Abstract
Purpose: This study aimed to examine the relationship and effect of intrinsic and extrinsic reward practices on health service delivery. Methods: Data was collected prospectively from Thirteen Government health facilities in Kwania District using a cross-sectional study design. A structured, pre-coded and pretested questionnaire of Cronbach Alpha of 0.82 was self-administered to sample of 132 health workers randomly selected from HCIV, HCIII and HCII in Kwania District between September-November 2020. Results: Health Service Delivery (HSD) correlates positively with the various reward system. In particular, HSD has a significant and positive but weak correlation with intrinsic reward (r = 0.260, p value = 0.05). On the other hand, extrinsic rewards have a very weak insignificant but positive correlation with service delivery (r = 0.126. p value > 0.05). Multiple regression: the intrinsic reward appears a significant predictor of health service delivery (p value 0.009, ), but the extrinsic reward does not significantly predict health service delivery, (β = 0.001, p value = 0.985). Conclusion: Intrinsic rewards have a significant influence on health workers’ performance and hence health service delivery while extrinsic rewards have no significant influence on these employees’ performance. Extrinsic reward becomes more important as employees’ ages increase on the job.
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