Employee Development, Retention, Motivation and Quality Service Delivery in Public Health Hospitals of South Sudan

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Atem Biar Lazaro

Abstract

The study was employee development, retention, motivation and quality services delivery in public health Hospital South Sudan. Therefore, the objectives of the study were to examine the relationship between Employee development and quality services delivery, assess the relationship between employees' developments, employee Retention and quality services delivery, examine the relationship between motivations, employee retention and quality health services delivery and factor structure of Employees' developments, Motivation, retention, and quality services delivery?

The research design was cross sectional and descriptive; using both quantitative and qualitative approach, study population 1566 people, the sampling technique were simple random and stratification random was used to select the sample of 354 respondents' staff and beneficiary, data was analysis using SPSS version (21.0) and was presented using Spearman correlation coefficient, regression, ANOVA of variance, and factor analysis structure loading to predicted the variables relationship. The tools were closed end structure questionnaires and interviewed guide.

The finding shows that there is a significant positive relationship between employee development and quality services delivery (r = 0.558, p-value <0.01) retention and quality services delivery (r=0.671, p-value <0.01), motivation and quality services delivery (r=0.811, p- value <0.01). The regression shows that the relationship between employee developments, retention, motivation and quality services delivery (F= 229.897, sig=0.000) employee development retention and motivation extremely explain quality services delivery. Motivation () explained that change in motivation increase quality services delivery by 59%, employee retention (change in retention will increase quality of services by 24.3% and employee development () change in employee development will increase of quality services delivery by 4.9%.

The study recommended that, the Ministry of health should invest more resource on employee development; retention and motivation because the play significant roles which led to quality services by improving access of the quality services to citizens. The study recommended further study on mentoring, delegation and role of reward of quality services delivery in public Hospitals.

 

The study was employee development, retention, motivation and quality services delivery in public health Hospital South Sudan. Therefore, the objectives of the study were to examine the relationship between Employee development and quality services delivery, assess the relationship between employees' developments, employee Retention and quality services delivery, examine the relationship between motivations, employee retention and quality health services delivery and factor structure of Employees' developments, Motivation, retention, and quality services delivery?

The research design was cross sectional and descriptive; using both quantitative and qualitative approach, study population 1566 people, the sampling technique were simple random and stratification random was used to select the sample of 354 respondents' staff and beneficiary, data was analysis using SPSS version (21.0) and was presented using Spearman correlation coefficient, regression, ANOVA of variance, and factor analysis structure loading to predicted the variables relationship. The tools were closed end structure questionnaires and interviewed guide.

The finding shows that there is a significant positive relationship between employee development and quality services delivery (r = 0.558, p-value <0.01) retention and quality services delivery (r=0.671, p-value <0.01), motivation and quality services delivery (r=0.811, p- value <0.01). The regression shows that the relationship between employee developments, retention, motivation and quality services delivery (F= 229.897, sig=0.000) employee development retention and motivation extremely explain quality services delivery. Motivation () explained that change in motivation increase quality services delivery by 59%, employee retention (change in retention will increase quality of services by 24.3% and employee development () change in employee development will increase of quality services delivery by 4.9%.

The study recommended that, the Ministry of health should invest more resource on employee development; retention and motivation because the play significant roles which led to quality services by improving access of the quality services to citizens. The study recommended further study on mentoring, delegation and role of reward of quality services delivery in public Hospitals.

 

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