Retention

This study compared the effects of an externship program and a corporate-academic cooperation program on enhancing junior college students’ nursing competence and retention rates in the first 3 months and 1 year of initial employment.

This paper addresses indicators of health worker motivation and assesses associations with quality care and patient safety in Ghana. The aim is to identify interventions at the health worker level that contribute to quality improvement in healthcare facilities. [from abstract]

This protocol outlines a controlled before and after study that will examine the effect of a pay-for-performance incentive program on quality, coverage, and cost of targeted maternal and newborn healthcare services and selected non-targeted services at facilities in Tanzania. [adapted from abstract]

Measurement of health workers’ satisfaction adapted to sub-Saharan African working conditions and cultures is a challenge. The objective of this study was to develop a valid and reliable instrument to measure satisfaction among health professionals in the sub-Saharan African context. [from abstract]

This paper aims to outline the magnitude of unequal health workforce distribution in the developing countries; summarize the evidence on the factors that contribute to these imbalances; present a systematic set of policy interventions that are being implemented to address the problem of recruitment and retention of health workers in rural and remote regions of developing countries; and introduce the Discrete Choice Experiment to elicit health workers’ preferences and factors likely to increase uptake of a rural or remote job. [adapted from abstract]

This study focuses on general practioner (GP) turnover and the determining factors for this in the Netherlands. For two time periods, the authors analysed work perception, objective workload and reasons for leaving, and related these with the probability that GPs would leave general practice at an early age. [adapted from abstract]

Given the complexity of the social, professional and economic factors that influence motivation, this article addresses how institutions make rural job postings more attractive and how they can identify what kinds of incentive packages can attract and motivate young, bright graduates to serve the areas of their country that are most in need. [adapted from author]

To assist in filling the information gap on the reasons for migration and mobility of health workers in six Pacific island countries, the authors designed this survey template to collect information on why health professionals leave service, what they intend doing and where they intend going after leaving. [adapted from author]

A discrete choice experiment was conducted to investigate preferences for job characteristics among nursing students and practicing nurses to determine how these groups vary in their respective preferences and to understand whether differing policies may be appropriate for each group. [from abstract]

The article draws on a policy implementation framework to analyse the implementation of occupation-specific dispensation (OSD), a financial incentive strategy to attract, motivate, and retain health professionals in the public health sector, and seeks to determine whether the manner in which OSD was implemented caused unintended negative consequences. [from author]

The objective of this study was to compare the job satisfaction and intention to leave of different categories of health workers in Tanzania, Malawi, and South Africa. The results caution against generalising about the effectiveness of interventions in different contexts and highlight the need for less standardised and more targeted HRH strategies than has been practised to date. [from abstract]

This quantitative research study used a computerized structured survey containing a discrete choice experiment (DCE) to quantify the importance of different incentives and policies to encourage service to deprived, rural and remote areas by upper-year midwifery students following graduation. [from abstract]

Since 2004, Healthy Child Uganda (HCU) has trained volunteer community health workers in child health promotion in rural southwest Uganda. This study analyses the retention and motivation of volunteer community health workers trained by HCU. It presents retention rates over a 5-year period and provides insight into volunteer motivation. [from abstract]

The authors describe the design of a cluster-randomized controlled study to investigate the role of sustainable institutional incentives to improve management of malaria in peripheral health facilities. This study will demonstrate whether facility-based rather than individual incentives are compelling enough to change provider behavior and whether these incentives lead to cost savings as a result of targeted drug consumption. [from author]

This paper explores the nonfinancial factors that influence health workers’ choice of employer (public, private or nongovernmental organization) or their choice of work location (urban, rural or overseas). [adapted from author]

This study explores the role of provider motivation in the quality of maternal and neonatal care. The main research questions were: which factors motivated these respondents to join the health professions; what is understood by the term motivation; what influences their motivation, job satisfaction and the quality of their care; and which incentives do these providers themselves suggest. [adapted from author]

Although retaining health workers in the health system is difficult, schools can create bridges that shorten the time from graduation to employment and contribute to making the transition a less frustrating experience for graduates and employers. This brief offers 12 suggestions that health professional schools, ministries of health, employer councils, and others can implement. [adapted from author]

This study identifies the implications of different types of supervision for healthcare worker job satisfaction and intention to leave the workplace in Malawi, Tanzania, and Mozambique. [adapted from author]

In East China’s Jiangsu Province, the City of Haimen privatized all 25 township-village health centers in 2002. This study assesses the effect of privatization on staff retention among these health centers. [from abstract]

This chapter surveys experience with performance pay in developing country health programs focusing on four key conceptual issues: what to reward, who to reward, how to reward, and what unintended consequences might performance incentives create. [adapted from abstract]

Using qualitative interviews, the authors aimed to explore factors motivating mental health workers in order to inform interventions to increase recruitment and retention. [from abstract]

This paper describes the development of the Kuopio University Hospital Job Satisfaction Scale and the results of the survey. The scale was developed through a systematic literature review, and its validity and reliability were assessed using several psychometric properties including expert evaluation, a pilot survey, and exploratory factor analysis. [from abstract]

The authors evaluate Autstralia’s Practice Incentives Program which aims to encourage continuing improvements in general practice through financial incentives to support quality care, and improve access and health outcomes for patients. [from introduction]

This report outlines and evaluates a pay-for-performance program designed to strengthen the role of primary health organizations to focus on population health and health inequality programs, and to address problems of service access and lack of coordination between providers. [adapted from introduction]

This study examines the effect of performance incentives for health care providers to provide more and higher quality care in Rwanda on child health outcomes. [from abstract]

The study aims to investigate the relationship between turnover intentions and job satisfaction among Czech and Slovak nurses and to determine how the related variables differ between the two groups. [from abstract]

This study aimed to elucidate the views of staff nurses working in underserved areas, directors of health facilities in underserved areas and key informants from the policy and education arena on issues of staffing and retention of nurses in underserved areas of Jordan. [from abstract]

Moral distress is associated with job dissatisfaction, turnover and early retirement. The objective of this study was to identify individual and job characteristics associated with moral distress in nursing staff. [from abstract]

This article aimed to examine the impact of nursing practice environments, nurse staffing and nurse education on nurse reported intention to leave the hospital; and to provide understanding of which best practices in the organization of nursing care are being implemented to provide sound practice environments and to retain nurses. [from abstract]

This study attempted to identify factors that would influence registered nurses’ decisions to stay with their current employers in the Gauteng Province of South Africa. [from abstract]