“Get the nurses to go back to work” was the directive, after two years of intermittent labour strikes and consequent shutdown of the Federal Medical Centre, Owerri, South Eastern Nigeria. It was assumed that, since nurses constituted the largest percentage of health workers, their resumption would frustrate and end the strike. However, studies have shown that the use of force rarely worked. This study examined the nurses’ perception of causes of the strikes and the government interventions. The WHO healthy workplace framework was adapted in recommending strategies to prevent reoccurrence. Exploratory research design with mixed method sequential exploratory data collection strategy was utilized. Findings from focus group discussions in first phase were used to develop Likert scale self-administered questionnaire at second quantitative phase. One hundred and thirty-nine and 461 nurses participated in the qualitative and quantitative phases respectively. Epi Info statistical package was used for data entry and analysis of the quantitative data. Frequencies and percentages were calculated for all the items, and Chi-square was calculated between the senior and junior nurses’ responses. The responses of the senior and junior nurses were similar on the items. All sixteen causes of the strike identified by participants were within Psychosocial Work Environment of the WHO framework. Disparity in salary was highest (443(96.1%), followed by highhandedness of the chief executive (436(94.58%). Participants opined that insincerity of the investigation panel (369(80%) and seriousness of the crisis led to the shutdown (341(73.97%) of the facility. Suggested fifteen preventive strategies against strikes covered two of the WHO’s workplace environments. They included, the psychosocial environment: effective communication (450(97.61%), promotion of nurses as and when due (447(96.96%), harmonization of salaries (445(96.53%), change of chief executive (442(95.87%); and the physical environment: provision of materials to work with in the hospital (406(88%). Accurate reports by panels of enquiry (448(97.18%), appropriate prompt attention to the causes (447(96.96%), and avoidance of sentiments (446(96.75%) could prevent repeat shutdown of the facility. Chi-square showed no significant difference in the responses of the senior and junior nurses. According to the WHO healthy work place intervention model, elimination, substitution and modification of contents and processes in the workplace may be required. Stakeholders should avoid factors that hinder appropriate interventions; and uphold values that protect workers and the benefitting communities.
| Published in | International Journal of Health Economics and Policy (Volume 4, Issue 4) |
| DOI | 10.11648/j.hep.20190404.13 |
| Page(s) | 132-142 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2019. Published by Science Publishing Group |
Nurses, Healthy Workplace, Strikes, Industrial Actions, Preventive Strategies, FMC
| [1] | Ige K, Adeyeye F, Aina S. An empirical study of the factors influencing Industrial Conflicts in Nigeria (1980-2010). European Journal of Humanities and Social Sciences. 2011; 10 (1(Special Issue)): 423-39. |
| [2] | Seniwoliba AJ. Ghana’s numerous workers strikes; a cause for concern. Merit Research Journal of Education and Review. 2013; 1 (8): 159-71. |
| [3] | Okonta KE, Okonta OC. Industrial crises in a Tertiary Health Institution (THI) in Nigeria: The perspective of resident doctors. International Journal of Healthcare Management. 2017. |
| [4] | National Ethics Advisory Committee. The Ethical Principle of ‘Do No Harm’ and Industrial Action. Wellington New Zealand: Ministry of Health; 2013. |
| [5] | International Organisation of Employers. Findings of IOE Member Country Survey on the Right to Strike: IOE; 2015. |
| [6] | Ekpo H. Nigeria: 'Relevance of No Work, No Pay Rule in Curbing Labour Unrest in Public Sector'. Abuja: Guardian Newspapers; 2016 [cited 2017 6th January]; 13th September, 2016: [Online Newspaper]. Available from: http://allafrica.com/stories/201609130671.html. |
| [7] | Zech N. Stakeholder Relationship Management in the Context of Crisis Management. New Challenges of Economic and Business Development. 2013; May 9 - 11, 2013, Riga, University of Latvia: 681-92. |
| [8] | Jaques T. Reshaping crisis management: the challenge for organizational design. Organizational Development Journal. 2010; 28 (1): 9-17. |
| [9] | Haiven L, Haiven J. The Right to Strike and the Provision of Emergency Services in Canadian Health Care. Ottawa: Canadian Centre for Policy Alternatives, 410-75 Albert Street, Ottawa, ON K1P 5E7; 2002. |
| [10] | Dhai A, Etheredge HR, Vorster M, Veriava Y. The public’s attitude towards strike action by healthcare workers and health services in South Africa. SAJBL. 2011; 4 (2): 58-62. |
| [11] | Nursing & Midwifery Council of Nigeria. Code of Professional Conduct. Abuja: Nursing & Midwifery Council of Nigeria; 2016 [cited 2017 27th January,]; Available from: http://www.nmcn.gov.ng/codec2.html. |
| [12] | Ogundipe S, Obinna C, Olawale G. Shortage of medical personnel: Tougher times ahead for Nigerians Vanguard. 2015. |
| [13] | Rosseter R. The American Association of Colleges of Nursing - Nursing Fact Sheet. The American Association of Colleges of Nursing 2011 [updated April 12, 2011; cited 2017 24th January]; Available from: http://www.aacn.nche.edu/media-relations/fact-sheets/nursing-fact-sheet. |
| [14] | Asuquo EF, Etowa J, John M, Ndiok A, Sampson-Akpan P, Edet O. Assessing Nurses’ Capacity for Health Research and Policy Engagement in Nigeria. Journal of Applied Medical Sciences. 2013; 2 (4): 35-51. |
| [15] | NLC. Nigeria Labour Congress - International Policy and Affiliations Abuja: Nigeria labour Congress; 2017 [cited 2017 6th January]; Available from: http://www.nlcng.org/. |
| [16] | Osakede KO, Ijimakinwa SA. The Effect of Public Sector Health Care Workers Strike: Nigeria Experience Review of Public Administration and Management. 2014; 3 (6): 154-61. |
| [17] | DLA Piper. Best Practice Guide to Industrial Action. Australia: DLA Piper; 2013. |
| [18] | Oleribe OO, Ezieme IP, Oladipo O, Akinola EP, Udofia D, Taylor-Robinson SD. Industrial action by healthcare workers in Nigeria in 2013–2015: an inquiry into causes, consequences and control—a cross-sectional descriptive study. Human Resources for Health. 2016; 14 (46): 1-10. |
| [19] | Nala NP. Strategies for Curbing Strike Action by Nurses in Public Institutions, South Africa: University of South Africa; 2014. |
| [20] | Gyamfi GD. Assessing the effects of industrial unrest on Ghana health service: A case study of nurses at Korle-Bu teaching hospital. International Journal of Nursing and Midwifery. [Original Research]. 2011; 3 (1): 1-5. |
| [21] | Commonwealth Trade Union Group. 2007 Annual survey of violations of trade union rights in the Commonwealth countries: ITUC CSSI IGB; 2007. |
| [22] | Isiaka SA. The Continued Relevance of Strike as a Form of Industrial Action in Nigeria. HUMANITY Jos Journal of General Studies 2001; 3 (2): 36-44. |
| [23] | Ukonu IO, Emerole GA. The Role of National Industrial Court in Sustaining Harmony in Nigerian Health Sector: A Case of University of Abuja Teaching Hospital. Journal of Management and Sustainability. 2016; 6 (1): 171-81. |
| [24] | Ankomah M. Rampart Strike Actions in the Public Health Sector: Curbing the Menace. Martin Ankomah (Administrator, HRD, GHS); 2009 [cited 2017 25th January]; 1-8]. Available from: http://ahsag.org/pressreleases/Martin-%2029.pdf |
| [25] | Nigeria Health Watch Admin. How strikes are killing the Public Healthcare Sector and why it may be difficult to reclaim Africa Health Nigeria; 2015 [cited 2017 25th January,]; Available from: http://nigeriahealthwatch.com/how-strikes-are-killing-the-public-healthcare-sector-and-why-it-may-be-difficult-to-reclaim/. |
| [26] | National Bureau of Statistics. Economic Cost of the Nationwide Strike Action of 9th January – 16th January, 2012: Initial Assessment 2012. |
| [27] | Odhong E, Were S, Omolo J, editors. Re-thinking Industrial Relations for Enhanced Organizational Performance in Kenya. International Conference on Sustainable Research and Innovation 7th - 9th May 2014; 2014. |
| [28] | Efstathiou P, Papafragkaki D, Gogosis K, Manwlidou Z. Crisis management in the Health Sector; Qualities and characteristics of health crisis managers. International Journal of Caring Sciences. 2009; 2 (3): 105-7. |
| [29] | WHO. Public Services International (PSI) Terms of Employment and Working Conditions in Health Sector Reforms Points for DiscussionS. Workshop on Global Health Workforce Strategy; Annecy, France, 9-12 December 20002001. |
| [30] | NLC. Nigeria Labour Congress Policy Document 2007. Available from: https://www.nlcng.org/policydoc.pdf on 6th January, 2017. |
| [31] | Kalinde SA. Position on Industrial Actions and Strikes and the Impact on Human Rights. In: Commission MHR, editor.: 29th December, 2014 - MHRC 2014. |
| [32] | IMC. Report of the Interim Management Committee constituted by the Federal Ministry of Health on the Management and Administration at the Federal Medical Centre, Owerri, Imo State. Owerri: Federal Medical Centre 2016 June, 2016. |
| [33] | Burton J. WHO Healthy Workplace Framework and Model: Background and Supporting Literature and Practices. Geneva, Switzerland: World Health Organization; 2010. |
| [34] | Polit DF, Beck CT. Nursing Research: Generating and Assessing Evidence for Nursing Practice 8th Edition. Philadelphia: Wolters Kluwer / Lippincott Williams & Wilkins; 2008. |
| [35] | Creswell JW. Research Design: Qualitative, Quantitative, and Mixed Methods Approaches. 3rd ed. California: SAGE Publications, Inc.; 2009. |
| [36] | Byrne M. Sampling for qualitative research. AORN Journal. 2001: http://findarticles.com/p/articles/mi_m0FSL/is_2_73/ai_70871448/ |
| [37] | Marshall MN. Sampling for qualitative research. Family Practice. 1996;Vol. 13 (6): 522-5. |
| [38] | Miles MB, Huberman AM. An Expanded Sourcebook Qualitative Data Analysis 2nd ed. London: SAGE Publications International Educational and Professional Publisher; 1994. |
| [39] | Amin S, Das J, Goldstein M, (Edrs.). Are you being served? New Tools for Measuring Service Delivery. Washington DC The International Bank for Reconstruction and Development / The World Bank; 2008. |
| [40] | Debus M. Methodological Review A Handbook for Excellence in Focus Group Research. Washington, D.C: Academy For Educational Development HEALTHCOM; 2005. |
| [41] | Emanuel JE, Wendler D, Killen J, Grady C. What Makes Clinical Research In Developing Countries Ethical? The Benchmarks of Ethical Research. JID. 2004; 189 (1 March): 930-7. |
| [42] | Bradley EH, Curry AL, Devers KJ. Qualitative data analysis for health services research: developing taxonomy, themes, and theory. Retrieved 19th June 2009 from http://findarticlescom/p/articles/mi_m4149/is_4_42/ai_n27331528/?tag=content;col1 2007. |
| [43] | Creswell JW, Ebersohn L, Eloff I, Ferreira R, Ivankova NV, Jansen JD, Nieuwenhuis J, Pietersen J, Plano Clark VL, van der Westhuizen C, Kobus ME. First Steps In Research. Pretoria: Van Schaik Publishers; 2008. |
| [44] | Cohen D, Crabtree B. "Qualitative Research Guidelines Project". Lincoln and Guba's Evaluative Criteria 2006:http://www.qualres.org/HomeLinc-3684.html |
| [45] | Trochim WMK. Qualitative Validity. Web Center For Social Research Methods. 2006 10/20/2006:Retrieved 9th April 2009 from http://www.socialresearchmethods.net/kb/qualval.php. |
| [46] | Lincoln YS, Guba EG. Naturalistic Inquiry. Newbury Park, CA: SAGE Publications; 1985. |
| [47] | Brown JD. Likert items and scales of measurement? SHIKEN: JALT Testing & Evaluation SIG Newsletter. 2011; 15 (1): 10-4. |
| [48] | Boone HN, Boone DA. Analyzing Likert Data. Journal of Extension. 2012; 50 (2): 1-5. |
| [49] | Smith D. Beyond contingency planning: towards a model of crisis management. Industrial Crisis Quarterly. 1990; 4 (1990): 263-75. |
| [50] | Adetayo O. Boards have no power to suspend CEOs of parastatals, says SGF. Punch [serial on the Internet]. 2018; (October 30, 2018): Available from: https://punchng.com/boards-have-no-power-to-suspend-ceos-of-parastatals-says-sgf-2/ |
| [51] | NPC. Nigeria Demographic and Health Survey 2013. Abuja, Nigeria: National Population Commission Federal Republic of Nigeria 2014. |
| [52] | FMOH. Federal Republic of Nigeria National Strategic Health Development Plan (National Health Plan) 2010–2015. Abuja, Nigeria: Federal Ministry of Health; 2010. |
| [53] | Aiken LH, Clarke SP, Sloane DM. Hospital staffing, organization, and quality of care: cross-national findings. International Journal of Quality in Health Care. 2012; 14 (1): 5-13. |
APA Style
Bridget Omowumi Akin-Otiko, Modupe Motunrayo Adamolekun, Julie Remilekun Amoka. (2019). Nurses’ Perception of Causes of 2015 Strikes at Federal Medical Centre Owerri: Implication for Preventive Strategies. International Journal of Health Economics and Policy, 4(4), 132-142. https://doi.org/10.11648/j.hep.20190404.13
ACS Style
Bridget Omowumi Akin-Otiko; Modupe Motunrayo Adamolekun; Julie Remilekun Amoka. Nurses’ Perception of Causes of 2015 Strikes at Federal Medical Centre Owerri: Implication for Preventive Strategies. Int. J. Health Econ. Policy 2019, 4(4), 132-142. doi: 10.11648/j.hep.20190404.13
AMA Style
Bridget Omowumi Akin-Otiko, Modupe Motunrayo Adamolekun, Julie Remilekun Amoka. Nurses’ Perception of Causes of 2015 Strikes at Federal Medical Centre Owerri: Implication for Preventive Strategies. Int J Health Econ Policy. 2019;4(4):132-142. doi: 10.11648/j.hep.20190404.13
Share This Article
Twitter
Linked In
Facebook
Copy
Download@article{10.11648/j.hep.20190404.13,
author = {Bridget Omowumi Akin-Otiko and Modupe Motunrayo Adamolekun and Julie Remilekun Amoka},
title = {Nurses’ Perception of Causes of 2015 Strikes at Federal Medical Centre Owerri: Implication for Preventive Strategies},
journal = {International Journal of Health Economics and Policy},
volume = {4},
number = {4},
pages = {132-142},
doi = {10.11648/j.hep.20190404.13},
url = {https://doi.org/10.11648/j.hep.20190404.13},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.hep.20190404.13},
abstract = {“Get the nurses to go back to work” was the directive, after two years of intermittent labour strikes and consequent shutdown of the Federal Medical Centre, Owerri, South Eastern Nigeria. It was assumed that, since nurses constituted the largest percentage of health workers, their resumption would frustrate and end the strike. However, studies have shown that the use of force rarely worked. This study examined the nurses’ perception of causes of the strikes and the government interventions. The WHO healthy workplace framework was adapted in recommending strategies to prevent reoccurrence. Exploratory research design with mixed method sequential exploratory data collection strategy was utilized. Findings from focus group discussions in first phase were used to develop Likert scale self-administered questionnaire at second quantitative phase. One hundred and thirty-nine and 461 nurses participated in the qualitative and quantitative phases respectively. Epi Info statistical package was used for data entry and analysis of the quantitative data. Frequencies and percentages were calculated for all the items, and Chi-square was calculated between the senior and junior nurses’ responses. The responses of the senior and junior nurses were similar on the items. All sixteen causes of the strike identified by participants were within Psychosocial Work Environment of the WHO framework. Disparity in salary was highest (443(96.1%), followed by highhandedness of the chief executive (436(94.58%). Participants opined that insincerity of the investigation panel (369(80%) and seriousness of the crisis led to the shutdown (341(73.97%) of the facility. Suggested fifteen preventive strategies against strikes covered two of the WHO’s workplace environments. They included, the psychosocial environment: effective communication (450(97.61%), promotion of nurses as and when due (447(96.96%), harmonization of salaries (445(96.53%), change of chief executive (442(95.87%); and the physical environment: provision of materials to work with in the hospital (406(88%). Accurate reports by panels of enquiry (448(97.18%), appropriate prompt attention to the causes (447(96.96%), and avoidance of sentiments (446(96.75%) could prevent repeat shutdown of the facility. Chi-square showed no significant difference in the responses of the senior and junior nurses. According to the WHO healthy work place intervention model, elimination, substitution and modification of contents and processes in the workplace may be required. Stakeholders should avoid factors that hinder appropriate interventions; and uphold values that protect workers and the benefitting communities.},
year = {2019}
}
TY - JOUR T1 - Nurses’ Perception of Causes of 2015 Strikes at Federal Medical Centre Owerri: Implication for Preventive Strategies AU - Bridget Omowumi Akin-Otiko AU - Modupe Motunrayo Adamolekun AU - Julie Remilekun Amoka Y1 - 2019/11/05 PY - 2019 N1 - https://doi.org/10.11648/j.hep.20190404.13 DO - 10.11648/j.hep.20190404.13 T2 - International Journal of Health Economics and Policy JF - International Journal of Health Economics and Policy JO - International Journal of Health Economics and Policy SP - 132 EP - 142 PB - Science Publishing Group SN - 2578-9309 UR - https://doi.org/10.11648/j.hep.20190404.13 AB - “Get the nurses to go back to work” was the directive, after two years of intermittent labour strikes and consequent shutdown of the Federal Medical Centre, Owerri, South Eastern Nigeria. It was assumed that, since nurses constituted the largest percentage of health workers, their resumption would frustrate and end the strike. However, studies have shown that the use of force rarely worked. This study examined the nurses’ perception of causes of the strikes and the government interventions. The WHO healthy workplace framework was adapted in recommending strategies to prevent reoccurrence. Exploratory research design with mixed method sequential exploratory data collection strategy was utilized. Findings from focus group discussions in first phase were used to develop Likert scale self-administered questionnaire at second quantitative phase. One hundred and thirty-nine and 461 nurses participated in the qualitative and quantitative phases respectively. Epi Info statistical package was used for data entry and analysis of the quantitative data. Frequencies and percentages were calculated for all the items, and Chi-square was calculated between the senior and junior nurses’ responses. The responses of the senior and junior nurses were similar on the items. All sixteen causes of the strike identified by participants were within Psychosocial Work Environment of the WHO framework. Disparity in salary was highest (443(96.1%), followed by highhandedness of the chief executive (436(94.58%). Participants opined that insincerity of the investigation panel (369(80%) and seriousness of the crisis led to the shutdown (341(73.97%) of the facility. Suggested fifteen preventive strategies against strikes covered two of the WHO’s workplace environments. They included, the psychosocial environment: effective communication (450(97.61%), promotion of nurses as and when due (447(96.96%), harmonization of salaries (445(96.53%), change of chief executive (442(95.87%); and the physical environment: provision of materials to work with in the hospital (406(88%). Accurate reports by panels of enquiry (448(97.18%), appropriate prompt attention to the causes (447(96.96%), and avoidance of sentiments (446(96.75%) could prevent repeat shutdown of the facility. Chi-square showed no significant difference in the responses of the senior and junior nurses. According to the WHO healthy work place intervention model, elimination, substitution and modification of contents and processes in the workplace may be required. Stakeholders should avoid factors that hinder appropriate interventions; and uphold values that protect workers and the benefitting communities. VL - 4 IS - 4 ER -
Information
Email: