Factors influencing recruitment and retention of healthcare workers in rural and remote areas in developed and developing countries: an overview

Shortage of healthcare workers in rural and remote areas remains a growing concern both in developed and developing countries. This review aims to synthesize the significant factors impacting healthcare professionals' recruitment and retention in rural and remote areas, and to identify those relevant for developing countries. This paper included the following steps: exploring scientific literature through predetermined criteria and extracting relevant information by two independents reviewers. The AMSTAR tool was used to assess the methodological quality. Of the 224 screened publications, 15 reviews were included. Four reviews focused on recruitment factors, and another four reviews focused on retention factors. The remaining focused both on recruitment and retention factors. The most important factors influencing recruitment were rural background and rural origin, followed by career development. Opportunities for professional advancement, professional support networks and financial incentives were factors impacting retention. While the main factors influencing recruitment and retention have been largely explored in the literature, the evidence on strategies to reduce the shortage of healthcare workers in rural area, particularly in developing countries, is low. Further research in this field is needed

Resultats du bilan radiographique thoracique de 247 candidats a l'embauche dans une societe de transport terrestre a Abidjan (Cote d'Ivoire)

A partir d' une etude prospective realisee sur une periode de 3 mois nous rapportons les resultats de la radiographie thoracique systematique dans le cadre d'un bilan d'embauche dans une societe de transport en commun. Les principales anomalies retrouvees sont representees par la cardiomegalie; les lesions parenchymateuses et pleurale. Notre etude se propose de preciser l'interet medical de la radiographie thoracique systematique dans le bilan d'embauche en milieu tropical

Factors that May Influence South African Nurses' Decisions to Emigrate

Although no accurate statistics about the number of South African nurses working in other countries are available; the Organisation of Economic Cooperation and Development estimated that 35 000 South African nurses were working outside South Africa and/or outside the health care system (Horning; 2005:58). The global shortage of nurses; creating opportunities for South African nurses to work in foreign countries; as well as a variety of factors related to nursing; health care and the general living conditions in South Africa influence nurses' decisions to emigrate. The purpose of this study was to explore and describe the factors that influence nurses' decisions to emigrate. Maslow's Hierarchy of Needs Theory was used as a point of departure to establish what motivates the behaviour of nurses to emigrate from South Africa. A quantitative approach was used. The target population comprised all the nurses (n=3 331) on the registers of the South African Nursing Council (SANC) who completed their basic training during 2002. A random sample of 15 (n=501) of the total population of nurses who completed their basic training during 2002 was selected. Data were collected by structured questionnaires. The analysis of the data indicated that nurses' inadequate remuneration; poor working conditions; excessive workloads; lack of personal growth and career advancement possibilities and inability to meet their safety and security needs were major factors that influenced nurses' decisions to emigrate. The recommendations include improved remuneration for nurses; enhanced working conditions with adequate supplies and equipment; reduced workloads by employing more nurses; expanded career prospects and improved safety

The Role Played by Recruitment Agencies in the Emigration of South African Nurses

Active recruitment of foreign nurses might offer solutions to many countries' nursing shortages. During 1999; the International Council of Nurses (ICN) expressed concerns regarding the aggressive international recruitment of nurses.The ICN maintained that internationally recruited nurses might be particularly at risk of exploitation or abuse. The ICN denounced unethical recruitment practices that might exploit nurses (ICN; 1999a:1-6). Many nurses who leave the Republic of South Africa might use recruitment agencies' assistance. These concerns raised by the ICN indicated the need for obtaining information about the emigration of South African nurses and the role played by recruitment agencies. The purpose of this study was to explore and describe how recruitment agencies contributed to the emigration of South African nurses. Both qualitative and quantitative approaches were used. A purposive sample of recruitment agencies that recruited South African nurses to practise in foreign countries (N=4) was drawn. The second sample; a purposive sample selected through snowball sampling consisted of South African registered nurses who were practising in foreign countries (N=27). The findings obtained from structured interviews conducted with recruitment agencies were supported by findings from e-mail responses from nurses working in foreign countries. These research results indicated that recruitment agencies in South Africa provided professional services to nurses who wanted to work in foreign countries. Contrary to research reports published in other countries; no evidence was found of nurses being exploited by recruitment agencies in South Africa

Training; recruitment and development and deployment of health workers in Uganda; 1995 to 2000

Uganda has been implementing reforms in the public service since 1989(1). The provisions of the 1995 Constitution; the Local Governments Act (1997) and other recent legislations and policies have required restructuring of the ministries and local governments in order to meet their new mandates. Several studies and policy documents have outlined the structure; management; and functions of the Ministry of Health; hospitals and the district health services (2;3;4;5;6;7;8)