Table 1 Composite indices for measuring underlying constructs of the determinants of RHIS performance, 2004 and 2007.
Composite Indicator | Questions* | Cronbach's alpha | |
|---|---|---|---|
| Â | Â | 2004 | 2007 |
Self-efficacy scales | |||
Perceived self-efficacy in analyzing data | I can calculate percentage/rate correctly I can compute data by months or year | 0.83 | 0.87 |
Perceived self-efficacy in interpreting data | I can compute trend from bar chart I can compare data from bar chart | 0.84 | 0.87 |
Perceived self-efficacy in using information | I can use data for identifying gaps I can use data for planning future actions I can use data for monitoring change in indicators I can use data for advocacy | 0.93 | 0.92 |
Overall perceived self-efficacy | I can fill out the facility monthly report correctly I can check data accuracy I can calculate percentage/rate correctly I can plot data by months or year I can compute trend from bar chart I can use data for identifying gaps I can find discrepancy in registers and reporting forms I can compare data from bar chart I can use data for planning future actions I can use data for monitoring change in indicators I can use data for advocacy | 0.95 | 0.95 |
Culture of information scales | |||
Promotion of use of RHIS information | Health department encourages staff to use data to monitor changes in health service indicators Health department encourages staff to use data monitor changes in health service indicators Health department encourages staff to use data for developing future action plans Health department encourages staff to use data for community actions | 0.84 | 0.85 |
Promotion of evidence-based decision-making | Health department encourages staff/managers to check evidence before making decisions Health department makes staff accountable for their decisions and actions | 0.68 | 0.53 |
Promotion of rewards for better performance | Health department encourages supervisors to reward good work Health department makes staff feel important by recognizing their work | 0.70 | 0.63 |
Overall promotion of a culture of information | Health department encourages staff to check data quality Health department encourages staff/managers to check evidence before making decisions Health department inculcates value in staff that their efforts could change things for better Health department makes staff accountable for their decisions and actions Health department encourages supervisors to reward good work Health department makes staff feel important by recognizing their work Health department encourages staff to use data to monitor changes in health service indicators Health department encourages staff to use data monitor changes in health service indicators Health department encourages staff to use data for developing future action plans Health department encourages staff to use data for community actions | 0.87 | 0.85 |
Expanded culture of information scales | |||
Promotion of evidence-based decision-making | Personal liking Superior's directives Evidence/facts Political interference Strategic objectives Community health needs Considering costs Considering all alternatives and their consequences RHIS data | NA | 0.57 |
Promotion of use of RHIS information | Use RHIS data for setting targets and monitoring Feel that data collection is an important activity Rely on data for planning and monitoring set target Facilities are directed to display data for monitoring their set target Put a lot of efforts on RHIS activities | NA | 0.80 |
Promotion of feedback | Seek feedback from concerned persons Discuss conflicts openly to resolve them Seek feedback from concerned community | NA | 0.45 |
Promotion of problem-solving | Can gather data to find the root cause(s) of the problem Can develop appropriate criteria for selecting intervention for a given problem Can develop appropriate outcomes of a particular intervention Can evaluate whether the targets/outcomes have been achieved | NA | 0.81 |
Promotion of a sense of responsibility | Perform duties honestly Are punctual Help each other in serving the patients/communities Feel committed in improving health status of the target population Live on their earned money (do not take bribes) Set appropriate and doable targets for their performance Are told that their efforts make a difference in improving population health status Usually document what they do Always tell the truth | NA | 0.84 |
Promotion of accountability/empowerment | Are empowered to make decisions Are made accountable for poor performance Feel guilty for not accomplishing the set/target performance | NA | 0.55 |
Overall perceived culture of information | All of the above | NA | 0.91 |
Motivation scale | Collecting information not used for decision making discourages me Collecting information makes me feel bored Collecting information is a meaningful work for me Collecting information gives me the feeling that data is needed for monitoring facility performance Collecting information gives me the feeling that it is forced on me Collecting information is appreciated by co-workers and superiors Collecting information provides me the feeling that you have all the information to serve better your catchment area Collecting information causes me to feel that you are wasting time | 0.68 | 0.55 |
Respondents, n | Â | 90-100 | 185-192 |
Facilities, n | Â | 110 | 110 |