WORKPLACE INCLUSION AND PERFORMANCE OF HEALTHCARE CENTRES IN PORT HARCOURT METROPOLIS

Abstract

The study examined workplace inclusion and performance of healthcare centres in Port Harcourt. The objective of the study was to examine the relationship between dimensions of workplace inclusion (de-tribalization, gender inclusion and information justice) and measures of performance such as vaccination, community health awareness and level of partnership of healthcare centres in Port Harcourt. Thus, the study was anchored on Social Identity Theory as its theoretical foundation. The study adopted the explanatory cross sectional survey research design, the population of the study was limited to thirty-three (33) public healthcare centres in Port Harcourt. Since the study is macro in nature and the population is not too large, the sample size consists of the entire population (thirty-three healthcare centres in Port Harcourt). However, the study adopts a census method of sampling. In terms of respondents, three (3) top level medical personnel were purposively selected from each from the thirty-three (33) healthcare centres in Port Harcourt. Thus, the sample of this study is thirty-three (33) healthcare centres in Port Harcourt with 99 respondents. After validation by the supervisor and two other experts in management, a total of ninety-nine (99) copies of the validated questionnaire were distributed to the targeted audience, the researcher was able to retrieved ninety (90) copies. The reliability of the instrument was ascertained using test-retest SROCC (Spearman Rank Order Correlation Coefficient) which yielded a coefficient of 0.78. Mean and standard deviation was used for research questions analysis while Pearson Product Moment Correlation Coefficient was used to test hypotheses. It was found that dimensions of workplace inclusion (de-tribalization, gender inclusion and information justice) have a significant positive relationship with measures of performance such as vaccination, community health awareness and level of partnership of healthcare centres in Port Harcourt. Thus, it was concluded that Healthcare centres that neglect components of workplace inclusion, might face heavy challenges in maximizing the level of their performance. Consequently, it was recommended that administrator in healthcare centres should offer on-the-job training to their employees regardless of their gender to effect efficient and swift implementation of decisions and patient satisfaction.