OVERTIME REMUNERATION AND PERFORMANCE OF MEDICAL PERSONNEL IN UNIVERSITY OF CALABAR TEACHING HOSPITAL (UCTH), CALABAR
Author(s): Aniah, Evaristus Akomaye.; Omono, Cletus Ekok.; Bassey, Augustine Eze.; Nwogwugwu Jane Chigozie; Uyang, Benjamin Uzembe
Institute(s): 1,2,3,4 Department of Sociology, University of Calabar, Calabar, Cross River State, Nigeria; 5 Department of Public Health, University of Calabar, Calabar, Cross River State, Nigeria
Volume 5 / Issue 2
Abstract
This study examined the relationship between overtime remuneration and the performance of medical personnel in the University of Calabar Teaching Hospital (UCTH), situating the problem within the broader discourse on healthcare workforce motivation. The main objective was to determine whether overtime remuneration significantly influences the performance of medical staff and to identify the socio-demographic factors that predict this relationship. Extant literatures were reviewed, highlighting that poor remuneration systems remain a leading cause of dissatisfaction, absenteeism, and attrition among health workers globally. The study draws on Herzberg’s Two-Factor Theory, which views remuneration as both a hygiene factor and motivator, and Adams’ Equity Theory, which emphasizes fairness perceptions in shaping employee commitment. Methodologically, the study adopted a cross- sectional mixed-methods design. A stratified proportional sample of 400 medical personnel (doctors, nurses, laboratory scientists, ophthalmologists, and dentists) was selected from UCTH’s staff strength of 2,749. Data were collected using structured questionnaires, in-depth interviews, and focus group discussions. Quantitative data were analyzed with descriptive statistics, chi-square tests, and binary logistic regression, while qualitative data were analyzed thematically. Findings revealed that 70% of respondents reported irregular or absent overtime pay, with younger, female, and married staff more likely to perceive overtime remuneration as significantly influencing performance. Logistic regression confirmed sex, years of service, marital status, and education as significant predictors. Qualitative insights reinforced that overtime pay functions not only as financial support but also as institutional recognition. The study concludes that fair and timely overtime remuneration enhances staff motivation and performance. Recommendations include transparent overtime policies, reliable payment schedules, equitable distribution, and integration of remuneration reforms into broader human resource strategies to strengthen healthcare service delivery.
Number of Pages: 11
Number of Words: 5092
First Page: 1
Last Page: 6