Retention

The objective of the study was to identify a package for attracting and retaining health workers in underserved areas. [from abstract]

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]

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]

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]

Inspired by the observation that providing care is based on the duration of practices, tasks and processes (issues of time) rather than exchange values (wages), this paper focuses on the influence of working-time characteristics and wages on an employee’s intention to stay. [from abstract]

This study assessed occupational stress and job satisfaction among nurses working in tertiary care hospitals and
to find out correlation between occupational stress and job satisfaction among nurses. [adapted from abstract]

The pap er studies the effects of a financing mechanism for the health sector in which governmental payment to health facilities is contingent up on the number of patients for some predetermined health services, as opposed to a fixed payment. [from abstract]

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]

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]

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]

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]

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

This article analyses (1) how financial incentives (salary top-ups) and non-financial incentives (housing and education) affect nurses’ willingness to work in remote areas of Tanzania and (2) how the magnitude of the incentives needed to attract health workers varies with the nurses’ geographic origin and their intrinsic motivation. [from abstract]

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]

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.

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]

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.

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]

The purpose of this paper is to analyze two important outcomes of individual skills-based volunteerism, job performance and life satisfaction, among healthcare volunteers in Malaysia. [adapted from abstract]

This study aimed to explore sources of community health worker motivation to inform programs in Tanzania and similar contexts. [from abstract]

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]

The aim of this study was to evaluate job satisfaction of all staff working at a Finnish university hospital, identify differences in job satisfaction between staff groups, and explore the relationship between their self-evaluated quality of work and job satisfaction. [from abstract]

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

This paper presents a framework for assessing the interactions between performance-based financing (meaning performance-based incentives are earned by service providers) and health systems, focusing on low and middle income countries in order to develop a framework for monitoring and evaluating health system reforms in general. [adapted from author]

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]

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]

This review highlights the key strengths and weaknesses associated with performance-based funding (PBF) schemes in their use in low- and middle-income countries. It illustrates the theoretical thinking behind PBF implementation. It also seeks to draw out analysis of the role of African actors in global health diplomacy and decision-making surrounding PBF. [from summary]

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]

The aim of this study is to examine the preferences of general practitioners (GPs) for rural location using a discrete choice experiment to estimate the probabilities of moving to a rural area, and the size of financial incentives GPs would require to move there. [adapted from abstract]

This study investigates the causes of migration focusing on the role of salaries and benefits. Health professionals from public, private and non-governmental health facilities located in selected peri-urban and urban areas in KwaZulu-Natal, South Africa were surveyed about their current positions and attitudes toward migration. [from abstract]