Table 1.

Quantitative Studies.

Author(s), Year of Publication	Country	Main Objective	Sample Size	Main Research Findings
Leonard et al., (2010) [28]	United Republic of Tanzania	To examine the behaviour of 80 practitioners from the Arusha region of Tanzania for evidence of professionalism.	n = 80	Among 80 clinicians, approximately 20% were reported to have professionalism, an intrinsic motivator. Professionalism was characterised by having a small know–do gap and provision of high-quality diagnosis and high-quality communication with clients.
Momanyi et al., (2016) [29]	Republic of Kenya	To determine the influence of training on motivation among health workers in Narok County, Kenya.	n = 258	The health workers reported having an average level of motivation. On-the-job training significantly predicted general motivation among the health workers $(p=0.013)$.
Mpembeni et al., (2015) [30]	United Republic of Tanzania	To inform future scale-up, this study assessed motivation and satisfaction among these community health workers (CHWs).	n = 228	Motivational determinants explained 62% variance among the 228 CHWs, namely extrinsic stimuli, skill utilization, respect and hope, altruism and intrinsic needs. Statistically significant motivational determinants of CHWs included altruism $(p=0.0002)$ and intrinsic needs $(p=0.0384)$.
Musinguzi et al., (2018) [31]	Republic of Uganda	To examine the relationship between transformational, transactional and laissez-faire leadership styles and motivation, job satisfaction and teamwork of health workers in Uganda.	n = 564	Health workers were motivated more by health facility managers who used transformational leadership styles $(p\le 0.05)$ and not those who used transactional and or laissez styles; transformational leadership skills had a positive impact on stimulating motivation.
Sato et al., (2017) [32]	United Republic of Tanzania	To measure three aspects of motivation: Management, Performance and Individual Aspects among health workers deployed in rural primary level government health facilities.	n = 263	Predictors of motivation among the 263 health workers were clear job descriptions $(p\le 0.001)$ with regards to management and performance aspects; marital status was a predictor of the management aspect of motivation $(p=0.009)$; the number of years in their current profession was a predictor of management and performance aspects of motivation $(<1\mathit{year}p=0.043;>7\mathit{year}p=0.042)$; and higher salary positively predicted the individual aspect of motivation as per salary scale $(p=0.029)$.
Siril et al., (2013) [19]	United Republic of Tanzania	To study healthcare workers (HCWs) stress, motivation, and perceived ability to meet patient needs were assessed in the United States President’s Emergency Program for AIDS Relief PEPFAR-supported urban HIV care and treatment clinics (CTCs) in Tanzania.	n = 279	Healthcare workers had significantly lower motivation than those in management $(OR0.26;95\%CI0.10–0.73,p<0.05)$ Healthcare workers in medium-sized sites (i.e., 300–1000 patients seen per month) experienced significantly higher motivation than those in large-sized sites (i.e., >1000 patients seen per month) $(OR2.00;95\%CI1.05–3.82,p<0.05)$.
Winn et al., (2018) [33]	Republic of Kenya	To identify factors related to the motivation and satisfaction of CHWs working in a malaria community case management CCM program in two sub-counties in Western Kenya.	n = 70	Influential determinants of motivation among the CHWs included altruistic personal desire to help the community $(69\%)$, gaining knowledge and experience $(44\%)$ responsibility within the community as a CHW $(34\%)$ appreciation and exposure within the community $(30\%)$, financial incentives (reimbursements, airtime and bonuses) $(24\%)$, and a good relationship with government supervisors $14\%$. Demotivating determinants of CHWs reported were transportation problems $(21.3\%)$ small clientele $(14.2\%)$ and inability to dispense medication to clientele $(13.9\%)$