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Research Article Open access CC BY 4.0

Factors Influencing Work Output or Performance among Nurses and Midwives in a Teaching Hospital in Ghana

Adisa Osman, Nixsion A. Niadawe, Francis Kwabena Larle, Kombat Dahamata, Faustina Erica Akpablie, Bagoniah Theresa Ayeri, Ebenezer Manzuk, Beatrice Asakiya, Atakimah Atinpoka Gloria, Zuwera Issaka, Issaka Fati, Abubakari Muniru, Sharifa Iddrisu

Asian Journal of Research in Nursing and Health · pp. 1–13 · Published 10 Jan 2025

10.9734/ajrnh/2025/v8i1180

Abstract

Introduction: Motivation is essential for optimizing organizational performance, influencing job satisfaction, and employee productivity, particularly in public health. In Sub-Saharan Africa, low motivation among healthcare workers exacerbates workforce shortages, affecting healthcare delivery. Nurses and midwives, central to patient care, face challenges linked to inadequate job satisfaction and motivation. To assess the factors influencing nurse performance amid the challenges the Tamale Teaching Hospital face. Methods: The study used descriptive cross-sectional and quantitative methods, using 334 cross-sections of nurses and midwives in Tamale Teaching Hospital. The study used convenient sampling, and a questionnaire was used to collect responses from the respondents. Data was analyzed using SPSS version 25. Results: The majority of respondents were aged 20–29 (42.3%) and predominantly female (61.8%). Most respondents (85.9%) aimed to continue in nursing or midwifery, with 73.2% not considering a career change. Job satisfaction was reported by 65%, and career expectations were mixed, with 44.2% positive and 55.8% fair or poor. Few (14.1%) faced unexpected challenges. The findings highlight job security (78.1%) and good relationships with colleagues (81.9%) as key motivators for nurses and midwives, along with salary increases (80.9%) and management acknowledgment (70.4%). Promotional opportunities and performance appraisals had limited impact, while career advancement (59.5%) and safety measures (54.6%) were moderate motivators. Mixed responses to staff suggestions (61.5%) and colleague support (36.3%) suggest areas for improvement. Most nurses and midwives (54.1%) lack adequate logistics, 64.5% lack equipment, and 99.1% receive no overtime compensation. While 90.5% attend refresher programs, 60.9% are excluded from decision-making, and only 25.9% feel adequately motivated. Conclusion: Healthcare administrators should enhance logistics, equipment, and consumables while ensuring equitable overtime compensation and robust motivational frameworks. Inclusive decision-making and expanded professional development are essential. Future research should explore qualitative insights and conduct comparative studies to address systemic challenges and guide policy reforms.

Motivation organizational performance job satisfaction staff performance healthcare delivery

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