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Bnckground and AimPay reward is one of the effective methods to create motivation among staff and accomplish with different systems and methods for payment. The most etfective and established pay reward is called" payment based on performance"' in this method the individual will receive different Levels of rewards based on the levels of performance that measured through different scales. The amount of money thar these   individuals will receive is directly related to their performance level. This study ,was conducted to evaluate nurses' attitude toward fee-for- service and professional satisfaction.   Material and methodIn this descriptive cross-sectional study, 255 nurses and 52 nursing managers, with different degree (associate degree certificate, BS and MSc) and at least one-year clinical experience in hospitals are studied in Tehran selected hospital. Variables of job satisfaction included increased positive tendency to employment, continues in nursing and punctuality. The questionnaire was used for collecting data. The validation of these tools was determined based on contem Validity, after studying textbooks and articles and by nursing specialists and by members of faculty of Tehran universities. Reliability of these tools were determined by test-retest. Explanation and analysis of data was carried out by using SPSS statistical software and by descriptive and analytic statistical methods.   ResultThe result showed that 52/5% of nurses and 44/2% of nursing managers believed that current implementation of fee- for- service scheme had no effect on job satisfaction 56/1% of nurses and +9/2% nursing managers believed fee-for-service no effect on increase working interesting in nurses.   ConclusionThis study showed that implementation of fee-for- service scheme with current method had no effect on job satisfaction of nurses, and most of them were dissatisfied with current Calculation of fee for nurses. Thus it is proposed that the designers of fee-far-service scheme should reconsider of this scheme by nursing ideas.

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