Scott Freeman, Joya Mukerji, Matt Sievers, Ismael Barreras Beltran, Katie Dickinson, Grace E C Dy, Amanda Gardiner, Elizabeth H Glenski, Mariah J Hill, Ben Kerr, Deja Monet, Connor Reemts, Elli Theobald, Elisa T Tran, Vicente Velasco, Lexi Wachtell, Liz Warfield
A CURE on the Evolution of Antibiotic Resistance in Escherichia coli Improves Student Conceptual Understanding
CBE life sciences education
ensuring regular supervision capacity building motivation crucial successful retention health extension workers hews failure aspects could increase attrition rate hews date comprehensive nationwide study hew attrition could act source evidence policy makers study explored hew attrition including leaving health sector entirely regional variation trends predictors attrition health system study explored attrition hews beginning program end 2018 districtbased mixed method study conducted review personnel files hews multistage sampling technique employed select 3476 hews probability weight assigned observation descriptive statistics calculated outcome predictor variables logistic regression model used model attrition health system qualitative study conducted understand reasons hews leave jobs thematic analysis performed using nvivo version 12 magnitude attrition hews found 211 fifteen years hep implementation total 704 left job hew 530 73 left health system altogether number biological children aor 061 95 ci 042089 additional education aor 834 95 ci 3671898 obtaining official recognition aor 029 95 ci 010083 administrative reprimand aor 166 95 ci 107 2 56 distance district health office health post aor 175 95ci 118259 coc status aor 206 95ci 139306 independent predictors leaving health sector high regional variation attrition observed ranging 385 addis ababa 61 harari region trend attrition steadily increased time high 1999 attritions per 10000 hew 2018 psychosocial factors administrative issues career advancement incentives workplacerelated problems themes emerged qualitative study reasons attrition hews even though magnitude attrition relatively low high regional variation incremental trends moreover outofhealth sector attrition also high critically examining hep policy environment increase number hews deployed per health post reduce workload improving hew incentives including career development may assist increasing hew job satisfaction turn could help reduce attrition including leaving health sector