சுகாதார அமைப்புகள் மற்றும் கொள்கை ஆராய்ச்சி

• ஜர்னல் ஹோம்
• காப்பகம்
ஆசிரியர்கள்
• ஆசிரியர் வழிகாட்டுதல்கள்
• கையெழுத்துப் பிரதியை சமர்ப்பிக்கவும்
விவரம்
• நோக்கம் மற்றும் நோக்கம்
• வெளியீட்டு நெறிமுறைகள்
• சக மதிப்பாய்வு செயல்முறை
• காப்புரிமை
• எங்களை தொடர்பு கொள்ள

சுருக்கம்

Health Care Workers Motivation and Retention Approaches of Health Workers in Ethiopia: A Scoping Review

Abonesh Taye 1, Sudhakar Morankar 2,3, Misra Abdulahi 1, Bitiya Admasu 1, Afework Tadele *1

Abstract Background: Verifying health care workers job satisfaction and motivation in developing countries are important if they must be retained and deliver efficient health services either in the public or private sectors. Objective: To identify factors, context, and processes that influence work motivation and retention approaches of health care workers in Ethiopia. Methods: Scoping review methodology of Joanna Briggs Institute (JBI) was used to identify and collate evidence from studies included in the review. PubMed, Cochrane library, google scholar and google for articles examining mechanism of motivation and retention of health care workers in public institution in Ethiopia data bases were searched. Titles and abstracts were examined for the following search terms; “motivation”, “retention”, “mechanism,” “satisfaction”, “health careworker”, “public”, “institution”, and “Ethiopia”. Result: A total of seven studies were included in the review and the studies are cross-sectional study design. Pleasant nature of work, fair payment/salary, conducive working condition, fair supervision accessible administration & policies, fair workload, care to standard, better achievements, job content are factors associated with health care workers motivation. Intrinsic motivation factors like socio demographic variables were found to be significant predictors that explain the variability in the intrinsic motivation factor score; such as age, sex, the professional category of the respondents and type of health facility where they work, professional training, staffing &work schedule, availability of necessary resources and communication. Continuous development of skill & knowledge through training and satisfaction assessment were associated with staff retention. Intention to leave was associated with job satisfaction. Conclusion: Incentives, staff promotion through different mechanisms, working environments and intrinsic factors were found to be significant predictors of health workers motivation to work. Health system interventions for the retention of health workers should takes solve these factors.