Vol 7 No 2 (2020)
Articles

Motivation and Labour Turnover in the Health Sector: Perception of Healthcare Professionals at the Dunkwa-on-Offin Government Hospital, Central Region, Ghana

Michael Ayikwei Quarshie
Department of Entrepreneurship and Business Sciences, University of Energy and Natural Resources, Sunyani, Bono Region, Ghana.
Alfred Attafuah
Directorate of Human Resource, University of Cape Coast, Cape Coast, Central Region, Ghana.
Gifty Sarfo
Institute for Educational Planning and Administration, University of Cape Coast, Cape Coast, Central Region, Ghana.
Published May 14, 2020
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62 Views | 19 Downloads
Keywords
  • Motivation, Labour turnover, Working environment, Healthcare professionals, Recognition, Work content, Payment, Promotion.
Citations
How to Cite
Quarshie, M. A., Attafuah, A., & Sarfo, G. (2020). Motivation and Labour Turnover in the Health Sector: Perception of Healthcare Professionals at the Dunkwa-on-Offin Government Hospital, Central Region, Ghana. Asian Journal of Social Sciences and Management Studies, 7(2), 104-113. https://doi.org/10.20448/journal.500.2020.72.104.113

Abstract

This study aimed at evaluating the impact of motivation on labour turnover among healthcare professionals at the Dunkwa-On-Offin Government Hospital, Central Region, Ghana. The study reviewed literature on organisational equilibrium theory, compensation theory and Herzberg two-factor theory to establish the link between staff motivation and labour turnover. The descriptive cross-section survey was adopted for this study. Questionnaires were employed to obtain data from 165 healthcare professionals at the Dunkwa-On-Offin government hospital using the simple random sampling technique. Data were presented and analyzed using regression and descriptive statistics. The study revealed that most healthcare professionals at the Dunkwa-On-Offin government hospital are fairly satisfied with their work. This is because they are fairly motivated for the services they render at the hospital. The study further established that employee recognition (β= -0.476; p-value = 0.004) and working environment (β= -0.319; p-value = 0.015) have a significant impact on labour turnover at the government hospital. It was therefore recommended that management of the hospital should maintain credibility in the implementation of its motivational practices to enhance staff satisfaction and retention.

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