Table 2.

Summary of findings

Themes	Public sector	PNFP
Training experiences
Management		Stricter rules
Quality of training	Good tutors but some absences More limited clinical exposure	Good and present tutors Good exposure to clinical experience
Workload		High workload
Incentives	Wider range of incentives, including financial	Limited (mainly non-financial) incentives
Working experiences
Management and organisational culture	Perceived greater flexibility about leave arrangements Exposure to expatriate (NGO) staff—appreciated—especially during conflict	More restrictions (e.g. on dual practice and time management) Exposure to expatriate (missionary) staff, with positive effects on learning, especially during conflict
Workload	High workload in IDP camps	High workload during and after conflict—but helps to maintain skills
Incentives	Low salaries, especially important later in middle of life cycle; irregular or absent during conflict; various coping strategies described Benefit from monetary incentives such as consolidated allowance and hard to reach allowance	Low salaries, especially important in middle of life cycle; various coping strategies described Only access short-term, externally funded monetary incentives Package of non-financial incentives, which vary across facilities
Reasons for moving, staying and factors influencing future intentions
Attraction	Better overall package—leave, pension, allowances, higher salary Flexibility on leave and dual practice Lower workload Able to exercise skills better Better job security More access to training	Bonding (but sometimes perceived as detention) Good working relationships and ties of family obligation Availability of free health care for them and their families
Retention	Loyalty to sector which trained you Promotion Frequent short trainings	Strict rules on dual practice/inflexibilities on leave Perceived high work load No job security (mainly contractual) Limited access to training