1Institute of Human Virology, University of Maryland School of Medicine, Baltimore 21201, USA.
Hum Resour Health. 2013 Aug 17;11:38. doi: 10.1186/1478-4491-11-38.
Effective implementation and sustainability of quality laboratory programmes in Sub-Saharan Africa relies on the development of appropriate staff retention strategies. Assessing the factors responsible for job satisfaction and retention is key for tailoring specific interventions aiming at improving the overall impact of health programmes. A survey was developed to assess these factors among 224 laboratorians working in the laboratory programme the University of Maryland implemented in seven Sub-Saharan African countries. Lack of professional development was the major reason for leaving the previous job for 28% of interviewees who changed jobs in the past five years. Professional development/training opportunities was indicated by almost 90% (195/224) of total interviewees as the most important or a very important factor for satisfaction at their current job. Similarly, regular professional development/opportunities for training was the highest rated incentive to remain at their current job by 80% (179/224). Laboratory professionals employed in the private sector were more likely to change jobs than those working in the public sector (P = 0.002). The findings were used for developing specific strategies for human resources management, in particular targeting professional development, aiming at improving laboratory professionals within the University of Maryland laboratory programme and hence its long-term sustainability.
在撒哈拉以南非洲有效实施和维持高质量的实验室项目依赖于制定适当的员工保留策略。评估导致工作满意度和保留的因素是针对旨在提高卫生项目整体影响的具体干预措施进行定制的关键。一项调查是为了评估在马里兰大学在七个撒哈拉以南非洲国家实施的实验室项目中工作的 224 名实验室人员中的这些因素。缺乏职业发展是过去五年内换过工作的 28%受访者离开上一份工作的主要原因。职业发展/培训机会几乎被 90%（224 名受访者中的 195 名）的总受访者表示是他们目前工作满意度的最重要或非常重要的因素。同样，定期的职业发展/培训机会是 80%（224 名受访者中的 179 名）受访者选择留在目前工作岗位的最高激励因素。在私营部门工作的实验室专业人员比在公共部门工作的人更有可能换工作（P = 0.002）。这些发现被用于制定特定的人力资源管理策略，特别是针对职业发展，旨在提高马里兰大学实验室项目中的实验室专业人员，从而提高其长期可持续性。
