Priorities for research into human resources for health in low- and middle-income countries

Ranson, M. Kent; Chopra, Mickey; Atkins, Salla; Poz, Mário Roberto Dal; Bennett, Sara

doi:10.2471/blt.09.066290

Cited by 103 publications

(102 citation statements)

References 16 publications

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“…There are certain peculiarities common to several Low and Low-Middle Income countries, this has to do with supply of health professionals challenged by demographic trends; an aging population; growing shortages; limited education and training capacities; poor recruitment and retention strategies including out-migration of health professionals; skill-mix imbalance; misdistribution; poor HRH planning; absence of a reliable database; poorly informed policy decisions and slow health system reform (Ranson, Chopra, Atkins, Dal Poz, & Bennett, 2010). The reality, however, is that rich and poor countries alike are desperately short of qualified health personnel and the situation is getting worse rather than better.…”

Section: Introductionmentioning

confidence: 99%

Integrating Herzberg and Social Exchange Theories to Underpinned Human Resource Practices, Leadership Style and Employee Retention in Health Sector

Almaaitah

Harada²,

Sakdan³

et al. 2017

WJBM

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The focus of this review study compliments the ongoing debate on the significance of employee retention in both private and public organizations. The contributions from scholars in retention study are enormous but there are still areas that need deep attention and further exploration. Most of the past studies on employee retention have mainly focus on its impact on outcomes such organizational commitment and organizational citizenship behavior. Thus, ISSN 2377-4622 2017 to further reconfirm the importance of employee retention as a critical determinant of organizational effectiveness, it is essential to test its effect on a broader range of outcome variables. In this study, the role of human resources practices and leadership style are examined to see their effect on employee retention. While most of the extant literature used behavioral theories, this study combined Herzberg two factors (satisfier/motivator and dissatisfier/hygiene) and proposed a symbiotic relationship that could benefit both parties through social exchange theory. This study is limited in scope and context but the contribution to frontier of knowledge for both theory and practice is unparalleled. Health sector employee are limited in number due to duration of course of study and academic rigors involved, thus the limited numbers available are in competitive demand thereby encouraging high job mobility in this sector. Jordanian work force generally aspires to move to the West as ditto most developing countries. Using a well-defined HR practices coupled with leadership style will drastically reduce attrition rate and enhanced employee retention as conceptualized in this study. This will contribute to theory and practice through proactive measures that will not only discourage employee turnover but also enhance productivity. World Journal of Business and Management

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Section: Introductionmentioning

confidence: 99%

Integrating Herzberg and Social Exchange Theories to Underpinned Human Resource Practices, Leadership Style and Employee Retention in Health Sector

Almaaitah

Harada²,

Sakdan³

et al. 2017

WJBM

View full text Add to dashboard Cite

show abstract

“…2 Moreover, better qualified personnel often refuse to work in such locations, and those interested in building their skills are the most likely to seek employment or training opportunities elsewhere. 7 Continued professional development for rural health workers is therefore essential to improve health systems in LMICs, especially decentralised nations with insufficient and/ or poorly qualified personnel. 8 However, traditional faceto-face training can be prohibitively expensive and places significant emphasis on human and financial resources which are often unavailable in large or resource-constrained settings.…”

Section: Introductionmentioning

confidence: 99%

Let’s Take it to the Clouds: The Potential of Educational Innovations, Including Blended Learning, for Capacity Building in Developing Countries

Marrinan

Firth

Hipgrave

et al. 2015

Int J Health Policy Manag

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In modern decentralised health systems, district and local managers are increasingly responsible for financing, managing, and delivering healthcare. However, their lack of adequate skills and competencies are a critical barrier to improved performance of health systems. Given the financial and human resource, constraints of relying on traditional face-to-face training to upskill a large and dispersed number of health managers, governments, and donors must look to exploit advances in the education sector. In recent years, education providers around the world have been experimenting with blended learning; that is, amalgamating traditional face-to-face education with web-based learning to reduce costs and enrol larger numbers of students. Access to improved information and communication technology (ICT) has been the major catalyst for such pedagogical innovations. We argue that with many developing countries already improving their ICT systems, the question is not whether but how to employ technology to facilitate the continuous professional development of district and local health managers in decentralised settings. Keywords: Blended Learning, Decentralisation, Low-and Middle-Income Countries (LMICs), Education, Health Managers Copyright: © 2015 by Kerman University of Medical Sciences Citation: Marrinan H, Firth S, Hipgrave D, Jimenez-Soto E. Let's take it to the clouds: the potential of educational innovations, including blended learning, for capacity building in developing countries.

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“…China's Health and Family Planning Commission is in charge of the employment of health workers in the public sector, while private sector recruitment mainly depends on the market. The attraction and retention capacity of public facilities mainly depends on government investment, since an overwhelming majority of expenditure is allocated to the health workforce [31]. Therefore, those institutions with a more opulent budget will have a greater capacity to attract health workers by offering a decent salary.…”

Section: Supply Sidementioning

confidence: 99%

Modeling the Dynamics and Spillovers of the Health Labor Market: Evidence from China’s Provincial Panel Data

Zhu

Liu

2018

Sustainability

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Abstract:Health workforce misdistribution is a major challenge faced by almost all countries. A more profound understanding of the dynamics of the health labor market provides evidence for policy makers to balance health workforce distribution with solid evidence. However, one major deficit of existing theoretical and empirical studies is that they often ignore the intra-regional spillovers of the health labor market. This study builds a theoretical "supply-demand-spillover" model that considers both intra-regional supply and demand-side factors, and inter-regional spillovers, hence providing a theoretical reference point for further in-depth studies. Using spatial econometric panel models, the effect of all determinants and spillovers were empirically measured based on a Chinese panel data set, shedding light on health workforce policies in China.

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Priorities for research into human resources for health in low- and middle-income countries

Cited by 103 publications

References 16 publications

Integrating Herzberg and Social Exchange Theories to Underpinned Human Resource Practices, Leadership Style and Employee Retention in Health Sector

Integrating Herzberg and Social Exchange Theories to Underpinned Human Resource Practices, Leadership Style and Employee Retention in Health Sector

Let’s Take it to the Clouds: The Potential of Educational Innovations, Including Blended Learning, for Capacity Building in Developing Countries

Modeling the Dynamics and Spillovers of the Health Labor Market: Evidence from China’s Provincial Panel Data

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