Factors influencing attraction and retention of frontline health workers in remote and rural areas in Nigeria: a discrete choice experiment

Okoroafor, Sunny C; Osubor, M; Nwachukwu, Chukwuemeka

doi:10.1057/s41271-022-00351-z

Cited by 5 publications

(3 citation statements)

References 25 publications

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“… 43 , 44 Efforts to improve medical facilities will support the attraction and retention of doctors and dentists in remote areas. 45 , 46 The fulfillment of health facilities, infrastructure and medical devices at the primary healthcare level must be accompanied by increased good governance and financial allocation.…”

Section: Discussionmentioning

confidence: 99%

“…Previous studies have assessed that incentives, both financial and non-financial, have less effect on retention of doctors and dentists. [46][47][48][49] However, the effectiveness of incentives, both financial and non-financial, on retention has been questioned, possibly due to limited work facilities in remote areas. 50 Junior doctors tend to place more importance on incentives than senior doctors.…”

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confidence: 99%

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Retention of Doctors and Dentists to Serve in Remote Areas in Indonesia: A Discrete Choice Experiment

Kurniati,

Efendi,

Ismawiningsih

et al. 2024

JMDH

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Introduction Retaining doctors and dentists in remote areas of Indonesia remains a national priority of the Indonesian government. The purpose of this study was to analyze the interventions for retention of doctors and dentists in remote areas using the discrete choice experiment (DCE) approach. Materials and Methods A DCE was conducted to investigate preferences of doctors and dentists for retention in remote areas. This research was conducted in 78 primary healthcare settings across 15 provinces in Indonesia. The conditional logit model was used to explore stated preferences for each attribute. Results The total number of respondents was 158, including 113 doctors and 45 dentists. In general, doctors placed the highest preference on getting priority for government scholarships to facilitate retention in remote areas (OR=5.65, p<0.001). Specifically, dentists preferred security guarantees from local government (OR = 4.87, p<0.001). Both groups valued having an official residence (OR=3.6, p<0.001) as a factor for retention in remote areas. Conclusion Scholarship, security guarantees, housing facilities, and medical facilities were the most considered factors for retaining doctors and dentists in a remote area. This study confirms the importance of a combination of interventions in maintaining doctors and dentists in remote areas. Policy options in the form of non-financial and financial intervention packages can be combined to improve their retention.

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Section: Discussionmentioning

confidence: 99%

mentioning

confidence: 99%

Retention of Doctors and Dentists to Serve in Remote Areas in Indonesia: A Discrete Choice Experiment

Kurniati,

Efendi,

Ismawiningsih

et al. 2024

JMDH

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“…Согласно S.C. Okoroafor и соавт. (2022, Нигерия, n = 145), вероятность работы в селе увеличивалась в 6,17 раз при наличии школьного образования для детей, в 14,6 раз -при предоставлении жилья и в 14,4 раз -при улучшении условий жилья и работы [21]. В исследовании U. Lawan и соавт.…”

Section: факторы привлечения и удержания медицинских работников в сел...unclassified

Global best practices in recruiting and retaining healthcare workers in rural areas (literature review)

Chigrina¹,

Tyufilin²,

Deev³

et al. 2023

Bûll. sib. med.

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A significant issue for global healthcare is recruitment and retention of doctors and nurses, especially in rural areas. It threatens continuity and accessibility of medical care for a large segment of the population.The aim of this article was to summarize currently available data on healthcare recruitment practices, particularly in rural areas, and key factors influencing retention of healthcare professionals. This will allow to develop evidencebased strategies for recruitment and retention of healthcare workers in the Russian Federation and reduce personnel shortage. International and Russian full-text articles were searched for in PubMed, ScienceDirect, Cochrane Library, Google Scholar, and eLibrary databases.All the studied factors influencing recruitment and retention of healthcare professionals in rural areas were grouped into four main categories: financial, social, professional, and personal. Modern healthcare recruitment strategies were divided into three groups: financial, organizational, and instructional.The review results suggest that the Russian Federation uses the majority of global strategies to recruit and retain healthcare professionals in rural areas. However, there are some activities that have not been adopted in our country. They may be included in healthcare management practices to increase the effectiveness of regional programs for development of human capital in healthcare.

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It is not all about salary: a discrete-choice experiment to determine community health workers’ motivation for work in Nigeria

et al. 2022

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IntroductionCommunity health workers (CHWs) constitute the majority of primary healthcare (PHC) workers in Nigeria, yet little is understood about their motivations or the most effective interventions to meet their needs to ensure quality health coverage across the country. We aimed to identify factors that would motivate CHWs for quality service delivery.MethodsA discrete-choice experiment was conducted among 300 CHWs across 44 PHC facilities in the Federal Capital Territory, Abuja Nigeria. Based on the literature review and qualitative research, five attributes, namely: salary, educational opportunities, career progression and in-service training, housing and transportation, were included in the experiment. CHWs were presented with 12 unlabelled choice sets, using tablet devices, and asked to choose which of two hypothetical jobs they would accept if offered to them, or whether they would take neither job. Mixed multinomial logistic models were used to estimate stated preferences for the attributes and the likely uptake of jobs under different policy packages was simulated.ResultsAbout 70% of the respondents were women and 39% worked as volunteers. Jobs that offered career progression were the strongest motivators among the formally employed CHWs (β=0.33) while the ‘opportunity to convert from CHW to another cadre of health workers, such as nursing’ was the most important motivator among the volunteers’ CHWs (β=0.53). CHWs also strongly preferred jobs that would offer educational opportunities, including scholarship (β=0.31) and provision of transport allowances (β=0.26). Policy scenario modelling predicted combined educational opportunities, career progression opportunities and an additional 10% of salary as incentives was the employment package that would be most appealing to CHWs.ConclusionCHWs are motivated by a mix of non-financial and financial incentives. Policy interventions that would improve motivation should be adequate to address various contexts facing different CHWs and be flexible enough to meet their differing needs.

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Factors influencing attraction and retention of frontline health workers in remote and rural areas in Nigeria: a discrete choice experiment

Cited by 5 publications

References 25 publications

Retention of Doctors and Dentists to Serve in Remote Areas in Indonesia: A Discrete Choice Experiment

Retention of Doctors and Dentists to Serve in Remote Areas in Indonesia: A Discrete Choice Experiment

Global best practices in recruiting and retaining healthcare workers in rural areas (literature review)

It is not all about salary: a discrete-choice experiment to determine community health workers’ motivation for work in Nigeria

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