Table 3 Summary of results regarding factors attracting and limiting retention of health professionals in rural areas
Dimensions | Explanation | Factors of attraction | Limiting factors |
|---|---|---|---|
International environment | NA | ||
National environment | |||
Insecurity | Political instability in neighbouring countries (Mali, Libya, Nigeria) | ++ | |
Salaries and financial compensation | Low salary levels and absence of financial compensation incentives for geographic distance and living conditions in rural areas | ++ | |
Civil servant status | Obtaining tenure in a civil servant position from the entry level | ++ | |
Career opportunities | Absence of career development opportunities | + | |
Local environment | |||
Living conditions | Poor infrastructures in roads, electricity, drinking water, means of communication, housing, and schools for children | +++ | |
Social dimension | Social isolation, local insecurity, and disrupted family life (separation of couples, children) | ++ | |
Work environment | |||
Infrastructures | Poor equipment, technical services (ambulances, maternity leave), medicine, consumables | +++ | |
Workforce and work overload | Limited number of health workers, excess quantity of work | ++ | |
Bonuses, promotions, responsibilities | Promotions, responsibilities, access to equipment (a motorcycle), ongoing training | + | |
Respect for workers’ rights | Rights to annual leave, maternity leave, permission for absence | ++ | |
Individual factors | |||
Gender and marital status | Reluctance of married women to practise in rural areas: assignment of married women depends on their spouses due to family life, motherhood | +++ | |
Respect for religious life | Full freedom to practice one’s religion | ++ | |