brain drain and job satisfaction
Description
This data contains the various factors influencing job satisfaction among healthcare practitioners in rural Kwabre East Municipality and how these conditions are informing their intention to emigrate. The various items within the dataset are explained below; PROS: Professional Support pros: Average of professional support PS: Personal satisfaction ps: Average of personal satisfaction WKL: Workload wkl: Average of workload train: Training TrainAvg: Average of training SAL: Salary and Prospect sal: Average of salary and prospect BR: Brain drain (Intent to migrate) br: Average of Brain drain
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The focus of the study was healthcare facilities in the Kwabre East Municipal Area. The study randomly selected three public hospitals in Kwabre East Municipality and they included Mamponteng Health Centre (46 nurses and midwives), Kenyase Health Centre (49 nurses and midwives), Abirem Health Centre (47 nurses and midwives). The nurses and midwives were chosen from various departments in the facilities which include family planning units, labour wards, obstetric emergency units, out-patient department, antenatal care unit, obstetric theatre and recovery ward and gynaecological wards. Slovin's (1991) sample size determination technique was used to conveniently sample 105 participants who consented to participating in the study. The Measure of Job Satisfaction instrument designed by Traynor and Wade (1993) was adapted to measure the job satisfaction of the nurses and midwives of the selected public hospitals in Kumasi Metropolis. Job satisfaction has 5 sub-themes which include workload (6 elements), personal satisfaction (6 elements), satisfaction with professional support (6 elements), satisfaction with salary and prospect (6 elements), and satisfaction with training (4 elements). Personal satisfaction, satisfaction with salary and prospect, satisfaction with training, and satisfaction with professional support were designed with a 5-point Likert scale ranging from (1) ‘strongly dissatisfied’ to (5) ‘strongly satisfied’. Workload was designed with a Likert scale ranging from (1) ‘strongly agree’ to (5) ‘strongly agree’ to measure the level of workload of the nurses and midwives.