How Arts Have Helped Change Attitudes Towards Aids Victims
Afr J Med Med Sci. Author manuscript; bachelor in PMC 2015 Dec 16.
Published in final edited course as:
Afr J Med Med Sci. 2014 Sep; 43(Suppl 1): 131–140.
PMCID: PMC4681439
NIHMSID: NIHMS655052
HIV and AIDS in Workplace: The office of behaviour antecedents on behavioural intentions
I. O. Dipeolu
Department of Health Promotion and Instruction, Faculty of Public Wellness, College of Medicine, University of Ibadan, Ibadan. Nigeria.
Abstruse
Background
Human Immunodeficiency Virus and Acquired Immunodeficiency Syndrome (HIV and AIDS) constitutes 1 of the major challenges to development worldwide. Actions taken by employers of labour against staff or applicants living with HIV take not bad impacts in the labour force and in the fight to mitigate the bear upon of the disease condition. In Nigeria, there's paucity of documented piece of work almost employers of labour'due south behavioural intentions when they are faced with staff/applicant living with the virus. This study explored the behavioural antecedents and intentions of employers of labour in Ibadan North Local Authorities Area, Oyo state, Nigeria.
Methods
The study was cross-exclusive survey in design. A multistage sampling technique was used to select 400 study respondents (38 public and 362 private sectors) for interview. The instrument for information collection was a pre-tested semi–structured questionnaire. Attitude was categorised every bit negative (score ≤ 54) and positive (score ≥55). Data were analysed and presented using descriptive and inferential statistics.
Results
There were more males (68.2%) respondents than females (31.eight%). A large bulk, 79.0%, in the public sector (PuS) and 72.9% in the private sector (PrS) knew that an infected healthy looking person could harbour and transmit HIV to others. A bulk, fourscore.0%, of which 2.3% with no formal education, ane.0% chief teaching, xiii.5% high schoolhouse education, 41.v% bachelor, 21.0% postgraduate and 0.8% with other qualifications were of the view that workers infected with HIV should not be sacked. Slightly less than half (48.0%) would keep their staff'south HIV condition surreptitious while more than than half, 57.0%, would not recruit a PLWHA. More than PrS respondents (47.8%) claimed to take always organised HIV/AIDS-related educational programmes for staff than PuS (42.1%) (p<0.05). Nearly equal respondents (PuS 36.8%) and (PrS 36.two%) would require mandatory examination for HIV before employment. Only 1.8% (PuS) and six% (PrS) reported that their organisations had a workplace HIV and AIDS policy (p<0.05).
Conclusions
Although the respondents would tolerate staff with HIV/AIDS, their attitudinal disposition are indicative of limited knowledge well-nigh the way of transmission and prevention of HIV including workplace policy on HIV and AIDS. Health education strategies such as training and workplace HIV/AIDS education are needed to address these shortcomings.
Keywords: Employers of labour, Employee, Applicants, HIV/AIDS Workplace-related activities, Behaviour antecedents, Behaviour intentions
Introduction
Human Immunodeficiency Virus and Acquired Immunodeficiency Syndrome (HIV and AIDS) is an important labour-related event because of their implications for workers' wellness and productivity [one, 2]; it affects the workplace in a multifariousness of ways. Stigma and discrimination often nowadays major challenges to the successful implementation of workplace HIV and AIDS programmes [2, 3]. Employees and job applicants living with HIV and AIDS may feel HIV-related stigma from their colleagues and near especially from their employers. The HIV and AIDS-induced stigma may issue in the sack of persons living with HIV and AIDS or their being technically shown the way out of their jobs. Despite the growing body of noesis related to HIV and AIDS, footling is known about the nature of the associated stigma and workplace–based interventions geared towards addressing stigma and discrimination either as an result in its ain right or as a critical component of HIV and AIDS programme. Although nearly countries have come up with policy responses to the epidemic as well as plans of action, they lack specific legislation against discrimination and stigmatisation on the grounds of HIV sero-positivity. The trend of many employers of labour has been to discriminate against employees and task applicants living with HIV and AIDS through the use of HIV testing result to exclude those that are HIV positive [two, 4]. In Nigeria, at that place is dearth of research–based information relating to the extent of employers of labour'due south perceptions and attitudes to workers living with HIV and AIDS or to applicants who are HIV positive. Although, some studies have been done by some non-governmental organisations (NGOs) which focused on workplace responses to HIV and AIDS [5], in Oyo state, there is petty information relating to the cognition, attitudes and behavioural intentions of employers of labour regarding HIV and AIDS. Nevertheless data relating to these issues is needed for the design of advisable workplace health pedagogy programmes geared towards making workplaces health promoting-settings specially for persons living with HIV and AIDS.
The study is useful in determining the potential effects of the level of awareness of employers of labour nearly HIV and AIDS, HIV and AIDS-related activities in workplace as well as factors which may likely influence their behavioural intentions towards staff or applicants living with the disease condition which have potential for influencing their health and wellbeing. In improver, awareness and behavioural intentions of employers of labour to PLWHAs is useful as baseline data for designing and implementing educational programmes for making workplaces wellness promoting for persons living with HIV and AIDS. Furthermore, the findings of the paper (which is a subset of larger study) will exist useful in guiding the formulation of show-based policies geared towards promoting the health and wellbeing of PLWHAs in workplaces.
Methodology
The study was a descriptive cross–exclusive survey designed to investigate the employers of labour and workplace HIV-related practices. Ibadan Northward Local Authorities Area (LGA) constitutes the study surface area. The LGA is one of the v LGAs in Ibadan metropolis, which is the largest city in black Africa. Ibadan is the uppercase city of Oyo Country. Ibadan North LGA was created on 27thursday September 1991 out of the defunct Ibadan Municipal Government [6]; with a population of 308,119 people (male 152,608; female person 155,511) [7]. Majority of the residents of Ibadan North LGA are in the private sector. They are mainly traders and artisans although some residents are civil or public servants.
The written report population which consisted of all employers of labour in IBLGA;it comprises of policy makers in the public and private sector of the economy. The study population also consisted of political leaders, government bureaucrats, business owners, chairmen of companies as well as management staff in the private sector who take the power to employ, subject and/or disengage any staff.
In order to obtain a sample of the population for the study, multi stage random sampling technique (cluster, proportionate and simple random sampling techniques) was adopted in selecting 400 employers of labour. A pre-tested semi–structured questionnaire was used for data collection. Attitude was categorised as negative (score ≤54) and positive (score ≥55). The correlation coefficient of the instrument was 0.741. This newspaper complied with the standard requirements of the Upstanding Committee. Ethical approval was given by the Oyo Land Upstanding Review Committee. Informed consent was obtained from respondents.
Limitations
The fact that the nowadays paper was a function of master of Public Wellness dissertation determined my pick method. To raise representativeness of the sample, inclusion was done in such a way that the numbers were proportional to the number of employers in both private and public sectors. The choice procedure where there are many private sectors respondents, especially the brusk selection menses, may accept caused some bias and may therefore have slightly affected the external validity of the written report. Information technology is even so reassuring that the findings of this written report will not in any way be compromised.
Results
Socio-demographic characteristics
Near of the employers, 90.7%, were in the private sector and majority (68.iii%) were male person. A large proportion (85.v%) of the respondents was of the Yoruba speaking indigenous group. A majority (66.v%) were currently married and slightly more half (50.8%) had bachelor or Higher National Diploma caste.
Discussion
Socio-demographic characteristics
A big bulk of the study respondents were in the private sector; they constituted an important sub-group of the population that aid to sustain the economy of the LGA. In well-nigh parts of the world including Nigeria, the proportion of the individual sector economic system is larger than the public sector hence the labour strength in the individual sector is always larger than the public sector [8]. Besides, information technology is not a strange development that bulk of the employers of labour were males. Gender inequity has been a perennial problem worldwide [9]. In Nigeria, few females have the capita to ready individual businesses that can hire two or more than employees. A large majority of the policy makers in the public sector were males also. This could be a issue of the educational gap between male and female with the male being comparatively more educated than the female person and so were able to secure employment in the public sector as senior officers or rise quickly to the managerial positions. However, this trend or design is hope to change before long every bit the females are increasingly becoming as educated every bit the males in line with the global tendency on gender mainstreaming [10]. Slightly more than half of the participants were beneficiaries of higher didactics. Higher education is pivotal to date or promotion to management level to function equally a policy maker especially in the public sector. Special skills in controlling and management of resource crave some tertiary instruction. Even concern organisations now require skilful, efficient and effective hands with tertiary educational activity especially at the managerial level.
Sensation of HIV and AIDS
Awareness well-nigh the existence and the possibilities that a healthy looking person tin harbour HIV was high amongst respondents. This could be explained on the ground that Ibadan has witnessed a lot of HIV and AIDS public enlightenment programmes in recent years. It is to exist noted that Ibadan is home to several NGOs which carry out HIV and AIDS enlightenment activities. Some of the HIV and AIDS programmes are targeted at difference populations in Ibadan in both private and public sectors. Adequate cognition of HIV and AIDS has great potential for facilitating the prevention and control of the pandemic. On the other hand inadequate and/or faulty noesis of the disease may militate against prevention and control efforts and promote stigmatisation and bigotry against PLWHAs. According to Greenish and Kreuter, knowledge is a central behavioural antecedent [11]; this is also applicable within the context of HIV and AIDS.
Intended action against staff and applicants living with HIV and AIDS
Majority of respondents across the private and public sectors exhibited both positive and negative intentions in their responses. For instance, majority of the employers in the private and public sectors were of the opinion that a staff living with HIV and AIDS should not be invited to nourish a social gathering of this organisation involving other workers and visitors. This might be equally a result of the unscientific beliefs, prejudices and wrong notions held about HIV and AIDS. Health education programme in workplaces should target these intentions. The virus is non transmitted through social contact; discriminatory practice could further fuel the spread of the disease condition. The negative actions could be the result of simulated behavior and poor knowledge of the illness condition. In some cultures or organisations where insufficient knowledge of the disease existed, PLWHAs were restricted from touching individuals, or sharing things with family members or co-workers for fear of losing laurels and social standing. There could exist instances when PLWHAs will not exist introduced to guests, invited to ceremonies, or even told to stay abroad from their habitation considering their family and co-workers will exist afraid that they could lose their honour in the community; PLWHA themselves are oft worried over the damaging effects of local attitudes towards their family considering of their HIV status. Appropriate workplace programmes volition get a long way in tackling this unwholesome do [12].
All the same, there was an instance of positive intention among the employers of labour. This relates to training of staff living with HIV and AIDS. A large majority of participating employers in both private and public sectors disagreed with the notion that a member of staff who is HIV positive should not exist recommended for further training because information technology would amount to a waste product of resource equally the worker will sooner than later fall ill and die. In addition to this, more than than half of employers in the individual sector and an overwhelming majority in the public sector do non support the argument that a member of staff who is HIV positive should not be recommended to train other workers for fright of infecting them (i.e. the others workers.) Misconceptions be amongst some employers relating to PLWHA'southward. The results prove that there are mixtures of positive and negative intentions existing among the participating establishments. These intentions could stem out of adequate or lack of adequate information on HIV and AIDS.
By HIV/AIDS–related prevention and treatment activities carried out by participating organisations
Generally, few employers in both private and public sectors had organized a seminar/workshop or any other educational programme on HIV and AIDS for workers. More than half of the employers in both sectors had however informed workers about sources of information about HIV and AIDS. Moreover, nigh one-half of the participating establishments in both private and public sectors had always brand educational materials that tin can help increase workers' knowledge about HIV and AIDS available to them. More than half of employers in the private sector and the public sector counselled some of their workers to become for HIV test. Many organisations in both the private and public sectors do not have HIV and AIDS related activities. But some foreign endemic companies and a few Nigerian organisations have HIV and AIDS prevention and control activities integrated inside reproductive health programmes [xiii].
HIV/AIDS policy and activities in workplaces that would be supported past the respondents
Collectively, respondents indicated their willingness to back up various HIV/AIDS-related activities. This is agreement with the Nigeria Business Coalition confronting AIDS (NIBUCCA) goals [13]. In Nigeria, the Nigeria Business Coalition against AIDS (NIBUCCA) ensures that each of the affiliate organisations no affair how pocket-size has an HIV and AIDS control programme. However, none of the organisations surveyed was a member of NIBUCCA. NIBUCCA's activities among other things include assisting member organisations to set upwardly workplace programmes (WPP) [13]. Rosen too observed that national governments, international agencies, and bilateral donors are looking upwardly to the private sector across sub-Saharan Africa for leadership, resources, and activeness in the fight against HIV and AIDS [14]. A few companies have responded energetically, joining AIDS business councils, implementing "all-time practice" prevention and treatment programs, and sponsoring local AIDS-oriented NGOs. Co-ordinate to NIBUCAA, interventions should exist implemented and sustained in each arrangement and coordinated by NIBUCCA with a view to
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Upgrading workers knowledge about HIV and AIDS
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Formulating and implementing appropriate workplace HIV and AIDS policy
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Designing and implementing workplace HIV and AIDS control programmes and
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Tackling stigmatisation and discrimination in workplaces [xiii]
Factors that may influence the behavioural intentions of respondents towards workers and applicants who are living with HIV and AIDS
It is noteworthy to detect that no socio-demographic cistron was significantly related to the possibility of a salubrious looking person harbouring HIV. The apparent no significance is due to the higher proportion of respondents who indicated that a healthy looking person could harbour the virus. Collectively, socio-demographic characteristics may non be strong enough to influence intention. Still, in line with Green and Kreuter, individual behavioural antecedents may influence behavioural intentions [11].
Respondents' socio-demographic characteristics and attitudinal disposition of respondents towards workers and applicants who are living with HIV and AIDS
Attitude, a concept with varied definition by various authors, is a predisposition or a tendency to reply positively or negatively towards a sure idea, object, person, or situation. Attitude influences an individual'southward pick of action, and responses to challenges, incentives, and rewards. Employers of labour indicated their attitudinal dispositions which may likely lead to their behavioural intentions towards staff or awarding constitute to be living with affliction status. Attitude was found to exist significantly related to educational activity, years of work experience and marital condition. Every bit mention earlier, education to a large extent is pivotal to performance at a direction level such as a policy maker particularly in the public sector [1, 2]. Special skills in determination-making and direction of resources crave some tertiary education. Even business organisations at present require practiced, efficient and effective hands with higher level of education especially at the managerial level. In add-on to education, acceptable knowledge of HIV and AIDS has great potential for facilitating the prevention and control of the pandemic. On the other hand inadequate and/or faulty cognition of the disease may militate confronting prevention and control efforts and promote stigmatisation and bigotry against PLWHAs. Noesis is a central behavioural antecedent [11] within the context of HIV and AIDS. The study population, employers of labour including key policy makers, should be very knowledgeable about HIV and AIDS. This will enhance their capacity to blueprint, implement and institutionalise HIV and AIDS prevention and control programmes in workplaces in line with the [15] and [16] guidelines.
Conclusions
The findings of this study revealed the behaviours (practices), behavioural intentions and behavioural antecedents which should be addressed with appropriate HIV and AIDS education strategies in workplaces. In add-on, they could be relied upon for the design of educational interventions for making workplaces health promoting environments for PLWHAs.
Co-ordinate to UNAIDS [17], there are three reasons why it is necessary to deal with HIV and AIDS in workplaces. Firstly, HIV and AIDS has a huge impact on the world of work because it reduces the supply of labour and available skills, increase labour costs, reduces productivity, threatens the livelihoods of workers and employers, and creates environments which undermine the rights of workers. Secondly, the workplace is an appropriate place to tackle HIV and AIDS. This is more so because there are a set of standards for working conditions and labour relations. Workplaces are communities where people come up together, interact and share experiences. This provides an opportunity for awareness raising, the conduct of teaching programmes, and the protection of human rights. Thirdly, employers and trade union leaders are important stance leaders in their communities and countries. Leadership is crucial to the successful fight against HIV and AIDS at all levels including the family, customs and workplaces.
The findings of this written report could be used equally a training needs assessment for the blueprint and development of a grooming curriculum for upgrading the knowledge and skills of policy makers relating to the design and implementation of workplace HIV and AIDS education programmes.
Respondents' sensation of HIV and AIDS
Table 1
Respondents' intended activity against staff and applicants living with HIV and AIDS
| Attitude | Yes No (%) | No No (%) |
|---|---|---|
| Staff living with HIV and AIDS should not be invited to attend a social gathering of this system involving other workers and visitors | ||
| PrS | 135 (37.half dozen) | 224 (62.4) |
| PuS | 3 (eight.1) | 34 (91.nine) |
| Whatsoever staff in this institution who has HIV and AIDS cannot be asked to represent our organization somewhere | ||
| PrS | 127 (35.four) | 232 (64.six) |
| PuS | 2 (5.4) | 35 (94.half dozen) |
| If any staff is discovered to be HIV positive, will not recommend him/her for promotion | ||
| PrS | 142 (40.3) | 210 (59.7) |
| PuS | iv (x.8) | 33 (89.ii) |
| Cannot recommend a member of staff who is HIV positive for further training because it would corporeality to a waste of resources equally the worker will sooner than later autumn sick and die | ||
| PrS | 141 (39.5) | 216 (threescore.5) |
| PuS | 6 (sixteen.2) | 31 (83.8) |
| Cannot recommend a member of staff who is HIV positive to railroad train other workers for fright of infecting them (i.east. the others workers) | ||
| PrS | 152 (42.5) | 206 (57.5) |
| PuS | 3 (8.ane) | 34 (91.nine) |
| Whatever staff in our arrangement that is HIV positive cannot be given a leadership role | ||
| PrS | 143 (40.one) | 214 (59.9) |
| PuS | three (viii.1) | 34 (91.9) |
| Workers who are found to exist HIV positive would exist relieved of their jobs as they would become economic brunt to our organisation | ||
| PrS | 141 (39.v) | 216 (60.5) |
| PuS | two (5.seven) | 33 (94.3) |
| We will not recruit any person who is confirmed to have HIV | ||
| PrS | 211 (59.four) | 144 (40.half dozen) |
| PuS | 17 (48.6) | 18 (51.four) |
| Applicants who are HIV positive do not deserve our sympathy and should not exist short-listed for employment | ||
| PrS | 38 (10.nine) | 309 (89.1) |
| PuS | 3 (8.1) | 34 (91.9) |
| Hiring or employing someone with HIV and AIDS is a waste of resources | ||
| PrS | 27 (9.1) | 270 (90.nine) |
| PuS | 3 (9.iv) | 29 (ninety.6) |
| Applicants should exist asked to go for screening without their consent and prior notice by their prospective employer | ||
| PrS | 81 (26.7) | 222 (73.3) |
| PuS | iv (13.viii) | 25 (86.2) |
| All employers should ensure that persons they want to utilise or hire are screened for HIV and AIDS before they are employed | ||
| PrS | 176 (56.ii) | 137 (43.8) |
| PuS | 13 (44.viii) | sixteen (55.2) |
[Private Sector (PrS) n = 363; Public Sector (PuS) n = 37]
Table 2
Past HIV/AIDS-related prevention and treatment activities carried out past participating organisations/employers of labour
| Action | Yes No (%) | No No (%) |
|---|---|---|
| Organized a seminar/workshop or whatsoever educational programme on HIV and AIDS for workers | ||
| PrS | 163 (44.9) | 200 (55.one) |
| PuS | sixteen (43.two) | 21 (56.8) |
| Discussed with workers or their union about what can be done to forbid HIV and AIDS among them | ||
| PrS | 178 (49.0) | 185 (51.0) |
| PuS | 26 (70.three) | 11 (29.vii) |
| Informed workers about sources of data about HIV and AIDS | ||
| PrS | 211 (58.1) | 152 (41.ix) |
| PuS | 32 (86.5) | v (xiii.v) |
| Made educational materials that can aid increment workers' knowledge virtually HIV and AIDS bachelor to them: | ||
| PrS | 177 (48.9) | 185 (51.1) |
| PuS | 22 (59.5) | fifteen (twoscore.v) |
| Required mandatory test for HIV | ||
| PrS | 129 (35.6) | 233 (64.4) |
| PuS | 14 (37.8) | 23 (62.2) |
| Informed employees to disembalm their HIV status | ||
| PrS | 138 (38.0) | 225 (62.0) |
| PuS | 16 (43.two) | 21 (56.eight) |
| Counselled any of your workers to go for HIV test | ||
| PrS | 182 (50.4) | 179 (49.6) |
| PuS | 24 (64.9) | xiii (35.1) |
[Private Sector (PrS) n = 363; Public Sector (PuS) north = 37]
Table three
HIV/AIDS policy & activities in workplaces that would be supported by the respondents
| Policy/action | Private Sector (n=362) No (%) | Public Sector (northward=38) No (%) |
|---|---|---|
| Activities to prevent the spread of HIV | ||
| Conduct seminar/workshop | 94 (26.0) | 9 (23.7) |
| Provide sex education | 254 (seventy.2) | 26 (68.4) |
| Activities that will be done when a staff has contracted HIV | ||
| Provision of medication | 213 (58.eight) | 23 (60.5) |
| Preventing stigmatisation | 132 (36.5) | 12 (31.6) |
| Desirability of HIV prevention plan in workplace | ||
| Yeah | 266 (73.five) | xxx (78.9) |
| No | 84 (23.2) | 3 (vii.9) |
| Type of program designed to prevent HIV in workplaces | ||
| Seminar/workshop to educate workers | 131 (36.2) | xv (39.5) |
| Management & treatment of the illness condition | 26 (7.2) | ii (v.3) |
| Periodic screening without prior discover | ten (iii.0) | i (2.6) |
| Improvement in staff social welfare bundle | 47 (13.0) | five (thirteen.two) |
| Enlightenment entrada | 52 (14.4) | vii (xviii.four) |
| Suggested financier of programme aimed at preventing HIV manual in workplaces | ||
| Direction | 84 (23.2) | 4 (10.5) |
| Government | 31 (viii.6) | 3 (7.9) |
| Donor agencies | 160 (44.two) | 24 (63.2) |
| Labour matrimony | 78 (21.5) | four (10.v) |
| Availability of HIV and AIDS policy in the participating organisations | ||
| Yeah | 24 (half-dozen.6) | vii (eighteen.4) |
| No | 321 (88.7) | 25 (65.viii) |
| Reasons for not having policy on HIV and AIDS | ||
| Everybody should be treated as | 258 (71.3) | 24 (63.2) |
| Feel unconcern about the PLWHA | 90 (24.9) | 9 (23.7) |
| Medium through which workers were made to exist enlightened of the policy | ||
| Through appointment alphabetic character | 215 (59.iv) | 26 (68.four) |
| Through official bulletins | 117 (32.3) | eight (21.0) |
| Implementation of organisation'due south policy on HIV and AIDS | ||
| Yeah | x (2.8) | 7 (18.4) |
| No | 9 (2.v) | two (5.iii) |
Table 4
Factors that may influence the behavioural intentions of respondents towards workers and applicants who are living with HIV and AIDS
| Factors | Possibility of healthy looking person to have HIV | |||
|---|---|---|---|---|
| Sex | Yes No (%) | No No (%) | Ten2 | p-value |
| Male | 244 (89.iv) | 29 (ten.6) | 2.765 | 0.096 |
| Female | 120 (94.v) | vii (v.5) | ||
| Highest level of pedagogy | ||||
| Up to Master | 16 (84.2) | 3 (fifteen.8) | ||
| Secondary | 67 (88.2) | ix (11.eight) | 6.745 | 0.080 |
| Bachelor/HND | 192 (94.6) | 11 (5.4) | ||
| Postgraduate | 89 (87.3) | 9 (12.seven) | ||
| Work feel | ||||
| 1 – 5 years | 7 (77.8) | ii (22.two) | ||
| 6 – 10 years | 135 (91.ii) | xiii (8.8) | ||
| xi – 15 years | 93 (94.9) | 5 (5.one) | 7.805 | 0.099 |
| 16 – 20 years | 38 (82.six) | viii (17.4) | ||
| 21 years higher up | 91 (91.9) | 8 (eight.i) | ||
| Religion | ||||
| Christianity | 255 (91.one) | 25 (eight.9) | ||
| Islam | 95 (xc.5) | 10 (9.v) | 0.137 | 0.934 |
| Traditional religion | 14 (93.3) | 1 (nine.0) | ||
| Marital status | ||||
| Currently not married | 123 (91.8) | eleven (8.ii) | ||
| Currently married | 241 (xc.6) | 25 (9.4) | 0.154 | 0.695 |
Table 5
Respondents' socio-demographic characteristics and attitudinal disposition of respondents towards workers and applicants who are living with HIV and AIDS
| Attitudinal disposition | ||||
|---|---|---|---|---|
| Socio-demographic Sex activity | Negative No (%) | Positive No (%) | X2 | p-value |
| Male | 127 (46.5) | 146 (53.five) | 0.361 | 0.548 |
| Female | 55 (43.3) | 72 (56.vii) | ||
| Highest level of education | ||||
| Up to Primary | 11 (57.nine) | viii (42.i) | ||
| Secondary | 34 (44.vii) | 42 (55.3) | xvi.096 | 0.001 |
| Bachelor/HND | 107 (52.7) | 96 (47.3) | ||
| Postgraduate | xxx (29.four) | 72 (70.vi) | ||
| Work experience | ||||
| 1 – 5 years | 2 (22.2) | seven (77.8) | ||
| vi – 10 years | 74 (50.0) | 74 (50.0) | ||
| 11 – 15 years | 31 (31.6) | 67 (68.four) | 13.121 | 0.011 |
| 16 – 20 years | 23 (50.0) | 23 (l.0) | ||
| 21 years above | 52 (52.five) | 47 (47.5) | ||
| Religion | ||||
| Christianity | 131 (46.viii) | 149 (53.2) | ||
| Islam | 45 (42.9) | 60 (57.i) | 0.665 | 0.717 |
| Traditional religion | 6 (xl.0) | ix (sixty.0) | ||
| Marital status | ||||
| Currently not married | 78 (58.two) | 56 (41.viii) | thirteen.744 | 0.001 |
| Currently married | 104 (39.1) | 162 (60.ix) | ||
Acknowledgement
Data analysis and writing of this paper was supported by the Medical Teaching Partnership Initiative in Nigeria (MEPIN) projection funded past Fogarty International Middle, the Role of AIDS Research, and the National Human Genome Enquiry Establish of the National Institute of Wellness, the Health Resources and Services Administration (HRSA) and the Function of the U.Southward. Global AIDS Coordinator under Award Number R24TW008878. The content is solely the responsibleness of the authors and does not necessarily represent the official views of the funding organizations.
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Source: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4681439/
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