Effect of devolution of healthcare services on the motivation and retention of medical personnel in Bungoma County

Martin Alfred Wekesa Wafula; David Masinde; Sherry Olichina

doi:10.18203/2394-6040.ijcmph20211970

Authors

Martin Alfred Wekesa Wafula School of Public Health, Mount Kenya University, Thika, Kenya
David Masinde School of Public Health, Maseno University, Kisumu, Kenya
Sherry Olichina School of Nursing, Jomo Kenyatta University of science and technology University Kisumu, Kenya

DOI:

https://doi.org/10.18203/2394-6040.ijcmph20211970

Keywords:

Drive and retention of medical personnel, Remuneration, Maslow’s theory, Herzberg’s two factor theory

Abstract

Background: In struggle to achieve sustainable development goal (SDGS) number three ‘good health and well-being,’ populace is at liberty to be treated by a trained, motivated and valued medical workers. Nevertheless, the challenge of medical workers’ motivation and retention persist in Bungoma County, Kenya, Africa and universally. In a devolved healthcare system implementation, medical workers ‘motivation and retention is vital, but it has grown a predicament of devolution of healthcare. Transition of power from national to county governments has however created turbulence in enthusiasm and retention of medical workers at Bungoma County marked within consistency, poor understanding of health system, management issues and lack of coordination between the two levels of government.

Methods: A cluster sample design was used to select 299 health care providers to participate in the study. Data was collected using structured questionnaires and a Focus Group discussion guides.

Results: In view of retention: 50.9% (152) of the respondents affirmed their zeal to remain working for Bungoma county while 49.1% (147) would walk out of which 26.9% (40) would prefer NGO, 11.7% (18) out of the country, 6.3% (10) in FBOs and 4.2% (7) in private institutions. Inadequate staff, transport, inadequate supportive supervision, essentials (gloves) contribute to dissatisfaction of medical workers.

Conclusions: Senior medical professionals in specialized services are leaving Bungoma County for better working condition and the morale of staff is low due to remunerations.

Metrics

Metrics Loading ...

References

Homedes N, Ugalde A. Why neoliberal health reforms have failed in Latin America. Health Policy. 2005;71(1):83-96.

Luboga S, Hagopian A, Ndiku J, Bancroft E, Quide P. Satisfaction, motivation, and intent to stay among Ugandan physicians: a survey from 18 national hospitals. Int J Health Plann Manage. 2011;26(1):2-17.

Mbindyo P, Blaauw D, English M. The role of Clinical Officers in the Kenyan health system: a question of perspective. Hum Resour Health. 2013;11:32.

Rocaboy Y, Vaillancourt F, Hugounenq R. Public finances of local government in Kenya. The Political Economy of Decentralization in Sub-Saharan Africa. Washington, DC: World Bank and Agence Française de Developpement; 2013: 161.

Kramon E, Posner DN. Kenya's new constitution. J democracy. 2011;22(2):89-103.

Mwenda MN. Underrepresented minority students in STEM doctoral programs: The role of financial support and relationships with faculty and peers. Lowa Res online; 2010.

Kyaddondo D, Whyte SR. Working in a decentralized system: a threat to health workers' respect and survival in Uganda. Int J Health Plann Manage. 2003;18(4):329-42.

Luboga S, Hagopian A, Ndiku J, Bancroft E, Quide P. Satisfaction, motivation, and intent to stay among Ugandan physicians: a survey from 18 national hospitals. Int J Health Plann Manage. 2011;26(1):2-17.

Chankova S, Muchiri S, Kombe G. Health workforce attrition in the public sector in Kenya: a look at the reasons. Hum Resour Health. 2009;7:58.