Abstract
Key Messages
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High remuneration and incentives attract people to remote regions but do not necessarily improve retention unless they are sufficient to prevent dissatisfaction.
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Health professionals have individual motivations; therefore, individual motivations will shape the employment relationship and influence turnover intentions.
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In remote regions, workforce sustainability is contingent on both extrinsic and intrinsic rewards.
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High remuneration is viewed as a strategy to attract health professionals to remote areas, with a combination of extrinsic and intrinsic rewards viewed as vital to improve retention.
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In workplaces where there is high voluntary turnover and labour mobility, a combination of extrinsic and intrinsic rewards improves workplace sustainability.
Rewarding an activity will get you more of it. Punishing an activity will get you less of it.
Daniel Pink, Author of several best-selling books on business and behaviour.
(Pink 2009, p. 32)
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Onnis, La. (2019). Remuneration: Extrinsic and Intrinsic Rewards, Incentives and Motivation. In: HRM and Remote Health Workforce Sustainability. Management for Professionals. Springer, Singapore. https://doi.org/10.1007/978-981-13-2059-0_5
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