Table 6 Overview of HRM bundles in relation to performance outcomes
Author, year, country | HRM themes | Performance outcomes | MMAT Score | ||||
|---|---|---|---|---|---|---|---|
Empowerment -Enhancing practices | Motivation-Enhancing practices | Skills-Enhancing practices | Employee outcome | Organizational outcome | Patient Outcome | ||
Ajemigbitse et al., 2013, Nigeria [68] | supportive supervision | job-based skill training | improved prescribing errors among junior physicians | *** | |||
Ackerman & Phil, 2007, S.Africa [70] | teamwork | management support, scheduling | improved job satisfaction | ** | |||
Francis & Roger, 2012, Ghana [71] | supervision | salary, supplementary allowances, leadership support, recognition | job-based skill training | improved retention and staff motivation | **** | ||
Simiyu & Moronge, 2015, Kenya [72] | teamwork, work-life balance, communication practice | salary, supplementary benefits | recruitment | improved performance | **** | ||
Allegrazi et al., 2010, Mali [73] | feedback on performance | training | improved patient safety | **** | |||
Akinyemi & Atilola, 2013, Nigeria [74] | salaries | training | improved job satisfaction | **** | |||
Abubeker et al., 2014, Nigeria [76] | compensation | training | reduced turnover intention | *** | |||
Asegid et al., 2014, Ethiopia [77] | salary, supplementary allowances | training | improved job satisfaction and reduced intention to leave | **** | |||
Ackerman & Bezuidenhout, 2007, S.Africa [78] | teamwork | scheduling(flexi-time system) | staff turnover(continued) | *** | |||
Ashmore, 2013, S.Africa [79] | supplementary allowances | job-based skill training | improved job satisfaction and reduced moonlighting | **** | |||
Nyakundit et al., 2012, Kenya [81] | recognition, incentives | training | improved performance | improved quality of care | *** | ||
Atambo et al., 2013, Kenya [82] | recognition, incentives | training | improved performance | improved efficiency in service delivery | **** | ||
Aveling et al., 2015, Rwanda & Ethiopia [84] | teamwork | training, staffing | improved quality of care and safety of care | **** | |||
Awasses et al., 2013, Namibia [85] | recognition, staff performance appraisal, remuneration, supplementary financial allowances | in-service training | improved performance of nurses | *** | |||
Ayeiko et al., 2011, Kenya [86] | supervision, feedback | training | improved quality of care | **** | |||
Waju et al.,2011, Ethiopia [87] | management support | staffing, training | improved performance | improved patient satisfaction | **** | ||
Bhengu, 2000, S. Africa [88] | rostering & scheduling, salary | reduced intention to leave improved motivation | **** | ||||
Bradley et al., 2008, Ethiopia [89] | mentorship, training | improvement in hospital management skills (efficiency) | **** | ||||
Bradley & McAuliffe, 2009, Malawi [90] | remuneration | training | improved performance improved staff retention | *** | |||
Dagne et al., 2015, Ethiopia [91] | communication/supervisor feedback | job content management of schedules, performance review, financial incentives, recognition | staffing | improved motivation of health professionals | improved quality of care | **** | |
De Brouwere et al., 2009, Senegal [92] | teamwork, task shifting | improved maternal mortality | *** | ||||
Dieleman et al., 2006, Mali [93] | salary, performance appraisal, reward system | training | improved motivation | **** | |||
Hall, 2004, S. Africa [97] | salary, supplementary incentives/ allowances, scheduling | reduced intention to leave | ** | ||||
Honda & Vio, 2015, Mozambique [98] | incentives, scheduling, salaries | job-based skill training | improved job satisfaction and retention | *** | |||
Libeziako et al., 2013, S. Africa [99] | teamwork practice | salary, supplementary allowances | improved motivation | ** | |||
Jack, 2013, Ghana [101] | teamwork | compensation, allowances | recruitment/staffing, training | improved retention | ** | ||
Kamanzi & Nikosi, 2011, Rwanda [104] | remuneration, recognition | job-based skill training | improved level of motivation | **** | |||
Kekana et al., 2007, S.Africa [105] | teamwork | performance appraisal, remuneration, scheduling | improved job satisfaction | **** | |||
Khamis & Njau, 2014, Tanzania [106] | salary, allowances, management support, rostering & scheduling | staffing, training | improved quality of care at outpatient | **** | |||
Kotzee & Couper, 2006, S. Africa [107] | salaries, allowances, recognition | training, mentorship | improved retention of doctors | **** | |||
Kruger & Bezuidenhout, 2015, S. Africa [108] | scheduling, promotion, management support | training | reduced female doctors dissatisfaction in balancing professional work and family lives | **** | |||
Liphoko et al., 2006, S.Africa [109] | performance appraisal, promotion, management support | job-based skill training | improved job satisfaction of nurses | *** | |||
Leshabari et al., 2008, Tanzania [110] | communication/ feedback | performance evaluation, salaries | improved job satisfaction and motivation | **** | |||
Longmore & Ronnie, 2014, S.Africa [111] | communication | salaries, performance appraisal | training | improved retention of doctors | * | ||
Luboga et al., 2011, Uganda [112] | compensation/salaries, benefits, recognition, scheduling workload, management support | training, staffing | improved job satisfaction and retention of physicians | ** | |||
Makapela & Useh, 2015, S.Africa [113] | salary, management support, allowance | job-based skill training | improved retention | *** | |||
Mathauer & Imhoff, 2006, Benin & Kenya [114] | supervision | recognition, allowances, salary | job-based skill training | improved motivation | **** | ||
Mbindyo et al., 2009, Kenya [115] | employee engagement, communication | promotion, leadership support, performance appraisal, incentives | improved quality of care | **** | |||
McAuliffe et al., 2009, Malawi [116] | teamwork | management support | staffing | improved task performance | ** | ||
McAuliffe et al., 2013, Malawi, Tanzania & Mozambique [117] | job autonomy, task shifting, teamwork, supervision | leadership support | improved job satisfaction and reduced intention to leave | *** | |||
Mokoka et al., 2010, S.Africa [118] | salary, rostering & scheduling, management support | training | improved retention of nurses | *** | |||
Mubyazi et al., 2012, Tanzania [119] | supervision | Incentives | staffing, training | improved motivation | *** | ||
Pieterson, 2005, S.Africa [123] | pay, management support, scheduling, promotion | improved job satisfaction | *** | ||||
Pillay, 2009, S.Africa [124] | teamwork, job autonomy, job security | rostering & scheduling | training | improved job satisfaction and motivation | **** | ||
Prytherch et al., 2012, Tanzania [125] | rostering & scheduling, salaries, incentives, recognition/promotion | increased job performance | *** | ||||
Selebi & Minnaar, 2007, S.Africa [127] | supportive supervision | salaries | improved job satisfaction | *** | |||
Sikwese et al., 2010, Zambia [128] | staffing/ selection, training | improved efficiency of service delivery | *** | ||||
Siril et al., 2011, Tanzania [129] | supervision, teamwork | compensation, rostering & scheduling | training | improved quality of care | **** | ||
Ssengooba et al., 2002, Uganda [130] | rostering & scheduling | staffing | improved hospital performance (efficiency and effectiveness) | ** | |||
Stodel & Stewart-Smith, 2011, S.Africa [131] | supervision | scheduling | training, mentorship | improved retention | *** | ||
Tabatabai et al., 2013, Tanzania [132] | employee engagement | salary, incentives, scheduling, management support | training | reduced internal migration (public to private) | ** | ||
Thatte & Choi, 2014, Kenya [133] | supervision | written job descriptions, training | improved service quality | ** | |||
Uwaliraye et al., 2013, Rwanda [134] | feedback | training | improved performance of nurses and midwives | *** | |||
Yami et al., 2011, Ethiopia [135] | teamwork | supplementary allowances, salary | training | improved job satisfaction | **** | ||
Bekker et al., 2015, S. Africa [136] | communication | rostering & scheduling | enhanced job satisfaction | *** | |||
Chandler et al., 2009, Tanzania [137] | salary, management support, rostering & scheduling | training | improved performance | improved quality of care | **** | ||
Chi et al., 2015, Burundi & Uganda [138] | rostering & scheduling, remuneration | staffing | improved quality of maternal care | *** | |||
Chirwa, 2000, Malawi [139] | performance appraisal | Staffing | improved quality of care | *** | |||
Hollup, 2012, Mauritius [140] | job security and safety | salary | improved staff motivation | **** | |||
Klopper et al., 2012, S.Africa [141] | wages, study leave opportunities | skills-training for career advancement | job dissatisfaction | ** | |||
Lasebitan & Oyetundt, 2012, Nigeria [142] | rostering & scheduling, wages | staffing | improved retention | **** | |||
Mudaly & Nkosi, 2015, S.Africa [143] | scheduling, promotion, pay, rewards/incentives | training, staffing | reduced absenteeism | *** | |||
Tibandebage et al., 2015, Tanzania [144] | supervision | incentives, salaries, leadership support, rostering & scheduling | Staffing | improved performance | *** | ||
Courtright et al., 2007, Malawi, Uganda, Tanzania & Kenya [145] | supervision | management support | Training | improved performance | **** | ||
Doherty et al., 2013, S.Africa [147] | supervision, task shifting | improved quality of care, reduced staff shortage and workload | *** | ||||
Kamau & Omondi, 2015, Kenya [149] | supplementary allowances/incentives | job-based skill training | improved staff retention | **** | |||
Madzimbamuto et al., 2014, Botswana [151] | supervision | Training | improved quality of care | ** | |||
Mahlo & Muller, 2000, S.Africa [152] | communication | Training | improved quality of care | **** | |||
Manongi et al., 2009, Tanzania [153] | Salary | Training | improved performance | *** | |||
Nabirye, 2010, Uganda [156] | scheduling, pay, incentives/allowances | improved performance of nurses and job satisfaction | *** | ||||
Ndetei et al., 2008, Kenya [157] | Salary | Training | reduced migration of health workforce (retention) | *** | |||
Okeke, 2008, Nigeria [159] | salary | Recruitment | improved retention | ** | |||
Rauf et al., 2008, S.Africa [163] | task shifting | scheduling, performance evaluation/appraisal | reduced waiting time (maximized efficiency) | ** | |||
Thomas & Valli, 2006, S.Africa [165] | scheduling, salary | training, staffing | improved job satisfaction | **** | |||
Yeboha et al., 2014, Ghana [167] | communication | management support | Training | improved retention | *** | ||
Rawlins et al., 2003, Kenya [168] | feedback, teamwork | management support | staffing, written job descriptions | improved organizational performance (efficiency) | *** | ||
Giuseppe et al., 2002, Kenya [169] | communication, work-life balance | scheduling, management support | Training | improved task performance and improved retention of resident doctors | *** | ||
Ngao, 2013, Kenya [170] | recruitment/staffing, training, mentorship | improved quality of care | ** | ||||
Kotagal et al., 2009, Rwanda [171] | leadership support | staffing | improved patient satisfaction | ** | |||
Dowing, 2016, Uganda [173] | training, mentorship | improved nurses’ performance | *** | ||||
Faye et al., 2013, Senegal & Mali [174] | salary, supplementary allowances, scheduling, management support | training | improved job satisfaction | **** | |||
Doef et al., 2011, Kenya, Tanzania & Uganda [175] | scheduling, management support, supplementary allowances | staffing | improved job satisfaction and reduced level of burnout | **** | |||
Srofenyoh et al., 2012, Ghana [176] | teamwork, communication | leadership support | training | improved employee performance | improved patient satisfaction and clinical outcomes | *** | |
Woldegabriel et al., 2016, Ethiopia [177] | communication | scheduling, performance appraisal | selection/recruitment, training | improved intrinsic motivation of health workforce | **** | ||
Puoane et al., 2008, S.Africa [178] | teamwork, supervision, feedback | leadership support, monitoring performance | in-service training and induction of new nurses | improved task performance | improved quality of care in the better performing hospitals | **** | |