Motivational determinants among physicians in Lahore, Pakistan

Introduction: Human resource crises in developing countries have been identified as a critical aspect of poor quality and low accessibility in health care. Worker motivation is an important facet of this issue. Specifically, motivation among physicians, who are an important bridge between health systems and patients, should be considered. This study aimed to identify the determinants of job motivation among physicians, a neglected perspective, especially in developing countries. Methods: A stratified random sample of 360 physicians was selected from public primary, public secondary and public and private tertiary health facilities in the Lahore district, Pakistan. Pretested, semi-structured, self-administered questionnaires were used. For the descriptive part of this study, physicians were asked to report their 5 most important work motivators and demotivators within the context of their current jobs and in general. Responses were coded according to emergent themes and frequencies calculated. Of the 30 factors identified, 10 were classified as intrinsic, 16 as organizational and 4 as socio-cultural. Results: Intrinsic and socio-cultural factors like serving people, respect and career growth were important motivators. Conversely, demotivators across setups were mostly organizational, especially in current jobs. Among these, less pay was reported the most frequently. Fewer opportunities for higher qualifications was a demotivator among primary and secondary physicians. Less personal safety and poor working conditions were important in the public sector, particularly among female physicians. Among private tertiary physicians financial incentives other than pay and good working conditions were motivators in current jobs. Socio-cultural and intrinsic factors like less personal and social time and the inability to financially support oneself and family were more important among male physicians. Conclusion: Motivational determinants differed across different levels of care, sectors and genders. Nonetheless, the important motivators across setups in this study were mostly intrinsic and socio-cultural, which are difficult to affect while the demotivators were largely organizational. Many can be addressed even at the facility level such as less personal safety and poor working conditions. Thus, in resource limited settings a good strategic starting point could be small scale changes that may markedly improve physicians' motivation and subsequently the quality of health care

Public health dentistry as a career choice - Attitude of dental undergraduate students in Puducherry

Background: To pursue further education in a particular specialty of dentistry, it is important for dental students to be aware of the “expectation” associated with any specific specialty in dentistry. Therefore students 'attitudes' towards 'expectations' of various specialties, to a large extent enables a meaningful understanding that facilitates appropriate planning in the dental sector for the community. Materials and Methods: A cross-sectional questionnaire based survey was conducted, which included, final year and dental interns studying in two dental institutions, in the State of Puducherry. It consisted of 27 questions that were graded using 5-point Likert scale. The responses for the attitude questions toward selecting Public Health Dentistry for post-graduation were categorized into three factors, negative attitude (includes score 0-21), neutral attitude (score 22-44), and positive attitude (score 45-64). Differences between groups were examined using t-test for proportions. The level of statistical significance was set at p < 0.05. Results: Among 221 respondents, 73 (33.0) were males and 148 (67.0) females. About (52.2%) of the respondents had positive attitude toward selecting Public Health Dentistry as their future career and (76.7%) had neutral attitude, around (5 %) had negative attitude towards the speciality for pursuing post-graduation in both the two institutions. Conclusion: Our study could highlight many factors namely gender, year of study etc which influence the attitude of students for selecting PHD as career choice. These specific factors could be kept in mind while course planning for government or private institutions so that maximum interest can be fetched among students

Confirming the structure of the dual process model of diversity amongst public sector South African employees

We set out to validate the structure of the Dual Process Model of Workplace Diversity in a South African work setting contrasting black and white African employees. The study participants were a convenience sample of 296 public service employees (black = 73.3%, female = 59%, 90.7% between the age 18 and 40 years; white = 25.7%, female = 58%, 67.1% between the age of 18 and 40 years). They completed measures of acculturation antecedents (positive and negative conditions), mediators (integration as positive strategy to deal with diversity and separation as negative strategy), and outcomes (work success and ill-health). Using multi-group path analysis, we found race-based invariance of the Dual Process Model, with black employees self-reporting diversity relations in a more favourable way compared to white employees. We conclude that the Dual Process Model is supported for research use in the South African workplaces