Work Absenteeism amongst Health Care Workers in a Tertiary Health Institution in Sokoto, Nigeria

Oche, Oche Mansur; Oladigbolu, R. A.; Ango, Jessica Timane; Okafoagu, Nneka Christina; Ango, UM

doi:10.9734/jammr/2018/40467

Cited by 15 publications

(23 citation statements)

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“…This study was conducted to determine the prevalence, frequency, duration, and reasons for MC and EL (unplanned absenteeism) and further identify their determinants particularly related to workplace and non-workplace stressors. It was found that almost half of respondents reported ever taking MC or EL which is similar with another study [ 32 ]. The mean frequency of MC and EL were two days each, while the mean duration of MC and EL were four and two days, respectively.…”

Section: Discussionsupporting

confidence: 88%

Unplanned Absenteeism: The Role of Workplace and Non-Workplace Stressors

Saruan

Yusoff

Fauzi

et al. 2020

IJERPH

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Unplanned absenteeism (UA), which includes medically certified leave (MC) or emergency leave (EL), among nurses may disturb the work performance of their team and disrupt the quality of patient care. Currently, there is limited study in Malaysia that examines the role of stressors in determining absenteeism among nurses. Therefore, apart from estimating the prevalence and the reasons of UA among nurses in Malaysia, this study aims to determine its stressor-related determinants. A cross-sectional study was conducted among 697 randomly sampled nurses working in Selangor, Malaysia. Most of them were female (97.3%), married (83.4%), and working in shifts (64.4%) in hospital settings (64.3%). In the past year, the prevalence of ever taking MC and EL were 49.1% and 48.4%, respectively. The mean frequency of MC and EL were 1.80 (SD = 1.593) and 1.92 (SD = 1.272) times, respectively. Meanwhile, the mean duration of MC and EL were 4.24 (SD = 10.355) and 2.39 (SD = 1.966) days, respectively. The most common reason for MC and EL was unspecified fever (39.2%) and child sickness (51.9%), respectively. The stressor-related determinants of durations of MC were inadequate preparation at the workplace (Adj.b = −1.065) and conflict with doctors (adjusted regression coefficient (Adj.b) = 0.491). On the other hand, the stressor-related determinants of durations of EL were conflict with spouse (Adj.b = 0.536), sexual conflict (Adj.b = −0.435), no babysitter (Adj.b = 0.440), inadequate preparation at workplace (Adj.b = 0.257), lack of staff support (Adj.b = −0.190) and conflict with doctors (Adj.b = −0.112). The stressor-related determinants of the frequency of MC were conflicts over household tasks (Adj.b = −0.261), no time with family (Adj.b = 0.257), dangerous surroundings (Adj.b = 0.734), conflict with close friends (Adj.b = −0.467), and death and dying (Adj.b = 0.051). In contrast, the stressor-related determinants of frequency of EL were not enough money (Adj.b = −0.334), conflicts with spouse (Adj.b = 0.383), pressure from relatives (Adj.b = 0.207), and inadequate preparation (Adj.b = 0.090). In conclusion, apart from the considerably high prevalence of unplanned absenteeism and its varying frequency, duration and reasons, there is no clear distinction in the role between workplace and non-workplace stressors in determining MC or EL among nurses in Malaysia; thus, preventive measures that target both type of stressors are warranted. Future studies should consider longitudinal design and mixed-method approaches using a comprehensive model of absenteeism.

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Section: Discussionsupporting

confidence: 88%

Unplanned Absenteeism: The Role of Workplace and Non-Workplace Stressors

Saruan

Yusoff

Fauzi

et al. 2020

IJERPH

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“…Some earlier studies tend to discuss these types of corruption as challenges facing the health sector. 26,36 Our approach to identifying and discussing the types of corruption explicitly consider the practices as corruption and helped raised consciousness that perpetrators are often frontline staff.…”

Section: Summary Limitations and Outlookmentioning

confidence: 99%

“…12 , 31 Absenteeism by health workers has also been reported in several parts of the country, with sickness and poor social and physical environment identified as underlying factors. 36 , 37 There is also evidence of informal payments in Nigeria, specifically in relation to malaria treatment. 26 …”

Section: Summary Limitations and Outlookmentioning

confidence: 99%

Where Do We Start? Building Consensus on Drivers of Health Sector Corruption in Nigeria and Ways to Address It

Onwujekwe

Orjiakor

Hutchinson

et al. 2019

Int J Health Policy Manag

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Background: Corruption is widespread in Nigeria’s health sector but the reasons why it exists and persists are poorly understood and it is often seen as intractable. We describe a consensus building exercise in which we asked health workers and policy-makers to identify and prioritise feasible responses to corruption in the Nigerian health sector. Methods: We employed three sequential activities. First, a narrative literature review identified which types of corruption are reported in the Nigerian health system. Second, we asked 21 frontline health workers to add to what was found in the review (based on their own experiences) and prioritise them, based on their significance and the feasibility of assessing them, by means of a consensus building exercise using a Nominal Group Technique (NGT). Third, we presented their assessments in a meeting of 25 policy-makers to offer their views on the practicality of implementing appropriate measures. Results: Participants identified 49 corrupt practices from the literature review and their own experience as most important in the Nigerian health system. The NGT prioritised: absenteeism, procurement-related corruption, underthe-counter payments, health financing-related corruption, and employment-related corruption. This largely reflected findings from the literature review, except for the greater emphasis on employment-related corruption from the NGT. Absenteeism, Informal payments and employment-related corruption were seen as most feasible to tackle. Frontline workers and policy-makers agreed that tackling corrupt practices requires a range of approaches. Conclusion: Corruption is recognized in Nigeria as widespread but often seems insurmountable. We show how a structured approach can achieve consensus among multiple stakeholders, a crucial first step in mobilizing action to address corruption.

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“…Several studies in low-and middleincome countries have highlighted the problem of absenteeism in clinical settings and its adverse impact on patient care (4). Absence rates have been found to be higher in the poor regions (5), ranging from 25% to 70% (6)(7)(8)(9).…”

mentioning

confidence: 99%

“…Since absenteeism has serious consequences in terms of mortality, morbidity, and the quality of care ( 9 , 13 ), this technology is of great interest to the Ministry of Health Directorate in the Northern Department of Haiti, with a view to improving human resources management and accountability. Its implementation, however, has been challenging.…”

mentioning

confidence: 99%

Analysis of implementation outcomes of quality improvement initiatives in Haiti: the fingerprint initiative

Demes

Becerril‐Montekio

Torres‐Pereda

et al. 2021

Revista Panamericana De Salud Pública

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Objective. To assess the process and outcomes of the implementation of an electronic fingerprint initiative as part of quality improvement in three health facilities in the Northern Department of Haiti, in terms of its acceptability, adoption, feasibility, fidelity, and sustainability. In Haiti, poor attendance of the healthcare workforce is a nationwide problem, closely related to the quality of care. Three health institutions have tried to implement an electronic fingerprint system to monitor and improve attendance. Methods. An exploratory and qualitative descriptive study of the implementation outcomes of the fingerprint initiative. It was based on semi-structured interviews and one group discussion using purposeful sampling techniques to recruit participants, and an open coding system and deductive approach to analyze the data using ATLAS.ti 8. Results. The fingerprint initiative was successfully implemented in a non-governmental organization supported health facility but, despite some planning, it was never implemented in the public health facilities. The acceptability of the implementation was high in the not-for-profit organization and low in the public settings, mostly in relation to the presence of champions and the leadership at each health facility. Conclusions. We recommend more involvement of the leadership of health facilities in the different phases of the implementation process in order to guarantee acceptability, adoption, fidelity and sustainability. More research is needed to articulate this technology-driven initiative in the Haitian health system.

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Work Absenteeism amongst Health Care Workers in a Tertiary Health Institution in Sokoto, Nigeria

Cited by 15 publications

References 0 publications

Unplanned Absenteeism: The Role of Workplace and Non-Workplace Stressors

Unplanned Absenteeism: The Role of Workplace and Non-Workplace Stressors

Where Do We Start? Building Consensus on Drivers of Health Sector Corruption in Nigeria and Ways to Address It

Analysis of implementation outcomes of quality improvement initiatives in Haiti: the fingerprint initiative

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