Table 1 Intrinsic and extrinsic incentives framework

Intrinsic Incentives

Example(s)

Autonomy [64, 65] and Empowerment (Individual Level) [66]

Decision-making authority; Control over work processes; Ownership of tasks and responsibilities [67]

Competence and Mastery [64, 66, 67] (Individual Level)

Comprehensive knowledge of skills (competent and confident); Being good and getting better at what you do (i.e., feedback, learning from experience, performance data) [66, 68] Acknowledgment of personal accomplishments [69]; Comprehensive knowledge of or skill in work; Being good and getting better at what you do [66]

Purpose, Values, and Mission Alignment [68, 70] (Individual Level)

Connection to the broader organizational mission; [70] Shared team goals [68]

Feedback [70], Recognition [70], and Performance Evaluation (Individual Level)

Regular feedback [70]; Opportunities for self-assessment and reflection

Sense of Belong and Relationships (Individual and Team Level)

Supportive [69] and collaborative atmosphere; Strong interpersonal relationships [71]; Psychological safety and trust [68]; Belonging to a team or organization; Contributing to shared goals [66]; Inclusive work environment [67, 70]; Respect for diverse perspectives and experiences; Alignment with organizational values and culture [70]; Focus on patient care and community health

Job Variety and Intellectual Challenge (Individual and Team Level)

Diverse tasks and roles [69]; Problem-solving; [70, 71] Critical thinking; Opportunities for creativity and innovation [68]

Social purpose [71] (Individual Level)

Having a positive impact on patients or colleagues. [66] Focus on patient needs and preferences [68]; Development of strong patient-provider relationships; Empathy [68] Compassion in care delivery [68]

Work-Life Balance and Well-being [64, 68] (Individual Level)

Flexible work schedules [72]; Support for stress management and self-care; [68] Resources to maintain well-being [64]

Job Satisfaction (Individual Level)

Recognition for work tasks completed; The level of responsibility; Enjoyment with work tasks; enjoyment of working conditions; Agreement with company policy, including salary [73, 74]

Extrinsic Factors

Examples

Financial incentives [76,77,78,79,80,81,82] (Team Level)

Pay-for-performance programs, performance-based bonuses [76,77,78,79,80,81,82]

Organizational culture [68, 71] (Team Level)

Leadership promoting trust [68], open communication [68], and shared decision-making[68]

Training and education [70, 71] (Team Level)

Employer-sponsored ongoing professional development programs [82]

Professional development opportunities [71, 82] (Team Level)

Employer-sponsored:

1. Access to continuing education for high-performing team members

2. Meeting performance expectations [71]

Guidelines and Protocols [67, 72] (Team Level)

Written job descriptions, protocols for specific tasks, and roles and responsibilities [72]

Communication tools and technology [67] (Team Level)

Employer investments in electronic health records, secure messaging platforms, and telehealth [67]

Access to resources [71] (Team Level)

Employer investment in resources:

1. Equipment for teams demonstrating effective collaboration

2. Staffing support for improved patient outcomes

Team meetings and huddles [68] (Team Level)

Time provided for regular meetings to discuss patient cases, review progress [68], and address challenges

Performance measurement and feedback [70, 76, 78] (Team Level)

Quality indicators, patient satisfaction surveys, and regular feedback on team performance [76, 78]