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Health worker motivation in Africa: the role of non-financial incentives and human resource management tools

机译：非洲卫生工作者的激励措施：非财务激励措施和人力资源管理工具的作用

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Background There is a serious human resource crisis in the health sector in developing countries, particularly in Africa. One of the challenges is the low motivation of health workers. Experience and the evidence suggest that any comprehensive strategy to maximize health worker motivation in a developing country context has to involve a mix of financial and non-financial incentives. This study assesses the role of non-financial incentives for motivation in two cases, in Benin and Kenya. Methods The study design entailed semi-structured qualitative interviews with doctors and nurses from public, private and NGO facilities in rural areas. The selection of health professionals was the result of a layered sampling process. In Benin 62 interviews with health professionals were carried out; in Kenya 37 were obtained. Results from individual interviews were backed up with information from focus group discussions. For further contextual information, interviews with civil servants in the Ministry of Health and at the district level were carried out. The interview material was coded and quantitative data was analysed with SPSS software. Results and discussion The study shows that health workers overall are strongly guided by their professional conscience and similar aspects related to professional ethos. In fact, many health workers are demotivated and frustrated precisely because they are unable to satisfy their professional conscience and impeded in pursuing their vocation due to lack of means and supplies and due to inadequate or inappropriately applied human resources management (HRM) tools. The paper also indicates that even some HRM tools that are applied may adversely affect the motivation of health workers. Conclusion The findings confirm the starting hypothesis that non-financial incentives and HRM tools play an important role with respect to increasing motivation of health professionals. Adequate HRM tools can uphold and strengthen the professional ethos of doctors and nurses. This entails acknowledging their professionalism and addressing professional goals such as recognition, career development and further qualification. It must be the aim of human resources management/quality management (HRM/QM) to develop the work environment so that health workers are enabled to meet their personal and the organizational goals.
机译：背景技术发展中国家，特别是非洲的卫生部门存在严重的人力资源危机。挑战之一是卫生工作者的动力不足。经验和证据表明，在发展中国家范围内使卫生工作者动机最大化的任何综合策略都必须包括财政和非财政激励措施的混合。这项研究评估了在贝宁和肯尼亚的两个案例中，非财务激励对激励的作用。方法：研究设计需要对来自农村地区公共，私人和非政府组织设施的医生和护士进行半结构化的定性访谈。卫生专业人员的选择是分层采样过程的结果。在贝宁，对卫生专业人员进行了62次采访。在肯尼亚，获得了37个。个别访谈的结果将得到焦点小组讨论的信息的支持。为了进一步了解情况，对卫生部和地区一级的公务员进行了采访。对访谈材料进行编码，并使用SPSS软件分析定量数据。结果与讨论研究表明，卫生工作者总体上受到其专业意识和与职业道德相关的相似方面的强烈指导。实际上，许多卫生工作者之所以感到沮丧和沮丧，恰恰是因为他们由于缺乏财力和物力以及由于人力资源管理工具使用不当或使用不当而无法满足其职业良心并被阻碍从事职业。该论文还表明，即使使用了某些人力资源管理工具，也可能对卫生工作者的动机产生不利影响。结论研究结果证实了以下假设：非财务激励和人力资源管理工具在增加卫生专业人员的激励方面起着重要作用。适当的人力资源管理工具可以维护和加强医生和护士的职业素养。这需要承认他们的专业水平，并实现职业目标，例如认可，职业发展和进一步的资格认证。开发工作环境必须是人力资源管理/质量管理（HRM / QM）的目标，以便使卫生工作者能够实现其个人和组织目标。

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