Table 1 Attributes and attributes levels for HRH DCE applications
Authors | Country and Sample | Attributes | Attribute levels |
|---|---|---|---|
Mangham and Hanson [27] | Malawi; 107 registered nurses | Place of work | City, District town |
Net monthly payment | K30.000, K40.000, K50.000 | ||
Availability of material resources | Usually inadequate supply, Usually inadequate supply | ||
Typical daily workload | Light, Medium, Heavy | ||
Provision of government housing | No gov. housing provided, Basic gov. housing provided, Superior gov. housing provided | ||
Opportunity to upgrade qualifications | After 3Â years, After 5Â years | ||
Hanson and Jack [13] | Ethiopia; 219 doctors and 642 nurses | Geographical location (place of work) | For doctors: Addis Ababa, Zonal capital. For nurses: City, Rural area |
Net monthly pay | Base is salary at average civil service grade, Others multiples of this. | ||
Government provided housing | None, Basic, Superior | ||
Availability of equipment and drugs | Inadequate, Improved | ||
Time commitment following training | 1Â year, 2Â years | ||
Permission to hold a second job in the private sector (doctors only) | Permitted, Not permitted | ||
Level of supervision (nurses only) | High, Low | ||
Blaauw et al. [5] Labelled design; presented alternatives described as ‘urban job’ and ‘rural job’ | Kenya, S Africa, Thailand; 300 graduating nurses per country | Facility | Urban, Rural |
Salary | Urban – entry salary; Rural – entry salary +10, +20 and +30% | ||
Training (years of service before study leave) | Varied by country. (e.g. Kenya: No study leave; 1Â years study leave after 4Â years service) | ||
Housing | Urban – none, basic; Rural – basic, superior | ||
Promotion (years of service before promotion) | Varied by country Kenya: 2Â years; 4Â years S Africa and Thailand: 1Â year; 2Â years | ||
Additional benefit | Varied by country. Kenya: Short-term; Permanent contract S Africa: None; Car allowance Thailand: Basic, expanded insurance cover | ||
Workplace culture | Hierarchical, Relational | ||
Kruk et al. [20] | Ghana; 302 fourth year medical students | Salary | Basic; +30; +50%; Twice basic |
Children’s education | No allowance; Allowance | ||
Infrastructure, equipment, supplies | Basic; Advanced | ||
Management style | Unsupportive; Supportive | ||
Years of work before study leave | Study leave after 5Â years of service; After 2Â years | ||
Housing | None; Basic; Superior | ||
Transportation | Utility car not provided; Provided | ||
Kolstad [19] | Tanzania; 320 clinical officer final year students | Salary and allowances | Â |
Education opportunities | None; Education opportunity offered after 2; 4; and 6Â years | ||
Location | Dar-es-Salaam; Regional HQ; District HQ; .3Â h drive from district HQ | ||
Availability of equipment and drugs | Sufficient; Insufficient | ||
Workload | Normal; Heavy | ||
Housing | None; Decent house provided | ||
Infrastructure | No utilities; Utilities and mobile coverage | ||
Ageyi-Baffour et al. [1] | Ghana: 298 third-year midwifery students | Salary | Base, base plus 30% |
Children’s education | No allowance, allowance | ||
Infrastructure, equipment & supplies | Basic, advanced | ||
Management style | Not supportive, supportive | ||
Minimum years of work before study leave | 2, 5Â years | ||
Housing | Free basic, free superior | ||
Transportation | No car loan, car loan | ||
Rockers et al., [37] | Uganda: 246 medical students, 132 nursing students, 50 pharmacy students 57 laboratory students | Salary | 4 levels customised for each cadre |
Facility Quality | Basic, advanced | ||
Housing | No housing, free basic housing, housing allowance | ||
Length of commitment | 2, 5Â years | ||
Support from manager | Not supportive, supportive | ||
Future tuition | No provision, full tuition fees | ||
Bocoum et al., [6] | Burkina Faso: 315 regional health workers | Regionalised Recruitment strategy | Continue, cancel, commit 5, 10Â years |
Motivation allowance | 3 levels from €33.6-€64.1 | ||
Medical coverage | 75% reduction for lab exams. 80% reduction lab and medicines; free medciation and lab exams | ||
Work equipment | Sufficient quality equipment, insufficient, sufficient quantity but poor quality | ||
Housing | Free housing, no housing, 25% increase in housing allowance | ||
Robyn et al. 2015 [36] | Cameroon: 351 medical students, nursing students and health workers | Accessability/connectivity to the city | Poor; good |
Health Facility infrastructure | Lack of; adequate | ||
Lodging | None; good quality housing | ||
Career development | No prefential access to ongoing training; preferential access | ||
Salary | Base; base + 255; base +50%; Base + 75% | ||
Job assignment in an urban area | Uncertain; automatic after 3Â years | ||
Honda & Vio [17] | Mozambique: 334 non-physician clinicians, 123 students | Place of work | Rural, Capital city; provincial city |
Monthly salary | Base salary, base plus 50%; base plus 100% | ||
Housing | None; Government housing | ||
Loan for housing or land | Not available; available | ||
Formal Education | None offered; offered after 5Â years only | ||
Skills development | No in-service training; regular in-service training | ||
Availability of equipment & Medicine | Inadequate;adequate | ||
Private practice | Part-time allowed; allowed outside hours | ||
Takemura et al. [44] | Kenya: 57 clinical officers | Quality of the Facility | Basic; Advanced |
Education opportunities | 1Â year study leave after 2Â years; after 5Â years | ||
Housing allowance | Insufficent to afford basic; sufficient for superior | ||
Monthly basic salary | 10% additional; 30% additional | ||
Promotion eligibility | In 2Â years; in 3Â years |