Browsing by Author "Ametorwodufia, Mawufemor"

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    Management style and retention of nurses in a public and private hospital in Ejisu-Juaben municipality of Ashanti region, Ghana
    (June, 2019) Ametorwodufia, Mawufemor;
    Introduction: Retention of health professionals in the health sector in Ghana is crucial to address human resource needs of the health sector and promoting efficient and effective healthcare system. Nurses are one of the key professionals whose role in the healthcare industry cannot be underestimated. Hence, this study assessed management style and retention of nurses in Ejisu Government Hospital and Living Waters Hospital all in EjisuJuaben Municipality of Ashanti Region, Ghana. Methodology: The study was quantitative using descriptive cross-sectional study design. Simple random sampling method was employed in selecting 135 respondents. Data were collected by administering structured questionnaires and analyzed using STATA statistical software Version 14.2. Statistical significance for all testing was set at 0.05. Results: Most of the respondents (19.70%) strongly agreed to their nurse managers exhibiting participatory management style yet more than half of the respondents (52.71%) intend leaving their current facility. More so, there was a significant relationship between benevolent authoritative style and intention to leave. Extrinsic factors strongly admitted influencing nurses‘ retention; salary and rewards (39.53%), conducive working environment (35.66%) and opportunity for career advancement (34.88%). Whereas intrinsic factors strongly admitted influencing nurses‘ retention were; self–motivation (27.91%) as well as professional autonomy (22.48%). Socio-demographic factors such Marital status (AOR=1.90 CI=0.45-7.99; p-value=0.38), Number of children (AOR=2.60; CI=0.60-11.18; p-value=0.20) and Work experience (AOR=1.96; CI=0.51-7.13; p-value=0.34) did not influence nurses‘ intention to leave. Conclusion and Recommendation: Most of the respondents strongly agreed to their managers practicing participatory management style, yet benevolent authoritative management style, was statistically significant with nurses‘ intention to leave. Therefore, healthcare managers should make necessary efforts to be proactive, involve nurses in decision making, communicate effectively and provide support that will improve commitment and job satisfaction among nurses.
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    Management style and retention of nurses in a public and private hospital in Ejisu-Juaben Municipality of Ashanti Region, Ghana
    (June, 2019) Ametorwodufia, Mawufemor;
    Introduction: Retention of health professionals in the health sector in Ghana is crucial to address human resource needs of the health sector and promoting efficient and effective healthcare system. Nurses are one of the key professionals whose role in the healthcare industry cannot be underestimated. Hence, this study assessed management style and retention of nurses in Ejisu Government Hospital and Living Waters Hospital all in EjisuJuaben Municipality of Ashanti Region, Ghana. Methodology: The study was quantitative using descriptive cross-sectional study design. Simple random sampling method was employed in selecting 135 respondents. Data were collected by administering structured questionnaires and analyzed using STATA statistical software Version 14.2. Statistical significance for all testing was set at 0.05. Results: Most of the respondents (19.70%) strongly agreed to their nurse managers exhibiting participatory management style yet more than half of the respondents (52.71%) intend leaving their current facility. More so, there was a significant relationship between benevolent authoritative style and intention to leave. Extrinsic factors strongly admitted influencing nurses‘ retention; salary and rewards (39.53%), conducive working environment (35.66%) and opportunity for career advancement (34.88%). Whereas intrinsic factors strongly admitted influencing nurses‘ retention were; self–motivation (27.91%) as well as professional autonomy (22.48%). Socio-demographic factors such Marital status (AOR=1.90 CI=0.45-7.99; p-value=0.38), Number of children (AOR=2.60; CI=0.60-11.18; p-value=0.20) and Work experience (AOR=1.96; CI=0.51-7.13; p-value=0.34) did not influence nurses‘ intention to leave. Conclusion and Recommendation: Most of the respondents strongly agreed to their managers practicing participatory management style, yet benevolent authoritative management style, was statistically significant with nurses‘ intention to leave. Therefore, healthcare managers should make necessary efforts to be proactive, involve nurses in decision making, communicate effectively and provide support that will improve commitment and job satisfaction among nurses.