The effects of health worker motivation and job satisfaction on turnover intention in Ghana: a cross-sectional study

Abstract

BackgroundMotivation and job satisfaction have been identified as key factors for health worker retention and turnover in low- and middle-income countries. District health managers in decentralized health systems usually have a broadened ‘decision space’ that enables them to positively influence health worker motivation and job satisfaction, which in turn impacts on retention and performance at district-level. The study explored the effects of motivation and job satisfaction on turnover intention and how motivation and satisfaction can be improved by district health managers in order to increase retention of health workers.MethodsWe conducted a cross-sectional survey in three districts of the Eastern Region in Ghana and interviewed 256 health workers from several staff categories (doctors, nursing professionals, allied health workers and pharmacists) on their intentions to leave their current health facilities as well as their perceptions on various aspects of motivation and job satisfaction. The effects of motivation and job satisfaction on turnover intention were explored through logistic regression analysis.ResultsOverall, 69% of the respondents reported to have turnover intentions. Motivation (OR = 0.74, 95% CI: 0.60 to 0.92) and job satisfaction (OR = 0.74, 95% CI: 0.57 to 0.96) were significantly associated with turnover intention and higher levels of both reduced the risk of health workers having this intention. The dimensions of motivation and job satisfaction significantly associated with turnover intention included career development (OR = 0.56, 95% CI: 0.36 to 0.86), workload (OR = 0.58, 95% CI: 0.34 to 0.99), management (OR = 0.51. 95% CI: 0.30 to 0.84), organizational commitment (OR = 0.36, 95% CI: 0.19 to 0.66), and burnout (OR = 0.59, 95% CI: 0.39 to 0.91).ConclusionsOur findings indicate that effective human resource management practices at district level influence health worker motivation and job satisfaction, thereby reducing the likelihood for turnover. Therefore, it is worth strengthening human resource management skills at district level and supporting district health managers to implement retention strategies.

The Impact of Work-Life Balance on Employees’ Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment

“…Several studies have confirmed the negative relation of job satisfaction and turnover intention. [34][35][36]. Employees with low job satisfaction decide to quit the organization in the hope of finding a more satisfactory job.…”

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“…Employees are the most significant resources of healthcare organizations depend on its workforce job satisfaction. A study conducted by Bonenberger [1] findings suggest that the "Effective human resource management practices at district level influence health worker motivation and job satisfaction, thereby reducing the likelihood for turnover". Effective management is crucial to improve the nature of working relationship of employee with their employing organization.…”

Altruism and Primary Healthcare Workers’ Job Satisfaction: Findings from Central Vietnam

“…In Vietnam, limited research has examined healthcare workers' job satisfaction, the findings suggest that job satisfaction is low because of insufficient salaries and benefits, poor facilities and equipment, and a lack of professional development opportunities (Tran, Van, & Hinh, 2013;Nguen, Duong, & Vu, 2016). These findings concur with the results of studies conducted in other developing countries such as Uganda (Luboga, Hagopian, Ndiku, Bancroft, & McQuide, 2011), Senegal (Rouleau, Fournier, Philibert, Mbengue, & Dumont, 2012), Tanzania (Mbaruku, Larson, Kimweri, & Kruk., 2014), Afghanistan, Malawi (Fogarty et al, 2014), and Ghana (Bonenberger, Aikins, Akweongo, & Wyss, 2014).…”