Factors That Influence Human Resources Performance in Healthcare Organisations in The UK

This dissertation explores the intrinsic and extrinsic factors that influence human resources performance in healthcare organisations in the UK. It analyses the impact of leadership style, motivation, training, rewards and recognition on employee performance. The study uses a qualitative research method and both primary and secondary sources of information. The findings suggest that rewards and recognition, along with training and development programmes, support higher motivation and boost the passion and enthusiasm of employees, leading to improved human resource performance within a healthcare setting.

Dissertation
Abstract
The current project is based on the topic of exploring Factors That Influence Human
Resources Performance in Healthcare Organisations in The UK fir which an investigation is
undertaken on the health care sector of UK. It has been seen that many challenges and issues are

being faced by heath care organisation that comprises of lack of staffing along with higher
employee turnover and inefficient performance of staff due to burnout and tight schedules. Thus,
current study has been taken out with the main aim of explore about the Factors That Influence
Human Resources Performance in Healthcare Organisations in The UK. Apart from this, the
main objectives of current study are to analyses about the influence of type of employee
engagement contracts on employee performance, influence of training and development on
employee performance, influence of leadership style on employee performance, influence of
motivation on employee performance and influence of rewards and recognition system on
employee performance.
For undertaking current investigation, use of qualitative nature of research method is made
which comprises of detailed and in-depth analysis of information and human behaviour to
effective analysis and meet the set objectives. Along with this, use of both primary as well as
secondary sources of information is made to have both first hand as well as analysis of pre-
existing facts. Primary data supported the authenticity of facts that is collected with the help of
interview while secondary information has provided improved base and framework for current
study that is analysed with the help of online articles and journal. The main finding and
conclusion of current study comprises of positive impact factors present wit workplace that of
Influence Human Resources Performance in Healthcare Organisations in The UK. It has been
find out that factors like rewards and recognition along with training and devolvement
programmes supports higher motivation and boots the passion and enthusiasm of employees
which supports improved human resource performance within a health care setting.
Table of Contents
Abstract............................................................................................................................................1
Topic: Exploring Factors That Influence Human Resources Performance in Healthcare
Organisations in The UK.................................................................................................................1
INTRODUCTION...........................................................................................................................1
A brief description of the topic...............................................................................................1
Aims and objectives...............................................................................................................2
Rationale for selection of topic...............................................................................................2
Brief methodology description...............................................................................................3

Research questions.................................................................................................................4
Synopsis of the chapters.........................................................................................................4
CHAPTER ONE: LITERATURE REVIEW I................................................................................5
Main question 1: What are the intrinsic factors that influence human resource performance in
healthcare organizations?.......................................................................................................6
Analysis of set objective to meet the above stated research question....................................7
Establish the influence of leadership style on employee performance...................................8
Establish the influence of motivation on employee performance........................................10
CHAPTER TWO: LITERATURE REVIEW II............................................................................13
Main question 2: What are the extrinsic factors that influence human resource performance in
healthcare organizations?.....................................................................................................13
Analysis of set objective to meet the above stated research question..................................14
To establish the influence of type of employee engagement contracts on employee
performance..........................................................................................................................14
To determine the influence of training and development on employee performance..........17
To determine the influence of rewards and recognition system on employee performance 18
CHAPTER THREE: METHODOLOGY......................................................................................21
CHAPTER FOUR: FINDINGS, ANALYSIS, DISCUSSION.....................................................26
4.1 FINDINGS.....................................................................................................................26
4.2 ANALYSIS....................................................................................................................32
4.3 DISCUSSION.................................................................................................................34
CONCLUSION..............................................................................................................................37
REFERENCES..............................................................................................................................41

Topic: Exploring Factors That Influence Human Resources Performance in
Healthcare Organisations in The UK.
INTRODUCTION
A brief description of the topic
A health care organisation can be defined as a purposefully and systematically designed
and well-structured social system that has been developed with the main purpose of delivering
healthcare services by some specialized workforces or staff with the aim of providing medical
supports and care (O’donovan and Mcauliffe, 2020). Beside this, the Health care organisation are
the one the main purpose of which are to offer clinical authorities like nurses, doctors,
pharmacists etc. to provide and ensure wellbeing services to a tremendous number of people.
Further, the simplest form of definition for health care organisation is provided by the WHO
which suggest the healthcare companies comprises of all sort of organisation, individuals and
activities that are related with the promotion, restoring and maintaining improved health. Along
with this, it has been also analysed that the health system of UK was tend to emerged after the
second world war the NHS was established during the 5 July, 1958. Despite all political and
organisational changes, it has been seen that improvement in health care services are must for
better economy growth and more productivity and healthy society (Zheng, Khan and Hussain,
2020). Thus, in UK many healthcare organisations are established for which NHS act as a person
centred services and remain ubiquitous to provide improved health services. It has been also
analysed that various studies that effective HRM is key and core aspect to provide improved
health care services.
Many studies are conducted and lead out on the health care organisation of UK which
reflects that the operation of the NHS across the UK is relatively efficient and is performing well
in a continuous manner and also managing long-term conditions with "an unusually low level of
staffing and, in at least some categories, equipment" compared with other countries (Chen, Li
and Chen, 2021). Thus, an analysis and research gap is identified that lack of proper staffing and
management of human resources are the main issues and challenges that are seen within the
healthcare organisation of UK. It has been also suggested by many studies that the NHS is doing
quite well with the money it has many improvements in use of machine and tools to effectively
supports better medical facility. In a 2017 report which was presented by the Commonwealth
1

Fund for providing ranking developed-country healthcare systems, the United Kingdom was
ranked the best healthcare system in the world overall and was ranked the best in the following
categories: Care Process (i.e. effective, safe, coordinated, patient-oriented) and Equity (Gao,
Ding and Wu, 2020).
Thus, on the basis of these past studies it has been analysed that overall the healthcare
system of UK which is managed by NHS is efficient and effective in meeting the purpose of
providing medical supports and care to individuals. But many issues related with staffing and
management of human resource is being faced within the health care organisation of the UK that
tend to be related with the Recruitment in Healthcare and is being challenged by today's talent
shortages along with Wage Competition, Turnover and Retention, employee Burnout, Training
and Development, Safety, Digitization and managing employee privacy and wellbeing.
Therefore, current study is lead out on the topic of Exploring Factors That Influence Human
Resources Performance in Healthcare Organisations in The UK.
Aims and objectives
The main aim of conducting and leading out current study is, “To explore about the Factors
That Influence Human Resources Performance in Healthcare Organisations in The UK.”
Research Objectives
 To establish the influence of type of employee engagement contracts on employee
performance
 To determine the influence of training and development on employee performance
 Establish the influence of leadership style on employee performance
 Establish the influence of motivation on employee performance
 To determine the influence of rewards and recognition system on employee performance.
Rationale for selection of topic
With respect to above stated background of the project it has been analysed and observed
that the staffing and management of human resources is the main challenges faced within the
healthcare of UK that directly affecting the performance level of employee. Thus, selection of
current topic is rationale and significant as it facilitates better analysis and implication of factors
2

which lead significant Influence Human Resources Performance in Healthcare Organisations in
The UK so that better management of individuals and employees can be ensured to provide
improved quality of health care services. Current study is rationale to draw a better underdoing
about the influence of intrinsic and extrinsic factors on performance so that improved efficiency
of staff can be ensured within the health care organisation of UK. Beside this, current study also
meets the personal interest of researcher and also ensures improving in the skill and
competencies to have better opportunity in future.
Brief methodology description
This mainly includes qualitative and quantitative method of investigation. For performing
present investigation, the qualitative type of investigation has been adopted by the researcher as
it allows the scholar to present in-depth and more detailed information about the fact that how
the various intrinsic and extrinsic factors are influence Human Resources Performance in
Healthcare Organisations within The UK. Apart from this, making use of appropriate research
method based on qualitative it helps in getting more accurate and reliable data for the study
(Karatepe, Rezapouraghdam and Hassannia, 2021). Further, out of primary and secondary
research method the research methodology that has been used within this study is based on
secondary research in all the research areas mentioned above. This project aimed to implement
the direction of the study to achieve its perspective, objectives and questions. Selection of the
appropriate research methodology is vital and important for all the dissertation and leading
effective study as the outcome of an investigation relays over the type of method adopted for
conducting the investigation. The secondary source of research that is being adopted within
current study is mainly refers to as an information which is collected by some another person
previous for conducting their study which remain similar to current study area and now used by
researcher to develop understanding about current research topic (He, Morrison and Zhang,
2021). The secondary investigation is very helpful as it helps the researcher in determining
nature of study and also direct the investigator about the direction over which the further
investigation must be presented. With respect to the current study the collection of the secondary
information would be made with the help of various sources like online journals, article, web
pages, old record, books etc. Making use of secondary research is effective and viable as it is less
complex and time consuming in nature thus, supports more efficient and better undertaking of an
investigation.
3

Research questions
 What are the intrinsic factors that influence human resource performance in healthcare
organizations?
 What are the extrinsic factors that influence human resource performance in healthcare
organizations?
Synopsis of the chapters
INTRODUCTION – The section of the dissertation comprises of the information about
basic introduction of research area of dissertation that help reader in identifying about the
meaning of topic chosen, background of the study and reason behind selecting the topic. Other
than this it also contains information such as aim and objectives of the study on which whole
dissertation depends. It forms the crucial section of research project as makes aware about the set
topic under background of study and also facilitates information about the main aim and set
objectives on which the whole investigation is based. This section comprises of the discussion
about the health care organisation and their development in UK along with analysing the key
issues and challenges that are faced to provide a rational and significant reason for undertaking
current study.
CHAPTER 1 and 2: LITERATURE REVIEW – After introduction the next chapter is
literature review which help in presenting in-depth information about the research topic that help
in understanding the nature of study. For performing literature review the information from
secondary sources will be gathered in order to critically review the view point of several authors
who have already performed investigation over topic which is related with current study. The
literature review has been divided two chapters each related with a single main question. The
First chapter of literature review is based on the research question of intrinsic factors that
influence human resource performance in healthcare organizations under which two objectives
are reviewed comprises of Establish the influence of leadership style on employee performance
and Establish the influence of motivation on employee performance. Further, the second chapter
of literature is based on second research question i.e. the extrinsic factors that influence human
resource performance in healthcare organizations under which fore objectives Analysis of set
objective to meet the above stated research question, To establish the influence of type of
employee engagement contracts on employee performance, To determine the influence of
4

training and development on employee performance and To determine the influence of rewards
and recognition system on employee performance are analysed.
CHAPTER 3: RESEARCH METHODOLOGY – This is the third chapter of dissertation
which involve a discussion regarding the range of methods or tools that are adopted by the
investigator for performing current study in order to gather, analyse, interpret and arranged data
in effective manner along with reason behind adopting a particular method. The combination of
tools and methods used by researcher help in identifying the reliability and validity of study.
With respect to current study use of qualitative form of research method has been made which
comprises of interview questions. Along with analysis of any secondary form of information
would be made as it is less complex and not much time consuming along with providing support
with the help of past findings.
CHAPTER 4: FINDINGS, ANALYSIS, DISCUSSION – In this chapter the data
collected for the investigation such as primary and secondary information are arranged and then
analysed to determine the finding of the investigation. The data analysed within this section help
in presenting the actual finding out of data that further utilised to conclude the outcome. In this
section the primary data will be evaluate and presented with the help of graph and secondary data
will be discussed to summarise the understanding gathered from it.
CONCLUSION– This is the second last chapter of investigation which focuses toward
summarising the overall finding of study in order to conclude the actual result that researcher get
from analysing of primary and secondary data analysis. This section helps in determine that
whether the finding of study is in line with research objectives and does it support in achieving
the main aim of the study. On other side, it also presents recommendation about the issues that
are found with the help of investigation so that problem can be resolved with the help of
information present in study.
CHAPTER ONE: LITERATURE REVIEW I
This chapter comprises of a systematic analysis of set research questions and objectives with
the help of review and analysis of past recorded secondary information. Literature review forms
a vital and important part of every investigation as it leads out a base and provides a framework
to undertake an investigation in more improved and efficient manner (Verčič and et. al., 2021).
The current chapter is focused on analysis of intrinsic factors that influence human resource
5

performance in healthcare organizations for which a detailed review of influence of leadership
style on employee performance and influence of motivation on employee performance is made.
Main question 1: What are the intrinsic factors that influence human resource performance in
healthcare organizations?
With respect to the information provided by the Yang, H. and Li, D., 2021, it has been
analysed that the intrinsic factors are the one that act from within the individuals and directs and
motivates them through creating an inner value. The intrinsic factors that are commonly seen
within a health care organisation comprises of employee achievements, recognition, work itself,
responsibility and advancement, salary structure, the level to which the employees feel
appreciated, and the employee perception of their jobs among other factors. It has been analysed
that the these intrinsic factor act as an internal motivator that drives positive behaviour change
within the employees at health care by the way of tapping into their internal feelings. Thus,
intrinsic factors ways a viral role in creating positive inner feeling in employees that provides
reasons and improved direction for staff of healthcare to perform their jobs in improved manner
drive by inherently enjoyable feeling (Li, Wang and Zhao, 2021). Apart from this, it has been
also analysed that intrinsic factor helps in creating higher level of initiative and concentration in
employees by the way of leading a more positive and healthy workplace environment which
helps in boosting the performance and efficiency level of employees within a health care
organisation.
Beside this, as per the view point of the Chen, H., Li, L. and Chen, Y., 2021, it has been
observed intrinsic factors creates and leads to a positive internal commitment which involved
three main factors that caters and drive improved performance in the employees within a health
care setting. A discussion about some of these essential factors of the intrinsic motivation has
been evaluated and discussed as below:
Autonomy- This element of intrinsic motivation creates a feeling of having choice that
what ones done and it has been also ensured that its efforts and actions are not being controlled
by others. It has been observed that within a health care setting, a staff or health carer has to take
care of many patients and individuals who are coming from a diverse group and personality.
Thus, at that time it become essential to give them significant amount of independence and
freedom of choice in their work that is vital aspect of intrinsic motivation which have a positive
impact on the human resource performance within health care organisation (Mittal, 2021).
6

Mastery- This aspect of the intrinsic motivation is related with the feeling of having self-
competent along with high potential and abilities mixed with an employee as per the level of
challenges and task. It forms out a vital part of intrinsic factors that the job role and abilities of
carer and medical staff must meet and needs to be as per the task and activities needs to be
preferred by them to ensure a feeling of self-competent and satisfaction. Thus, an analysis can be
made that proper bifurcation of responsibility and task among the staff as per the key
competency is a vital intrinsic factor that supports better human resource management and higher
performance level by the way leading a sense of confidence and higher satisfaction within the
staff of health care organisation (Carlini and Grace, 2021).
Connection- It is also vital and most important aspect of the intrinsic factors as to motivate
and drive an internal enthusiasm among employees it is essential that feel and experience a scene
of purpose and connection. Thus, having a positive way of relating and interacting with people
and other staff members is vital intrinsic factor that reflect high level of employee engagement
which supports improved human resource performance (Bizri, Wahbi and Al Jardali, 2021).
Thus, an analysis can be made out that the intrinsic factors which consists of employee
achievements, recognition, work itself, responsibility and advancement along with clearly stated
salary structure and level to which employees feel appreciated play a vital role in ensuring
autonomy, Mastery and Connection with regard to the desired change which supports and creates
a higher level of performance by human resource within a health care organisation. It has been
analysed that an internal zeal and enthusiasm is being drive by the intrinsic factor along with
leading higher sense of connection, trust and confidence that have a positive impact on human
resources performance in a health care organisation.
Analysis of set objective to meet the above stated research question
It has been analysed that the intrinsic factors comprise of the genetic, physiological, and
pathological characteristics of an individual which leads influence on the performance of human
resources within a healthcare organisation. To analysis and evaluate about the above stated
research question based on intrinsic factors that influence human resource performance in
healthcare organizations systematic literature review of two objectives comprises of influence of
leadership style and influence of motivation on employee performance is made which is
reflecting the overall influence of intrinsic factors on influence human resource performance in
healthcare organizations (Quratulain and Al-Hawari, 2021).
7

Establish the influence of leadership style on employee performance
According to the view point of Morrison, K.A. and Misener, K.E., 2021, it has been
analysed that the concept of leadership is mainly related and associated with the art of motivating
and directing some individual group of people to act in an efficient manner for achieving a
common goal. Thus, leadership comprises as a vital intrinsic factor that aim at creating an
internal motivation in the employees by the way of setting out an effective connection and
guidance for the employees. It has been observed that leadership is associated with setting a
positive workplace connection and relationship which drive internal motivation and satisfaction
in employee and also better human resource management and performance. It has been observed
that leaders and leadership style have profound influence on the employees and company success
and performance as they ensure proper coaching support and feedback for employees to have
improved performance and efficiency level. Further, an analysis can be made out that leadership
style forms out and present the way through which a leader guide and direct its employees that
have significant and direct influence on their performance (Choudhury, Mohapatra and Mohanty,
2021). An analysis of some of these leadership style has been provided below that tend to have
greater influence on employee performance within a health care organisation:
Democratic leadership style- This form of leadership style is also known as participative
leadership where the involvement and participation of each employee has been ensured and
valued. Thus, a sense of higher level of engagement and respect is being created by the
democratic or participative form of leadership. A vital and positive role is being played and lead
out by democratic leadership in enhancing the internal motivation and confidence level of
employee by the way of motivating them to share their perception and view point. A positive
impact is being lead out and bring by the democratic leadership style on the performance level of
employees as it creates a feeling of importance and value as their opinion are being listen and
implicated by the managers (Agarwal, Avey and Wu, 2021). Apart from this, a higher level of
creativity and innovation is also supported and bring out by democratic leadership style as it
supports effective communication and proper discussion before taking any decision. Thus, an
analysis can be made out that democratic leadership style has positive impact and influence in
employees performance level as it supports higher level of communication and collaboration at
workplace along with exchange of ideas and proper discussion which support higher efficiency
and improved performance. Implication of democratic leadership style within a health care
8

organisation would supports involvement and proper participation of all staff and health carer in
decision making and strategy formylation process which would help in booting their motivation
level and internal zeal to perform in a more efficient and improved manner. Apart from this,
improved innovation and creativity through effective communication is also ensured by
democratic leadership style along with building confidence level of healthcare staff that have
positive influence on their performance (Chen and Peng, 2021).
Autocratic or Authoritarian form of leadership style- This leadership style is basically
associated with strict control and imposition of rigid rules and policies on employees. Thus,
under the autocratic form of leadership, leaders are tending to strictly impact their expectation
and ideas on employees along with pressuring them to identically follow all the defined rules and
procedure that has been set out to attain a certain outcome in specific set of time. Thus, the
autocratic form of leadership style hampers and negatively influence the internal motivation and
satisfaction level of the employees as they are not allowed to take any decision and or perform
any task at their own will. The only positive influence of autocratic leadership style comprises of
the fact that it supports fast decision making and ensures a clear chain of command but in ling
term it creatives negative workplace atmosphere through hampering the intrinsic motivation of
the employees. Thus, autocratic leadership style would not support improvement in the
performance of employees in longer time period as it supresses and reduce the level of
confidence and creativity in them as they tend to work like a machine and just have to follow the
rules and policies set out by the leader. In context of a health care organisation, implication of
autocratic leadership style would definitely negatively influence the level of the employee’s
performance as it pessimistically influences the inner motivation and creativity level of the
employees (Jung, Yoo and Arnold, 2021).
Transformational leadership style- Under this type of the leadership style the leaders tries
to create a higher sense of motivation of employees by the way creating inspiration and lifelong
examples and motivation in them. Under the transformational leadership style, leaders are tended
to act as a role model and inspiration for the employees with the aim of creating an improved
encouragement and empowerment in the employees which influence and creates higher
employee performance. Apart from this, the transformational form of leadership style comprises
of creating some idyllic examples for the employees which creates an inner zeal in employees to
follow the role model and positive aspects of idyllic examples that influences and ensures better
9

employee performance. Beside this, the adoption and implication of the transformational
leadership style is vital within a health care setting as it motivates and directs employees to come
outside their comfort zone and also pushes them towards achieving of higher performance by the
way they way of following their leaders and idyllic examples. Thus, an analysis can be made that
transformational leadership plays a vital role in transferring positive attitude and improved
internal behaviours and attitude in employees through creating role model and idyllic example
which supports and ensures positive influence on their performance (Quratulain and et. al.,
2021).
Laissez Faire Leadership style – Under this form of leadership style, a higher level of trust
and confidence is being reflected by the leader on its employees and believes in delegate its role
and responsibility. Thus, adoption of the Laissez Faire Leadership style ensures and leads out a
higher level of motivation in employees and also boost the inner zeal and enthusiasm level of the
employees as a higher level of confidence and trust is being reflected on them which create a
sense of commitment in them. Implication of Laissez Faire leadership helps in motivating
employees towards higher performance by the way of leading improved trust and confidence by
the way of bifurcation and delegation of the initiatives and responsibility that creates an
improved sense of responsibility and authority among them. Thus, it has been analysed that the
implication and use of Laissez Faire leadership within a health care organisation would also
ensures and leads a positive influence on employee performance as it boosts the intrinsic
motivation of the staff through creating a huger sense of authority and responsibility along with
enhancing the trust and confidence level of the employees (Sutarto, Mulyono and Shofwan,
2021).
Establish the influence of motivation on employee performance
With respect to the information provided by the Shlomo Ben-Hur and Nik Kinley, 2016, it
has been analysed that the motivation is the term that has been derived from the word motive that
means and represents the needs, desires, wants and drive of the individual. Thus, motivation
basically represents a process of stimulating and directing the actions of the people through
creating some inner zeal and outer satisfaction to effectively achieve and acquire the set goals.
Thus, a vital role in being played by the motivation in improving and creating a high performing
employee. Motivation mainly drive the psychological factors and positivity that stimulate and
boost the behaviour and efficiency level of employee through meeting the desire of money or
10

other form of success to creates a high performing employees who are more effective in meeting
the set the work goal. Thus, within a health care organisation proper implication and use of
motivation has become vital and important to effectively motivate and drive employees towards
better achievement and accomplishment of goals which also represents and confirm the positive
influence of motivation on employee performance (Norbu and Wetprasit, 2021). An analysis can
be made out that there are many forms and types of motivation that supports and creates to
positive impact on the employee performance which comprises of following below stated points:
 Appreciation or recognition for a job well done- it ensures that employees within health
care organisation feel good about their work and ensure better accomplishment of their
job through leading appreciation and recognition of their work.
 Being in the know about company matters- it ensures that employees within a healthcare
organisation feels more informed so that best possible decision and strategies could be
made which supports better motivation and higher employee performance.
 An understanding attitude from the management- having a positive and understanding
attitude from the management creates a sense of belongings and trust in employees which
boost their motivation and performance level (Cantarella and et. al., 2021).
 Job security- providing and ensuring job security is vital and important within a health
care organisation as it ensures a greater sense of positivity and mental peace for
employees which motivates and drives them to perform their jobs in more confident and
efficient manner.
 Good wages- it meets the monetary needs and financial desires of health care worker
which leads to higher motivation and performance level in them.
 Interesting work- providing and leading interesting and challenging work motivates and
drives an employee towards improved performance by the way of meeting up their inner
zeal and boosting their enthusiasm.
 Career advancement opportunities- providing improved career advancement opportunity
meets the intrinsic factor of recognition and higher personal and professional
development
 Loyalty from management- it creates a sense of higher trust and loyalty in employees
through a positive relationship and higher comment from management which effectively
11

boost the performance and motivation level of employees in a health care setting (Jain,
Sharma and Shrivastava, 2021).
 Good working conditions- providing a safe and healthy working environment boost the
inner motivation of the employees and keeps them happier and satisfied thus, boot the
overall motivation and performance level of the employees.
Apart from this, as per the view point of Xu, D., Zhang, N., Bu, X. and He, J., 2021,
implication of motivation theory provides an effective way to establish the influence of influence
of motivation on performance level of employees. It has been analysed that adoption of various
motivation theory has been made within the health care organisation which reflects and explain
the positive influence of motivation the performance of employees, a discussion and analysis of
which is provided as below:
Herzberg’s Motivation Theory /Two Factor Theory- The two factor theory that has been
provided by the Herzberg argues and provides evidence that there are many factors that
motivates employees at workplace to have higher improved performance level. The Herzberg
theory has bifurcated and divided all the factor that are present at the workplace of any
organisation or a health care company within two main heading, meeting and fulfilment of which
drives and creates positive influence of the performance level of employees. These factors
consist of hygiene and motivator factors out which motivators are the one that actually engage
the employees to work harder whereas the hygiene factors were the one which directly not
creates any motivation but absence of these factors can create and lead to higher level of
dissatisfaction in the employees (Benuyenah, 2021). Health care organisation can leverage and
make use of two factor theory to encourage and lead better motivation and encouragement in its
employees. It has been analysed that meeting the motivators factors which consists of
Achievement, recognition, the work itself, Responsibility, Advancement, Promotion
opportunities, Growth: to learn new skills, etc. supports and leads out higher motivation and
improved satisfaction in employees that tend to lead improved performance within a health care
staff as it ensures meeting of their efforts and value their actions. Beside this, implication of and
ensuring providing of the hygiene factors is also vital with a health care organisation as it
positive and fair company policy leads a feeling of equality at workplace while proper
supervision ensure proper guidance that tend to have positive influence on the motivation and
performance level of employees. Further, it has been also analysed that the maintaining positive
12

workplace relationship also ensures higher motivation in employees through meeting the needs
of healthy, amiable, and appropriate relationship exist between peers, superiors, and subordinates
which lead to improved loyalty and huger performance (Fahri, Gunawan and Hendry, 2021).
Maslow's need hierarchy theory of motivation- This theory was proposed by the
Abraham Maslow in the 1983 in the paper titled “Theory of Human Motivation” which reflects
and stated that motivation plays a vital role in improving the efficiency and performance level of
employees. Under this need hierarchy theory, Maslow has proposed the five core and key needs
of the human which forms and set out the basis for the improving performance through leading
human behavioural motivation. These five key needs that has been identified by the Maslow
consists of physiological needs, safety needs, love and belonging needs, esteem needs, and self-
actualization needs fulfilment of which drives improved performance and higher efficiency in
employees. It has been analysed that providing and meeting of physiological needs which
consists food and water, sufficient rest, clothing and shelter, overall health, and reproduction is
vital along with facilitating a sense of safety needs. Beside this, ensuring love and belongingness
at workplace is also necessary for a health care organisation to build trust and positive
relationship which ensures improved employee performance. After fulfilment of these needs, it is
essential for a health organisation to meet the Esteem needs which comprises of self-respect and
higher level of dignity along with meeting the self-actualization needs which describes the
fulfilment of the full potential of an employee as a person that has positive influence in
performance level (Sitorus, Sarkum and Nasution, 2021).
CHAPTER TWO: LITERATURE REVIEW II
Main question 2: What are the extrinsic factors that influence human resource performance in
healthcare organizations?
As per the view point of Bali, A.S. and Hannah, A., 2021, It has been analysed that the
extrinsic factors are the one that tent wield and present in external environment and have
influence on an individual from the outside. The extrinsic factors that are mainly provided by a
health care organisation to its employees consists of compensation, work conditions, supervision,
relationship with co-workers and job security (Ahmad and et. al., 2021). It has been analysed and
seen that the extrinsic factors play a vital role in influencing and leading out good employee
13

performance as the lead to good working condition along with noble prices and rewards that
boost the morale level of employees and directs them to perform and act in more efficient
manner to achieve higher perks and incentives which ensures improved human resource
performance within a health care organisation.
Analysis of set objective to meet the above stated research question
To achieve the above stated research questions that is based on analysis about extrinsic
factors that influence human resource performance in healthcare organizations, a detailed
analysis and review of following three objectives is made that comprises of evaluation of various
extrinsic factors like employee engagement, training and development and rewards and
recognition on employee performance.
To establish the influence of type of employee engagement contracts on employee performance
With respect to information provided by Yang, H. and Li, D., 2021, it has been analysed
that the employee engagement is related with the way an organisation uses to personified its
employees with passion and energy in order to drive and motivate them to give their best efforts
and performance. Thus, employee engagement basically comprises and reflects about the
emotional commitment between the employee that it has with the organisation and its overall
goal and objectives. The concept of employee’s engagement is basically a sum total of various
factors that present at the workplace and consists of company culture, employee participation,
good management, frequent recognition and other factors that makes an employee happier and
more satisfied while working to ensure their higher retention and motivation (Pangestika, Rozi
and Sumardjo, 2021). Worker engagement is a workplace approach bringing about the right
conditions for all individuals from an association to give of their best every day, focused on their
association's objectives and qualities, inspired to add to authoritative achievement, with their
very own improved feeling prosperity. Thus, employee engagement is basically based on
psychological contract in place of some physical one that enhance the willingness and ability of
the employees to make use of their full potential along with exhibit the sustained efforts to
ensure and help an organisation succeed on more effective manner.
In has been also analysed with respect to the information provided by Beaulieu, M. and
Bentahar, O., 2021, that in the traditional times, the health organisation is not much concerned
about the employee engagement and thus, the traditional employee contract was just a written
document that comprises of information about the role and responsibilities of employees along
14

with salary and perks which they receive for their work. But in current scenario, it has also
become vital and essential for health care organisation to focus on employee engagement
contract to have higher retention and attraction of talent candidates. Worker engagement depends
on trust, uprightness, two way responsibility and correspondence between an association and its
individuals. It is a methodology that expands the odds of business achievement, adding to
authoritative and singular execution, usefulness and prosperity. It tends to be estimated. Worker
engagement is about our employees feeling pride and devotion working for our association,
being an extraordinary promoter of the association to our customers, clients and clients, doing an
amazing job to complete a piece of work. Beside this, it has been also find out that the employees
engagement plays a vital role in creating a positive workplace relationship and mental peace
along with higher satisfaction level for employees which lead and have a positive impact and
optimistic influence on the performance level of the health worker as they feel more motivated
and pleased with their job and workplace culture (Firdaus, Badri and Yusuf, 2021).
Along with this, as per the information provided by the Gürses, S. and Danışman, A., 2021,
employee engagement contract is basically related with the personified and positive behaviour of
the health care organisation to build and enhance the passion and energy level in their employee
which tend to have positive influence on human resource performance. The various types and
forms of employee engagement contract that can be effectively adopted and followed by health
care organisation to set out positive impact on the performance and satisfaction level of its health
care worker are provided and discussed as below:
Cognitive engagement- This form of employee engagement contract is related with the
extent to which employees allow and focus on doing their and task which comprises of the fact
that employees are rarely distracted by small workplace interruption. In context of the health care
organisation the, cognitive engagement is mainly related and associated with the fulfilment and
meeting the needs of the employees to support them and make them actually aware with their job
roles and reasonability. Beside this, cognitive engagement also focuses and leads to alignment of
the employees needs and task with the organisational strategy along with faceting a satisfied and
positive workplace culture that drives human resource to deliver optimal performance in return
through showing full potential and efforts in their work. Thus, an analysis can be made out that
the cognitive engagement ensures a positive mental action and effective ways to ensure and
provide all the needed and required information and knowledge about their work and task to
15

employees which supports and leads to positive influence on human resource performance based
on effective guidance and positive action for acquiring improved knowledge. Apart from this, the
cognitive engagement also consists and sets out the organisational belief and value within the
employees through leading improved alignment between workplace culture and employees needs
that tend to have positive influence on human resource performance within a health care
organisation (Prawira, and et. al., 2021).
Emotional engagement- This form of employee engagement comprises of the fact that
how employees feel and experience while doing work and performing task. Thus, emotional
engagement comprises of and involves the own feeling of the employees and the degree of
involvement which they have with their jobs. It also comprises of the fact that how an employee
feels about the organisation and colleagues that largely depends on the attitude and behaviour of
the supervisors. It has been analysed that having an emotional connection and positive feeling
with colleagues and supervisor tend to have positive influence on the human resource
performance within a health care organisation as it supports improved guidance and effective
communication among supervisors and employees along with mitigating and providing instant
solution for complex task and activity. Apart from this, it has been also analysed and seen that
emotional engagement contract creates a higher level of trust and connection between the
employees and their job roles which have positive influence on their performance through
enhancing their commitment and enthusiasm level (Wulansari and et. al., 2021).
Behavioural engagement- It comprises of the extent to which the own behaviour and
attitude influence the relationship and development of an employee with a firm. Behavioural
relationship is tended to be proactive in nature and supports effective achievement of
organisational goals. Thus, it is vital and important for a health care organisation to have positive
workplace culture and flexible working strategy to support positive behaviour in employees
which tend to have optimistic influence on performance of human resources. An analysis can be
made out that behavioural employee engagement would ensure and tend to higher motivation
and satisfaction among employees though creating positive attitude and feeling in employee
towards organisation and their work and also retain experienced and talented employees for a
longer period of time which definitely supports and have positive influence on human resource
performance (REZEKI and Hidayat, 2021).
16

To determine the influence of training and development on employee performance
According to the view point of Jake Wengroff, 2019, it has been analysed that the training
and development leads to improvement in the overall performance and efficiency level of the
employees as it enhances and creates positive attitudes along with improving the knowledge and
skill level. Apart from this, it has been also analysed and seen that the providing of regular
training and development programmes also plays a vital role in improving the overall morale and
efficiency level of workforce which effectively directs and drives human resource towards
improved performance to effectively achieve and accomplish the set organisational goals.
Further, the meaning and definition of training comprises a process and set of action that aim at
providing the required skills to the employees in order to enhance their ability to support doing
of job more effectively and in a skilful manner. Training and Development is one of the
fundamental elements of the human resource management division. Training alludes to a precise
arrangement where employees are told and shown matters of specialized information identified
with their positions. It centers around showing employees how to utilize specific machines or
how to do explicit undertakings to expand productivity. Thus, training supports learning of new
skills which are required to perform a particular task in more improved and efficient manner
which supports positive influence on the overall performance and efficiency level of the
employee. On the other hand, the concept of development is related and concerned with the
overall growth of the employees in all respect which comprises of process through which
managers and health organisation in rich the skill and competency of employees in present jobs
so that improved capabilities can be develop in them to meet future responsibility and task
(Karatepe, Rezapouraghdam and Hassannia, 2021) . So, an implication can be made out that
training and development programmes which consists of some set of educational activities within
a company with the aim of enhancing the knowledge and overall skill level of employees creates
and leads out a positive influence on the performance level of human resources through
providing needed information and capabilities.
Beside this, with respect to the information provided by Aman, R., Ahokangas, P. and
Zhang, X., 2021, it has been observed that creating a culture of leaning within health care
organisation is essential and vital to ensure better treatment and improved care of patients. It has
been analysed that the healthcare industry is ever changing and dynamic in nature which require
extensive skills and training to remain competent and have improved performance. Worker
17

Training and Development helps in refreshing employees' abilities and information for playing
out a Job which toward the outcome in expanding their work proficiency and increment the
usefulness of an association. It guarantees that Employees peculiarity or capriciousness is
diminished and learning or social change should happen in an exceptionally organized
configuration. Training development or learning and development are an authority progressing
instructive exercises intended for objective satisfaction and upgrade the exhibition of employees.
Apart from this, it has been also analysed and facilitates that the successful adoption and
implementation of the development program by the health care organisation also plays a vital
role in enhancing the motivation and satisfaction level of employees through meeting their
competency need and ensuring improved abilities. It has been analysed that, health care worker
tended to have a complex and busy schedules and are not able to dedicate some time for learning
and improving their skills. Thus, providing of learning and development opportunity by the
health care organisation would support the improved skills and higher growth of the employees
which leads to better workplace performance (He, Morrison and Zhang, 2021). It has been also
analysed and observed that the training and development programmes which comprises of
regular promotion strategy along with supporting higher role and responsibilities also plays a
vital role in improving the confidence and commitment level of the employees which tend to
have a positive influence on the performances of the employees. beside this, providing proper
ongoing education along with the clear path of advancements leads to higher level of satisfaction
through brining right benefits and higher opportunity for personal as well as professional growth
which meets the motivation and satisfaction level of the employees that tend to have positive
influence on their performance.
To determine the influence of rewards and recognition system on employee performance
As per the view point of Wallenburg, I., Essén, A. and Bal, R., 2021, it has been analysed
that the implication of recognition and rewards tend to have a critical role in enhancing the
employee engagement and performances level through leading a higher level of extrinsic
motivation which meets the financial and esteem needs of the employees. along with this, it has
been also analysed that providing of the rewards and regular recognition also creates better and
stronger workplace relationships which spurs and boost the overall motivation and performances
level of the employees. employees who get recognized will in general have higher confidence,
more certainty, more ability to take on new difficulties and more energy to be creative. Reward
18

framework is a significant apparatus that administration can use to direct representative
inspiration desirably. Reward systems look to draw in individuals to join the association to keep
them coming to work and spur them to perform at significant levels. The reward system
comprises of all association parts – including individuals measures rules and dynamic exercises
engaged with the allotment of pay and advantages to employees in return for their commitment
to the association. Worker commitment addresses the degree of responsibility employees feel
toward their managers and their positions. The higher the degree of commitment, the more
probable a worker will exceed everyone's expectations to perform well and be a promoter for the
organization. along with this, it has been also analysed that the recognising the employee
achievements and providing performance based rewards also helps in fostering the engagement
level of employees and reduces the tension in the work environment that tend to have positive
influence on the performance of employees. By making a culture of acknowledgment, employees
become more locked in. Connected with employees are happy, loyal, and productive. Beside
this, it has been also seen that the rewards and recognition mainly consist of extrinsic factors of
motivation which comprises of bonus, perks, certificates or other financial and non-financial
benefits for employees that tend to supports improvement in their performance (Verčič and et.
al., 2021). It has been also observed that the providing of the monetary benefits by the health
care organisation is effective in meting financial needs of employees and boosting their morale
but providing of recognition based incentives is something that creates and boost the
belongingness feeling of the employees. Thus, an analysis can be made that providing of
recognition and appreciating the work done by an employee gives them a long lasting happiness
and motivation to perform in efficient manner by the way of meeting and fulfilment of their self-
actualisation needs. so, it has been find out the monetary rewards and recognition supports
meeting of the self-actualisation needs which motivates them to drive and have use of their full
potential to get appreciate and recognised which supports positive influence on their performance
(Li, Wang and Zhao, 2021)(Mittal, 2021).
Further, with respect to the information provided by the Chen, H., Li, L. and Chen, Y.,
2021, It has been analysed that the employer who tend to have good recognition programs and
effective rewards system are more likely to have higher productivity and improved services
based on better employee performance that enhance their overall productivity and success level.
many research and observation has also reflected that the job role of doctors and nurses is very
19

complex and they tend to have a very busy schedule which hampers and reduces their
satisfaction and motivation level. At that time, providing of performance based incentives and
recognition not only meets their satisfaction level bit also boost up their motivation to perform
well and in efficient manner that supports improvement in the overall performance (Carlini and
Grace, 2021).
Along with this, application of Expectancy theory also supports that fact that providing of
rewards and recognition leads to a positive impact and optimistic influence on the performance
of employees. It has been initially forward and analysed by the Victor Vroom that a person used
to decide to behave in a certain way based on the fact that what they are going to get and
expected as the result of their chosen behaviour. Thus, if an employee knows and expected to get
improved rewards and incentives along with higher perks and recognition that they tend to
behave in more efficient and effective way that reflects and supports its positive influence on the
employee performance. Further, the three important variant has been provided by the expectancy
theory which comprises of Expectancy that reflects about the belief of an individual that the
efforts made by them lead to achievement of intended performance goals and this enhance the
self confidence level of the employees which ensures positive influence on their performance
level. Beside this, the Instrumentality concept of the Vroom theory reflects the belief of the
individuals based on the fact that on meeting the desired performance level all the expectation
associated with the level of performance will be meet by the employer that motivates to work
and accomplish a task in efficient manner. Along with this, the Valence factor tend to supports
that the greater recognition and other form of motivation and perks like flexible working hours
and monetary rewards tend to have a positive impact on the individual unique value and potential
that supports improvement in the performance level (Bizri, Wahbi and Al Jardali, 2021). Thus,
an analysis can be made out that to achieve a certain level of performance by the health care
worker it is essential and vital to set up a proper reward structure and recognition practices that
directs and motivates employees to perform in improved manner to get the define goal. So an
analysis can be made that, providing of rewards and recognition supports meeting of the self-
actualisation and financial needs of the health care worker which supports and leads a positive
influence on their performance and boost their morale to work with full potential level
(Quratulain and Al-Hawari, 2021).
20

CHAPTER THREE: METHODOLOGY
This section forma out one of the most vital and important aspect of a research project and
investigation which emphasis and provides information about the various methods and research
design that are applied for leading out an investigation. Research methodology basically related
with and referred to a systematic form of process that is resolving and providing information
about the techniques applied for data collection, administrating of data, its interpretation and
finally having discussion on collected facts (Choudhury, Mohapatra and Mohanty, 2021). Thus,
Research methodology forms out a vital and efficient part of an investigation that facilitates a
blueprint which describes the ways through which data would be gathered to analysis the set
questions and research objectives. Beside this, the research methodology section for current
study not only facilitating the information about the data gathering process but also provides
information about the overall perspectives and approaches that has been used within current
study. The selection of research method is mainly based on the types and aspects of research
topic along the belief and convictions of the researcher that tend to influence the entire structure
and framework of the investigation. Discussion about the research methodology and approaches
that has been used to analysis about the current topic Exploring Factors That Influence Human
Resources Performance in Healthcare Organisations in The UK has been provided below. A
systematic implication of various approaches and method of investigation has been provided
along with selection of most appropriate method based on the current topic and its objective
together with suitable justification for their selection (Agarwal, Avey and Wu, 2021).
Research Design- It basically comprises of the overall strategy and framework that is being
adopted and implicate by the researcher while performing an investigation. The main form and
type of the research design comprises of descriptive, Correlational, Causal-Comparative/Quasi-
Experimental, and Experimental Research. Out of these type of research the descriptive research
deign is based on theoretical framework where the researcher is primarily interested in explain
and describing the current research topic in detail and comprises of use of case studies,
naturalistic observations, interview and surveys. Correlational form of research design comprises
if the establishing some kind of relation between two corresponding and closely related topic and
variables. On the other side the experimental form of research design is basically based on some
field experiments or comprises of controlled manner of experiments to establish a relation
between the cause and effect of particular things (Chen and Peng, 2021). Out of these forms and
21

type of research method making use of descriptive research design is most effective and suitable
for current study. A justification can be made that the current investigation is based on Exploring
Factors That Influence Human Resources Performance in Healthcare Organisations in The UK
which tend to be a theoretical topic. The first and main reason to include descriptive
considerations for current investigation us based on the fact that it provides better analysis of the
variables that influence employee performance in health care organisations to the exclusion of all
other explicit studies. Along with this, these characterisation strategies and methods are also
helpful and effective to formulate specific objectives and questions that are consistent with
explicit measures of information. Beside this, the objective of current study is also based on
determining the influence of various extrinsic and intrinsic factors on human resource
performance which needs theoretical formwork and detailed explanation and discussion so, use
of descriptive research design is most suitable for current study (Jung, Yoo and Arnold, 2021).
Research Philosophy- In research methodology section, philosophies tend to set out a broad
topic of the study that deals with the acquiring of the relevant knowledge and development of
information during the course of investigation. The various form of research philosophy that can
be adopted and used by a researcher to carry out an investigation comprises if pragmatism form
of philosophy, realism research philosophy, interpretivisim philosophy and the positivistic form
of philosophy. The use of realism philosophy of research is mainly related with the research
method that are suitable for the subject matter in most convenient manner and can be applied in
with the qualitative as well as quantities form of study. While, on the other side the pragmatism
form of research philosophy is related with the collection of the mixed form of data including
both primary as well as the secondary form of information (Quratulain and et. al., 2021). Along
with this, the use of interpretivisim philosophy is tend to base on the collection of information
from a narrow and small size of sample that is mainly related with qualitative nature of
investigation. Finally, the positivistic philosophy is tended to be most systematic and structured
methodology which is associated with the use of quantitative nature of method. With respect to
current research topic that is based on theoretical framework, adoption and making use of
interpretivisim philosophy is most suitable which leads to collection of detailed information.
Beside this, interpretivisim philosophy also supports better analysis of behavioural aspects of
human being thus, ensures improved analysis of influence of extrinsic and intrinsic factors on the
22

performance level of human resources within health care organisation (Sutarto, Mulyono and
Shofwan, 2021).
Research approach- This section of research methodology provides a plan for study that
includes descriptive about the methodologies in respect to the collection, analysis and
interpretation of the fact to effectively draw a general conclusion. Basically the research
approach section is divided into two parts deductive and inductive from which the deductive
approach is related with the numeric form of investigation that is related with the positivism
philosophy. On the other hand, the inductive approach is the one that is associated with the
interpretivisim philosophy and leads to supports for theoretical and in-depth investigation.
Therefore, with respect to the current study that is based on the topic of Factors That Influence
Human Resources Performance in Healthcare Organisations in The UK implication of inductive
approach is appropriate as it supports scanning and better analysis of in-depth information.
Along with this, use of inductive approach also enables the researcher to initiate study on the
basis of set of observation that are based on qualitative nature and ensures accomplishment of
aim successfully through drawing valid outcomes based on detailed information (Norbu and
Wetprasit, 2021).
Research strategy- It basically provides a sequential plan that is vital and render proper
direction for researcher thoughts and collected information which allows to conduct and carry
out an investigation in more systematic manner. The commonly used research strategy consists
of action based research, systematic form of literature review, quantitative survey, interview,
case study, observation, etc. out which one is adopted by the researcher based on nature of study.
With respect to current, use of qualitative interview is most suitable and vital as it ensures
collection of in-depth and theoretical form of information based on two-way communication
between the researcher and participants. Use of qualitative interview is suitable as it ensures
collection of rich source of data information from a limited small sample size to provide better
understanding and improved explaining of the behaviours and opinions based on selected topic
(Cantarella and et. al., 2021). Further, the current research strategy comprises of set of 10 open
ended questions that enables the researcher to have collection of detailed information about the
Factors That Influence Human Resources Performance in Healthcare Organisations in The UK.
Choice of method – Basically research method is the most vital aspect of research
methodology that tend to facilitates information about the entire process of gathering of
23

information associated with a specific topic along with its effective analysis and interpretation
through utilizing and making use of standard set of techniques. The two main form of research
method from which choices are need to be made by the researcher comprises of qualitative and
quantitative nature of the study. Use of the quantitative nature of the research method is basically
based on objectives set of data where information tends to be collected in numeric sets which is
tend to be less complex and provided effective presentation of facts. On the other hand, choice of
qualitative research method is made by researcher when it tends to have a subjective form of
investigation that is based on analysis of in-depth and theoretical information (Jain, Sharma and
Shrivastava, 2021). With respect to current study that is based on evaluating the Factors That
Influence Human Resources Performance in Healthcare Organisations in The UK in-depth and
detailed information is required to supports the analysis of opinion and behaviour of the human
being. Therefore, use of qualitative nature of the research method is appropriate and suitable for
current study which includes collection of the detailed information along with ensuring effective
analysis and evaluation of the set opinion and behaviour of the participants to have improved
understanding about selected topic along with supporting more valid and effective decision
making based on detailed result findings (Benuyenah, 2021).
Sources of data collection- It basically represents the origins from where the data can be
collected by the investigator that tend to be divided into two main types comprises of primary
and secondary sources of information. The use of primary sources of data collection comprises
of gathering of information directly from the selected set of participants. On the other hand, the
gathering if information from secondary sources comprises of making use of some past recorded
facts and information within current study that is collected by some other investigator or agency.
With respect to current study, utilisation of both secondary as well as primary sources of
information has been made to have an ample amount of information for effective analysis and
meeting of current objectives. Use of secondary research is tended to made in all the research
areas to ensure effective meeting of the aim of this project in more efficient manner that tend to
be aimed to implement the direction of the study in order to achieve its perspective, objectives
and questions in more efficient manner (Fahri, Gunawan and Hendry, 2021). The implication and
use of the secondary research design comprises of effectively probing, examining, collecting and
synthesising information from a variety of pre-existing sources and the subjects. Beside this,
implication of the secondary sources of research also tend to support the collection of the large
24

amount and variety of information in relation to the research criteria which supports and tend to
increase the overall knowledge and information level based on the findings of the study.
Use of primary source of information has been also made within current study that
comprises of undertaking of primary research with the help of suitable research strategy and
method. Use of interview strategy has been made for current study to ensure better collection of
primary information from selected participants in a detailed and theoretical manner to effectively
explore about the Influence Human Resources Performance in Healthcare Organisations in The
UK. Use of primary research is suitable and justifiable as it facilitates and ensures collection of
first hand data that is more up to date and authentic in nature (Sitorus, Sarkum and Nasution,
2021). Use of following below stated interview question has been made for collection of view
point and information from selected participants on the topic of Influence Human Resources
Performance in Healthcare Organisations in The UK.
Interview Questions
Q1) As per your point of view, what are the main issues and challenges that are being faced by
Health care organisation in the UK related with the human resources management and
performance?
Q2) Are you agreed with the fact various factors are there at workplace and place of operations
of a health care organisation that can influence and lead to better human resources performance?
Q3) What are the main forms and types of the employee engagement contract that lead influence
on the performance of the employee within a health care setting?
Q4) What are the main reasons and causes that lead to create higher level of dissatisfaction and
ineffective motivation with the human resources working in the health care organisation of the
UK?
Q5) Why it is important for the managers and leaders of the health care organisation to proper
performance management and leading higher motivation for the employees and staff members?
Q6) What are the main set of intrinsic factors that lead significant influence on the human
resources performance in health care organisation?
Q7) What possible influence of training and development is being seen on the performance level
of the employees within a health care setting?
Q8) How leadership style is leading a vital influence and impact in the performance and
retention level of the employees within healthcare organisation?
25

Q9) How would you like to describe the positive influence of motivation and rewards and
recognition system on the overall performance level of the employees who are working in a
health care organisation of UK?
Q10) What are your view point regarding the influence of extrinsic factors on the performance
and efficiency level of the employees and staff members working in health care organisation.
Sampling- It comprises of a statistical process which involves selection of pre-determined
number of participants for the purpose of effectively undertaking an investigation (Ahmad and
et. al., 2021). With respect to current investigation, selection of 10 participants has been made
from the health care worker of UK from the various health care organisation of UK with the help
of random sampling method. Collection of information would be made from these participants
through making use of an online interview as due to Covid-19 personal interaction is not
possible.
Ethical consideration- During conducting an investigation it is vital to meet and set in
considerations some ethical concerns and research principles. These ethical concerns and
principles of the research are mainly related with maintaining the authenticity and reliability of
collected data. With respect to current study, to meet the set ethical considerations, all the
provisions set out by the BERA code of ethics are effectively met along with keeping in mind the
data protection act to ensure safety and privacy of all the collected information. Further, it has
been also ensured during current study that none of the participants should be not be get hurt or
harmed during the course of current study.
CHAPTER FOUR: FINDINGS, ANALYSIS, DISCUSSION
4.1 FINDINGS
Theme 1: The main issues and challenges that are being faced by Health care organisation in
the UK related with the human resources management and performance
Interpretation:
It has been analysed that maximum number of participants were having a belief that staffing
shortage along with the issue of employee burnout due to excessive workload are the main issues
26

and challenges that are being faced by Health care organisation in the UK related with the human
resources management and performance. Along with this, it has been also find out and seen
during the current study that some people were also having a thinking that rising cost of
recruitment and selection based on high employees turnover along with lack of top nursing talent
and knowledge about latest technology and virtual scenario of health care are the main issues and
challenges that are being faced by Health care organisation in the UK related with the human
resources management and performance which hampers the skills and efficiency level of
employees along with rising the cost of operations and other expenses. Through this it has been
analysed that there are several issues and problems that is being faced by UK health care sector
in order to successfully conducting human resource management activities. The one of the major
issues of human resource management and performance is high cost of recruitment and selection
process. Health care and service sector needs to recruit top and talented workforce in order to
effectively conduct business practices. So due to high cost of recruitment health care sector face
issues in hiring right employee.
Theme 2: The fact that various factors are there at workplace and place of operations of a
health care organisation that can influence and lead to better human resources performance
Interpretation:
It has been interpreted on the basis of view point of many participants that various factors are
there at workplace and place of operations of a health care organisation that can influence and
lead to better human resources performance which comprises of positive work environment
along with improved and regular salary payments and perks which supports higher motivation
and commitment level in employees. Further, based on current investigation strategy, it has been
also analysed that the various theories like Herzberg two factor theory and Maslow need
hierarchy theory also supports and in favour of the fact that various factors are there at workplace
and place of operations of a health care organisation that can influence and lead to better human
resources performance. It has been also evaluated from the view point of many participants that
these factors which are present at workplace and place of operations of a health care organisation
that can influence and lead to better human resources performance are properly divided and
27

bifurcated into motivator and hygiene factors by the two factor theory which implicates that
fulfilment of these factor ensures and leads to higher employee performance.
Theme 3: The main forms and types of the employee engagement contract that lead influence
on the performance of the employee within a health care setting
Interpretation:
Maximum number of participants were having a thinking that there are many forms and types of
the employee engagement contract that lead influence on the performance of the employee
within a health care setting which comprises of Cognitive engagement, Emotional employees
contract and engagement along with Behavioural engagement. It has been find out during the
current study that in traditional times, health care organisation is more focused on having a
written physical contract and agreement that only comprises of information about the job roles
and pay but know the issue of high employees turnover and lack of satisfaction has made it vital
for health care organisation to focus more on behavioural and emotional contract and
engagement with employees. It has been also analysed that the cognitive engagement and
contract ensures small disruption and interruption in the work of employees which have positive
influence on its performance as they feel more independent and confident. Emotional
engagement also supports positive impact on employee’s performance through respecting and
involving employee’s emotions to create a sense of commitment and loyalty. Behavioural
engagement is also vital to positively influence the attitude and behaviour of staff to create
healthy workplace environment which boost employee’s performance.
Theme 4: Main reasons and causes that lead to create higher level of dissatisfaction and
ineffective motivation with the human resources working in the health care organisation of the
UK
Interpretation:
As per the view point of maximum number of the participants interviewed during current study,
it has been find out that lack of advancement opportunities along with work overload, tight
schedules, poor salary and lack of staff are the Main reasons and causes that lead to create higher
28

level of dissatisfaction and ineffective motivation with the human resources working in the
health care organisation of the UK. It has been observed and find out during current study that
many employees are facing the issue of lack of advancement and promotion in their job role
which hampers their growth and motivation level. Along with his, long working hours and tight
issue is also a main problem faced by employees within health care sector that might sometimes
leads to sprains and strains, slipped discs, blood borne infectious diseases and risk of other
infections that is causing to create higher level of dissatisfaction and ineffective motivation with
the human resources working in the health care organisation of the UK. Along with this, it has
been also analysed that the poor salary is also a big issues present within the current health care
sector of UK that is creating and leading out issue of lack of motivation in employees as their
monetary expectation and financial needs are not properly meet in comparison with their
performance and work level.
Theme 5: Important for the managers and leaders of the health care organisation to ensure
proper performance management and leading higher motivation for the employees and staff
members
Interpretation:
It has been analysed with respect to the information provided by maximum participants that it its
important and vital for the managers and leaders of the health care organisation to ensure proper
performance management and leading higher motivation for the employees and staff members as
it supports better accomplishment of set organisational goals. It has been find out during the
current study that performance management set out better check and control over the
performance and efficiency level of employees which makes them more efficient in achieving
organisational goals. Along with this, it has been also analysed that higher motivation level is
also vital for employees to effectively perform activity through feeling more satisfied and
committed towards the work which is vital to meet the set strategic goals and objective within a
health care organisation. Through this it has been identified that it is important and crucial for
managers as well as leaders of the health care sector to properly manage performance of
employees in order to lead higher motivation of staff member as well as attaining desired goals.
29

Theme 6: The main set of intrinsic factors that lead significant influence on the human resources
performance in health care organisation
Interpretation:
Major portion of participants were having a thinking that intrinsic factors which includes
comprises of employee achievements, recognition, work itself, responsibility and advancement,
salary structure, the level to which the employees feel appreciated, and the employee perception
of their jobs have a significant influence on the performance of human resources within the
health care organisation as it generates and create an internal motivation and zeal to work in a
more effective way. Further, it has been also analysed during current study that autonomy,
Mastery and Connection are the main aspects of intrinsic factors that plays a vital role in
enhancing the internal confidence and positivity level within an employee along with effectively
motivating them towards their work which have positive influence on the overall performance of
the human resource within a health care setting.
Theme 7: Possible influence of training and development is being seen on the performance level
of the employees within a health care setting
Interpretation:
With respect to the view point of maximum number of participants it has been analysed that the
training and development basically comprises of learning process that aim at creating
improvements and betterment in the present skills and knowledge level of employees which
supports positive behaviour and improved employee’s performance. It has been also observed
during the current investigation that training and development plans plays a vital role in
improves morale and level of performance of workforce through enhancing their capabilities to
ensure efficient accomplishment of set organisational. Thus, an observation can be made based
on maximum number of participants that development programmes that tend to comprises of
regular promotion strategy along with supporting higher role and responsibilities also plays a
vital role in improving the confidence and commitment level of the employees. Thus, providing
of learning and development opportunity by the health care organisation would support the
improved skills and higher growth of the employees which leads to better workplace
30

performance.
Theme 8: Leadership style is leading a vital influence and impact in the performance and
retention level of the employees within healthcare organisation
Interpretation:
One of the key finding of current study comprises of the fact that maximum participants were
having a view point that Leadership style is leading a vital influence and impact in the
performance and retention level of the employees within healthcare organisation as it supports
improved guidance and better relationship with them which enhance their overall motivation and
performance level. It has been analysed during the course of current study that implication of
various form of leadership style has been made by an organisation such as Democratic leadership
style, Autocratic or Authoritarian form of leadership style, Transformational leadership style and
Laissez Faire Leadership style that tend to have significant impact on the performance and
motivation level of employees. Further, an observation has also made that the implication of
Democratic leadership style ensures most positive influence on employee performance within
health care setting as significant level of participation and involvement of all employees is
allowed which have positive impact on their mind set and confidence level as they feel more
valued and respected.
Theme 9: Describe the positive influence of motivation and rewards and recognition system on
the overall performance level of the employees who are working in a health care organisation of
UK
Interpretation:
With respect to the information provided by maximum number of the participants it has been
analysed and find out that motivation leads and bring a positive influence on the performance
level of employees as it supports stimulating and directing the actions of the people through
creating some inner zeal and outer satisfaction. Along with this, it has been also analysed and
observed that motivation in form of providing regular rewards and recognition plays a vital
positive influence on the overall performance level of the employees especially the one working
31

in the health care sector as it meets their financial needs and monetary expectation as per their
hard work and performance level which motivates and encourage them to perform in improved
manner.
Theme 10: Influence of extrinsic factors on the performance and efficiency level of the
employees and staff members working in health care organisation
Interpretation:
During the current study, maximum number of respondents were having a view point that
extrinsic factors which comprises of compensation, work conditions, supervision, relationship
with co-workers and job security plays a vital role in enhancing the performance and efficiency
level of employees as it tend to have positive influence on the overall motivation and satisfaction
level of employees. It has been analysed that extrinsic factors which includes work condition and
effective supervision leads to higher level of confidence and positive behaviour in employees
which have optimistic impact on their performance level. Along with this, it has been also
analysed that rewards and incentives along with regular payment of salary are also vital extrinsic
factors that boost the motivation level of employees and directs and influence them to have
higher performance and efficiency level to meet their financial and monetary goals.
4.2 ANALYSIS
On the basis of above investigation an analysis can be made that health care organisation is
the one that is systemically and purposefully deigned to provide and deliver medical and care
services through some specialised workforce and their staff members. It has been evaluated
during current study that some major issues are being faced by the employees working within the
health care organisation that comprises of over work load and tight schedules along with
shortage of staff and limited salary and growth opportunity which has created a feeling of
demotivation and lack of satisfaction. Thus, it has been analysed that health organisation are
going through with limited supply of talented nurses and other staff along with issue of high
employees turnover so exploration of the factors that influence human resources performance
through meeting their motivation level are evaluated. It has been analysed that intrinsic factors
which comprises of employee achievements, along with ensuring proper recognition and the
32

work itself that offers higher responsibility and advancement along with clear and proper salary
structure and the level to which the employees feel appreciated, and perception of their jobs are
vital to motivate and direct employees towards improved performance. It has been find out that
the intrinsic factors create an inner zeal and enthusiasm in the employees which directs and
influence them to have improved performance and higher efficiency level while working within
a health care organisation. Further, it has been also analysed during current study that extrinsic
factors leads to higher level of autonomy and enhanced confidence in employees along with
leading and building an improved and positive connection that ensures positive influence on the
performance level of employees working at health care setting.
Along with this, with respect to current study it has been also analysed and observed that
leadership style also has significant impact on employee’s performance as it lead direct impact of
the level of suppression and guidance for employees which affects and influence there
performance level. It has been analysed that there are various form and type of leadership style
which consists of democratic, transformational, Lassie faire and many other styles that have
significant influence on employee performance. It has been analysed that implication and
adoption of the democratic form of leadership style is most suitable for health care organisation
to motivate and enhance performance of employees as it ensures proper participation and
involvement of all employees that leads to higher creativity and improved confidence in
employees. Along with this, it has been also seen that motivation is also having positive
influence on the performance level of the employees as it leads to of stimulating and directing
the actions of the people through creating inner zeal and outer satisfaction to effectively achieve
and acquire the set goals. Use of Herzberg Motivation or Maslow’s needs hierarchy theory also
tend to supports the positive influence of motivation on the performance level of employees as it
supports meeting of their needs and satisfaction level that drives improved efficiency and better
commitment towards work.
Further, it has been also analysed during current study that various extrinsic factors which
includes compensation, work conditions, rewards and recognition, effective supervision, positive
work relationship with co-workers along with job security also leads a vital influence on the
performance level of the employees within health care organisation. It has been observed that
now within health care organisation, manager are focusing leading a cognitive, behavioural and
emotional contract and engagement with the employees to ensure better workplace connection in
33

order to mitigate and reduce the chances of high employees turnover along with effectively
directing and influencing them towards improved performance level. Along with this, it has been
also observed during the current study that training and development programs plays a vital role
in improving the overall skill and competencies level of the employees within health care sector
that is important and have positive influence in improving the performance level of human
resource. At last, it has been also analysed and find out with current study that the providing
regular rewards and recognition to the health care worker and staff also leads to improved
performance through influencing them to have higher efficiency level to meet their financial and
monetary goals in form of rewards through having improved performance.
4.3 DISCUSSION
With respect to the findings and analysis of the collected primary and secondary data, a
discussion can be made that many issues and challenges are being faced by the health care
organisation that comprises of staffing shortage along with the issue of employee burnout due to
excessive workload along with issue of high recruitment and selection cost togther with lack of
talented nurse and other staff. Further, a discussion about the various factors are there at
workplace and place of operations of a health care organisation that can influence and lead to
better human resources performance. It has been also supported by the information provided by
Yang, H. and Li, D., 2021 that many intrinsic factors like employee achievements, recognition,
work itself, responsibility and advancement, salary structure, the level to which the employees
feel appreciated, and the employee perception of their jobs among other factors are their which
supports improved performance along with the many other extrinsic factors like training and
development and rewards and recognition which also supports and leads to improved employees
performance. It has been determined that intrinsic variables makes and prompts a positive inner
responsibility which included three primary factors that cooks and drive further developed
execution in the employees inside a medical services setting. that intrinsic figure helps making
more elevated level of drive and fixation in employees by the method of driving a more certain
and solid workplace environment which helps in boosting the presentation and proficiency level
of employees inside a medical services association. Along with this a discussion about the main
form of employee contract engagement has been also provided by current study that reflects that
reflects that in place of traditional contract that emphasis and based on job role and support
34

implication of cognitive, behavioural and emotional agreement and contract is more appropriate
for Health care organisation as it supports improved relationship at workplace which leads
improved performance (Pangestika, Rozi and Sumardjo, 2021). Further, it has been also analysed
that motivation and proper performance management is important for the health care
organisation as it ensures higher level of commitment and loyalty in employees towards their
work which supports and ensures improved performance and efficiency level that is also
supported by the information provided by the Shlomo Ben-Hur and Nik Kinley, 2016.
Along with this, it has been also discussed during the current study that the training and
development programmes also supports the improved performance level of employees within
health care organisation. It has been also supported by the information provided by …that
training and development ensures a continuous betterment in the skills and knowledge level of
the employees that have a positive influence on the performance level of health care staff and
also ensures improved abilities to effectively meet and cater the interest of patients. In the unique
work environment companies should work on the ability of their labor. It is basic for employees
to learn new things and improve their abilities to meet the work rivalries in the business
environment. In this manner, the training and development programs run by the organization is
advantageous for both association and representative. Further, a discussion reacted with the
leadership style has been also provided by current investigation that reflects that many form of
leadership style are there which consists of democratic, transformational, autocratic and other
form of leadership that has significant influence on level of supervision and relationship with
employees that tend to effectively influence the performance and efficiency level of the
employees. It has been also supported by the information provided by the (Xu, D., Zhang, N.,
Bu, X. and He, J., 2021) that democratic leadership style is most effective for the health care
organisation as it leads to higher involvement level and effective communication which ensures
improved performance based on higher confidence and commitment level that also improved
creativity level. leadership contains as an indispensable intrinsic factor that target making an
interior motivation in the employees by the method of setting out a successful association and
direction for the employees. It has been seen that leadership is related with setting a positive
workplace association and relationship which drive inward motivation and fulfilment in worker
and furthermore better human resource management and execution. It has been seen that
pioneers and leadership style have significant effect on the employees and friends achievement
35

and execution as they guarantee appropriate training backing and criticism for employees to have
further developed execution and proficiency level. A vital role is being played and lead out by
democratic leadership in enhancing the internal motivation and confidence level of employee by
the way of motivating them to share their perception and view point. A positive impact is being
lead out and bring by the democratic leadership style on the performance level of employees as it
creates a feeling of importance and value as their opinion are being listen and implicated by the
managers. Beside this, an analysis has been also made out that a higher level of creativity and
innovation is also supported and bring out by democratic leadership style as it supports effective
communication and proper discussion before taking any decision (Firdaus, Badri and Yusuf,
2021). Thus, a discussion can be made out that democratic leadership style has positive impact
and influence in employee’s performance level as it supports higher level of communication and
collaboration at workplace along with exchange of ideas and proper discussion which support
higher efficiency and improved performance. Implication of democratic leadership style within a
health care organisation would supports involvement and proper participation of all staff and
health carer in decision making and strategy formylation process which would help in booting
their motivation level and internal zeal to perform in a more efficient and improved manner. It
has been also analysed that providing of the rewards and regular recognition also creates better
and stronger workplace relationships which spurs and boost the overall motivation and
performances level of the employees. Rewards and regonisation are essential for organisation in
order to motivate employees to carry out business activities in significant and effective manner.
Along with this, it has been also identified that the recognising the employee achievements and
providing performance based rewards also helps in fostering the engagement level of employees
and reduces the tension in the work environment that tend to have positive influence on the
performance of employees. Apart from this, improved innovation and creativity through
effective communication is also ensured by democratic leadership style along with building
confidence level of healthcare staff that have positive influence on their performance. Further,
regular payment of the rewards and recognition also plays a vital role in improving performance
of the employees as it leads to higher encouragement in employees to perform more efficiency in
order to get improved perks. Thus, an analysis can be made out that to achieve a certain level of
performance by the health care worker it is essential and vital to set up a proper reward structure
and recognition practices that directs and motivates employees to perform in improved manner to
36

get the define goal. Further, a discussion can also been seen that the rewards and recognition
mainly consist of extrinsic factors of motivation which comprises of bonus, perks, certificates or
other financial and non-financial benefits for employees that tend to supports improvement in
their performance. It is essential for organisation to provide different kinds of rewards and
recognition to employees who have given their full potential and capabilities to carry out
business practices. rewards are provided to employees for their great performance with in
business in order to accomplish desired business goals. An observation about the providing of
the monetary benefits by the health care organisation is also made that is effective in meting
financial needs of employees and boosting their morale but providing of recognition based
incentives is something that creates and boost the belongingness feeling of the employees
(Prawira, and et. al., 2021). Thus, an analysis can be made that providing of recognition and
appreciating the work done by an employee gives them a long lasting happiness and motivation
to perform in efficient manner by the way of meeting and fulfilment of their self-actualisation
needs. Profoundly engaged employees hold entirely ideal assessments of their work
environment. At the point when employees feel associated with their groups, love their positions,
and have good sentiments about your association, they will need to remain and invest additional
work to assist the association with succeeding. These "brand advocates" praise their organization
to loved ones. They energize different employees around them to give a valiant effort.
Representative engagement is about association activities that are steady with the association's
qualities. It is about kept guarantees, or a clarification why they can't be kept. Thus, a based on
current investigation and findings a discussion can be made that providing regular rewards and
perks to the employees is also an effective extra factor that can be adopted by the health care
organisation which supports improved motivation and commitment level in workforce to have
better performance and efficiency level in them (Wulansari and et. al., 2021).
CONCLUSION
On the basis of current study, a conclusion can be made that the health care organisation are
having the main purpose of offering the clinical authorities and services like nurses, doctors,
pharmacists etc. along with ensuring the wellbeing of a tremendous number of people. Along
with this, a conclusion ha also be drawn that healthcare companies are those which comprises of
all sort of organisation, individuals and activities that tend to be are related with the promotion,
restoring and maintaining improved health. Further, on the basis of current study it has been also
37

summarised that a many challenges and threats are faced by health care sector now a day that is
based on shortage of staffing along with lack of availability of talented and motivated candidates
and nurses. The main focus and summarisation of current study are tended to be based on factors
that leads a significant impact on the performance of human resources within a heath care
setting. It has been analysed that both intrinsic as well as the extrinsic factors leads a significant
impact on the performance of the employees through effectively motivating and directing them
towards improved performance and higher efficiency level.
A summarisation can be made out that of employee achievements, recognition, work itself,
responsibility and advancement, salary structure, the level to which the employees feel
appreciated, and the employee perception of their jobs are some of the key intrinsic factors that
lead significant influence on the performance of the human resources with in health care setting
through boost their internal morale and creates higher level of zeal and enthusiasm to perform
their task in more efficient manner. Along with this, a conclusion has also been drawn based on
current study that the leadership style leads a significant impact on employee performance as
democratic form of leadership style ensures higher participation and involvement of all
employees in decision making and strategy formulation that leads to enhancement in loyalty and
commitment level of employees along with improved creativity and performance level. Further,
motivation also plays an important role in enhancing the performance level of the employees by
the way of creating some inner zeal and outer satisfaction to effectively achieve and acquire the
set goals and also creates psychological factors and positivity in health care staff that stimulate
and boost the behaviour and efficiency level. It has been identified that motivation in form of
providing regular rewards and recognition plays a vital positive influence on the overall
performance level of the employees especially the one working in the health care sector as it
meets their financial needs and monetary expectation as per their hard work and performance
level which motivates and encourage them to perform in improved manner. Motivation play
crucial and significant role with in business and it will lead to have major impact over successful
and effective functioning of business. It has been also summarised that use of the various
motivation theory such as Herzberg’s Motivation Theory /Two Factor Theory and Maslow's
need hierarchy theory of motivation are also made to have positive influence on the performance
of health care staff. Motivational theories are significant in order to provide appropriate guidance
and direction to health care organisation so that they can successfully and effectively conduct
38

business practices. This will lead to have positive impact in order to increase performance level
of business as well as increase capabilities of employees to conduct organisational activities.
Along with this, a conclusion about the influence of extrinsic factors such as rewards and
recognition along with training and development programme has been also summarized through
current project. A conclusion about the fact that employee engagement that comprises and
reflects about the emotional commitment between the employee is a vital way to have positive
engagement and emotional connection with staff that it has with the organisation and its overall
goal and objectives. It has analysed that there are different extrinsic factors which will lead to
have major impact over performance and productivity of business. it is crucial for organisation
that is dealing in health care sector to consider extrinsic factors in order to influence overall
performance and capabilities of organisation. The major extrinsic factors include positive and
friendly working environment, effective training of employees, appreciation of great
performance and many more. It has been analysed and seen that the extrinsic factors play a vital
role in influencing and leading out good employee performance as the lead to good working
condition along with noble prices and rewards that boost the morale level of employees and
directs them to perform and act in more efficient manner to achieve higher perks and incentives
which ensures improved human resource performance within a health care organisation. Further,
it has been also summarised that a positive influence is being lead out by training and
development on employee performance as it boosts the skill and knowledge level of employees
and also develop them for higher job position and responsibility that ensures betterment in the
performance level. It has been also find out that the health care worker tended to have a complex
and busy schedules thus, not able to dedicate some time for learning and improving their skills.
So, providing of learning and development opportunity for the nurses and staff by the health care
organisation would support the improved skills and higher growth of the employees which leads
to better workplace performance. Finally, a summarisation about the positive impact of rewards
and recognition on the employee’s performance as it helps and supports meeting of the financial
needs of staff which directs them to have better level of performance.
With regard to current study, it has been analysed that some factors are there which leads
positive influence on the performances level of employees, thus, it highly recommended for the
health care organisation that they must provide all the suitable intrinsic and as well as extrinsic
factors of motivation to ensure improved performance level in nurses and staff. Adoption of
39

democratic leadership style is also highly recommended for the health care organisation as it
supports improved creativity and better communicating that builds higher commitment level in
employees and thus, solve the issue of high employee turnover and also improve performance of
human resources. Along with this, providing regular rewards and recognition to nurses and
health care worker is also suggested as it supports improved passion and zeal in employees as
they are pay back and appreciated for their extra efforts. Beside this, providing of regural
training and development programmes is also recommended for health care organisation as it
ensure continuous improvement of the skill and competencies level of staff that ensures more
talented and efficient nurses and health care worker for better achievement of set goals.
Finally, a reflection about the success and efficiency level of current study can be made as
use of qualitative nature of research method has supported in-depth and theoretical information
that leads to improved research result and efficient meeting of set objectives. The current
research project effectively provides information about the Factors That Influence Human
Resources Performance in Healthcare Organisations in The UK which comprise of improved
motivation level, training and development, rewards and recognition and many other factors.
Further, the use of interpretivisim philosophy along with inductive approach played a vital role
in supporting better analysis of behavioural aspects of human being thus, ensures improved
analysis of influence of extrinsic and intrinsic factors on the performance level of human
resources within health care organisation. Along with this, use of qualitative nature of research
method along with interview as research instrument is also vital as it leads to collection of the
detailed information along with ensuring effective analysis and evaluation of the set opinion and
behaviour of the participants to have improved understanding about selected topic along with
supporting more valid and effective decision making based on detailed result findings. Lack of
effective presentation is the only pitfall of current study that can be mitigated in future result by
making use of quantitative nature of research method as alternate that supports collection of
information in numeric form. Thus, use of quantitative nature of method along with
questionnaire lead to improved presentation and analysis of facts that ensures more specific and
measurable set of results for effectively meeting set objectives.
40

REFERENCES
Books and journal
Agarwal, U.A., Avey, J. and Wu, K., 2021. How and when abusive supervision influences
knowledge hiding behavior: evidence from India. Journal of Knowledge Management.
Ahmad, U. and et. al., 2021. The Impact of Despotic Leadership on Employee Performance: A
Moderating-Mediated Model. Ilkogretim Online. 20(3).
Aman, R., Ahokangas, P. and Zhang, X., 2021. Migrant women entrepreneurs and
entrepreneurial ecosystems during an external shock: A case study from the healthcare
sector in Kazakhstan. Asian Business & Management. pp.1-31.
Bali, A.S. and Hannah, A., 2021. Policy styles in healthcare: Understanding variations in health
systems. In The Routledge Handbook of Policy Styles (pp. 105-122). Routledge.
Beaulieu, M. and Bentahar, O., 2021. Digitalization of the healthcare supply chain: A roadmap to
generate benefits and effectively support healthcare delivery. Technological Forecasting
and Social Change. 167. p.120717.
Bizri, R., Wahbi, M. and Al Jardali, H., 2021. The impact of CSR best practices on job
performance: the mediating roles of affective commitment and work
engagement. Journal of Organizational Effectiveness: People and Performance.
Brodie, R.J. and et. al., 2021. Coronavirus crisis and health care: learning from a service
ecosystem perspective. Journal of Service Theory and Practice.
Cantarella, A. and et. al., 2021. The influence of training task stimuli on transfer effects of
working memory training in aging. Psychologie Française. 66(2). pp.157-171.
Carlini, J. and Grace, D., 2021. The corporate social responsibility (CSR) internal branding
model: Aligning employees’ CSR awareness, knowledge, and experience to deliver
positive employee performance outcomes. Journal of Marketing Management. 37(7-8).
pp.732-760.
Chen, H., Li, L. and Chen, Y., 2021. Explore success factors that impact artificial intelligence
adoption on telecom industry in China. Journal of Management Analytics, 8(1), pp.36-68.
Chen, S.W. and Peng, J.C., 2021. Determinants of frontline employee engagement and their
influence on service performance. The International Journal of Human Resource
Management. 32(5). pp.1062-1085.
Choudhury, S., Mohapatra, A.D. and Mohanty, M.K., 2021. Factors predicting employee
engagement in Indian manufacturing sector. International Journal of Services and
Operations Management. 38(1). pp.92-109.
Di Vaio, A., and et.al., 2020. Human resources disclosure in the EU Directive 2014/95/EU
perspective: A systematic literature review. Journal of Cleaner Production. 257.
p.120509.
Fahri, T.S., Gunawan, W. and Hendry, H., 2021. THE INFLUENCE OF LEADERSHIP STYLE,
MOTIVATION AND DISCIPLINE ON EMPLOYEE PERFORMANCE. International
Journal of Social Science and Business. 5(2).
Firdaus, Y., Badri, M. and Yusuf, M., 2021, January. The Influence of Leadership Style,
Motivation and Work Structure to Muara Enim Community Health Center Performance
41

(Equation Structural Method Approach). In 4th Forum in Research, Science, and
Technology (FIRST-T3-20) (pp. 76-83). Atlantis Press.
Gürses, S. and Danışman, A., 2021. Keeping institutional logics in arm’s length: emerging of
rogue practices in a gray zone of everyday work life in healthcare. Journal of Professions
and Organization.
Jain, G., Sharma, N. and Shrivastava, A., 2021. Enhancing training effectiveness for
organizations through blockchain-enabled training effectiveness measurement
(BETEM). Journal of Organizational Change Management.
Jung, J.H., Yoo, J.J. and Arnold, T.J., 2021. The influence of a retail store manager in developing
frontline employee brand relationship, service performance and customer loyalty. Journal
of Business Research. 122. pp.362-372.
Karatepe, O.M., Rezapouraghdam, H. and Hassannia, R., 2021. Does employee engagement
mediate the influence of psychological contract breach on pro-environmental behaviors
and intent to remain with the organization in the hotel industry?. Journal of Hospitality
Marketing & Management. 30(3). pp.326-353.
Karuppiah, K., Sankaranarayanan, B. and Ali, S.M., 2021. On sustainable predictive
maintenance: Exploration of key barriers using an integrated approach. Sustainable
Production and Consumption. 27. pp.1537-1553.
Khan, M.I. and Loh, J., 2021. Benefits, Challenges, and Social Impact of Health Care Providers’
Adoption of Social Media. Social Science Computer Review, p.08944393211025758.
Khanizad, R. and Montazer, G.A., 2021. A model for optimal allocation of human resources
based on the operational performance of organisational units by multi-agent
systems. International Journal of Operational Research. 40(1). pp.32-51.
Lambert, A., Jones, R.P. and Clinton, S., 2021. Employee engagement and the service profit
chain in a quick-service restaurant organization. Journal of Business Research. 135.
pp.214-225.
Li, Z.F., Wang, J. and Zhao, Y., 2021. CSR Compensation Contract and CSR Ratings.
Lipunga, A.M., Tchereni, B.H.M. and Bakuwa, R.C., 2021. Exploring organisational governance
awareness among public hospitals' governance actors in Malawi: a qualitative
study. International Journal of Public Leadership.
Manion, A., Griffin, P.E. and Van Dam, P.J., 2021. Nurses’ perceptions of preparedness for
acting as Nurse Unit Managers: A cross-sectional study. Collegian.
Mittal, S., 2021. Influence of Pay for Performance on Employee Engagement & Turnover
Intention. Indian Journal of Industrial Relations, 56(4).
Mohammad, T., and et.al., 2021. Human Resource Management and Organisational
Performance: The Mediating Role of Social Exchange. European Management
Review. 18(1). pp.125-136.
Morrison, K.A. and Misener, K.E., 2021. Exploring the conditions for strategic planning in
nonprofit community sport. Sport Management Review, pp.1-23.
Mousa, S.K. and Othman, M., 2020. The impact of green human resource management practices
on sustainable performance in healthcare organisations: A conceptual
framework. Journal of Cleaner Production. 243.p.118595.
Mustafa, M., Alzubi, F.K. and Bashayreh, A., 2021. Factors Affecting Job Performance of
Teaching and Non-Teaching Staff in Higher Education Levels in Oman. Ilkogretim
Online, 20(5).
42

Norbu, J. and Wetprasit, P., 2021. The study of job motivational factors and its influence on job
satisfaction for hotel employees of Thimphu, Bhutan. Journal of Quality Assurance in
Hospitality & Tourism, 22(2), pp.245-266.
O’donovan, R. and Mcauliffe, E., 2020. A systematic review of factors that enable psychological
safety in healthcare teams. International Journal for Quality in Health Care, 32(4),
pp.240-250.
Pangestika, N., Rozi, A. and Sumardjo, W., 2021. THE INFLUENCE OF LEADERSHIP
STYLE AND WORK MOTIVATION ON EMPLOYEE JOB SATISFACTION IN THE
COMPUTER STICHING SECTION PT. ADIS DIMENSION FOOTWEAR
BALAJARA-TANGERANG. Sakti. 1(1).
Partouche-Sebban, J., Vessal, S.R. and Bernhard, F., 2021. When co-creation pays off: the effect
of co-creation on well-being, work performance and team resilience. Journal of Business
& Industrial Marketing.
Quratulain, S. and Al-Hawari, M.A., 2021. Interactive effects of supervisor support, diversity
climate, and employee cynicism on work adjustment and performance. International
Journal of Hospitality Management. 93. p.102803.
Quratulain, S. and et. al., 2021. Effect of self-efficacy and instrumentality beliefs on training
implementation behaviors: Testing the moderating effect of organizational
climate. Review of Public Personnel Administration. 41(2). pp.250-273.
REZEKI, F. and Hidayat, R., 2021. The effect of compensation, work discipline and
achievement motivation on employee performance. The Management Journal of
Binaniaga. 6(1). pp.13-22.
Sitorus, P., Sarkum, S. and Nasution, M.F., 2021. The Influence of Transformasional Leadership
Style, Organizational Justice, Employee Engagament and Employee Reaction on
Employee Performance. Budapest International Research and Critics Institute (BIRCI-
Journal): Humanities and Social Sciences. 4(3). pp.4076-4084.
Tortorella, G.L and et. al., 2021. Impacts of Healthcare 4.0 digital technologies on the resilience
of hospitals. Technological Forecasting and Social Change. 166. p.120666.
Verčič, A.T., 2021. The impact of employee engagement, organisational support and employer
branding on internal communication satisfaction. Public Relations Review. 47(1).
p.102009.
Widyarini, Y.Y. and Muafi, M., 2021. The influence of work-family conflict and Islamic work
ethics on employee performance: The mediation role of work motivation. International
Journal of Research in Business and Social Science (2147-4478). 10(3). pp.177-188.
Wulandari, R., Djawoto, D. and Prijati, P., 2021. The Influence of Delegative Leadership Style,
Motivation, Work Environment on Employee Performance in Self-Efficiency Mediation
in SNVT Housing Provision of East Java Province. Budapest International Research and
Critics Institute (BIRCI-Journal): Humanities and Social Sciences. 4(3). pp.3294-3311.
Wulansari, I. and et. al., 2021. Development Review of Research about Motivation on Employee
Performance Topics over The Past Ten Years in Online Journals. Metafora: Education,
Social Sciences and Humanities Journal. 4(2). pp.46-54.
Xu, D. and et. al., 2021. The effect of perceived organizational support on the work engagement
of Chinese nurses during the COVID-19: the mediating role of psychological
safety. Psychology, Health & Medicine, pp.1-7.
43

Yang, H. and Li, D., 2021. Exploring the inverted-U relationship between gamification
achievement and health management performance. Computers in Human Behavior. 121.
p.106805.
Yu, Z., Liang, Z. and Wu, P., 2021. How data shape actor relations in artificial intelligence
innovation systems: an empirical observation from China. Industrial and Corporate
Change.
Zheng, F., Khan, N.A. and Hussain, S., 2020. The COVID 19 pandemic and digital higher
education: Exploring the impact of proactive personality on social capital through
internet self-efficacy and online interaction quality. Children and Youth Services
Review. 119. p.105694.
Online:
Importance of ongoing learning in a healthcare setting. 2017. [Online] Available Through:<
https://chas.org/blog/importance-of-ongoing-training-in-a-healthcare-setting/ >.
Jake Wengroff, 2019. Learning and Development in Healthcare: Training for Patient Safety and
Compliance. [Online] Available Through:< https://getsynapse.com/blog/learning-and-
development-in-healthcare/ >.
Shlomo Ben-Hur and Nik Kinley, 2016. Intrinsic motivation: The missing piece in changing
employee behavior. [Online] Available Through:< https://www.imd.org/research-
knowledge/articles/intrinsic-motivation-the-missing-piece-in-changing-employee-
behavior/ >
44