Motivation of Strategic Health Workers to Work in Remote, Border, and Outer Island Areas (RBOIA) of Indonesia
Abstract
Health worker maldistribution has become a global issue due to health workers’ preference to work in urban areas and stay away from the Remote, Border, and Outer Island Areas (RBOIA). This study aimed to analyze the motivation of health workers to stay and work in remote areas. A systematic review was conducted on scientific articles published in several scientific journals that describe findings from Jambi, Sumbawa, and Papua, which fulfill the inclusion criteria. These studies were then enriched qualitatively through in-depth interviews. Triangulation was also performed for Jambi and Sumbawa. In Jambi, the main factors influencing motivation to work in specific areas are comfortable working atmospheres and environments and opportunities to improve careers and competencies. In Sumbawa, devotion as the native people of the region considerably affects the retention of health workers, with a significance that is similar to the material incentives. In Papua, the opportunity to be recruited as civil servants is the strongest factor influencing the decision regarding preferred work areas. Hence, it can be concluded that material incentives are not the primary factors that affect retention of health workers in RBOIA, as it is more dominantly motivated by non-material aspects. Local governments need to consider specific situations when developing comprehensive local policies that include personal, organizational, and socioeconomic factors to improve retention of health workers.
References
[1] Ayuningtyas, Dumilah. 2012. Intrinsic Motivation of Specialists Stationed in Remote Areas in NTB. Depok : Universitas Indonesia.
[2] Herman I. 2011. Health Workers Incentive Effects of Resistance to be Assignment On the Remote Area Border and Islands of Papua in 2011 [case study]. Depok: University of Indonesia.
[3] Hasibuan, Malay. 2001. Human Resource Management: The Basics, Understanding, and Problems. Jakarta: PT. Toko Gunung Agung,
[4] Hasibuan, Malay S.P. 2009. Human Resource Management. Jakarta: Earth Literacy
[5] Christian A. 2006. Medical Staffs Interest for Moving to the Remote Area in East Kotawaringin. Yogyakarta: Gadjah Mada University.
[6] Mangunhardjana,A.M. 1985. Mentoring Youth, An Introduction. Yogyakarta: Kanisius
[7] Mustikowati, S.R. et al. 2006. Factors that Affecting Specialist Doctors’s Acceptance of Work Placement. Journal of Health Services Management
[8] Priansa, S. 2011. Human Resource Management in Public Organizations and Businesses. Bandung: Alfabeta Bandung.
[9] Purnamasari, Indriya. 2016. Fulfillment Specialist Physician at the General Hospital Class C in Remote Areas (Case Study in Abdel Majid Haji Batoe Hospital Batang District, Jambi and Malingping Hospital, Banten. Depok: University of Indonesia.
[10] Ramani, Sudha et all. 2013. For more than love or money: attitudes of student and in-service health workers towards rural service in India. Biomed Central; Human Resources for Health (Open Access). Online at : https://human-resourceshealth.biomedcentral.com/articles/10.1186/1478-4491-11-58
[11] World Health Organization (WHO), 2010, Increasing Access to Health Workers in Remote and Rural Areas Through Improved Retention : Global Policy Recommendations, WHO Press, Geneva, Switzerland.
[12] World Health Organization (WHO), 2010, Models and Tools for Health Workforce Planning and Projections (Human Resources for Health Observer, 3), WHO Press, Geneva, Switzerland.