A systematic review of the factors influencing employee motivation among healthcare workers in Sub-Saharan Africa.

Abstract

Background: Over time, the pressing concern of subpar health service delivery has escalated in developing nations, particularly within the Sub-Saharan region of Africa (SSA). The efficacy of delivering quality healthcare services hinges significantly upon the presence and competence of healthcare workers (HCWs). Moreover, the degree of employee motivation among HCWs in this region is posited to correlate with healthcare quality. Conversely, the demotivation of healthcare workers is purported to exert adverse effects on motivational outcomes, encompassing diminished performance and productivity, compromised healthcare delivery quality, and HCW migration. Thus, in response to the imperative of addressing the scarcity of highly motivated healthcare staff, a methodical literature review was undertaken to systematically investigate the factors influencing employee motivation within the healthcare workforce of SSA regions.

 Methods: To undertake this study, a systematic review methodology was employed, and three reputable databases were searched, guided by the inclusion and exclusion criteria. Through this process, a total of 7 articles meeting the specified criteria were identified, appraised, and subsequently organized thematically.

Results: The findings derived from the comprehensive review underscored a troubling lack of equity and transparency within the health sector of SSA, specifically concerning crucial aspects like salary schemes, promotions influenced by managerial preferences, and recommendations for in-service training. This pervasive issue of inequity was identified through a meticulous analysis of seven prominent themes, including financial remuneration, career development, access to further educational opportunities, managerial practices, recognition, availability of resources, and infrastructural facilities. Although financial remuneration emerged as a prevalent factor affecting employee motivation, it was evident that other dimensions such as managerial practices, recognition, and the provision of resources also wielded significant influence over the motivation of healthcare.

Conclusion: It is therefore deduced that several factors influence employee motivation thus it is imperative for pertinent stakeholders to integrate a balanced approach that encompasses both financial and non-financial incentives. This strategy holds the potential to foster a substantial enhancement in employee motivation among healthcare workers (HCWs) in the SSA region.