Blood Donation Fear, Perceived Rewards, Self-Efficacy, and Intention to Return Among Whole Blood Donors in China: A Social Cognitive Perspective

With the increasing demand from aging population and seasonal blood shortage, recruiting and retaining blood donors has become an urgent issue for the blood collection centers in China. This study aims to understand intention to donate again from a social cognitive perspective among whole blood donors in China through investigating the association between the blood donation fear, perceived rewards, self-efficacy, and intention to return. A cross-sectional survey was conducted in six cities, which are geographically and socioeconomically distinct areas in Jiangsu, China. Respondents completed a self-administrated questionnaire interviewed by two well-trained medical students. A total of 191 blood donors were included in the current study. Descriptive analysis, correlation analysis, and a generalized linear regression model were used to explore the association between demographic characteristics, psychological factors, and intention to donate again. After controlling other covariates, donors with higher fear scores reported lower intention to return (p = 0.008). Association between self-efficacy and intention to return was statistically significant (p < 0.001), whereas the association between intrinsic rewards (p = 0.387), extrinsic rewards (p = 0.939), and intention to return were statistically insignificant. This study found that either intrinsic rewards or extrinsic rewards are not significantly associated with intention to donate again among whole blood donors in China, and fear is negatively associated with intention to donate again. Therefore, purposive strategies could be enacted beyond appeals to rewards and focus on the management of donors’ fear.

Welcome to “Failure Club”

Students are more likely to embrace failure in learning when they are intrinsically motivated, but formal education in the United States operates through extrinsic rewards that make failure something to fear and avoid. Accordingly, the author examines the lessons of “Failure Club,” a writing course he designed to challenge this basic pedagogical contradiction.

For Love of Money: Rewards of Care for India’s Women Community Health Workers

What are the rewards of paid care work for frontline health workers? I focus on India’s women community health volunteers, the largest such workforce in the world. Appointed since 2007 and numbering one million, these women are paid per-case incentives to connect the poor and marginalized to government-run health services. Using 14 months of ethnographic fieldwork in Delhi and Punjab, including 80 interviews, I find that women community health volunteers (called Accredited Social Health Activists or ASHAs) experience extrinsic rewards in paid care work. ASHAs earn not only from their official wages, but also from two unofficial streams: a) a boost of income from non-ASHA work and b) commissions from private hospitals. I also find that the intrinsic rewards ASHAs report—emotional gratification, relative autonomy, and skill-building—are co-constituted with extrinsic rewards; that is, they are tied to their earnings. This calls into question the “Love versus Money” binary, used to frame much of the discussion on care work. I argue instead for a “Love of Money” framing—that is, money as a reward and money as begetting other rewards. My findings highlight the significance of globalizing the empirical research on paid care work.

The Effect of Rewards on Work Commitment of Nurses at Surgical and Medical Section (SMS) of National Hospital

Background: Nurses are an essential component of health workforce. Therefore rewarding nurses is important to provide better service to the clients. The main purpose was to describe the effect of rewards on the work commitment of nurses at the SMS of National hospital. Objectives: to identify intrinsic and extrinsic rewards cause to the level of work commitment of nurses at SMS of National hospital, to determine the level of work commitment of nurses at SMS of National hospital, to measure the effect of socio-demographic factors on work commitment of nurses at SMS of National hospital and to describe the effect of rewards on work commitment of nurses at SMS of National hospital. Methodology: Descriptive, hospital-based, cross-sectional study design was used. Simple random sampling used to select 384 nurses. Data was collected using a self-administered questionnaire. Results: The mean value for composite intrinsic rewards was 3.34 (SD = 0.57). There is a moderately positive Correlation (r = 0.327, p< 0.000) between intrinsic rewards and the work commitment. The mean value for composite extrinsic rewards was 2.54 (SD = 0.71) and it shows a very weak positive Correlation (r = 0.167, p< 0.002) between extrinsic rewards and work commitment. As Socio-demographic factors, gender (0.016**), age group (0.117*), position (0.114*), working experience at current work place (0.154*), and working section (0.014**) have association with the overall work commitment of nurses. Level of work commitment of nurses was moderate (Mean = 3.13, SD = 0.35). Conclusion: Moderate correlation means, when increases intrinsic rewards, nurses’ work commitment can be increased. Extrinsic rewards also cause to increase the commitment. Socio-demographic factors have an association with overall work commitment. These results help nurse managers to improve existing intrinsic rewards for nurses to enhance work commitment. Nurse Managers should suggest and plan a good reward system for nurses. Further research wants to conduct in government and private hospitals to find out ways to make nurses more committed. Moderate work commitment may be due to inadequate rewards or actually their dedication to the service without expecting rewards. Doi: 10.28991/SciMedJ-2021-0303-4 Full Text: PDF

The Effect of Intrinsic Rewards and Extrinsic Rewards on Performance with Job Satisfaction as Intervening Variables

The world is facing a fast global development. It requires businesses to be able to compete in any developments. Companies need to be supported by the good Performance of the employees to achieve the vision and mission of the organization. Rewards and Job Satisfaction are two variables that can influence Performance. Rewards can be either Intrinsic and Extrinsic. If both types of Rewards are high so as to form high Job Satisfaction, then it can impact Performance improvement of employees. Based on this, this research aims to analyze the influence of Intrinsic Rewards and Extrinsic Rewards to Performance with Job Satisfaction as an intervening variable. This research uses a quantitative approach. Data collection techniques used by distributing questionnaires to 52 contract employees division of Corporate Customer Access Network at PT. Telekomunikasi Indonesia, Tbk. Witel Jatim Surabaya. Sampling techniques in this research using census method. Mechanical testing of the data used in this research is SEM-PLS. Results of this research shows that Intrinsic Rewards influence positively and significantly related to Performance, while Extrinsic Rewards influemce negatively and not significantly related to Performance. The next results shows that Job Satisfaction can mediating partially the relationship of Intrinsic Rewards to Performance and mediating fully the relationship of Extrinsic Rewards to Performance.

PENGARUH REWARD TERHADAP KNOWLEDGE SHARING PERANGKAT DESA BERDAMPAK PENINGKATAN PARTISIPASI MASYARAKAT

Penelitian ini memiliki tujuan mendapatkan hasil dari pengaruh reward terhadap knowledge sharing perangkat desa berdampak terhadap peningkatan partisipasi masyarakat. Reward pada penelitian ini terbagi atas Extrinsic Rewards dan Intrinsic Rewards. Penelitian ini dilaksanakan di Kabupaten Kerinci dengan Perangkat desa sebagai subjek penelitian. Penelitian ini dilaksanakan pada Bulan Juni 2020 - September 2020. Perangkat Desa di Kabupaten Kerinci merupakan populasi dalam penelitian ini dengan menggunakan metode penarikan sampel adalah Cluster Sampling dengan mengelompokkan sampel didasari wilayah dengan jumlah sampel adalah 108 responden. Sumber data didapatkan dari wawancara (interview) serta daftar pertanyaan (questionnaire). Pada penelitian ini menggunakan analisis data Structural Equation Models (SEM) serta menggunakan AMOS sebagai alat analisis. Hasil penelitian didapatkan koefisien determinasi besar pengaruh knowledge sharing yang dapat dijelaskan oleh variabel extrinsic rewards dan intrinsic rewards sebesar 17%. Sedangkan koefisien determinasi persamaan Partisipasi Masyarakat sebesar 20,2%. Hasil dari penelitian didapatkan dari pengujian hipotesis bahwa extrinsic rewards dan intrinsic rewards memiliki pengaruh yang positif dan signifikan terhadap knowledge sharing, knowledge sharing dan intrinsic rewards berpengaruh positif dan signifikan terhadap partisipasi masyarakat sedangkan extrinsic rewards berpengaruh tidak signifikan terhadap partisipasi masyarakat. Knowledge Sharing dalam penelitian ini bukan merupakan variabel intervening karena pengaruh langsung extrinsic rewards terhadap partisipasi masyarakat lebih besar dari pada pengaruh tidak langsung melalui knowledge sharing dan pengaruh langsung intrinsic rewards terhadap partisipasi masyarakat juga lebih besar dari pengaruh tidak langsung terhadap partisipasi masyarakat melalui knowledge sharing. Hasil dari penelitian ini memberikan bukti empiris sebagai panduan bagi pemerintahan dan perangkat desa untuk menetapkan strategi yang tepat dalam knowledge sharing dan meningkatkan partisipasi masyarakat termasuk dampak terhadap pembangunan daerah.

PENGARUH REWARD TERHADAP KNOWLEDGE SHARING PERANGKAT DESA BERDAMPAK PENINGKATAN PARTISIPASI MASYARAKAT

Penelitian ini memiliki tujuan mendapatkan hasil dari pengaruh reward terhadap knowledge sharing perangkat desa berdampak terhadap peningkatan partisipasi masyarakat. Reward pada penelitian ini terbagi atas Extrinsic Rewards dan Intrinsic Rewards. Penelitian ini dilaksanakan di Kabupaten Kerinci dengan Perangkat desa sebagai subjek penelitian. Penelitian ini dilaksanakan pada Bulan Juni 2020 - September 2020. Perangkat Desa di Kabupaten Kerinci merupakan populasi dalam penelitian ini dengan menggunakan metode penarikan sampel adalah Cluster Sampling dengan mengelompokkan sampel didasari wilayah dengan jumlah sampel adalah 108 responden. Sumber data didapatkan dari wawancara (interview) serta daftar pertanyaan (questionnaire). Pada penelitian ini menggunakan analisis data Structural Equation Models (SEM) serta menggunakan AMOS sebagai alat analisis. Hasil penelitian didapatkan koefisien determinasi besar pengaruh knowledge sharing yang dapat dijelaskan oleh variabel extrinsic rewards dan intrinsic rewards sebesar 17%. Sedangkan koefisien determinasi persamaan Partisipasi Masyarakat sebesar 20,2%. Hasil dari penelitian didapatkan dari pengujian hipotesis bahwa extrinsic rewards dan intrinsic rewards memiliki pengaruh yang positif dan signifikan terhadap knowledge sharing, knowledge sharing dan intrinsic rewards berpengaruh positif dan signifikan terhadap partisipasi masyarakat sedangkan extrinsic rewards berpengaruh tidak signifikan terhadap partisipasi masyarakat. Knowledge Sharing dalam penelitian ini bukan merupakan variabel intervening karena pengaruh langsung extrinsic rewards terhadap partisipasi masyarakat lebih besar dari pada pengaruh tidak langsung melalui knowledge sharing dan pengaruh langsung intrinsic rewards terhadap partisipasi masyarakat juga lebih besar dari pengaruh tidak langsung terhadap partisipasi masyarakat melalui knowledge sharing. Hasil dari penelitian ini memberikan bukti empiris sebagai panduan bagi pemerintahan dan perangkat desa untuk menetapkan strategi yang tepat dalam knowledge sharing dan meningkatkan partisipasi masyarakat termasuk dampak terhadap pembangunan daerah