Retention

Supervising Community Health Workers in Low-Income Countries – A Review of Impact and Implementation Issues

To determine the impact of supervision strategies used in low- and middle-income countries and discuss implementation and feasibility issues with a focus on [Community Health Workers]. [Adapted from abstract]

Migration of Health Workers: The WHO Code of Practice and the Global Economic Crisis

This publication provides insights into steps taken to implement the Code globally and it features detailed experiences from 13 countries. It also gives other countries valuable guidance and recommendations on how they, too, can implement the Code of Practice. [adapted from introduction]

An Exploratory Analysis of the Regionalization Policy for the Recruitment of Health Workers in Burkina Faso

The idea for this policy emerged after finding a highly uneven distribution of health personnel across urban and rural areas, the availability of a large number of health officers in the labour market, and the opportunity given to the Ministry of Health by the government to recruit personnel through a specific budget allocation. [from abstract]

Evaluation of Recruitment and Retention Strategies for Health Workers in Rural Zambia

The purpose of this study was to determine the impacts of the various health worker retention strategies on health workers in two rural districts of Zambia. [from abstract]

Addressing the human resources for health crisis through task-shifting and retention: results from the Africa Health Systems Initiative Support to African Research Partnerships program

The task-shifting and retention and recruitment research conducted within the context of the AHSI-RES program has uncovered important areas of focus for refining current human resources for health strategies, and approaches to evaluate whether these are producing the intended results. [from paper]

Turn-Over Rate of Academic Faculty at the College of Health Sciences, Addis Ababa University: a 20-year Analysis (1991 to 2011)

This paper calculates the faculty turnover rate at the College of Health Sciences of Addis Ababa University during the period of September 1991 to August 2011. [from abstract]

Right Time, Right Place: Improving Access to Health Service Through Effective Retention and Distribution of Health Workers

This series draws from studies in a range of countries and provides new insights into what can be done to improve access to health through more effective human resources policies, planning and management. The primary focus is on health workforce distribution and retention. [from abstract]

What Makes Staff Consider Leaving the Health Service in Malawi?

This study aims to highlight these demotivating factors by exploring the critical aspects that influence [Mid-Level Providers’] intention to leave their jobs [from abstract]

For More Than Love or Money: Attitudes of Student and In-Service Health Workers Towards Rural Service in India

In India, there is a constant tug of war in national policy on “Which health worker is needed in rural areas?” and “Who can, realistically, be got there?” In this article, we try to inform this debate by juxtaposing perspectives of three cadres involved in primary care in India—allopathic, ayurvedic and nursing—on rural service. We also identify key incentives for improved rural retention of these cadres. [adapted from abstract]

Human Resource Management Practices in a Medical Complex in the Eastern Cape, South Africa: Assessing Their Impact on the Retention of Doctors

To explore the key human resource (HR) practices affecting doctors in a medical complex in the Eastern Cape, South Africa. [from abstract]

Analysis of Human Resources for Health Strategies and Policies in 5 countries in Sub-Saharan Africa, in Response to GFATM and PEPFAR-funded HIV-activities

A multi-country study was conducted from 2007 to 2011 in 5 countries (Angola, Burundi, Lesotho, Mozambique and South Africa), to assess the impact of GHIs on the health system, using a mixed methods design. This paper focuses on the impact of GFATM and PEPFAR on HRH policies. [from abstract]

Rural Allied Health Scholarships: Do They Make a Difference?

Specifically this study aimed to examine the profile of the QHRSS-AH recipients from 2000 to 2010 including graduate recruitment outcomes and retention within the scholarship program. It also explored the influence of the QHRSS-AH on early career practice location decisions and the features of the scheme that influenced motivation to be involved as either a scholarship holder or manager, perceived barriers to employment of scholarship holders in rural or remote services, experiences of scholarship holders as new graduates in rural and remote services and views on support requirements.

Recruitment and Retention of Rural Nursing Students: a Retrospective Study

The purpose of this study was to compare rural and urban nursing students in relation to application, admission, and retention/graduation trends at a metropolitan state university in the Pacific Northwest area of the USA. [from abstract]

Supporting the Social Service Workforce: Attracting and Retaining Workers in Underserved Areas

The Global Social Service Workforce Alliance hosted this webinar to discuss tools for attracting and supporting the social service workforce in underserved areas. The complete recording, transcript and a compilation of related resources is available.

Development of a Brief Instrument for Assessing Healthcare Employee Satisfaction in a Low-Income Setting

The authors sought to develop a healthcare employee satisfaction survey for use in hospitals and health centers throughout Ethiopia to improve retention of health care workers. [adapted from abstract]

Interventions to Improve Motivation and Retention of Community Health Workers Delivering Integrated Community Case Management (iCCM): Stakeholder Perceptions and Priorities

This work reports the results of semi-structured interviews with 15 international stakeholders, selected because of their experiences in community health worker program implementation, to elicit their views on strategies that could increase community health worker motivation and retention. [from abstract]

National Study on Nurses' Retention in Healthcare Facilities in Underserved Areas in Lebanon

This study investigates the characteristic and the factors associated with the retention of nurses working in rural areas in Lebanon. [from abstract]

Interventions for Supporting Nurse Retention in Rural and Remote Areas: An Umbrella Review

This umbrella review aims to synthesize the current evidence on the effectiveness of interventions to promote nurse retention in rural or remote areas, and to present a taxonomy of potential strategies to improve nurse retention in those regions. [from abstract]

Experiences of Non-Resident Nurses in Australia's Remote Northern Territory

The purpose of this research was to assess the extent to which the use of non-resident labor in the health sector, specifically non-resident nurses, might address the well-known barriers to recruitment and retention of remote health professionals [from author]

Factors Affecting Job Satisfaction and Retention of Medical Laboratory Professionals in Seven Countries of Sub-Saharan Africa

This article reports on a survey implemented in seven Sub-Saharan African countries developed to assess the factors responsible for job satisfaction and retention as a key component for tailoring specific interventions aiming at improving the overall impact of health programs. [adapted from abstract]

Comparative Study of an Externship Program Versus a Corporate-Academic Cooperation Program for Enhancing Nursing Competence of Graduating Students

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.

How to Recruit and Retain Health Workers in Rural and Remote Areas in Developing Countries

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]

Motives for Early Retirement of Self-Employed GPs in the Netherlands: A Comparison of Two Time Frames

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]

Why Do They Leave and Where Do They Go? Exit Interviewing of Resigning Staff

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]

Poor Retention Does Not Have to be the Rule: Retention of Volunteer Community Health Workers in Uganda

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]

Bridges to Health Worker Employment

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]

Critical Role of Supervision in Retaining Staff in Obstetric Services: A Three Country Study

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]

Staff Retention after the Privatization of Township-Village Health Centers: A Case Study from the Haiman City of East China

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]

Recruitment and Retention of Mental Health Workers in Ghana

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]

Challenges of Working in Underserved Areas: A Qualitative Exploratory Study of Views of Policy Makers and Professionals

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]