FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2138528058> ?p ?o ?g. }

• W2138528058 abstract "Program/Project Purpose: Retaining health staff especially the young professionals in rural areas has been extremely difficult as more prefer urban postings with regard to the lack of extrinsic motivational incentives in rural service; with existing challenges with health workforce shortages in developing countries. Structure/Method/Design: A health facility-based study; a quantitative cross-sectional survey supplemented with qualitative in-depth interviews was used. Data was collected and examined from the health workforce of four of the National Catholic Health Services facilities. Close-ended self-administered structured questionnaires for critical staff cadre and in-depth interviews with health managers were employed to collect primary data. A total of 402 questionnaires were administered, and out of this, 334 were retrieved. The age range was from 22 to 59 years with amean of 34.2 years. 57%were females and 43%weremales. 8% were medical doctors, 69% nurses and midwives, 1% pharmacists, 5% anaesthetists and 16% technical officers’ category. Retention of the health workforce was measured by asking them their intention to practise in another facility within the next five years. 60% indicated intention to relocate. 31% of that intended to join the teaching hospitals. Professional and career development was themost common reasonwith a rate score of 34% for intention to relocate to other facilities. Staff category with the highest intention to relocate was medical doctors. Having job satisfaction, non-financial incentives were preferred over financial incentives, with an OR of 8.12 (95% CI, 4.5 e 15.9), being recognised and appreciated had OR 13.4 (95%CI: 6.8e 26.5), among those who felt fairly treated indicated with OR 3.8 (95% CI: 1.5e 9.9). Outcomes & Evaluation: The findings of this study indicated that health managers and health workers perceive motivation (incentives) and factors that both give job satisfaction and increase retention differently. Whilst health managers perceive working conditions and financial incentives; the health workforce indicated fair treatment and recognition and appreciation as the most important factors for job satisfaction and retention. Though financial incentives are mostly the preferred incentives, in this study; the non-financial incentives were found to be the most important incentive to job satisfaction but not increasing retention. Data does not suggest that there is a direct pathway between incentives, job satisfaction and retention but being a valued person by a superior and being recognised and appreciated at the workplace does increase intended retention. Going Forward: In Summary, professional development and recognition were significantly associated with increased retention. Retention was also gender associated with a significantly higher intention to relocate among male staff. Recognition and appreciation of staff as Funding: This project was funded by the Danish International Development Agency. Abstract #: 01GMHE001" @default.
• W2138528058 created "2016-06-24" @default.
• W2138528058 creator A5047393307 @default.
• W2138528058 creator A5056119721 @default.
• W2138528058 creator A5075258867 @default.
• W2138528058 date "2015-03-12" @default.
• W2138528058 modified "2023-09-27" @default.
• W2138528058 title "Satisfaction, incentives and the relation to workforce retention in the health service in Ghana" @default.
• W2138528058 doi "https://doi.org/10.1016/j.aogh.2015.02.652" @default.
• W2138528058 hasPublicationYear "2015" @default.
• W2138528058 type Work @default.
• W2138528058 sameAs 2138528058 @default.
• W2138528058 citedByCount "0" @default.
• W2138528058 crossrefType "journal-article" @default.
• W2138528058 hasAuthorship W2138528058A5047393307 @default.
• W2138528058 hasAuthorship W2138528058A5056119721 @default.
• W2138528058 hasAuthorship W2138528058A5075258867 @default.
• W2138528058 hasBestOaLocation W21385280581 @default.
• W2138528058 hasConcept C144133560 @default.
• W2138528058 hasConcept C162324750 @default.
• W2138528058 hasConcept C162853370 @default.
• W2138528058 hasConcept C175444787 @default.
• W2138528058 hasConcept C25343380 @default.
• W2138528058 hasConcept C2778139618 @default.
• W2138528058 hasConcept C2780378061 @default.
• W2138528058 hasConcept C2908647359 @default.
• W2138528058 hasConcept C29122968 @default.
• W2138528058 hasConcept C2986740045 @default.
• W2138528058 hasConcept C41008148 @default.
• W2138528058 hasConcept C50522688 @default.
• W2138528058 hasConcept C71924100 @default.
• W2138528058 hasConcept C77088390 @default.
• W2138528058 hasConcept C99454951 @default.
• W2138528058 hasConceptScore W2138528058C144133560 @default.
• W2138528058 hasConceptScore W2138528058C162324750 @default.
• W2138528058 hasConceptScore W2138528058C162853370 @default.
• W2138528058 hasConceptScore W2138528058C175444787 @default.
• W2138528058 hasConceptScore W2138528058C25343380 @default.
• W2138528058 hasConceptScore W2138528058C2778139618 @default.
• W2138528058 hasConceptScore W2138528058C2780378061 @default.
• W2138528058 hasConceptScore W2138528058C2908647359 @default.
• W2138528058 hasConceptScore W2138528058C29122968 @default.
• W2138528058 hasConceptScore W2138528058C2986740045 @default.
• W2138528058 hasConceptScore W2138528058C41008148 @default.
• W2138528058 hasConceptScore W2138528058C50522688 @default.
• W2138528058 hasConceptScore W2138528058C71924100 @default.
• W2138528058 hasConceptScore W2138528058C77088390 @default.
• W2138528058 hasConceptScore W2138528058C99454951 @default.
• W2138528058 hasLocation W21385280581 @default.
• W2138528058 hasLocation W21385280582 @default.
• W2138528058 hasOpenAccess W2138528058 @default.
• W2138528058 hasPrimaryLocation W21385280581 @default.
• W2138528058 hasRelatedWork W2048599807 @default.
• W2138528058 hasRelatedWork W2288696708 @default.
• W2138528058 hasRelatedWork W2325828580 @default.
• W2138528058 hasRelatedWork W2358389650 @default.
• W2138528058 hasRelatedWork W2367845749 @default.
• W2138528058 hasRelatedWork W2410832608 @default.
• W2138528058 hasRelatedWork W3037100507 @default.
• W2138528058 hasRelatedWork W3123560814 @default.
• W2138528058 hasRelatedWork W3147410355 @default.
• W2138528058 hasRelatedWork W3175687886 @default.
• W2138528058 isParatext "false" @default.
• W2138528058 isRetracted "false" @default.
• W2138528058 magId "2138528058" @default.
• W2138528058 workType "article" @default.