Application of equity theory on skilled manpower retention: A study of medical practitioners in public specialist hospitals in Enugu Metropolis, Nigeria

Summary

The research paper, "Application of equity theory on skilled manpower retention: A study of medical practitioners in public specialist hospitals in Enugu Metropolis, Nigeria," authored by Mamah, A.A., and Ulo, F.U. in 2015, investigates the impact of equity perceptions on the retention of medical professionals. The study was conducted in public specialist hospitals within the Enugu Metropolis of Nigeria, a region facing significant healthcare challenges, including a critically high doctor-patient ratio of 1:24,007 compared to the global standard of 1:5,000. This disparity underscores the urgency of understanding and addressing factors contributing to the attrition of medical staff. Methodologically, the study employed a survey approach, targeting all 226 medical practitioners working in the selected public specialist hospitals. A high response rate of 92.92% was achieved, lending substantial credibility to the collected data and subsequent findings. The core theoretical framework for this research was equity theory, which posits that individuals are motivated by fairness, and that perceived inequity in the ratio of their inputs (e.g., effort, skills) to outcomes (e.g., salary, recognition) compared to others can lead to dissatisfaction and behavioral changes, such as leaving their employment. The findings unequivocally demonstrate that equity theory significantly influences skilled manpower retention among medical practitioners in Enugu, Nigeria. A major finding was that job dissatisfaction, primarily stemming from salary disparity, is a substantial contributor to the high attrition rate among these professionals, which stands at an alarming 21.36%. This indicates that when medical practitioners perceive their compensation as unfair in comparison to their contributions or to what their peers receive, it directly impacts their decision to remain in their positions. The study further established a strong correlation between pay equity and job satisfaction, indicating that fair compensation practices are crucial for influencing retention decisions within health institutions. The implications of these findings are profound for healthcare policy and human resource management in Nigeria. To combat the high attrition rates and improve the critically low doctor-patient ratio, healthcare authorities must implement retention strategies that prioritize equitable compensation and address perceived disparities. Ensuring fair pay structures and transparent reward systems could significantly enhance job satisfaction among medical practitioners, thereby fostering greater loyalty and reducing the brain drain within the public health sector in Enugu and potentially across Nigeria. The research underscores the need for a comprehensive approach that considers the psychological contracts of employees and the vital role of fairness in their career decisions.