Table of Contents
Abstract. 2
CHAPTER ONE.. 5
INTRODUCTION.. 5
1.1 Background to the Study.. 5
1.2 Statement of the Problem... 7
1.3 Objectives of the Study.. 8
1.4 Research Questions. 8
1.5 Research Hypothesis. 9
1.6 Significance of the Study.. 9
1.7 Scope of the Study.. 10
1.8 Limitations of the Study.. 10
1.9 Organization of the Study.. 10
1.10 Definition of Terms. 11
CHAPTER TWO.. 15
REVIEW OF RELATED LITERATURE.. 15
2.1 Introduction.. 15
2.2 Theoretical Review.. 15
2.2.1 Human Resource Management Theory. 15
2.2.2 Transformational Leadership Theory. 16
2.2.3 Theory of Planned Behavior. 16
2.2.4 Systems Theory. 17
2.3 Conceptual Review.. 17
2.4 Empirical Review.. 21
2.5 Summary of Literature Review.. 23
Chapter Three.. 24
Research Methodology.. 24
3.1 Introduction.. 24
3.2 Research Design.. 24
3.3 Population of the Study.. 24
3.4 Sampling Technique and Sample Size.. 25
3.5 Data Collection Methods. 25
3.6 Data Analysis Procedures. 26
3.7 Validity and Reliability.. 26
3.8 Ethical Considerations. 27
3.9 Limitations of the Study.. 27
3.10 Conclusion.. 27
CHAPTER FOUR.. 29
DATA ANALYSIS AND INTERPRETATION.. 29
4.1 Preamble.. 29
4.2 Socio-Demographic Characteristics of Respondents. 29
TABLES BASED ON RESEARCH QUESTIONS.. 33
4.3 Analysis of the Respondents’ Views on Research Question one:. 33
4.4 Testing Hypothesis. 44
Discussion of Findings. 47
CHAPTER FIVE. 50
SUMMARY CONCLUSION AND RECOMMENDATIONS. 50
5.1 Summary of Findings. 50
5.2 Conclusion.. 50
5.3 Recommendations. 51
REFERENCE. 53
Questionnaire.. 55
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Assessing the state of the nursing workforce at Aminu Kano Teaching Hospital (AKTH) in Kano, Nigeria, is crucial for improving healthcare delivery and addressing systemic challenges within the institution. This assessment examines current workforce conditions, identifies gaps and challenges, and suggests strategies for future improvements. The nursing workforce plays a vital role in providing quality healthcare services, and understanding its dynamics is essential for enhancing both patient outcomes and job satisfaction among nurses. With the increasing demand for healthcare services in Nigeria, ensuring an adequate and competent nursing staff is more critical than ever.
The current state of the nursing workforce at AKTH reflects broader issues seen across Nigeria's healthcare system. According to a 2023 study by Ojo et al., the Nigerian nursing sector is facing significant challenges including insufficient staffing levels, inadequate training, and high turnover rates (Ojo et al., 2023). These issues are compounded by economic constraints and policy inadequacies, which undermine the effectiveness of healthcare delivery. A 2022 report by the World Health Organization highlighted that Nigeria has one of the lowest nurse-to-patient ratios globally, exacerbating the strain on existing healthcare facilities (WHO, 2022).
In response to these challenges, several strategies have been proposed to improve the state of the nursing workforce at AKTH. A 2021 paper by Bello and Ahmed suggested enhancing educational programs and providing continuous professional development opportunities as crucial steps for addressing workforce deficiencies (Bello & Ahmed, 2021). Additionally, increasing government funding and improving working conditions are critical to retaining skilled nursing staff. The National Nursing Association of Nigeria has also emphasized the importance of implementing supportive policies and creating career advancement opportunities to boost nurse morale and retention (NANN, 2023).
Looking forward, it is essential for AKTH to adopt a comprehensive approach that includes both immediate and long-term solutions. A 2024 study by Musa et al. recommends developing targeted recruitment strategies to fill staffing gaps and investing in technology to streamline administrative processes, which can help reduce the workload on nurses (Musa et al., 2024). Furthermore, fostering a supportive work environment and enhancing nurse-patient ratios are pivotal for improving overall job satisfaction and patient care.
1.2 Statement of the Problem
The assessment of the nursing workforce at Aminu Kano Teaching Hospital (AKTH) reveals several critical issues that undermine the effectiveness and efficiency of healthcare delivery. One of the primary concerns is the shortage of nursing staff, exacerbated by high turnover rates and inadequate recruitment practices. According to a 2023 study by Ojo et al., Nigerian hospitals, including AKTH, face severe staffing shortages, which result in increased workloads for existing nurses and compromised patient care (Ojo et al., 2023). This shortage not only strains the healthcare system but also negatively impacts the morale and job satisfaction of the nursing staff, leading to further attrition and a cycle of inadequacy.
In addition to staffing issues, the lack of ongoing professional development and inadequate training programs are significant barriers to maintaining a competent and motivated nursing workforce. A 2022 report by the World Health Organization highlights that the insufficient investment in nurse education and training in Nigeria leads to a workforce that is ill-prepared to handle the complexities of modern healthcare (WHO, 2022). This gap in professional development hampers nurses' ability to provide high-quality care and adapt to evolving healthcare demands, further exacerbating the challenges faced by AKTH.
1.3 Objectives of the Study
The main objective of the study is to examine Assessment of State of nursing workforce and way forward in Aminu Kano teaching hospital, Kano, Nigeria. Specific objectives of the study are:
- To determine the current staffing levels and composition of the nursing workforce in Aminu Kano Teaching Hospital, Kano, Nigeria, including the distribution of nurses across different departments and specialties.
- To assess the job satisfaction, workload, and burnout levels among nurses and burnout levels among nurses working at Aminu Kano Teaching Hospital, Kano, Nigeria.
- To identify the challenges faced by the nursing workforce and explore potential solutions to improve the nursing work environment and patient care delivery at Aminu Kano Teaching Hospital, Kano.
1.4 Research Questions
To guide the study and achieve the objectives of the study, the following research questions were formulated:
- What is the current staffing level and composition of the nursing workforce in Aminu Kano Teaching Hospital, Kano, Nigeria, in terms of number, qualifications, and experience?
- How do nurses at Aminu Kano Teaching Hospital, Kano, Nigeria, perceive their job satisfaction, workload, and burnout levels? What factors contribute to these perceptions?
- What are the major challenges faced by the nursing workforce at Aminu Kano Teaching Hospital, Nigeria in terms of staffing, workload, education, and professional development?
1.5 Research Hypothesis
The following research hypothesis was developed and tested for the study:
Ho: There is no significant difference in the adequacy, satisfaction, and retention rates of the nursing workforce at Aminu Kano Teaching Hospital compared to established standards and benchmarks.
1.6 Significance of the Study
The study is important for many reasons. The following are the major stakeholders this paper through its practical and theoretical implications and findings will be of great significance:
Firstly, the paper will benefit major stakeholders and policy makers in the Nursing Science sector. The various analysis, findings and discussions outlined in this paper will serve as a guide in enabling major positive changes in the industry and sub-sectors.
Secondly, the paper is also beneficial to the organizations used for the research. Since first hand data was gotten and analysed from the organization, they stand a chance to benefit directly from the findings of the study in respect to their various organizations. These findings will fast track growth and enable productivity in the organisations used as a case study.
Finally, the paper will serve as a guide to other researchers willing to research further into the subject matter. Through the conclusions, limitations and gaps identified in the subject matter, other student and independent researchers can have a well laid foundation to conduct further studies.
1.7 Scope of the Study
The study is delimited to Aminu Kano Teaching Hospital. Findings and recommendations from the study reflects the views and opinions of respondents sampled in the area. It may not reflect the entire picture in the population.
1.8 Limitations of the Study
The major limitations of the research study are time, financial constraints and delays from respondents. The researcher had difficulties combining lectures with field work. Financial constraints in form of getting adequate funds and sponsors to print questionnaires, hold Focus group discussions and logistics was recorded. Finally, respondents were a bit reluctant in filling questionnaires and submitting them on time. This delayed the project work a bit.
1.9 Organization of the Study
The study is made up of five (5) Chapters. Chapter one of the study gives a general introduction to the subject matter, background to the problem as well as a detailed problem statement of the research. This chapter also sets the objectives of the paper in motion detailing out the significance and scope of the paper.
Chapter Two of the paper entails the review of related literature with regards to corporate governance and integrated reporting. This chapter outlines the conceptual reviews, theoretical reviews and empirical reviews of the study.
Chapter Three centers on the methodologies applied in the study. A more detailed explanation of the research design, population of the study, sample size and technique, data collection method and analysis is discussed in this chapter.
Chapter Four highlights data analysis and interpretation giving the readers a thorough room for the discussion of the practical and theoretical implications of data analyzed in the study.
Chapter Five outlines the findings, conclusions and recommendations of the study. Based on objectives set out, the researcher concludes the paper by answering all research questions set out in the study.
1.10 Definition of Terms
1. Nursing Workforce
The collective group of registered nurses, nurse practitioners, nurse midwives, and nursing assistants employed within a healthcare facility. This term encompasses their skills, qualifications, job roles, and overall contribution to patient care and hospital operations.
2. Workforce Adequacy
A measure of whether the number of nursing staff, their skills, and their working conditions are sufficient to meet the healthcare needs of the patient population. This includes evaluating staffing levels, nurse-to-patient ratios, and the ability to provide quality care.
3. Staff Retention
The ability of a healthcare facility to keep its nursing staff over time. This term involves evaluating factors such as job satisfaction, career development opportunities, working conditions, and compensation to determine why staff may stay or leave the organization.
4. Professional Development
Ongoing education and training that nursing staff engage in to enhance their skills, knowledge, and competencies. This includes formal courses, workshops, conferences, and other learning opportunities aimed at improving nursing practice and career advancement.
5. Workforce Demographics
Statistical characteristics of the nursing staff, including age, gender, education level, years of experience, and specialty areas. Understanding these demographics helps in assessing the composition of the workforce and planning for future needs.
6. Workplace Environment
The overall setting in which nurses work, including physical conditions, organizational culture, support systems, and resources available. A positive workplace environment can impact job satisfaction, performance, and retention.
7. Strategic Planning
The process of defining long-term goals and outlining the steps necessary to achieve them, specifically in relation to the nursing workforce. This involves assessing current needs, predicting future trends, and developing strategies to address workforce challenges and improve overall effectiveness.
