Abstract:
Background: Employee performance is vital for healthcare organizational goals. Health
Information Technicians (HITs) manage patient data, improve delivery, and support decisions,
directly impacting outcomes. However, evidence on their performance levels and factors is scarce
in Dire Dawa and Ethiopia.
Objective: To assess HITs performance levels and influencing factors in Dire Dawa
Administration's public healthcare facilities from January 13–31, 2025.
Methods and Materials: Cross-sectional mixed-methods design as employed to survey all 34
HITs across 18 public healthcare facilities (2 hospitals, 16 health centers) with 100% response rate
via self-administered questionnaires. Quantitative data analyzed in STATA using descriptive
statistics and logistic regression (variables p<0.2 advanced to multivariable; significance at p<0.05
with AOR and 95% CI). Qualitative data thematically analyzed in Atlas.ti and integrated.
Results: 67.65% exhibited high performance. Multivariable regression: males had 91.5% lower
odds vs. females (AOR=0.085, 95%CI:0.010–0.749, p=0.026); rural facilities increased odds 17
fold (AOR=17.119, 95%CI:1.332–220.010, p=0.029); dissatisfaction with infrequent pay raises
decreased odds by 65.4% (AOR=0.346, p=0.042). >85% reported strong self-perceived
competencies; >50% dissatisfied with extrinsic motivators (pay, promotion, rewards). Work
environment positive (mean=4.21) but resource shortages common. Thematic analysis of 17
interviews revealed behavioral competency inconsistencies.
Conclusion and Recommendations: HIT performance moderately high but limited by extrinsic
dissatisfaction and environmental barriers; influenced by socio-demographics, setting, and pay;
supported by training, competencies, intrinsic rewards, and social networks. Recommend salary
enhancements, equitable promotions/benefits, standardized training, infrastructure upgrades (e.g.,
networks), supportive supervision; call for larger studies.
