Nigerian resident doctors on strike: insights from and policy implications of job satisfaction among resident doctors in a Nigerian teaching hospital

Akinyemi, Oluwaseun; Atilola, Olayinka

doi:10.1002/hpm.2141

Cited by 29 publications

(24 citation statements)

References 46 publications

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“…(e.g. [ 74 , 77 , 85 , 90 , 93 , 104 , 106 – 108 , 113 , 118 , 130 , 131 , 138 , 139 , 142 , 143 , 149 , 153 , 157 , 159 , 165 , 174 ]). These bundles are mainly linked to positive employee outcomes (e.g., improved job satisfaction, retention, and performance) and to a lesser extent to organizational outcomes.…”

Section: Resultsmentioning

confidence: 99%

The effect of human resource management on performance in hospitals in Sub-Saharan Africa: a systematic literature review

2018

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Hospitals in Sub-Saharan Africa (SSA) face major workforce challenges while having to deal with extraordinary high burdens of disease. The effectiveness of human resource management (HRM) is therefore of particular interest for these SSA hospitals. While, in general, the relationship between HRM and hospital performance is extensively investigated, most of the underlying empirical evidence is from western countries and may have limited validity in SSA. Evidence on this relationship for SSA hospitals is scarce and scattered. We present a systematic review of empirical studies investigating the relationship between HRM and performance in SSA hospitals.Following the PRISMA protocol, searching in seven databases (i.e., Embase, MEDLINE, Web of Science, Cochrane, PubMed, CINAHL, Google Scholar) yielded 2252 hits and a total of 111 included studies that represent 19 out of 48 SSA countries.From a HRM perspective, most studies researched HRM bundles that combined practices from motivation-enhancing, skills-enhancing, and empowerment-enhancing domains. Motivation-enhancing practices were most frequently researched, followed by skills-enhancing practices and empowerment-enhancing practices. Few studies focused on single HRM practices (instead of bundles). Training and education were the most researched single practices, followed by task shifting.From a performance perspective, our review reveals that employee outcomes and organizational outcomes are frequently researched, whereas team outcomes and patient outcomes are significantly less researched. Most studies report HRM interventions to have positively impacted performance in one way or another. As researchers have studied a wide variety of (bundled) interventions and outcomes, our analysis does not allow to present a structured set of effective one-to-one relationships between specific HRM interventions and performance measures. Instead, we find that specific outcome improvements can be accomplished by different HRM interventions and conversely that similar HRM interventions are reported to affect different outcome measures.In view of the high burden of disease, our review identified remarkable little evidence on the relationship between HRM and patient outcomes. Moreover, the presented evidence often fails to provide contextual characteristics which are likely to induce variety in the performance effects of HRM interventions. Coordinated research efforts to advance the evidence base are called for.Electronic supplementary materialThe online version of this article (10.1186/s12960-018-0298-4) contains supplementary material, which is available to authorized users.

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Section: Resultsmentioning

confidence: 99%

The effect of human resource management on performance in hospitals in Sub-Saharan Africa: a systematic literature review

2018

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“…The focus of health service delivery should be on teamwork, rather than factional or individual strengths. Many have argued that this is perhaps the single most important factor in Nigeria, and until agreeable solutions are found across various professional groups, the Nigerian health system may continue to suffer from repeated and avoidable disruption of health service delivery [21]. …”

Section: Discussionmentioning

confidence: 99%

“…While these need to be addressed urgently, there is also the need to strategically adopt broader range of motivational factors [22]. Some authors have suggested that one basic way to address conflicts among health professionals and possibly stem industrial disputes is to introduce an evenly spread non-financial benefits to the health workforce [21]. This may be in form of career development, special skills acquisition and other varieties of human capacity development programmes.…”

Section: Discussionmentioning

confidence: 99%

Health workforce and governance: the crisis in Nigeria

et al. 2017

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BackgroundIn Nigeria, several challenges have been reported within the health sector, especially in training, funding, employment, and deployment of the health workforce. We aimed to review recent health workforce crises in the Nigerian health sector to identify key underlying causes and provide recommendations toward preventing and/or managing potential future crises in Nigeria.MethodsWe conducted a scoping literature search of PubMed to identify studies on health workforce and health governance in Nigeria. A critical analysis, with extended commentary, on recent health workforce crises (2010–2016) and the health system in Nigeria was conducted.ResultsThe Nigerian health system is relatively weak, and there is yet a coordinated response across the country. A number of health workforce crises have been reported in recent times due to several months’ salaries owed, poor welfare, lack of appropriate health facilities and emerging factions among health workers. Poor administration and response across different levels of government have played contributory roles to further internal crises among health workers, with different factions engaged in protracted supremacy challenge. These crises have consequently prevented optimal healthcare delivery to the Nigerian population.ConclusionsAn encompassing stakeholders’ forum in the Nigerian health sector remain essential. The national health system needs a solid administrative policy foundation that allows coordination of priorities and partnerships in the health workforce and among various stakeholders. It is hoped that this paper may prompt relevant reforms in health workforce and governance in Nigeria toward better health service delivery in the country.

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“…The embitterment of not being treated equally by the government was de‐motivating. Other studies have also shown that such disparities have resulted in health workers migrating from state‐owned rural facilities to federal‐owned tertiary ones located in urban areas (Akinyemi and Atilola, ). Key informant interviews also confirmed that remuneration packages for the same cadre and grade of health worker differed by the type of facility, typically being higher for tertiary and secondary.…”

Section: Discussionmentioning

confidence: 99%

Primary health care workers' views of motivating factors at individual, community and organizational levels: a qualitative study from Nasarawa and Ondo states, Nigeria

Bhatnagar

Gupta

Alonge

et al. 2016

Int J Health Plann Mgmt

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Nigerian resident doctors on strike: insights from and policy implications of job satisfaction among resident doctors in a Nigerian teaching hospital

Cited by 29 publications

References 46 publications

The effect of human resource management on performance in hospitals in Sub-Saharan Africa: a systematic literature review

The effect of human resource management on performance in hospitals in Sub-Saharan Africa: a systematic literature review

Health workforce and governance: the crisis in Nigeria

Primary health care workers' views of motivating factors at individual, community and organizational levels: a qualitative study from Nasarawa and Ondo states, Nigeria

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