Motivations des agents obstétricaux qui décident d’exercer en milieu rural au Niger

Belaid, Loubna; Moha, Mahaman; Dagenais, Christian; Ridde, Valéry

doi:10.3917/spub.180.0141

Cited by 3 publications

(2 citation statements)

References 25 publications

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“…As in high- and middle-income countries, in low-income countries where health workers shortages in rural and remote areas hamper access to care, studies have shown a positive correlation between rural origin, rural exposure and the students’ likelihood of opting for rural practice [25–30]. In a survey among medical and nursing students from nine African and Asia countries, Silvestri et al found that a long duration in a rural setting was likely to anticipate selecting a rural practice [25].…”

Section: Introductionmentioning

confidence: 99%

“…Uganda’s experience of community-based education for undergraduate health professions students’ resulted in an increased proportion of students who expressed intentions to practice in rural areas [29]. In Niger, a study on the motivations of obstetric healthcare personnel to work in rural areas suggests that rural origin may be a motivator for health workers to accept rural posting [30].…”

Section: Introductionmentioning

confidence: 99%

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Rural pipeline and willingness to work in rural areas: Mixed method study on students in midwifery and obstetric nursing in Mali

Sidibé

Touré²,

Broerse

et al. 2019

PLoS ONE

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The availability and retention of healthcare professionals in rural areas and remote areas is a challenge to the health sector worldwide. Attracting people who are most likely to be interested in rural practice can be conducive to the sustainable availability of health services in rural areas where health facilities are typically understaffed and existing professionals often underqualified. This article aims to contribute to the rural pipeline evidence, and reports on the findings of a study that investigated the career choices of midwifery and obstetric nurse students in Mali. The article enquires into the relationship between their intention to practice in rural areas and the different components of the rural pipeline. A mixed method study using a survey, semi-structured interviews, and document analysis was conducted from October to December 2017 on third-year midwifery and obstetric nurse students and school-managers. Descriptive statistics and bivariate analysis were performed for quantitative data, and content analysis was carried out for the qualitative data. Key findings suggest that students prefer urban locations for living and for work. The intention to work in rural areas seems to be influenced by the current living situation (currently living in a rural area) or having attended secondary school or professional training in rural areas.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Rural pipeline and willingness to work in rural areas: Mixed method study on students in midwifery and obstetric nursing in Mali

Sidibé

Touré²,

Broerse

et al. 2019

PLoS ONE

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Retention of healthcare workers 1 year after recruitment and deployment in rural settings: an experience post-Ebola in five health districts in Guinea

Kolie¹,

Pas

Délamou

et al. 2021

Hum Resour Health

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Background Guinea undertook health workforce reform in 2016 following the Ebola outbreak to overcome decades-long shortages and maldistribution of healthcare workers (HCWs). Specifically, over 5000 HCWs were recruited and deployed to rural health districts and with a signed 5-year commitment for rural medical practice. Governance structures were also established to improve the supervision of these HCWs. This study assessed the effects of this programme on local health systems and its influence on HCWs turnover in rural Guinea. Methods An exploratory study design using a mixed-method approach was conducted in five rural health districts. Data were collected through semi-structured questionnaires, in-depth interview guides, and documentary reviews. Results Of the 611 HCWs officially deployed to the selected districts, 600 (98%) took up duties. Female HCWs (64%), assistant nurses (39%), nurses (26%), and medical doctors (20%) represented the majority. Findings showed that 69% of HCWs were posted in health centres and the remaining in district hospitals and the health office (directorate); the majority of which were medical doctors, nurses, and midwives. The deployment has reportedly enhanced quality and timely data reporting. However, challenges were faced by local health authorities in the posting of HCWs including the unfamiliarity of some with primary healthcare delivery, collaboration conflicts between HCWs, and high feminization of the recruitment. One year after their deployment, 31% of the HCWs were absent from their posts. This included 59% nurses, 29% medical doctors, and 11% midwives. The main reasons for absenteeism were unknown (51%), continuing training (12%), illness (10%), and maternity leave (9%). Findings showed a confusion of roles and responsibilities between national and local actors in the management of HCWs, which was accentuated by a lack of policy documents. Conclusion The post-Ebola healthcare workers policy appears to have been successfully positive in the redistribution of HCWs, quality improvement of staffing levels in peripheral healthcare facilities, and enhancement of district health office capacities. However, greater attention should be given to the development of policy guidance documents with the full participation of all actors and a clear distinction of their roles and responsibilities for improved implementation and efficacy of this programme.

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Reconnaissance « sociale » au travail, motivation intrinsèque et performance des agents d’un hôpital public sénégalais

Fall,

Ndao

2024

Gestion Et Management Public

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Cette recherche examine les relations entre la reconnaissance de la part des supérieurs hiérarchiques, la motivation intrinsèque et la performance au travail. Elle soulève une problématique partiellement explorée en comportement organisationnel, notamment dans le milieu hospitalier. Prenant appui sur un échantillon de 158 agents d’un hôpital public sénégalais, cette recherche apporte un début de réponse à de nombreux travaux théoriques qui aboutissent à la conclusion d’un effet potentiellement plus puissant de la reconnaissance dite sociale, comparativement à la reconnaissance dite financière. Les résultats, issus d’une modélisation par équations structurelles sous LISREL, complétée par une analyse des effets indirects (Hayes, 2013), montrent que la reconnaissance de la part des supérieurs hiérarchiques peut effectivement constituer un déterminant majeur de la motivation et de la performance au travail. En effet, cette forme de reconnaissance au travail présente un fort pouvoir explicatif de la motivation et de la performance des agents. Plus précisément, elle est fortement associée à leur motivation intrinsèque et à leur performance dans la tâche. Elle explique au moins 23 % de la variation de la motivation des agents et plus de 74 % de leur performance dans la tâche lorsque ces derniers sont intrinsèquement motivés. Par conséquent, cette recherche apporte un soutien empirique notable à de nombreuses avancées théoriques, non encore élucidées d’un point de vue pratique. Elle permet, en revanche, de noter que l’influence positive de la reconnaissance de la part des supérieurs hiérarchiques sur la performance au travail dépend, en réalité, du type de performance évaluée : performance dans la tâche ou performance contextuelle. Parallèlement, cette recherche met en évidence le rôle déterminant de la motivation intrinsèque pour favoriser la performance des agents. Elle implique ainsi des contributions théoriques et managériales quasi inédites, résultant d’une recherche dont les prémisses théoriques n’ont pas encore suffisamment de réponses.

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Motivations des agents obstétricaux qui décident d’exercer en milieu rural au Niger

Cited by 3 publications

References 25 publications

Rural pipeline and willingness to work in rural areas: Mixed method study on students in midwifery and obstetric nursing in Mali

Rural pipeline and willingness to work in rural areas: Mixed method study on students in midwifery and obstetric nursing in Mali

Retention of healthcare workers 1 year after recruitment and deployment in rural settings: an experience post-Ebola in five health districts in Guinea

Reconnaissance « sociale » au travail, motivation intrinsèque et performance des agents d’un hôpital public sénégalais

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