Errors in prescribing can be attributed to a variety of factors including individual, environmental and organisational such as lack of knowledge, insufficient training, workload and communication [ 3, 9- 11].
The correlates classified under work engagement constraints are: professional values (for example, compromise of beliefs), organization structures (for example, supervision, inflexible work arrangements), inadequate resources, role ambiguity/conflict, insufficient input, workload, inadequate skills/preparation, and position-specific demands (for example, patient suffering and emotions).
The most common obstacles identified by women faculty members in achieving career advancement goals have been shown to be clinical workload, insufficient financial support for research, and insufficient institutional support [ 20, 25- 27].
These included heavy workload, insufficient laboratory space and lack of appropriate supplies and equipment for HIV screening.
The absence of these enablers, in particular a heavy workload, insufficient staffing and lack of access to peers and expert knowledge were key barriers.
This is similar to the findings of other studies that found that work environment, workload, insufficient time for training and suboptimal management were negatively correlated with job satisfaction [ 26, 53, 69, 70].
Existing research has recognized heavy workload, insufficient resources, work relationships, lack of professional respect, and lack of promotion opportunities as possibly the most salient work stressors for community health workers.
Our findings add criticality of the practice environment to the commonly known challenges to routine use of partograph reported from other contexts, such as insufficient knowledge and workload pressure.
The four midwives recommended by the LG norms are insufficient for this workload, particularly given that additional activities beyond ANC and maternity duties include outreach, home visits, meetings, management activities and continuing medical education.
When asked about their reasons for leaving, the Officers expressed a variety of concerns, including inadequate support from supervisors, insufficient salary, high workload, and limited job security due to contract employment status.
