It is reported that the healthcare workforce in Zambia is inadequate for the healthcare needs of the country. This stems from healthcare professionals, particularly radiographers, exiting the public health sector for non-governmental organizations or other countries with attractive conditions of service. It has been argued that employees are more likely to be satisfied with their job and retained when their expectations are met. Workplace experiences can influence employee satisfaction and retention, negatively or positively. The aim of the study was to explore and describe the workplace experiences of radiographers in the public health sector in the province of Lusaka in Zambia and to examine how these experiences influence job satisfaction and staff retention.
Methodology
This research was a qualitative, explorative, descriptive study which adopted a constructivist paradigm, using a case study approach. Radiographers working in four public hospitals in Lusaka were included in the study. Using purposive sampling, thirty-nine (39) radiographers who met the inclusion criteria participated in the study. Data was collected using a semi-structured interview schedule. An audio recorder was used to capture the interviews, which were transcribed verbatim. The data was analyzed using a thematic approach and the themes were derived and interpreted in relation to the main concepts in Herzberg’s Two-Factor Theory (Herzberg’s TFT).
Results
Five main themes were identified from the data, namely: physical work environment, staff workloads, remuneration and incentives, leadership style, and professional development. With regard to the physical work environment, radiographers reported inadequate ventilation, particularly in the imaging rooms, insufficient imaging equipment, accessories and consumables, outmoded and faulty equipment, inadequate patient spaces, inadequate working and resting spaces for staff. Regarding remuneration and incentives, the participants highlighted inadequate salaries and non-availability of incentives and rewards. Participants reported inflexible work allocation, inadequate staffing, and excessive workloads as challenges related to staff workloads. Challenges regarding the theme of the style of leadership and supervision included lack of the following: openness to modern management approaches, emotional intelligence on the part of leadership, autonomy in the workplace, and motivation and appreciation of staff. With respect to professional development, the participants expressed an appreciation for continuing professional development (CPD) opportunities and workshops including the opportunities for new learning experiences. The lack of advocacy by the relevant radiography professional bodies and/or societies was also highlighted. The findings show that the challenges experienced by the radiographers, within the workplace, negatively influence job satisfaction and staff retention, which in turn impacts negatively on imaging service delivery.
Discussion
Herzberg’s (TFT) was selected to provide a meaningful interpretation of the findings, as it highlights the hygiene and motivator factors that affect job satisfaction. The hygiene factors refer to the physical work environment, working conditions, remuneration and rewards, leadership and management. A safe and conducive work environment is essential for radiographers to undertake their daily tasks effectively. They have a right to work in a physical work environment that has adequate spaces, sufficient ventilation and uninterrupted water supply to ensure proper infection control measures as well as to minimize occupational health risks. They also require updated and properly maintained imaging equipment and related ancillaries to provide optimal imaging service delivery. They also experience a higher level of satisfaction when they have a suitable place to rest. Radiographers’ job dissatisfaction is greater when they receive inadequate salaries and there is lack of other rewards and incentives such as radiation risk and overtime allowances. Radiographers experience job satisfaction when they have manageable workloads and there is an adequate staff patient ratio. Staffing shortages lead to increased workloads, which in turn contribute to increasing work-related stressors. Radiographers experience higher levels of job satisfaction and are likely to remain in their positions when their efforts are recognised and rewarded by their respective managers and/or leaders. In addition, radiographers thrive in a work environment that fosters autonomy. The motivator factor in Herzberg’s (TFT) refers to professional development and employee recognition. Radiographers recognize that CPD is essential to maintain professional aptitude and they also recognize the significance of the professional body in the development of the profession as well as the role that public hospitals play in providing opportunities for continuing learning. Therefore, it is imperative the radiographers are provided with adequate opportunities for professional development and lifelong learning, especially in the ‘era of uncertainty’.
Conclusion
Radiographers, working in the selected public hospitals in the province of Lusaka, experience many challenges in their workplaces. The challenges are related to the physical work environment, remunerations and rewards, staff workloads, leadership style, and CPD which negatively affect job satisfaction and staff retention among public service radiographers. Failure by the employers to address these challenges results in employee job dissatisfaction and negatively affects staff retention. To enhance job satisfaction among public service radiographers, the employers need to support professional development, and recognize and reward performance. This study could contribute positively to enhancing the radiographers’ work environment, which could enhance job satisfaction and staff retention among public service radiographers.
Background: Zambia's healthcare workforce is reportedly inadequate for the country's healthcare n... more Background: Zambia's healthcare workforce is reportedly inadequate for the country's healthcare needs. This stems from healthcare professionals, particularly radiographers, exiting the public health sector for non-governmental organizations or other countries with attractive conditions of service. This study required to explore and describe the workplace experiences of public health sector radiographers in the province of Lusaka in Zambia and to examine how these experiences influence job satisfaction and staff retention. Methods: The study used a qualitative research design. Semi-structured interviews were conducted to collect data from 20 purposively selected public service radiographers, working in the Lusaka district of Zambia. Interviews were recorded, transcribed, and analysed by themes. Results: Five themes emerged: physical work environment, remunerations and rewards, staff workloads, leadership and supervision, and professional development. This study established that participants appreciate their physical work environment that constitutes modern and various imaging equipment. However, the majority of the participants expressed dissatisfaction with their workplace experiences owing to inadequate work spaces, inadequate salaries, a lack of incentives and rewards, increased workloads and inflexible work schedules, unapproved leadership style, lack of performance recognition and support for continuing professional development. Conclusion: The study findings provided information on the deficiencies within public service radiographers' work environment. To enhance job satisfaction and retention, the employer needs to addresses the challenges being experienced by the radiographers.
Background: All general radiographic images must always display a correct permanent anatomical si... more Background: All general radiographic images must always display a correct permanent anatomical side marker (ASM). However, literature reports a decline in the use of permanent ASMs in digital radiography (DR). The ASM has been reported as one of the most common sources of error in radiography of which some have resulted in performing wrong-site surgery and treatment. Since the installation of a DR X-ray machine in 2015 at the University Teaching Hospital (UTH) no research or audit has been conducted on this subject. Aim: This study aimed at auditing the use of ASMs in digital radiography (DR) and identifying the barriers to the use of permanent ASMs at the University Teaching Hospital (UTH) of Lusaka, Zambia. Methodology: This study was conducted in two phases. The first phase involved a retrospective auditing of the use of ASMs in DR with a sample of 290 radiographic images. Data were collected using a checklist. The second phase was aimed at identifying the barriers to the use of ...
Medical imaging plays a significant role in the detection of foetal anomalies, such as the Pental... more Medical imaging plays a significant role in the detection of foetal anomalies, such as the Pentalogy of Cantrell (POC). POC is a congenital anomaly involving five or fewer body malformations: ectopia cordis (EC), tetralogy of fallot (TOF), sternal defects, diaphragmatic defects, and abdominal wall defects. The commonly used imaging modality in the detection of POC during pregnancy is ultrasound because it uses non-ionising radiation, is cheap, and is available in most medical facilities. We report a rare case of POC from a medical imaging standpoint in Zambia. Two obstetric ultrasound scans were performed in the 3rd trimester. The initial scan revealed, among other things, unappreciated abdominal contents, while the second scan revealed a foetal heart sited partially external to the thoracic cavity, with external herniation of the liver and bowels. Our case was classified as incomplete POC because not all five main malformations were present. This case report highlights the importan...
Clinical audit is a quality improvement process that seeks to improve imaging standards through a... more Clinical audit is a quality improvement process that seeks to improve imaging standards through a systematic review of the practice. In radiography, clinical audits have been part of quality assurance (QA) for a long time, but less attention was paid to this important quality improvement activity. Nonetheless, in the last decade, it has received more attention globally due patient’s concerns and demands for quality of imaging services. This has resulted in the publications of guidelines from the International Atomic Energy Agency (IAEA) and the European Commission (EC). Despite this, literature from a radiography perspective on how to conduct a successful clinical audit to impact knowledge and skills to radiographers is limited. This article discusses the process involved in conducting a successful clinical audit, with the aim of providing guidelines to radiographers and other healthcare professionals, such as medical doctors and nurses. Keywords—Clinical audit, Quality assurance, R...
It is reported that the healthcare workforce in Zambia is inadequate for the healthcare needs of the country. This stems from healthcare professionals, particularly radiographers, exiting the public health sector for non-governmental organizations or other countries with attractive conditions of service. It has been argued that employees are more likely to be satisfied with their job and retained when their expectations are met. Workplace experiences can influence employee satisfaction and retention, negatively or positively. The aim of the study was to explore and describe the workplace experiences of radiographers in the public health sector in the province of Lusaka in Zambia and to examine how these experiences influence job satisfaction and staff retention.
Methodology
This research was a qualitative, explorative, descriptive study which adopted a constructivist paradigm, using a case study approach. Radiographers working in four public hospitals in Lusaka were included in the study. Using purposive sampling, thirty-nine (39) radiographers who met the inclusion criteria participated in the study. Data was collected using a semi-structured interview schedule. An audio recorder was used to capture the interviews, which were transcribed verbatim. The data was analyzed using a thematic approach and the themes were derived and interpreted in relation to the main concepts in Herzberg’s Two-Factor Theory (Herzberg’s TFT).
Results
Five main themes were identified from the data, namely: physical work environment, staff workloads, remuneration and incentives, leadership style, and professional development. With regard to the physical work environment, radiographers reported inadequate ventilation, particularly in the imaging rooms, insufficient imaging equipment, accessories and consumables, outmoded and faulty equipment, inadequate patient spaces, inadequate working and resting spaces for staff. Regarding remuneration and incentives, the participants highlighted inadequate salaries and non-availability of incentives and rewards. Participants reported inflexible work allocation, inadequate staffing, and excessive workloads as challenges related to staff workloads. Challenges regarding the theme of the style of leadership and supervision included lack of the following: openness to modern management approaches, emotional intelligence on the part of leadership, autonomy in the workplace, and motivation and appreciation of staff. With respect to professional development, the participants expressed an appreciation for continuing professional development (CPD) opportunities and workshops including the opportunities for new learning experiences. The lack of advocacy by the relevant radiography professional bodies and/or societies was also highlighted. The findings show that the challenges experienced by the radiographers, within the workplace, negatively influence job satisfaction and staff retention, which in turn impacts negatively on imaging service delivery.
Discussion
Herzberg’s (TFT) was selected to provide a meaningful interpretation of the findings, as it highlights the hygiene and motivator factors that affect job satisfaction. The hygiene factors refer to the physical work environment, working conditions, remuneration and rewards, leadership and management. A safe and conducive work environment is essential for radiographers to undertake their daily tasks effectively. They have a right to work in a physical work environment that has adequate spaces, sufficient ventilation and uninterrupted water supply to ensure proper infection control measures as well as to minimize occupational health risks. They also require updated and properly maintained imaging equipment and related ancillaries to provide optimal imaging service delivery. They also experience a higher level of satisfaction when they have a suitable place to rest. Radiographers’ job dissatisfaction is greater when they receive inadequate salaries and there is lack of other rewards and incentives such as radiation risk and overtime allowances. Radiographers experience job satisfaction when they have manageable workloads and there is an adequate staff patient ratio. Staffing shortages lead to increased workloads, which in turn contribute to increasing work-related stressors. Radiographers experience higher levels of job satisfaction and are likely to remain in their positions when their efforts are recognised and rewarded by their respective managers and/or leaders. In addition, radiographers thrive in a work environment that fosters autonomy. The motivator factor in Herzberg’s (TFT) refers to professional development and employee recognition. Radiographers recognize that CPD is essential to maintain professional aptitude and they also recognize the significance of the professional body in the development of the profession as well as the role that public hospitals play in providing opportunities for continuing learning. Therefore, it is imperative the radiographers are provided with adequate opportunities for professional development and lifelong learning, especially in the ‘era of uncertainty’.
Conclusion
Radiographers, working in the selected public hospitals in the province of Lusaka, experience many challenges in their workplaces. The challenges are related to the physical work environment, remunerations and rewards, staff workloads, leadership style, and CPD which negatively affect job satisfaction and staff retention among public service radiographers. Failure by the employers to address these challenges results in employee job dissatisfaction and negatively affects staff retention. To enhance job satisfaction among public service radiographers, the employers need to support professional development, and recognize and reward performance. This study could contribute positively to enhancing the radiographers’ work environment, which could enhance job satisfaction and staff retention among public service radiographers.
Background: Zambia's healthcare workforce is reportedly inadequate for the country's healthcare n... more Background: Zambia's healthcare workforce is reportedly inadequate for the country's healthcare needs. This stems from healthcare professionals, particularly radiographers, exiting the public health sector for non-governmental organizations or other countries with attractive conditions of service. This study required to explore and describe the workplace experiences of public health sector radiographers in the province of Lusaka in Zambia and to examine how these experiences influence job satisfaction and staff retention. Methods: The study used a qualitative research design. Semi-structured interviews were conducted to collect data from 20 purposively selected public service radiographers, working in the Lusaka district of Zambia. Interviews were recorded, transcribed, and analysed by themes. Results: Five themes emerged: physical work environment, remunerations and rewards, staff workloads, leadership and supervision, and professional development. This study established that participants appreciate their physical work environment that constitutes modern and various imaging equipment. However, the majority of the participants expressed dissatisfaction with their workplace experiences owing to inadequate work spaces, inadequate salaries, a lack of incentives and rewards, increased workloads and inflexible work schedules, unapproved leadership style, lack of performance recognition and support for continuing professional development. Conclusion: The study findings provided information on the deficiencies within public service radiographers' work environment. To enhance job satisfaction and retention, the employer needs to addresses the challenges being experienced by the radiographers.
Background: All general radiographic images must always display a correct permanent anatomical si... more Background: All general radiographic images must always display a correct permanent anatomical side marker (ASM). However, literature reports a decline in the use of permanent ASMs in digital radiography (DR). The ASM has been reported as one of the most common sources of error in radiography of which some have resulted in performing wrong-site surgery and treatment. Since the installation of a DR X-ray machine in 2015 at the University Teaching Hospital (UTH) no research or audit has been conducted on this subject. Aim: This study aimed at auditing the use of ASMs in digital radiography (DR) and identifying the barriers to the use of permanent ASMs at the University Teaching Hospital (UTH) of Lusaka, Zambia. Methodology: This study was conducted in two phases. The first phase involved a retrospective auditing of the use of ASMs in DR with a sample of 290 radiographic images. Data were collected using a checklist. The second phase was aimed at identifying the barriers to the use of ...
Medical imaging plays a significant role in the detection of foetal anomalies, such as the Pental... more Medical imaging plays a significant role in the detection of foetal anomalies, such as the Pentalogy of Cantrell (POC). POC is a congenital anomaly involving five or fewer body malformations: ectopia cordis (EC), tetralogy of fallot (TOF), sternal defects, diaphragmatic defects, and abdominal wall defects. The commonly used imaging modality in the detection of POC during pregnancy is ultrasound because it uses non-ionising radiation, is cheap, and is available in most medical facilities. We report a rare case of POC from a medical imaging standpoint in Zambia. Two obstetric ultrasound scans were performed in the 3rd trimester. The initial scan revealed, among other things, unappreciated abdominal contents, while the second scan revealed a foetal heart sited partially external to the thoracic cavity, with external herniation of the liver and bowels. Our case was classified as incomplete POC because not all five main malformations were present. This case report highlights the importan...
Clinical audit is a quality improvement process that seeks to improve imaging standards through a... more Clinical audit is a quality improvement process that seeks to improve imaging standards through a systematic review of the practice. In radiography, clinical audits have been part of quality assurance (QA) for a long time, but less attention was paid to this important quality improvement activity. Nonetheless, in the last decade, it has received more attention globally due patient’s concerns and demands for quality of imaging services. This has resulted in the publications of guidelines from the International Atomic Energy Agency (IAEA) and the European Commission (EC). Despite this, literature from a radiography perspective on how to conduct a successful clinical audit to impact knowledge and skills to radiographers is limited. This article discusses the process involved in conducting a successful clinical audit, with the aim of providing guidelines to radiographers and other healthcare professionals, such as medical doctors and nurses. Keywords—Clinical audit, Quality assurance, R...
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Thesis Chapters by Mubanga Bwalya
Introduction
It is reported that the healthcare workforce in Zambia is inadequate for the healthcare needs of the country. This stems from healthcare professionals, particularly radiographers, exiting the public health sector for non-governmental organizations or other countries with attractive conditions of service. It has been argued that employees are more likely to be satisfied with their job and retained when their expectations are met. Workplace experiences can influence employee satisfaction and retention, negatively or positively. The aim of the study was to explore and describe the workplace experiences of radiographers in the public health sector in the province of Lusaka in Zambia and to examine how these experiences influence job satisfaction and staff retention.
Methodology
This research was a qualitative, explorative, descriptive study which adopted a constructivist paradigm, using a case study approach. Radiographers working in four public hospitals in Lusaka were included in the study. Using purposive sampling, thirty-nine (39) radiographers who met the inclusion criteria participated in the study. Data was collected using a semi-structured interview schedule. An audio recorder was used to capture the interviews, which were transcribed verbatim. The data was analyzed using a thematic approach and the themes were derived and interpreted in relation to the main concepts in Herzberg’s Two-Factor Theory (Herzberg’s TFT).
Results
Five main themes were identified from the data, namely: physical work environment, staff workloads, remuneration and incentives, leadership style, and professional development. With regard to the physical work environment, radiographers reported inadequate ventilation, particularly in the imaging rooms, insufficient imaging equipment, accessories and consumables, outmoded and faulty equipment, inadequate patient spaces, inadequate working and resting spaces for staff. Regarding remuneration and incentives, the participants highlighted inadequate salaries and non-availability of incentives and rewards. Participants reported inflexible work allocation, inadequate staffing, and excessive workloads as challenges related to staff workloads. Challenges regarding the theme of the style of leadership and supervision included lack of the following: openness to modern management approaches, emotional intelligence on the part of leadership, autonomy in the workplace, and motivation and appreciation of staff. With respect to professional development, the participants expressed an appreciation for continuing professional development (CPD) opportunities and workshops including the opportunities for new learning experiences. The lack of advocacy by the relevant radiography professional bodies and/or societies was also highlighted. The findings show that the challenges experienced by the radiographers, within the workplace, negatively influence job satisfaction and staff retention, which in turn impacts negatively on imaging service delivery.
Discussion
Herzberg’s (TFT) was selected to provide a meaningful interpretation of the findings, as it highlights the hygiene and motivator factors that affect job satisfaction. The hygiene factors refer to the physical work environment, working conditions, remuneration and rewards, leadership and management. A safe and conducive work environment is essential for radiographers to undertake their daily tasks effectively. They have a right to work in a physical work environment that has adequate spaces, sufficient ventilation and uninterrupted water supply to ensure proper infection control measures as well as to minimize occupational health risks. They also require updated and properly maintained imaging equipment and related ancillaries to provide optimal imaging service delivery. They also experience a higher level of satisfaction when they have a suitable place to rest. Radiographers’ job dissatisfaction is greater when they receive inadequate salaries and there is lack of other rewards and incentives such as radiation risk and overtime allowances. Radiographers experience job satisfaction when they have manageable workloads and there is an adequate staff patient ratio. Staffing shortages lead to increased workloads, which in turn contribute to increasing work-related stressors. Radiographers experience higher levels of job satisfaction and are likely to remain in their positions when their efforts are recognised and rewarded by their respective managers and/or leaders. In addition, radiographers thrive in a work environment that fosters autonomy.
The motivator factor in Herzberg’s (TFT) refers to professional development and employee recognition. Radiographers recognize that CPD is essential to maintain professional aptitude and they also recognize the significance of the professional body in the development of the profession as well as the role that public hospitals play in providing opportunities for continuing learning. Therefore, it is imperative the radiographers are provided with adequate opportunities for professional development and lifelong learning, especially in the ‘era of uncertainty’.
Conclusion
Radiographers, working in the selected public hospitals in the province of Lusaka, experience many challenges in their workplaces. The challenges are related to the physical work environment, remunerations and rewards, staff workloads, leadership style, and CPD which negatively affect job satisfaction and staff retention among public service radiographers. Failure by the employers to address these challenges results in employee job dissatisfaction and negatively affects staff retention. To enhance job satisfaction among public service radiographers, the employers need to support professional development, and recognize and reward performance. This study could contribute positively to enhancing the radiographers’ work environment, which could enhance job satisfaction and staff retention among public service radiographers.
Papers by Mubanga Bwalya
Introduction
It is reported that the healthcare workforce in Zambia is inadequate for the healthcare needs of the country. This stems from healthcare professionals, particularly radiographers, exiting the public health sector for non-governmental organizations or other countries with attractive conditions of service. It has been argued that employees are more likely to be satisfied with their job and retained when their expectations are met. Workplace experiences can influence employee satisfaction and retention, negatively or positively. The aim of the study was to explore and describe the workplace experiences of radiographers in the public health sector in the province of Lusaka in Zambia and to examine how these experiences influence job satisfaction and staff retention.
Methodology
This research was a qualitative, explorative, descriptive study which adopted a constructivist paradigm, using a case study approach. Radiographers working in four public hospitals in Lusaka were included in the study. Using purposive sampling, thirty-nine (39) radiographers who met the inclusion criteria participated in the study. Data was collected using a semi-structured interview schedule. An audio recorder was used to capture the interviews, which were transcribed verbatim. The data was analyzed using a thematic approach and the themes were derived and interpreted in relation to the main concepts in Herzberg’s Two-Factor Theory (Herzberg’s TFT).
Results
Five main themes were identified from the data, namely: physical work environment, staff workloads, remuneration and incentives, leadership style, and professional development. With regard to the physical work environment, radiographers reported inadequate ventilation, particularly in the imaging rooms, insufficient imaging equipment, accessories and consumables, outmoded and faulty equipment, inadequate patient spaces, inadequate working and resting spaces for staff. Regarding remuneration and incentives, the participants highlighted inadequate salaries and non-availability of incentives and rewards. Participants reported inflexible work allocation, inadequate staffing, and excessive workloads as challenges related to staff workloads. Challenges regarding the theme of the style of leadership and supervision included lack of the following: openness to modern management approaches, emotional intelligence on the part of leadership, autonomy in the workplace, and motivation and appreciation of staff. With respect to professional development, the participants expressed an appreciation for continuing professional development (CPD) opportunities and workshops including the opportunities for new learning experiences. The lack of advocacy by the relevant radiography professional bodies and/or societies was also highlighted. The findings show that the challenges experienced by the radiographers, within the workplace, negatively influence job satisfaction and staff retention, which in turn impacts negatively on imaging service delivery.
Discussion
Herzberg’s (TFT) was selected to provide a meaningful interpretation of the findings, as it highlights the hygiene and motivator factors that affect job satisfaction. The hygiene factors refer to the physical work environment, working conditions, remuneration and rewards, leadership and management. A safe and conducive work environment is essential for radiographers to undertake their daily tasks effectively. They have a right to work in a physical work environment that has adequate spaces, sufficient ventilation and uninterrupted water supply to ensure proper infection control measures as well as to minimize occupational health risks. They also require updated and properly maintained imaging equipment and related ancillaries to provide optimal imaging service delivery. They also experience a higher level of satisfaction when they have a suitable place to rest. Radiographers’ job dissatisfaction is greater when they receive inadequate salaries and there is lack of other rewards and incentives such as radiation risk and overtime allowances. Radiographers experience job satisfaction when they have manageable workloads and there is an adequate staff patient ratio. Staffing shortages lead to increased workloads, which in turn contribute to increasing work-related stressors. Radiographers experience higher levels of job satisfaction and are likely to remain in their positions when their efforts are recognised and rewarded by their respective managers and/or leaders. In addition, radiographers thrive in a work environment that fosters autonomy.
The motivator factor in Herzberg’s (TFT) refers to professional development and employee recognition. Radiographers recognize that CPD is essential to maintain professional aptitude and they also recognize the significance of the professional body in the development of the profession as well as the role that public hospitals play in providing opportunities for continuing learning. Therefore, it is imperative the radiographers are provided with adequate opportunities for professional development and lifelong learning, especially in the ‘era of uncertainty’.
Conclusion
Radiographers, working in the selected public hospitals in the province of Lusaka, experience many challenges in their workplaces. The challenges are related to the physical work environment, remunerations and rewards, staff workloads, leadership style, and CPD which negatively affect job satisfaction and staff retention among public service radiographers. Failure by the employers to address these challenges results in employee job dissatisfaction and negatively affects staff retention. To enhance job satisfaction among public service radiographers, the employers need to support professional development, and recognize and reward performance. This study could contribute positively to enhancing the radiographers’ work environment, which could enhance job satisfaction and staff retention among public service radiographers.