School of Medicine and Health Sciences
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Item Influence of Emotional Intelligence on Work Performance among Nurses in Health Facilities in Nakuru County(KeMU, 2022-10) Ondari, Enock OrinaThe numerous occupational risks that nurses in particular routinely face have an unavoidable effect on their capacity to complete their assigned jobs. This is because of the extraordinarily difficult and demanding circumstances in which they work, which have a tendency to disturb their emotional balance and result in pervasive feelings of powerlessness and rage. Therefore, emotional intelligence could potentially be having a significant and potentially negative bearing on nurses’ work performance. The outcomes of past research examining how emotional intelligence affects nurses' effectiveness at work, nevertheless, have been inconsistent. This research was keen on emphatically examining if emotional intelligence determined the nurses’ performance working in sub-county public hospitals in Nakuru County, Kenya. The specific objectives were to ascertain how interpersonal skills, intrapersonal skills, adaptability and stress management impacted on the performance of nurses in sub-county public hospitals in Nakuru County. The logic model of medical health authored by Donabedian was adopted to guide the study. The study's participants were 345 nurses and 21 ward-in-charges from medical facilities in 11 sub-county public hospitals in Nakuru County. The public hospitals were clustered according to the 11 administrative sub counties of Nakuru County. In order to identify the study participants, with a total of 187 nurses, purposive sampling was employed to choose the nurses at sub-county public hospitals in Nakuru County. Data were gathered using closed-ended questionnaire with 5-point likert categories on Likert scales. Data was collected after approval from the Ethics Committee and the national council of technology. Pretesting of the questionnaires was done in the burns unity which is a department with the highest number of nurses. Consultation with the supervisors helped to ensure the validity of the research tool. Descriptive and inferential statistics were employed to evaluate quantitative data using the Statistical Package for Social Sciences (SPSS) version 25. The study established that interpersonal skills, intrapersonal skills, adaptability and stress management accounted for the total variance in the work performance of nurses in sub-county public hospitals in Nakuru County. It was concluded that only stress management significantly predicted the nurses’ performance. Nurses who managed stress were 15.333 times more likely to perform better than nurses who were not able to managed stress. Intrapersonal, interpersonal and adaptability had little influence on the nurses' ability to do their jobs. However, where nurses had intrapersonal skills they were 2.159 times better than those without intrapersonal skills. Where nurses had interpersonal skills, they were 2.083 times more likely to perform their work than those who did not have interpersonal skills. The study recommended that the hospital management should support nurses in discharging their duties by creating an enabling environment that allows nurses to work under flexible conditions.Item Human Relation Factors Influencing Health Worker’s Performance in the Hospital Settings: A Case of Public and Private Health Facilities in Kisumu County(KeMU, 2022-10) Onyango, Ang’awa CharlesA good health system management the third building block delivers quality health services to all people, at all times when and where they need them through the availability, competence, responsiveness and productivity of health worker’s. The purpose of this study was to determinate the human relations factor influence health worker’s performance in the health settings in Kisumu County. The specific objectives were to establish human relation factor influence on socio-demographic characteristics, participation in decision making, employee recognition, and job design in health worker’s performance in hospital settings in Kisumu County. The study adapted a descriptive cross-sectional study design. 92 respondents participated in study from a population of 1082 health workers in the seventeen sample (17) health facilities purposefully selected out of the thirty-two (32) accredited health facilities in Kisumu County. Data was collected using self-administered questionnaire interview of health workers in the four (4) health professional and management categories and an observational scale check list was admitted to look at the performance of each of the health facilities and was validated during the study pretest, the collected data was recorded, transcribed and analyzed using the statistical package for social science (SPSS) version twenty-three (23). Inferential statistics was used to determine the level of influence of human relation factor influences on the performance of health workers in the health facilities in Kisumu County Written consent was given to each study participant. The researcher used correlation analysis was to measure the association between independent variables and dependent variable and the strength of their relationship established. The human relations in the study of the HWs socio – demographics was towards their communication and management found that the majority of respondents were female representing sixty-three (63%) and thirty-seven (37%), eighty-two (82%) were Kenyan and eighteen (18%) non-citizens, on recognition of the HWs the study found that the majority of the respondents thirty nine (39%) said that salaries and wages had a significant influence on their performance, in the HWs participation in decision making forty seven (47% ) who participate in decision making, while seventeen (17%) were not aware of taking part in decision-making on their performances as employee, in the HWs impotent of the job designs majority were aware that the appraisal tool was satisfactory and relevant In conclusion, the human relations factor influence in the HWs performances was control and mange by the administrator of the county health and the broad of directors of the public private faith based health facilities. There for performances of the HWs human relations was influences by translate the health organizations into individuals, team and department goals to help clarity, corporate, continuous and evolutionary process which relies on consensus and cooperation rather than control or coercion to encourage self-management of individual performances. In conclusion HR performance focuses on future planning and improvement and personal development rather than a retrospective performance approach It has already been mentioned that in a complex organization such as the hospital setting, have a certain portion of communications and decisions making must of necessity be left to the judgment of those closest to the particular situation. The health organization must rely upon the competence of the various professional work groups, in which four things are of paramount importance: technical skills, humanitarian purpose, flexibility, and organization, in the health system people with the necessary technical skills must be selected and hires and the way made easy for them to adjust to the requirements of their work, their various activities must be effectively coordinated, and at the same time there must be sufficient freedom left for them to exercise their own professional judgment.Item Proposed Solutions to Address the Challenges of Medical Waste Management in Health Facilities in Kamukunji Sub- County, Nairobi City County, Kenya(KeMU, 2022-10) Mbuvi, Caxton K.Medical waste management in Kenya has been greatly affected by the country's elevated production levels. The majority of medical facilities do not have an extensive medical waste management system, or if they do, it does not handle waste thoroughly, and therefore is detrimental to humans and the environment. This research focuses on health facilities’ management of medical waste in Kamukunji sub-county, assessing the specific problems of medical waste management in that area. This was a study focusing on healthcare workers that looks at their working conditions and habits. This study was an analytical cross-sectional study design that used Fischer formula for sample size determination. Multistage sampling methods for the selection of 10 health facilities and 141 study participants Before the actual data collection, the questionnaires were pre-tested in one of the public health facilities in Starehe Constituency (Casino Health centre) which was not sampled in the main study. Data was entered, cleansed of errors, and statistically analyzed using SPSS (Version 26.0). Majority of respondents (95.7%) use color to identify different types of medical waste with slightly less than half (49.6%) using labelling, 88.7% store medical waste receptacles inside a health facility, 90.8% had given a contractor to dispose some medical waste with 36.2% and 15.6% of wastes are incinerated and burning respectively. Most of health facilities (39.0%) had daily medical waste weighing less than 26kg with 34.8% and 12.1% weighing between 26-50 kg and 46-100 kg respectively, on observation, the quantity of health facility waste generated at most of selected health facilities was approximately 15 kilograms to approximately 80 Kg. Pumwani Maternity Hospital had the most quantity of medical waste (80Kg), with St Teresa’s Parish Health Centre (50 Kg), Makkah Nursing Home (45 Kg) and the least from Bahati Health Center (15 Kg) during the study period. Majority of respondents (87.2%) did not associate medical wastes with various problems with 12.8% associated medical waste with accidents (55.6%), diseases (27.8%), and drainage blockages (27.8%). The R Square was 0.746, indicating that medical waste management was harmed by a lack of funding, insufficient logistics, a lack of disposal sites, and a lack of understanding. This demonstrated a 74.6 percent variance in healthcare waste management due to a lack of funding, insufficient logistical supply, a lack of disposal site, and a lack of awareness. The remaining 25.4% implies that there were additional issues affecting the healthcare waste management systems of the ten health facilities evaluated. By explicitly identifying a given color with a certain category and its accompanying hazard, segregation aids to safer waste processing. During the research period, Pumwani Maternity Hospital created the most medical waste (80Kg) and Bahati Health Center generated the least (15Kg). The study concludes that periodic updates in medical waste management are necessary, as is refresher training for healthcare professionals and waste handlers. A safe and hygienic system for the handling, segregation, collection, storage, transportation, treatment, and disposal of medical waste should also be in place at every healthcare institution. According to the report, Kenya's National Policy on Injection Safety and Medical Waste Management should be followed by all medical institutions. The strategy aims to emphasize the need of advocating for both the support and execution necessary to adequately manage healthcare waste. Future research might focus on various technologies involved in the treatment and disposal of this waste, or on increasing community knowledge about health care waste.