Identifying and confirming demotivating factors for village health workers in rural communities of Bhutan

Tshering, Dolley; Tejativaddhana, Phudit; Siripornpibul, Taweesak; Cruickshank, Mary; Briggs, David

doi:10.1002/hpm.2668

Cited by 4 publications

(7 citation statements)

References 25 publications

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“…The respondents received and returned the questionnaires through the Ministry of Health of Timor‐Leste. Confirmatory factor analysis (CFA) was used to confirm the validity and reliability of tools . The four steps to do CFA are as follows.…”

Section: Methodsmentioning

confidence: 99%

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An assessment of management competencies for primary health care managers in Timor‐Leste

Lopes

Narattharaksa

Siripornpibul

et al. 2019

Health Planning & Management

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Summary Background This study aims to assess the levels of management competencies of primary health care (PHC) managers in Timor‐Leste. Timor‐Leste is a young country. It has made important improvements in reconstructing its health system since its independence in 2002. However, most managers still learn through their failures, and few studies have described the perceptions of managers in Timor‐Leste. Methods This study used quantitative methods, using a cross‐sectional survey involving a structured self‐administered questionnaire. The Cochran formula was used in calculating the sample size. The sample included 183 PHC managers in Timor‐Leste. Stratified random sampling was adopted to conduct the survey. The researcher used confirmatory factor analysis (CFA) to confirm the validity and reliability of the tools and create new dimensions. The data were analyzed using the frequency and percentage. Results This study was initially designed to include seven dimensions, but after confirming it using the CFA, it was reduced to six dimensions. The result of CFA was used. This study found that PHC managers in Timor‐Leste had rated themselves “not competent” in knowing the organization, professionalism in the workplace, problem solving on financial management, and effective leadership and only “competent” in managing human resources and communicating effectively. Conclusion This study determined that policy makers and stakeholders must give more attention to knowing the organization, professionalism in the workplace, problem solving on financial management, and effective leadership. Managers need to be competent and have various skills to perform managerial functions effectively and efficiently.

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Section: Methodsmentioning

confidence: 99%

“…Confirmatory factor analysis (CFA) was used to confirm the validity and reliability of tools. [25][26][27][28] The four steps to do CFA are as follows.…”

Section: Methodsmentioning

confidence: 99%

An assessment of management competencies for primary health care managers in Timor‐Leste

Lopes

Narattharaksa

Siripornpibul

et al. 2019

Health Planning & Management

Self Cite

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“…Job dissatisfaction further found to be an important factor in the turnover or resignation of managers 42 . Factors such as adequate salary and allowances, proper and timely appreciation, job stability, and top management support are expected to effectively increase job satisfaction 43–48 . As such, managers turnover in a reasonable time can increase their job satisfaction, 49 as a long‐term tenure might be associated with decreased job satisfaction 23 .…”

Section: Discussionmentioning

confidence: 99%

“…42 Factors such as adequate salary and allowances, proper and timely appreciation, job stability, and top management support are expected to effectively increase job satisfaction. [43][44][45][46][47][48] As such, managers turnover in a reasonable time can increase their job satisfaction, 49 as a long-term tenure might be associated with decreased job satisfaction. 23 Managers' efforts to improve the hospital efficiency should be valued and acknowledged by top authorities.…”

Section: Discussionmentioning

confidence: 99%

Reasons for turnover of hospital managers in Iran: A qualitative study

Manshadi

Mosadeghrad

Jaafaripooyan

2022

Health Planning & Management

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Background Managerial stability is believed to play a crucial role in the success of health care organisations and health managers. High managerial turnover seems to be a common phenomenon of the Iranian health system. This study thus aimed to investigate the reasons for managerial turnover in Iranian hospitals. Methods Following a qualitative approach, 53 semi‐structured interviews were conducted with different managerial levels in the hospitals, the high officials of medical universities, and health policymakers. Interviewees were selected using the purposive sampling techniques. Interviews were continued up to the data saturation. Data analysis was conducted thematically using MAXQDA 10. Results Four groups of reasons were identified leading into the managerial turnover in hospitals, ranging from the micro to macro level factors, that is, those related to the managers, hospitals, medical universities, and the country. Insufficient support from the officials, managerial poor performance, conflict with other managers and colleagues, changes of senior managers, and presidential and parliamentary elections representing the key reasons underlying the turnover of hospital managers in Iran. Conclusion Given the variety of reasons emerged behind the managerial turnover, the efforts to improve the awareness and engage the all actors ranging from health policymakers to organisational decision‐makers could be a valuable step to regulate and optimise the managerial turnover and stability in health care organisations in order to enhance the productivity and accountability in healthcare industry, particularly in the hospitals.

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“…Inadequate compensation can be a major problem and has been reported in other countries e.g. Bhutan and Uganda [28, 30, 31]. Both financial and non-financial incentives have been shown to promote productivity by CHWs [30-32].…”

Section: Discussionmentioning

confidence: 99%

Expanding the role of village malaria workers in Cambodia: implementation and evaluation of four health education packages

Betrian

Umans

Vanna³

et al. 2023

Preprint

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Background: Early access to correct diagnosis and appropriate treatment is essential for malaria elimination, and in Cambodia this relies on village malaria workers (VMWs). Decreasing malaria transmission leave VMWs with diminished roles. Activities related to the control of other health conditions could keep these community health workers relevant. Methods: During 2022, 120 VMWs attended training at local health centres on four health education packages: 1. hygiene and sanitation; 2. disease surveillance; 3. management of mild illness; 4. vaccination and antenatal care. All training and evaluation sessions were documented through meeting minutes, and 19 focus group discussions (FGDs) were conducted among VMWs and health centre personnel. Audio-records of FGDs were transcribed and translated in English and underwent thematic analysis. Results: VMWs reported strong interest in the training and welcomed the expansion of their roles thus assuring their continued relevance. VMWs prioritized disease surveillance and management of mild illness among the available training packages because these topics were seen as most relevant. While training was considered comprehensible and important, the low literacy among VMWs was an impediment suggesting training materials need to be delivered visually. Since VMWs have limited resources, incentives could ensure that VMWs are motivated to undertake additional roles and responsibilities. Conclusions: The transformation of VMWs into community health workers with roles beyond malaria is a promising approach for sustaining health care provision in remote areas. Training needs to consider the low scientific literacy, time constraints and limited resources of VMWs.

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Identifying and confirming demotivating factors for village health workers in rural communities of Bhutan

Cited by 4 publications

References 25 publications

An assessment of management competencies for primary health care managers in Timor‐Leste

An assessment of management competencies for primary health care managers in Timor‐Leste

Reasons for turnover of hospital managers in Iran: A qualitative study

Expanding the role of village malaria workers in Cambodia: implementation and evaluation of four health education packages

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