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Cost-effectiveness analysis of human resources policy interventions to address the shortage of nurses in rural South Africa

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  • Lagarde, Mylene
  • Blaauw, Duane
  • Cairns, John

Abstract

Recent policy recommendations have called for increased research efforts to inform the design of cost-effective interventions to address the shortage of health workers in rural areas. This paper takes forward the recent use of Discrete Choice Experiments to assess the effects of potential incentives to attract nurses to rural areas. The analysis relies on data collected in South Africa between August and November 2008. Effectiveness measures derived from Discrete Choice Experiments are combined in a Markov model to derive the long-term effects of policies, and costs are evaluated with secondary data. Measures involving the selection of more nursing students who are more likely to accept positions in rural areas are shown to be the most cost-effective interventions. If such policies could not be implemented, the next best options are to offer preferential access to specialist training to nurses willing to work in rural areas.

Suggested Citation

  • Lagarde, Mylene & Blaauw, Duane & Cairns, John, 2012. "Cost-effectiveness analysis of human resources policy interventions to address the shortage of nurses in rural South Africa," Social Science & Medicine, Elsevier, vol. 75(5), pages 801-806.
    • Handle: RePEc:eee:socmed:v:75:y:2012:i:5:p:801-806
    DOI: 10.1016/j.socscimed.2012.05.005
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    References listed on IDEAS

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    1. Elisabeth Fenwick & Karl Claxton & Mark Sculpher, 2001. "Representing uncertainty: the role of cost‐effectiveness acceptability curves," Health Economics, John Wiley & Sons, Ltd., vol. 10(8), pages 779-787, December.
    2. Mylene Lagarde & John Cairns, 2012. "Modelling human resources policies with Markov models: an illustration with the South African nursing labour market," Health Care Management Science, Springer, vol. 15(3), pages 270-282, September.
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    1. Mylene Lagarde & Nonglak Pagaiya & Viroj Tangcharoensathian & Duane Blaauw, 2013. "One Size Does Not Fit All: Investigating Doctors' Stated Preference Heterogeneity For Job Incentives To Inform Policy In Thailand," Health Economics, John Wiley & Sons, Ltd., vol. 22(12), pages 1452-1469, December.
    2. Li, Jinhu & Scott, Anthony & McGrail, Matthew & Humphreys, John & Witt, Julia, 2014. "Retaining rural doctors: Doctors' preferences for rural medical workforce incentives," Social Science & Medicine, Elsevier, vol. 121(C), pages 56-64.
    3. Mandeville, Kate L. & Hanson, Kara & Muula, Adamson S. & Dzowela, Titha & Ulaya, Godwin & Lagarde, Mylène, 2017. "Specialty training for the retention of Malawian doctors: A cost-effectiveness analysis," Social Science & Medicine, Elsevier, vol. 194(C), pages 87-95.
    4. Leslie Berman & Levison Nkhoma & Margaret Prust & Courtney McKay & Mihereteab Teshome & Dumisani Banda & Dalitso Kabambe & Andrews Gunda, 2021. "Analysis of policy interventions to attract and retain nurse midwives in rural areas of Malawi: A discrete choice experiment," PLOS ONE, Public Library of Science, vol. 16(6), pages 1-17, June.
    5. Nikita Arora & Matthew Quaife & Kara Hanson & Mylene Lagarde & Dorka Woldesenbet & Abiy Seifu & Romain Crastes dit Sourd, 2022. "Discrete choice analysis of health worker job preferences in Ethiopia: Separating attribute non‐attendance from taste heterogeneity," Health Economics, John Wiley & Sons, Ltd., vol. 31(5), pages 806-819, May.

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