Healthcare Management Practices and Their Influence on Staff Motivation in Faith-Based Hospitals in Western Ghana: A Case Study of Holy Child Catholic Hospital and Father Thomas Alan Rooney Memorial Hospital, Asankrangwa
DOI:
https://doi.org/10.64261/ijaarai.v1n2.002Keywords:
Staff motivation, healthcare management practices, Catholic hospitals, professional development, faith-based health systems, GhanaAbstract
Background: Motivating healthcare workers is essential for ensuring quality service delivery, especially in faith-based institutions operating in resource-limited environments. This study examined how healthcare management practices influence staff motivation in two Catholic hospitals in the Western Region of Ghana: Holy Child Catholic Hospital in Fijai and Father Thomas Alan Rooney Memorial Hospital in Asankrangwa. Methods: A descriptive cross-sectional survey design was employed, involving 234 health workers selected through convenience sampling. Data were collected using a structured self-administered questionnaire and analyzed using descriptive statistics, including means and standard deviations. Perceptions of healthcare management practices and staff motivation levels were assessed using a 4-point Likert scale, with a mean score above 2.50 considered positive. Results: The findings revealed that respondents generally perceived healthcare management practices as effective, particularly in areas such as professional development (Mean = 2.82), leadership support (Mean = 2.71), and communication (Mean = 2.70). Staff motivation was also found to be high, driven primarily by opportunities for personal growth (Mean = 2.73), job security (Mean = 2.71), and recognition (Mean = 2.64). However, financial rewards received relatively lower scores, indicating the importance of intrinsic and relational motivators in these settings. Conclusion: Effective healthcare management practices significantly influence staff motivation in Catholic hospitals. Strengthening leadership engagement, professional development opportunities, and fair appraisal systems can enhance worker morale and commitment. In resource-constrained environments, non-financial motivators offer a practical and sustainable approach to improving staff performance and retention.References
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