Department of Health Systems and Policy, Sustainable Impact Resource Agency, Enugu, Enugu State, Nigeria.
Department of Health Administration and Management, University of Nigeria Enugu Campus, Enugu, Enugu State, Nigeria.
PLoS One. 2019 Jul 24;14(7):e0220292. doi: 10.1371/journal.pone.0220292. eCollection 2019.
Significant gap exists in knowledge about employee-centred human resources practices that address motivation and retention of local government tuberculosis control programme supervisors (LGTBS) in Nigeria. The study examined the role of quality of worklife (QWL) in motivating and retaining LGTBS.
The study was conducted in south-eastern region of Nigeria comprising five states and 95 local government areas. The design was mixed-methods. We used cross-sectional survey to collect quantitative data on socio-demographic factors, QWL, motivation and retention from a total sample of LGTBS. The qualitative component involved focus group discussions (n = 3) with 26 LGTBS. Quantitative data were analysed using exploratory factor analysis, descriptive statistics, Spearman correlation, Mann-Whitney test, Kruskal-Wallis test and multiple linear regression. Qualitative data were analysed using a thematic framework approach.
The final 40-item QWL scale was found to be valid and reliable. The LGTBS had high QWL (M = 5.15, SD = 0.88) and motivation (M = 5.92, SD = 1.08), but low intention to leave their jobs (M = 2.68, SD = 1.59). Education significantly predicted satisfaction with overall QWL, work-family balance and work design; but tenure predicted satisfaction with work context. Work design and work-family balance significantly predicted motivation of LGTBS. Motivation mediated the relationship between QWL and intention to leave and accounted for 29% variance in intention to leave. Whereas LGTBS were motivated by responsibility, learning opportunities, achievement and recognition; they were dissatisfied with lack of flexible work schedules, involvement in non-TB tasks, long hours at work, limited opportunities for vacation, resource inadequacy, work-related stigma, lack of promotional opportunities, and pay disparity and delay.
Addressing work design, work-family balance and working conditions may increase the motivation and retention of LGTBS and improve human resources for TB at the district level and performance of the TB control programme.
在员工为中心的人力资源实践方面，知识差距很大，这些实践涉及激励和留住尼日利亚地方政府结核病控制项目主管（LGTBS）。本研究探讨了工作生活质量（QWL）在激励和留住 LGTBS 方面的作用。
该研究在尼日利亚东南部进行，包括五个州和 95 个地方政府区。设计采用混合方法。我们使用横断面调查，从 LGTBS 的总样本中收集社会人口因素、QWL、激励和保留的定量数据。定性部分包括与 26 名 LGTBS 进行的焦点小组讨论（n = 3）。使用探索性因子分析、描述性统计、Spearman 相关、Mann-Whitney 检验、Kruskal-Wallis 检验和多元线性回归分析定量数据。使用主题框架方法分析定性数据。
最终确定了 40 项有效的 QWL 量表。LGTBS 的 QWL（M = 5.15，SD = 0.88）和激励（M = 5.92，SD = 1.08）较高，但离职意向较低（M = 2.68，SD = 1.59）。教育显著预测了对整体 QWL、工作-家庭平衡和工作设计的满意度；但任期预测了对工作环境的满意度。工作设计和工作-家庭平衡显著预测了 LGTBS 的激励。激励在 QWL 和离职意向之间的关系中起中介作用，占离职意向变化的 29%。LGTBS 的激励因素是责任、学习机会、成就和认可；他们对缺乏灵活的工作时间表、参与非结核病任务、工作时间长、休假机会有限、资源不足、与工作相关的耻辱感、晋升机会有限、薪酬差距和延迟感到不满。
解决工作设计、工作-家庭平衡和工作条件问题，可能会提高 LGTBS 的激励和保留率，并改善地区一级的结核病人力资源和结核病控制项目的绩效。
