies, or interrupted time series studies conducted in LMICs (as defined by the World Bank in 2018). P4P refers to the transfer of money or material goods conditional on taking a measurable action or achieving a predetermined performance target. To be included, a study had to report at least one of the following outcomes: patient health outcomes, changes in targeted measures of provider performance (such as the delivery of healthcare services), unintended effects, or changes in resource use. Data collection and analysis We extracted data as per original review protocol and narratively synthesised findings. We used standard methodological procedures expected by Cochrane. Given diversity and variability in intervention types, patient populations, analyses and outcome reporting, we deemed meta‐analysis inappropriate. We noted the range of effects associated with P4P against each outcome of interest. Based on intervention descriptions provided in documents, we classified design schemes and explored variation in effect by scheme design. Main results We included 59 studies: controlled before‐after studies (19), non‐randomized (16) or cluster randomized trials (14); and interrupted time‐series studies (9). One study included both an interrupted time series and a controlled before‐after study. Studies focused on a wide range of P4P interventions, including target payments and payment for outputs as modified by quality (or quality and equity assessments). Only one study assessed results‐based aid. Many schemes were funded by national governments (23 studies) with the World Bank funding most externally funded schemes (11 studies). Targeted services varied; however, most interventions focused on reproductive, maternal and child health indicators. Participants were predominantly located in public or in a mix of public, non‐governmental and faith‐based facilities (54 studies). P4P was assesse...

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Pay for performance in hospital management: A case study

Cited by 2 publications

References 35 publications

Job (dis-)satisfaction in pay-for-performance health care contexts: a meta-synthesis of qualitative literature

Job (dis-)satisfaction in pay-for-performance health care contexts: a meta-synthesis of qualitative literature

Paying for performance to improve the delivery of health interventions in low- and middle-income countries

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