Factors influencing the career choice and retention of community mental health workers in Ghana

Abstract

BackgroundWhilst there have been several studies exploring retention in health workers, little is known about health workers engaged in the provision of mental health services and the factors that affect their recruitment and retention.AimsThe objective of this research was to examine the views of stakeholders about the factors which influence career choices and retention of community mental health workers (CMHWs) in Ghana.MethodsWe administered three separate, self-administered, semi-structured questionnaires to 11 psychiatrists, 29 health policy directors and 164 CMHWs across Ghana, including 71 (43.3%) community psychiatric nurses (CPNs), 19 (11.6%) clinical psychiatric officers (CPOs) and 74 (45.1%) community mental health officers (CMHOs).ResultsOverall, 34 (20.7%) of all CMHWs chose to work in mental health because of the job prospects in mental healthcare. Overall, 12 (16.2%) CMHOs, 1 (5.3%) CPO and 20 (28.2%) CPNs reported they had considered leaving the mental health profession because of the stigma, with 4 (36.4%) psychiatrists and 12 (41.4%) health policy coordinators also reporting that they knew some CMHWs who had considered leaving the mental health profession because of stigma. Similarly, 16 (21.6%) CMHOs, 4 (22.1%) CPOs and 38 (53.5%) CPNs said they had considered leaving the mental health profession because of concerns about risk. Furthermore, 6 (54.5%) psychiatrists and 3 (10.3%) health policy directors said they knew some CMHWs who had considered leaving the mental health profession because of concerns about risk. Overall, 61 (37.2%) of CMHWs reported that they have considered leaving the mental health profession for other reasons other than stigma and risk including the following: the lack of support, respect and recognition from healthcare managers, lack of opportunities for professional development and poor conditions of service including low salaries, lack of office and personal accommodation and lack of risk allowance and transportation as well as poor inter-professional relationships.ConclusionsSeveral factors affect the recruitment and retention of CMHWs in Ghana, including the prospects of easy employment, stigma, risk, lack of opportunities for career progression and low salaries.

The predictors of treatment pathways to mental health services among consumers in Ghana

“…22,28 Conversely, the mental health systems in Ghana is challenged with limited and poor management of mental health workforce. 22,[33][34][35][36] This challenge is attributed to the perceived low status of mental health professionals, lack of adequate training as well as misconceptions around mental illness. 22 In addition, the mental health systems are challenged with an irregular supply of medications for mental health services.…”

“…22 In addition, the mental health systems are challenged with an irregular supply of medications for mental health services. 22 The individual factors are ascribed to limited knowledge about appropriate source to seek care, 37 limited support services including family support, perceived stigma and discrimination, poor quality of psychiatric care, limited support for transport to covey service users to psychiatric hospitals and the lack of geographic proximity. 22 people, representing 5.3% of the Brong-Ahafo Region.…”

“…The few existing mental health services were disproportionately distributed in favor of the urban and southern sector of the country . Conversely, the mental health systems in Ghana is challenged with limited and poor management of mental health workforce . This challenge is attributed to the perceived low status of mental health professionals, lack of adequate training as well as misconceptions around mental illness .…”

“…The individual factors are ascribed to limited knowledge about appropriate source to seek care, limited support services including family support, perceived stigma and discrimination, poor quality of psychiatric care, limited support for transport to covey service users to psychiatric hospitals and the lack of geographic proximity …”

Nurse Practitioners’ Job Satisfaction and Associated Factors among Nurses working at the University of Gondar Specialized Hospital: A Cross-sectional Survey study

“…Among the challenges for health organization is to satisfy its employees to come up with the ever-changing and evolving environment, to achieve success and remain in competition to give quality care (6). On the other hand; to increase efficiency, effectiveness, productivity, and job devotion of the employees, the organization must satisfy the needs of its employees by providing good working conditions (7,8).…”