Assessing the implementation of performance management of health care workers in Uganda

Lutwama, George William; Roos, Janetta Hendrika; Dolamo, Bethabile Lovely

doi:10.1186/1472-6963-13-355

Cited by 34 publications

(38 citation statements)

References 21 publications

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“…Dissatisfaction with these determinants was also reported in similar studies conducted in sub-Saharan Africa in recent years [15,19,30,44,45]. Even though health workers in Ghana belong to the best paid in Western Africa [46], salary levels, including benefits, are still regarded as being too low - a perception, which is also shared by health workers in other parts of Ghana [47,48].…”

Section: Discussionmentioning

confidence: 75%

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

et al. 2014

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BackgroundMotivation and job satisfaction have been identified as key factors for health worker retention and turnover in low- and middle-income countries. District health managers in decentralized health systems usually have a broadened ‘decision space’ that enables them to positively influence health worker motivation and job satisfaction, which in turn impacts on retention and performance at district-level. The study explored the effects of motivation and job satisfaction on turnover intention and how motivation and satisfaction can be improved by district health managers in order to increase retention of health workers.MethodsWe conducted a cross-sectional survey in three districts of the Eastern Region in Ghana and interviewed 256 health workers from several staff categories (doctors, nursing professionals, allied health workers and pharmacists) on their intentions to leave their current health facilities as well as their perceptions on various aspects of motivation and job satisfaction. The effects of motivation and job satisfaction on turnover intention were explored through logistic regression analysis.ResultsOverall, 69% of the respondents reported to have turnover intentions. Motivation (OR = 0.74, 95% CI: 0.60 to 0.92) and job satisfaction (OR = 0.74, 95% CI: 0.57 to 0.96) were significantly associated with turnover intention and higher levels of both reduced the risk of health workers having this intention. The dimensions of motivation and job satisfaction significantly associated with turnover intention included career development (OR = 0.56, 95% CI: 0.36 to 0.86), workload (OR = 0.58, 95% CI: 0.34 to 0.99), management (OR = 0.51. 95% CI: 0.30 to 0.84), organizational commitment (OR = 0.36, 95% CI: 0.19 to 0.66), and burnout (OR = 0.59, 95% CI: 0.39 to 0.91).ConclusionsOur findings indicate that effective human resource management practices at district level influence health worker motivation and job satisfaction, thereby reducing the likelihood for turnover. Therefore, it is worth strengthening human resource management skills at district level and supporting district health managers to implement retention strategies.

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Section: Discussionmentioning

confidence: 75%

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

et al. 2014

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“…They indicated that their salaries were aligned to their job responsibilities, with a majority disagreeing that all HWs knew their fringe benefits while a majority reported that their organization lacked sufficient promotion opportunities but most were uncertain on whether hard work was acknowledged and rewarded (Lutwama, Roos, & Dolamo, 2013). Contrary findings were made among AMREF health care employees in Kenya where most of the respondents indicated that they neither agreed nor disagreed that the availability of promotion opportunities within the organization influenced the level of their motivation as employees (Njambini, 2014).…”

Section: Discussionmentioning

confidence: 99%

Strengthening Strategic Reward Framework in Health Systems: A Survey of Narok County, Kenya

Momanyi¹,

Adoyo²,

Mwangi³

et al. 2016

GJHS

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Background: Rewards are used to strengthen good behavior among employees based on the general assumption that rewards motivate staff to improve organizational productivity. However, the extent to which rewards influence motivation among health workers (HWs) has limited information that is useful to human resources (HRs) instruments. This study assessed the influence of rewards on motivation among HWs in Narok County, Kenya.Methods: This was a cross-sectional study done in two sub-counties of Narok County. Data on the rewards availability, rewards perceptions and influence of rewards on performance, as well as motivation level of the HWs, was collected using a self-administered questionnaire with HWs. SPSS version 21 was used to analyze descriptive statistics, and factor analysis and multivariate regression using Eigen vectors was used to assess the relationship between the reward intervention and HWs' motivation.Results: A majority of HWs 175 (73.8%) had not received a reward for good performance. Only 3 (4.8%) of the respondents who received rewards were not motivated by the reward they received. Overall, reward significantly predicted general motivation (p-value = 0.009). Conclusion:In Narok County, the HR's instruments have not utilized the reward system known to motivate employees. In the study area, hard work was not acknowledged and rewarded accordingly. In addition, there were not sufficient opportunities for promotion in the county. An increased level of reward has the potential to motivate HWs to perform better. Therefore, providing rewards to employees to increase motivation is a strategy that the Narok County health system and its HR management should utilize.

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“…Nxumalo, Nonhlanhla et al (2018) [8] shared the experiences of implementing a performance assessment practices in a South African district and reported that organisation culture, training, communication and employee unions will influence the implementation of the performance management system. Lutwama et al (2013) [9] noted performance assessment evaluates the employee performance and complements the overall function of the performance management system. However, opined that performance assessment system may not have a significant impact on health professional, and will improve considerably work performance.…”

Section: Review Of Literaturementioning

confidence: 99%

Factos Effecting Performance Management System: An Empirical Analysis With Reference to Health Care Industry Around Hyderabad Metro

Prasad¹,

Rao²,

Vaidya³

2019

IJM

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In this empirical research we are reporting the results of a survey carried out in Healthcare Industry in the Metro city of Hyderabad, whether the performance appraisal management system is effected by the independent factors performance management, improved employee performance and impact of performance appraisal system on employee performance. The authors surveyed 750 staff working in various healthcare centres including hospitals, training centres consisting of 435 men and 315 women employees, to evaluate the how the said factors effect the performance management system in healthcare industry. The reliability statistics Cronbach Alpha, Kaiser-Meyer-Olkin Measure of Sampling Adequacy and Bartlett's tests of sample adequacy, principal component analysis and multiple linear regression analysis carried out. The Cronbach alpha measured at for performance management 0.870 factors for improvement of employee performance 0.776 and factors for Impact of performance appraisal system on organization is 0.742. The KMO-Bartlett tests reveal a strong relationship among the study variables and Bartlett's test of Sphericity is significant (P<0.001) for all the three factors indicating the correlation matrix is not an identify matrix. The multiple regression analysis reveals the three factors significantly influencing the performance management system in healthcare industry in the Metro of Hyderabad.

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Assessing the implementation of performance management of health care workers in Uganda

Cited by 34 publications

References 21 publications

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

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

Strengthening Strategic Reward Framework in Health Systems: A Survey of Narok County, Kenya

Factos Effecting Performance Management System: An Empirical Analysis With Reference to Health Care Industry Around Hyderabad Metro

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