肯尼亚一个偏远地区卫生工作者的激励措施：对拟议的县卫生系统的影响。
Incentives among health workers in a remote Kenyan district: implications for proposed county health system.
作者信息
Njuguna John, Mwangi Pius, Kamau Njoroge
出版信息
J Health Care Poor Underserved. 2014 Feb;25(1):204-14. doi: 10.1353/hpu.2014.0029.
INTRODUCTION
Attracting and retaining health workers in remote rural areas is a challenge in Kenya. Devolution of the Kenyan health system may negatively affect worker retention; incentives may play a role in retaining health workers.
METHODS
Semi-structured questionnaires were administered to health workers and human resource data reviewed. Analysis was for descriptive and emerging themes.
RESULTS
Health workers were employed under three different terms of service. The majority receive a monthly hardship allowance in the range of $7.5-94. Only five percent of health workers were able to engage in private practice. Available housing, water supply, electricity supply, and educational facilities were cited as inadequate. With the proposed devolution to county governments, 97.3% of respondents preferred to work in a different county.
CONCLUSION
There may be need to harmonize the terms of service, improve the incentives, and amenities available to health workers in remote Kenyan counties in order to improve retention.
引言
在肯尼亚，吸引并留住偏远农村地区的卫生工作者是一项挑战。肯尼亚卫生系统的权力下放可能会对工作者留任意愿产生负面影响；激励措施可能在留住卫生工作者方面发挥作用。
方法
对卫生工作者进行了半结构化问卷调查，并审查了人力资源数据。分析针对描述性和新出现的主题。
结果
卫生工作者根据三种不同的服务条款受雇。大多数人每月领取7.5美元至94美元不等的艰苦津贴。只有5%的卫生工作者能够从事私人执业。可用住房、供水、供电和教育设施被认为不足。随着拟议的权力下放到县政府，97.3%的受访者更愿意在不同的县工作。
结论
可能需要统一服务条款，改善激励措施以及肯尼亚偏远县卫生工作者可获得的便利设施，以提高留任意愿。
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