Abstract
Aim . To study the opinions of nursing staff of primary healthcare facilities on the relevance of financial and non-financial incentives. Material and methods. This article is a follow-up to a study conducted in four member states of the Commonwealth of Independent States (CIS) in 2025, "The introduction of measures to motivate and stimulate workers of medical organizations providing primary health care in the member States of the Commonwealth of Independent States (MOTIVE-CIS)". This article analyses the results of a survey of nursing staff. The following research methods were used: sociological, statistical (descriptive statistics), and contextual comparative analysis. Results . Among material incentives, incentive payments were more important for nursing staff than for physicians (73-86% — here and further below, the percentages of respondents in the participating countries are indicated). Among non-material motivation measures, letters of thanks from managers (30-49%) and certificates of honor (16-29%) were more important. The least popular was building a professional development trajectory (8-18%). Differences in the assessments of motivation and incentive measures across countries for specific items were identified, as well as differences in the assessments of nursing staff and physicians. Conclusion . The study assessed the significance of management decisions in performance appraisal for nursing staff in the participating countries, as well as the relevance of material and non-material incentives for them. The identified differences in respondents' assessments must be taken into account in creating an effective personnel motivation system. It should be noted that management decisions regarding developing clear performance evaluation criteria for employees, communicating these criteria, and ensuring the conditions for their implementation are highly significant for both categories of respondents (physicians and nursing staff).