Supply-related drivers of staff motivation for providing intermittent preventive treatment of malaria during pregnancy in Tanzania: evidence from two rural districts

Table 2 Bivariate regression analysis on statistical associations between the perceived motivation of frontline HWs and nine independent variables.

Dependent variable: "Do you personally feel comfortable or satisfied with the working conditions in your current work?"	Frequency	OR	P-value	95% CI
1. Working at a government HF	50 (64.1%)	1.59	0.523	0.39-6.54
2. Being a CO	21 (26.9%)	1.02	0.977	0.24-4.28
3. Being a trained or qualified nurse (i.e. nurse midwive, PHN or NO)	19 (24.4%)	.65	0.609	0.13-3.33
4. Being a medical attendant or a MCHA	36 (46.2%)	1.48	0.549	0.41-5.33
5. Having received training in fANC	47 (60.3%)	.76	0.677	0.21-2.75
6. Having received specific training on IPTp services	36 (46.2%)	.68	0.549	0.19-2.43
7. Knowing the criteria used in the selection of staff for IPTp training	31 (39.7%)	2.02	0.285	0.56-7.29
8. Having been promoted within the last three years	20 (25.6%)	2.89	0.115	0.77-10.79
9. Knowing the criteria used in the promotion of HW	42 (53.9%)	2.59	0.186	0.63-10.61

"Frequency" indicates the number of "yes" answers to the independent variables. Data are combined for both districts (N = 78). OR is the odds ratio while CI is the confidence interval. The p-values are indicated just for easy noting of the statistical significance of the differences tested/shown (cf. Chapter 4)

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