Tuyển tập các báo cáo nghiên cứu về sinh học được đăng trên tạp chí sinh học quốc tế đề tài : Key factors leading to reduced recruitment and retention of health professionals in remote areas of Ghana: a qualitative study and proposed policy solutions | Snow et al. Human Resources for Health 2011 9 13 http content 9 1 13 HUMAN RESOURCES FOR HEALTH RESEARCH Open Access Key factors leading to reduced recruitment and retention of health professionals in remote areas of Ghana a qualitative study and proposed policy solutions Rachel C Snow1 2 Kwesi Asabir3 Massy Mutumba1 Elizabeth Koomson4 Kofi Gyan5 Mawuli Dzodzomenyo6 Margaret Kruk7 and Janet Kwansah8 Abstract Background The ability of many countries to achieve national health goals such as the Millennium Development Goals remains hindered by inadequate and poorly distributed health personnel including doctors. The distribution of doctors in Ghana is highly skewed with a majority serving in two major metropolitan areas Accra and Kumasi and inadequate numbers in remote and rural districts. Recent policies increasing health worker salaries have reduced migration of doctors out of Ghana but made little difference to distribution within the country. This qualitative study was undertaken to understand how practicing doctors and medical leaders in Ghana describe the key factors reducing recruitment and retention of health professionals into remote areas and to document their proposed policy solutions. Methods In-depth interviews were carried out with 84 doctors and medical leaders including 17 regional medical directors and deputy directors from across Ghana and 67 doctors currently practicing in 3 regions Greater Accra Brong Ahafo and Upper West these 3 regions were chosen to represent progressively more remote distances from the capital of Accra. Results and discussion All participants felt that rural postings must have special career or monetary incentives given the loss of locum . moonlighting income the higher workload and professional isolation of remote assignments. Career death and prolonged rural appointments were a common fear and proposed policy solutions focused considerably on career incentives such as guaranteed promotion or
