Analysis of Incentive Optimization Measures for Nurses in Public Hospitals in China

"Human resources" are the core resources of medical institutions, and maintaining a stable and reasonably structured health human resources team is the key to ensuring that medical institutions meet the needs of the people for medical services. How to effectively and strategically enhance nurses' work intention, better motivate nurses, maintain the stability of nursing human resources, and thus improve work efficiency and clinical quality, is the key to maintaining the competitiveness of public hospitals and the primary issue for their long-term sustainable development. The results of univariate analysis, multivariate linear analysis, and structural equation modeling show that job motivation, perceived job benefit, and job position are independent influences on work intention, and that intrinsic and extrinsic motivational incentives have a direct and significant effect on nurses' work intention, as well as an indirect and significant effect through the mediating variable of perceived occupational benefit. Combined with qualitative interviews, this study summarizes effective incentives based on the combination of internal incentives and external incentives. Among them, external incentives mainly include increasing organizational support, flexible management methods, reasonably increasing salaries, and improving night shift scheduling method; internal incentives mainly include increasing attention and care, providing career development opportunities, balancing work and family relationships, and establishing good interpersonal relationships. This study provides a theoretical basis for formulating incentive optimization measures and suggestions for nurses in Z hospital, in order to extend it to nurse incentive practice in Shanghai and equivalent public hospitals across the country, and better improve the willingness of nurses to work.