Factors influencing the motivation of maternal health workers in conflict setting of Mogadishu, Somalia.

Mapping Intimacies ◽

10.1101/2022.01.10.22268888 ◽

2022 ◽

Author(s):

Naima Said Sheikh ◽

Abdi Gele

Keyword(s):

Job Satisfaction ◽

Maternal Health ◽

Health Worker ◽

Health Workers ◽

Sub Saharan Africa ◽

Targeted Interventions ◽

Health Worker Motivation ◽

Tertiary Hospitals ◽

Worker Motivation ◽

Intrinsic Job Satisfaction

Abstract Background: Motivated health workers play an important role in delivering high-quality maternal health services, especially in low-income countries where maternal mortality rates are high, and shortages of human resource for health is prevalent. The aim of this study is to investigate the motivation of maternal health workers in three tertiary hospitals in Mogadishu Somalia. Method: To investigate health worker motivation in Somalia, we used a semi-structured questionnaire that was validated and widely used in Sub-Saharan Africa. Data were collected from 220 health workers across three tertiary hospitals in Mogadishu between February and April 2020. Health worker motivation was measured using seven constructs: general motivation, burnout, job satisfaction, intrinsic job satisfaction, organizational commitment, conscientiousness, timeliness and attendance. A multivariate regression analysis was performed to determine the predictors of health worker motivation. Results: The study found that male health workers have a higher work motivation, with a mean score of 92.75 (SD 21.31) versus 90.43 (SD 21.61) in women. A significant correlation was found between health workers motivation and being an assistant, nurse, physician, pediatric-assistant, midwife, supervisor and pharmacist. Unexpectedly, the gynecologists and midwives were the least motivated groups among the different professions, with mean scores of 83.63, (SD: 27.41) and 86.95 (SD: 21.08), respectively. Of the aforementioned seven motivation constructs, the highest mean motivation scores (from 1-5) were observed in conscientiousness and intrinsic job satisfaction. Conclusion: The results highlight the importance of targeted interventions that increase the motivation of female health workers, particularly gynecologists and midwives in Somalia. This can be done by providing non-financial incentives, in addition to encouraging their participation in the decision-making process. Further research is needed to investigate the effect of a lack of motivation among gynecologists and midwives on maternal health in Somalia.

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The relationship between leadership style and health worker motivation, job satisfaction and teamwork in Uganda

Journal of Healthcare Leadership ◽

10.2147/jhl.s147885 ◽

2018 ◽

Vol Volume 10 ◽

pp. 21-32 ◽

Cited By ~ 8

Author(s):

Conrad Musinguzi ◽

Leticia Namale ◽

Elizeus Rutebemberwa ◽

Aruna Dahal ◽

Patricia Nahirya-Ntege ◽

...

Keyword(s):

Job Satisfaction ◽

Health Worker ◽

Leadership Style ◽

Health Worker Motivation ◽

Worker Motivation ◽

The Relationship

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How to do (or not to do)… Measuring health worker motivation in surveys in low- and middle-income countries

Health Policy and Planning ◽

10.1093/heapol/czx153 ◽

2017 ◽

Vol 33 (2) ◽

pp. 192-203 ◽

Cited By ~ 12

Author(s):

J Borghi ◽

J Lohmann ◽

E Dale ◽

F Meheus ◽

J Goudge ◽

...

Keyword(s):

Health Worker ◽

Low Income ◽

Health Workers ◽

Poor Quality ◽

Validity And Reliability ◽

High Quality Research ◽

Quality Health Care ◽

Middle Income ◽

Health Worker Motivation ◽

Worker Motivation

Abstract A health system’s ability to deliver quality health care depends on the availability of motivated health workers, which are insufficient in many low income settings. Increasing policy and researcher attention is directed towards understanding what drives health worker motivation and how different policy interventions affect motivation, as motivation is key to performance and quality of care outcomes. As a result, there is growing interest among researchers in measuring motivation within health worker surveys. However, there is currently limited guidance on how to conceptualize and approach measurement and how to validate or analyse motivation data collected from health worker surveys, resulting in inconsistent and sometimes poor quality measures. This paper begins by discussing how motivation can be conceptualized, then sets out the steps in developing questions to measure motivation within health worker surveys and in ensuring data quality through validity and reliability tests. The paper also discusses analysis of the resulting motivation measure/s. This paper aims to promote high quality research that will generate policy relevant and useful evidence.

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The effects of health worker motivation and job satisfaction on turnover intention in Ghana: a cross-sectional study

Human Resources for Health ◽

10.1186/1478-4491-12-43 ◽

2014 ◽

Vol 12 (1) ◽

Cited By ~ 79

Author(s):

Marc Bonenberger ◽

Moses Aikins ◽

Patricia Akweongo ◽

Kaspar Wyss

Keyword(s):

Job Satisfaction ◽

Health Worker ◽

Turnover Intention ◽

Cross Sectional Study ◽

Sectional Study ◽

Cross Sectional ◽

Health Worker Motivation ◽

Worker Motivation

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Approaches to motivate physicians and nurses in low- and middle-income countries: a systematic literature review

Human Resources for Health ◽

10.1186/s12960-020-00522-7 ◽

2021 ◽

Vol 19 (1) ◽

Author(s):

Jaya Gupta ◽

Mariya C. Patwa ◽

Angel Khuu ◽

Andreea A. Creanga

Keyword(s):

Systematic Review ◽

Randomized Trial ◽

Health Worker ◽

Work Motivation ◽

Health Workers ◽

Trial Group ◽

Middle Income ◽

Group Design ◽

Middle Income Countries ◽

Worker Motivation

AbstractPoor health worker motivation, and the resultant shortages and geographic imbalances of providers, impedes the provision of quality care in low- and middle-income countries (LMICs). This systematic review summarizes the evidence on interventions used to motivate health workers in LMICs. A standardized keyword search strategy was employed across five databases from September 2007 -September 2017. Studies had to meet the following criteria: original study; doctors and/or nurses as target population for intervention(s); work motivation as study outcome; study design with clearly defined comparison group; categorized as either a supervision, compensation, systems support, or lifelong learning intervention; and conducted in a LMIC setting. Two independent reviewers screened 3845 titles and abstracts and, subsequently, reviewed 269 full articles. Seven studies were retained from China (n = 1), Ghana (n = 2), Iran (n = 1), Mozambique (n = 1), and Zambia (n = 2). Study data and risk of bias were extracted using a standardized form. Though work motivation was the primary study outcome, four studies did not provide an outcome definition and five studies did not describe use of a theoretical framework in the ascertainment. Four studies used a randomized trial—group design, one used a non-randomized trial—group design, one used a cross-sectional design, and one used a pretest–posttest design. All three studies that found a significant positive effect on motivational outcomes had a supervision component. Of the three studies that found no effects on motivation, two were primarily compensation interventions and the third was a systems support intervention. One study found a significant negative effect of a compensation intervention on health worker motivation. In conducting this systematic review, we found there is limited evidence on successful interventions to motivate health workers in LMICs. True effects on select categories of health workers may have been obscured given that studies included health workers with a wide range of social and professional characteristics. Robust studies that use validated and culturally appropriate tools to assess worker motivation are greatly needed in the Sustainable Development Goals era.

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