Figures & Tables
Figures
- FIGURE
Significant Interaction Terms of Task and Demographic and Work Characteristics From the Interaction Model, Shurugwi and Chirumanzu Districts, Zimbabwe, 2013
Tables
- TABLE 1 Background Characteristics of Community Health Workers, Shurugwi and Chirumanzu Districts, Zimbabwe, 2013 (N = 322)
Characteristic Value Age, mean ± SD, years 45.0 ± 8.8 <40, No. (%) 87 (27.0) 40–50, No. (%) 153 (47.5) >50, No. (%) 82 (25.5) Gender, No. (%) Female 237 (73.6) Marital status, No. (%) Currently married 247 (76.7) Other 75 (23.3) Household size, mean ± SD 4.82 ± 2.50 Educational level, No. (%) Primary (7 years) 54 (16.8) Some secondary (8–10 years) 101 (31.4) “O” Levela or higher (11+ years) 167 (51.9) Tenure as CHW, median (IQR), years 3.2 (2.2, 11.1) First experience with health education job, No (%) 243 (75.5) Abbreviations: IQR, interquartile range; SD, standard deviation; CHW, community health worker.
a Ordinary, or “O”, Level certificate examination is a terminal examination taken after 4 years of secondary education.
- TABLE 2 Description of 8 Work Characteristic Factors Emerging From Factor Analysis of CHW Survey Responses, Shurugwi and Chirumanzu Districts, Zimbabwe, 2013
Factor Number of Survey Items Description of Factor Perceived job satisfaction and intrinsic motivation 12 Feels personally motivated and happy with work and making a positive impact; feels appreciated by community, health workers, and organization for work Satisfaction with remuneration 3 Satisfied with remuneration for the work Perceived peer support 5 Receives advice and support from other CHWs Perceived supportive supervision 12 Feels valued, motivated, guided, and heard, and feels supervisor is accessible Perceived operational supervision 10 Feels informed and consulted about work activities; received communication to improve work; feels needs are represented Perceived adequacy of resources for work 5 Frequency of shortage of transportation and work tools Perceived negative performance feedback 5 Community, other CHWs, and supervisor attitude indicate poor performance Perceived positive performance feedback 6 Supervisor and community inform CHW of good performance, positive changes in community; increased job confidence Abbreviation: CHW, community health worker.
- TABLE 3 Reliability of Scales Assessing CHW Work Characteristic Survey Questions, Shurugwi and Chirumanzu Districts, Zimbabwe, 2013
Work Characteristic (Range of Scale) (No. of Respondents) Cronbach alpha Range in Data Mean ± SD Health curriculum knowledge (1–24) (N = 322) –a 11–22 17.6±2.0 Job satisfaction and motivation (12–60) (N = 311) 0.85 39–60 53.0±4.7 Satisfaction with remuneration (3–15) (N = 318) 0.92 3–15 9.9±3.4 Perceived peer support (5–25) (N = 316) 0.75 5–25 18.7±4.4 Perceived supportive supervision (12–60) (N = 314) 0.90 31–60 51.7±5.7 Perceived operational supervision (10–50) (N = 310) 0.77 22–50 42.6±5.7 Perceived negative feedback (5–25) (N = 307) 0.72 7–25 17.6±3.6 Perceived positive feedback (6–30) (N = 315) 0.68 16–30 25.3±2.5 Perceived adequacy of resources for work (5–25) (N = 312) 0.70 5–25 15.7±4.3 Abbreviations: CHW, community health worker; SD, standard deviation.
↵a Knowledge items were based on training materials and do not reflect a singular “knowledge” construct; therefore, we do not report a Cronbach alpha.
- TABLE 4 Poisson Regression Models to Predict Factors Associated With the Pregnancy Referral Rate (in 1 Year) of CHWs, Shurugwi and Chirumanzu Districts, Zimbabwe, 2013
CHW Variables Pregnancy Referral Rate Complete-Case Model (N = 299) Imputed Model (N = 319) IRR (95% CI) P Value IRR (95% CI) P Value Age, years (reference: <40) 40–49 0.89 (0.80, 0.99) .04* 0.89 (0.80, 0.98) .02* ≥50 0.81 (0.70, 0.93) .002** 0.81 (0.71, 0.93) .002** Gender (reference: male) 1.14 (1.02, 1.26) .02* 1.13 (1.02, 1.25) .02* Marital status (reference: not married) 0.89 (0.80, 0.98) .02* 0.88 (0.80, 0.97) .01* Household size 1.02 (1.00, 1.03) .07 1.01 (1.00, 1.03) .047* Tenure, years 1.01 (1.00, 1.02) .003** 1.01 (1.00, 1.02) .003** Satisfaction with remuneration 0.92 (0.87, 0.96) <.001*** 0.92 (0.88, 0.96) <.001*** Perceived adequacy of resources for work 1.06 (1.02, 1.11) .008** 1.06 (1.02, 1.11) .006** Perceived positive feedback 1.06 (1.01, 1.11) .01* 1.06 (1.01, 1.10) .01* - TABLE 5 Multiple Linear Regression Models to Predict Factors Associated With Behavior Change Lesson Delivery Scoresa of CHWs, Shurugwi and Chirumanzu Districts, Zimbabwe, 2013
CHW Variables Lesson Delivery Score Complete-Case Model (N = 274) Imputed Model (N = 289)a Beta (SE) P Value Beta (SE) P Value Household size -0.14 (0.08) .05 -0.12 (0.07) .08 Tenure, years -0.05 (0.03) .13 -0.05 (0.04) .11 Perceived supportive supervision 0.43 (0.21) .04* 0.41 (0.20) .04* Perceived operational supervision -0.45 (0.21) .03* -0.43 (0.20) .04* Abbreviations: CHW, community health worker; SE, standard error.
a Based on supervisor’s summative score to six 5-point Likert response statements: reviewed last session with mother; asked mother questions about her recall, knowledge, and current practices; delivered lesson in a relaxed manner; allowed mother to ask questions; responded to mother’s questions correctly and appropriately; and reviewed current lesson information at the end of the session.
Models adjusted for age, gender, marital status, education, knowledge, study arm, cluster ID, ward number, and number of observations per CHW.
Significant at
* P<.05
↵** P<.01;
*** P<.001.
GHSP-D-16-00003 Supplementary Table
Kambarami et al. doi: 10.9745/GHSP-D-16-00003
- Supplementary Table 1 - Kambarami et al. doi: 10.9745/GHSP-D-16-00003
- Supplementary Table 2 - Kambarami et al. doi: 10.9745/GHSP-D-16-00003
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