| dc.description.abstract | Introduction: The PNFPs in Uganda have an increasing high rate of health workers turnover.
The health facilities for Lugazi diocese are member to UCMB network which also has a high
rate of attrition of health workers. There are a number of health facilities for the provision of
health services delivery especially in the rural areas. The shortage of staff hampers the quality
and efficiency of health services delivery. There is a gap to be addressed to retain the staff in
the health facilities in the diocese. The challenges are many to retain staff. This research has
embarked on finding how the gap can be closed so that the staff can stay. It assesses the
factors responsible for the intention of staff to stay and attrition rates in health facilities in
Lugazi Diocese.
Aim : To come out with best means of how the staff can be handled and to strengthen the
intention to stay in the health facilities of Lugazi diocese.
Objectives: To establish factors that contributes to the intention to stay of health workers in
the health facilities. To establish factors that lead to intention to leave of health workers in the
same facilities and to determine the rate of attrition of staff in the diocese. To have benefits
strengthened from the intention to stay or intention to leave and eventually come up with
strategic solutions to strengthen intention to stay of staff.
Methodology: A cross sectional approach used, employing both mixed methods of
quantitative and qualitative. The close ended questionnaire, interviews, focus discussion
groups plus review of records related to intention to stay and attrition were used to collect the
necessary information to enrich the research. Observation was too used.
Findings: The outcomes of the study indicate that financial, regulatory, career or educational
development of the health workers, personal and professional support are important factors in
retention and turnover in the diocese. The attrition rates for the different cadres examined
stand at 15%, yet for the last three years (2011/12-2013/14) stands at 25 %. The enrolled
midwives cadre has the highest attrition rate at 40% followed by clinical officers (24%), yet
the laboratory assistants have the lowest average attrition rate of 12% for the previous three
years. On the other hand about 51% of staff are willing to stay for more than two years. There
were a number of benefits explored from the intention to stay or leave, some of which
included cost effectiveness, promotion of performance and productivity and improved
recruitment.
Recommendations: Both financial and non-financial incentives are necessary to be
addressed to strengthen the Intention to stay of staff in health facilities of Lugazi Diocese.
They will be shared with UCMB, the diocesan administration and the varied stakeholders in
the diocese and at the health facilities. | en_US |
