20.500.12556/DKUM-96828 Pomen plačanega dopusta in finančnih, materialnih ter nematerialnih nagrad za motivacijo zaposlenih v slovenskem zdravstvenem sistemu The Role of Paid Leave, Financial, Material, and Non-material Rewards in Employee Motivation Within the Slovenian Healthcare System Magistrsko delo obravnava področje motivacije in nagrajevanja zaposlenih v slovenskem zdravstvenem sistemu, ki se sooča s številnimi izzivi, kot sta pomanjkanje kadra in nezadovoljstvo zaposlenih. Namen raziskave je bil preučiti, kako različne vrste nagrad – finančne, materialne in nematerialne – vplivajo na motivacijo dveh ključnih poklicnih skupin: zdravnikov in zobozdravnikov ter zaposlenih v zdravstveni in babiški negi. Cilj je bil oblikovati priporočila za učinkovitejši sistem nagrajevanja, ki bi prispeval k izboljšanju delovnih pogojev in zadržanju ključnih kadrov v javnem zdravstvu. Teoretična izhodišča naloge temeljijo na pregledu ključnih teorij motivacije, kot so Herzbergova dvofaktorska teorija, teorija samoodločanja in hierarhija potreb Maslowa, ter na opredelitvi sistema nagrajevanja kot strateškega orodja za doseganje organizacijskih ciljev. V delu smo nagrade razdelili na finančne, materialne in nematerialne spodbude, ki zaposlenim omogočajo zadovoljevanje širokega spektra potreb, od osnovnih eksistenčnih do višjih potreb po spoštovanju in samouresničitvi. Za doseganje raziskovalnih ciljev smo uporabili kvantitativni pristop, ki je temeljil na eksperimentalno zasnovanem anketnem vprašalniku. Zbrane podatke smo analizirali z naprednimi statističnimi metodami, predvsem z linearnimi mešanimi modeli, ki so omogočili natančno oceno vpliva različnih vrst in nivojev nagrad na motivacijo, pri tem pa upoštevali individualne razlike med anketiranci. Rezultati so pokazali jasno hierarhijo učinkovitosti posameznih vrst nagrad. Kot najmočnejši motivator so se izkazali dodatni dnevi dopusta, sledile so finančne in materialne nagrade, med katerimi ni bilo statistično značilne razlike v moči vpliva. Nematerialne nagrade so imele najmanjši, a še vedno pozitiven učinek na motivacijo. Raziskava je pokazala, da imajo finančne in materialne nagrade ter dodatni dnevi dopusta večji vpliv na motivacijo zaposlenih v zdravstveni in babiški negi kot na zdravnike in zobozdravnike, medtem ko pri vplivu nematerialnih nagrad med skupinama ni bilo razlik. Prav tako smo preučili učinek povečanja vrednosti nagrade (z 2 % na 5 % letne bruto plače) in ugotovili, da višja nagrada sicer poveča motivacijo, vendar med učinkom povečanja finančnih in materialnih nagrad ni bilo statistično značilne razlike. Učinek povečanja nagrad se tudi ni bistveno razlikoval med poklicnima skupinama, čeprav je podrobnejša analiza pokazala, da je imelo povečanje nagrad statistično značilen učinek na motivacijo zaposlenih v zdravstveni in babiški negi, medtem ko je bil ta učinek pri zdravnikih in zobozdravnikih le mejno značilen, kar kaže na njihovo manjšo dojemljivost za tovrstne spodbude. Ugotovitve imajo pomembne praktične implikacije. Izjemen pomen dopusta kaže na visoko stopnjo preobremenjenosti zaposlenih, kar terja izboljšanje organizacije dela. Ker med finančnimi in materialnimi nagradami ni bistvene razlike v učinku, bi lahko delodajalci ponudili zaposlenim možnost izbire, s čimer bi povečali personalizacijo in učinkovitost nagrajevanja. Razlike med poklicnimi skupinami narekujejo potrebo po diferenciranem pristopu, pri čemer so za zaposlene v zdravstveni in babiški negi ključne finančne in materialne spodbude, medtem ko je pri zdravnikih in zobozdravnikih verjetno treba več pozornosti nameniti izboljšanju delovnih pogojev in strokovnemu razvoju. Čeprav so nematerialne nagrade manjši motivator, je zagotavljanje ustreznega delovnega okolja in fleksibilnosti ključno za preprečevanje demotivacije in ohranjanje osnovnega zadovoljstva pri delu. This master's thesis addresses the topic of motivation and rewarding employees in the Slovenian healthcare system, which faces numerous challenges such as staff shortages and employee dissatisfaction. The purpose of the research was to examine how different types of rewards—financial, material, aditional days of paid leave, and non-material—affect the motivation of two key professional groups: doctors and dentists, and employees in nursing and midwifery care. The goal was to formulate recommendations for a more effective reward system that would contribute to improving working conditions and retaining key personnel in public healthcare. The theoretical basis of the thesis is founded on a review of key motivation theories, such as Herzberg's two-factor theory, self-determination theory, and Maslow's hierarchy of needs, as well as on the definition of a reward system as a strategic tool for achieving organizational goals. In this thesis, we have categorized rewards into financial, material, and non-material incentives, which enable employees to satisfy a wide spectrum of needs, from basic existential needs to higher needs for esteem and self-actualization. To achieve the research objectives, a quantitative approach was employed, based on an experimentally designed survey questionnaire. The collected data were analyzed using advanced statistical methods, primarily linear mixed models, which allowed for a precise estimation of the impact of different types and levels of rewards on motivation while accounting for individual differences among respondents. The results revealed a clear hierarchy in the effectiveness of various types of rewards. Additional days of paid leave proved to be the strongest motivator, followed by financial and material rewards, between which there was no statistically significant difference in their impact. Non-material rewards had the smallest, yet still positive, effect on motivation. The research showed that financial and material rewards and additional days of paid leave have a greater impact on the motivation of employees in nursing and midwifery care than on doctors and dentists, whereas there were no differences between the groups regarding the impact of non-material rewards. We also examined the effect of increasing the value of the reward (from 2% to 5% of the annual gross salary) and found that a higher reward does increase motivation, but there was no statistically significant difference between the effect of increasing financial and material rewards. The effect of increasing rewards also did not differ significantly between the professional groups, although a more detailed analysis indicated that the increase had a statistically significant effect on the motivation of employees in nursing and midwifery care, while this effect was only marginally significant for doctors and dentists, suggesting their lower susceptibility to such incentives. The findings have significant practical implications. The exceptional importance of paid leave indicates a high level of employee burnout, which calls for better work organization. Since there is no significant difference in the impact of financial and material rewards, employers could offer employees a choice, thereby increasing the personalization and effectiveness of the rewards. The differences between professional groups necessitate a differentiated approach, where financial and material incentives are key for employees in nursing and midwifery care, while for doctors and dentists, more attention should likely be paid to improving working conditions and professional development. Although non-material rewards are a lesser motivator, ensuring an adequate work environment and flexibility is crucial for preventing demotivation and maintaining basic job satisfaction. motivacija nagrajevanje finančne nagrade materialne nagrade nematerialne nagrade dopust zdravstveni sektor Slovenija motivation rewarding financial rewards material rewards non-material rewards paid leave healthcare sector Slovenia true true false S. Plečko] Slovenski jezik Angleški jezik Magistrsko delo/naloga 2026-01-29 13:03:45 2026-04-23 11:24:20 2026-04-24 03:16:12 0000-00-00 00:00:00 2025 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 005.66:61 276230403 MAG_Plecko_Samuel_2026.pdf MAG_Plecko_Samuel_2026.pdf 1 DFA1AB1AF2117ADB07944831DC04EC15 11e768264d5c94cefaf2df3038851392a68810b50033068974b09085f2a04093 740a53c6-2757-11f1-bb13-00155d0001a1 https://dk.um.si/Dokument.php?lang=slv&id=204738 Ekonomsko-poslovna fakulteta 0 0 0