The Effect of Rewards and Motivating on Maintaining and Keeping Human Resources Case study in Amin hospital (Isfahan) and Alassad Aljameie (Lattakia) Mohammad Kazem Emadzade Associate Professor of the University of Isfahan Ranim Sabbouh MA student of Fainancial Management University of Isfahan Nasibeh Jamshidi MA student of Fainancial Management University of Isfahan Abstract Human resource management is one of the most important roles, because it concentrates on individual, and lets the organization to maintain professional and expert employees. In another word HRM means the best employment for the existing and expected manpower (Belsinger, 1383). By considering the importance of HRM for the organizations, in this research we are going to study the effect of rewards and motivations in maintaining and keeping the hospital personnel. This study of descriptive research type, the literature review is gathered librarian method from books, archives, articles, scientific magazines and related websites, and questionnaire was used for collecting the data. The conclusions show that all the variables studied in this research have a positive and significant relation with maintaining and keeping the manpower in hospitals and the motivating factors due to the reward are more effective on maintaining and keeping manpower in the mentioned statistical society, but the most effect is related to the job development. Key words: Human Resource Management, Motivation, Rewards, AMIN Hospital, ALASSAD ALJAMEIE Hospital. 1.Introduction: Human resource management is the process of working with individuals in a way to achieve the capability of the employees and the organization, even when changes, new skills, new responsibility and new relationships and required. In Fact, human resources management is applying human resources to achieve the goals of the organizations which include activities such as recruitment, training, payments and organizational relations. Human resource management lets the organizations to employ professional experts. Human resources have a great influence on the efficiency; it means that human resources management is the best employment for the existing resources. Considerable definitions of human resource management include: (Wikipedia, 2011) French: Process of selecting, employing and improving human resources in organizations. Likuta: Employment of the task force including performance appraisal, professional improvement, reward and salary, social and hygiene services of the employers.etc. Gluck. W: Planning of human resources and searching for employing. 353
Major activities of human resource management: Training, Performance appraisal, Salary, reward and motives, planning of human resources, Recruitment, Human resource performance measurement, Election and employment of human resources, Hygiene and safety and Professional improvement of the employees. In all of the organizations and institutes, employment of human and inhuman resources is an inevitable factor to achieve the planned goals. Employment of the personnel in each organization is parallel to the main goals of the organization and each one of the personnel follows his own purpose. After employing the human resources, the most important task of the management is keeping and maintaining the personnel. This responsibility is due to the great investment of the organizations to improve quality and quantity of the human resources which requires high costs. To define the subject, the motives and rewards must be described and their relation must be examines. Motivation is one of the major factors which had always been considered. Initial theories of motivation were so simplified. Scientific management used to believe that the motivation is a behavioral feature of "reward and punishment". It means that the employees are rewarded or punished even hired depending on their efficiency (Taylor, 1911). Then this idea was created that a good employee is the one who likes the job. But the experiences questioned mentioned theories. Empirical researches illustrated that the employees respond to some factors other than money or even keeping their jobs. The term "motivation" is extracted from the Latin word "Mover". This word has been described differently by different scientist who has some definitions in common. Some of the definitions include: Motivation is an inner factor which motivates the employees' behavior. Motivation is related to some dependent and independent variable which describe direction and durability of behavior and stabilize talent, skill and comprehension of the job and also to the disincentive. Motivation is individual inner processes which guide the employees' behavior toward the organization benefits(ather et.al, 2011) In one word, motivation is a general term which is used for all of the requirements, attractions and intentions of the persons. Creating the motivation by the management means that the management should apply some performances to satisfy the employees and make them act as required. Motives are described differently as well, including: Factors which guide behavior of the persons to the determined purpose(saadat, 1375). Factors which created performance of a person in an organization(rezaeian, 1372). Factors which affect behavior the persons. Definitions of motives differ depending on definitions of motivation. However each factor which motivates a person and guides him toward a definite purpose is called motive. According to Lotanz, rewards are factors which intense the first reward and make it happen again, in another word, rewards are factors which empower response of a person and get him to repeat the performance (Lotanz, 1985). According to Rezaeian, rewards are feedback of a behavior (Rezaeian, 1373). Based on what Rezaeian has mentioned in his book, relation of the motives and rewards are as below: Rewards Behavio Motives Proper performance of the employees requires some preparations called motives. In another word, what the manager does before the performance, is motive, for example target is a motive. Before expecting a good performance, it needs to make sure that the employee is informed what he is asked to do and what a good performance is. Otherwise he may feel, he has been treats unfairly. Reflex is an expected behavior. What people say or act is the reflex to the motives. People mostly try to affect others behavior, but affecting other is mainly dependent on the motives or rewards. Consequences of a behavior are called results (reward). Goals can make good performance, although it doesn't guarantee it to be continued. This leads to "reward management and behavior results" (Kerrin & Oliver, 2002). Important point in researches is that rewards have mainly been considered financially. Most of the times, reward has been mentioned as money, but in this research, it is both financially and spiritually. 354
Roles of motivation in organizations: Motivation is one of the most important issues in organizations to be studied by behaviorists. This important is somehow due to the decrease of sufficiency in some organizations. Also new features of motivation and maintaining the human resources have been effective as well. Nowadays even minor positions in organizations need skilled personnel and also technical works which don t require high skills. (Armestrong et al, 2011). Effective factors on this issue must be studied such as: A) Human resources must be considered to be as important as financial resources, Behavior requirements of the organizations include (Saidjavadin, 1388): 1) Human resources should share the organization; 2) Human resources should take responsibilities and do their job willingly; 3) Human resources should be creative. B) Self- motivation: In order to understand how the organizations work, it is required to realize how to motivate and satisfy the human resources. Nature of motivation: Motivation has been defined differently. For example it has been described as simultaneous effects on duration of a behavior (Atkinson, 1964) or it has been related to some dependent and independent variables which indicate direction and duration of a behavior (Campbell & Pritchard, 1976). All of the definitions of motivation have 3 points below in common: What empowers the behavior; What guides the behavior in a direction; What makes a behavior to continue. 2. Purpose of the research: 1. Scientifically studying role of the motives and rewards in employing and maintaining the human resources. 2. Determining effects of the motives and rewards on employing and maintaining the hospital personnel. 3.Application of the results: 1. Preparing a proper strategy to keep the human resources of the hospital. 2. Presenting proper solutions to prevent the personnel of the hospital to quit their job. 3. Preparing a proper reward system for better performance of the personnel. 4. Using results of the research in engineering and designing fields of organizations. 4.Assumption of the research: Main assumption: rewards and motives affect employing and maintaining human resources Secondly assumptions: 1. Motives have an effective role in employing and keeping the personnel. 2. Financial rewards affect employing and keeping the personnel. 3. Organizational commitments affect employing and keeping the personnel. 4. Adaption of the management method to personal purpose of the personnel affects employing and keeping human resources 5. Promotion is an important factor to employ and maintain the personnel 5.Statistical Community: Tow statistical communities have been used in this research: 1) Personnel of Amin Hospital of Isfahan(Iran) 2) Personnel of Alasad Aljameie Lattakia(Syria) 355
Purpose of this selection is to compare two statistical communities and have reliable results, regarding similar cultures and organizational structures of Iran and Syria. Number of the samples to be studied was determined based on Morgan table. Accordingly, 40 questionnaires were distributed in Amin Hospital, 27 of which were studied. 25.9% of the statistical community was male and 47.1% female. Nurses made 51.9% of the community employees 40.7% and doctors 7.4%. 63% of the hospital personnel have B.S. degree. Based on Cronbach s Alpha of the questionnaires was 0.732 which is approved. 56 questionnaires were distributed in Alasad Hospital, 40 of which were studied. 40% of the statistical community was male and 60% female. Nurses made 22.5% of the community, employees 65% and doctors 12.5% Cronbach s Alpha was 0.728. 6.Statistical analysis methods: In order to analyze the data, relative tests and regressions have been used, as formula below: Also tests t and F as well as parameter R 2 were benefited form. These analyses were performed using Excel and SPSS. 7.Statistical analysis: For hypothesis test (1), test t was used, results of which approved the hypothesis. Examining the hypothesis (Iran): hypothesis (1): P-value= o.oo approves the hypothesis in which F= 41.305 and R 2 = 0.623. Parameter R 2 indicates positive strong correlation between the motives and keeping the human resources. In this way, all of the data and hypothesis 2,3,4 and 5 were approved as well.. Examining the hypothesis (Syria): In this analysis, Durbin- Watson = 2.102 which is between 1.5 and 2.5. This means that the regression can be analyzed. Accordingly, after the analysis is done, in all of the hypothesis, P- value are less than 0.05, as a result, all of the hypothesis are approved and relation of the variables (B) is positive and linear. Analysis of the hypotheses in the tow statistical communities is as below: Syria Iran R 2 F Sig. F Sig. 0.526 42.122 0.623 41.305 Hypotheses 1 0.153 0.469 0.293 0.497 6.842 33.6 15.724 37.558 0.013 0.011 R 2 0.491 0.501 0.215 0.682 24.128 25.008 6.848 53.710 1 0.015 Hypotheses 2 Hypotheses 3 Hypotheses 4 Hypotheses 5 Based on the table above, all of the studied variables have positive and significant relation with employing and keeping the human resources in the hospitals. In the two mentioned communities, motivate factors have been more effective on employing and keeping human resources rather than rewards. In Iran, the most effective factor has been job promotion, while in Syria, motivators have the most effects. Based on Pearson coefficient, relation of the variables in Iran is as below: 356
**Significance level: 0.01 * Significance level: 0.05 Results of model above indicate: 1) Between the motivators and job promotion, significant level is 0.01 and P= 0.569. 2) Between the motivators and rewards, significant rewards, significant level is 0.01 and P= 0.635. 3) Between rewards and job promotion, significant level is 0.05 and P= 0.450. 4) Between organizational commitment and job promotion,, significant level is 0.01 and P= 0.556. 7.Conclusion: Based on the statistical analysis, motives and rewards affect employing and maintaining human resources in hospitals. In Iran, the most effective parameter is job promotion, while in Syria is motive. Therefore, organizations should consider motives and rewards in order to improve quality and quantity of the employees; they also should determine job promotion clearly based on the employees performances, because it motivates the personnel. Suggestion to future researchers: This research has been performed in hospitals, while it can be in other organizations and some other factors may be studied such as social prestige due to membership of the organization, welfare facilities, participation in decision making. This research has been in Iran and Syria, while it can be in other countries as well. 357
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