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    Title: Factors Affecting Nurses’ Retention in Rural and Remote Areas in Indonesia
    Authors: FERRY EFENDI
    Contributors: Department of Healthcare Administration/Healthcare Division
    Keywords: human resources for health;nurse retention;financial incentive;non-financial incentive
    Date: 2011
    Issue Date: 2011-09-30 09:46:07 (UTC+8)
    Publisher: Asia University
    Abstract: Background
    Indonesia is one of the countries with critical shortage of health service providers identified by World Health Organization. The lack of health workers, particularly, in rural and remote communities, has hampered the residents’ access to health services, which in turn leads to their poor health status. Providing good quality of health care to residents in these areas has long been a major concern of the government. This study was conducted to examine the intention of retention and related factors of the nurses under Special Assignment program serving in rural and remote communities for policy development and program intervention.

    A questionnaire was sent to 140 nurses serving in the indicated areas to collect quantitative data. The variables included were age, gender, marital status, education, residence background, financial incentive, non-financial incentive and intention of retention. Data analyses were conducted by descriptive statistic, Pearson’s correlation and multiple regressions with level of significance set at 0.05. An in-depth interview was conducted to 6 of the respondents for the confirmation of the quantitative data.

    Results showed that financial incentives (β= 0.460, p < 0.001), nonfinancial incentives (β= 0.428, p < 0.001), rural residence background (β= 0.112, p < 0.05), and younger age (β= -0.112, p < 0.05) were significantly related to nurses intention to stay or remain in the workplace. In-depth interview result highlighted non-financial incentive as their preferences to serve in rural and remote areas.

    The study confirmed the importance of financial and non-financial intervention to retain nurses in rural and remote areas. Providing adequate financial incentives may influence their willingness to stay in rural areas. Enrollment of nurses with a rural background may also increase their likelihood to practice in rural areas. Non-financial incentives particularly the opportunity to be recruited as civil servant appeared to be more attractive to retain them. Combination interventions may be developed to ensure that they prefer to live in these areas early in their careers. This research provides initial information on the retention of health workers, with a strong focus on nurses working in rural and remote settings.
    Appears in Collections:[Healthcare Division] Theses & dissertations

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