Factors Affecting the Efficacy of Night Shift Duties among Health Care Personnel at St Blaise Catholic Hospital, Bamenda

Night shift work is essential in healthcare but disrupts circadian rhythms, leading to fatigue, reduced cognitive performance, and increased risk of errors among staff. In Cameroon, night shift efficacy is affected by economic constraints such as low and inconsistent financial incentives and limited motivation. Social challenges like work-family imbalance, social isolation, and burnout further reduce performance and teamwork among night shift healthcare workers. Environmental issues including poor infrastructure, inadequate lighting, and unreliable power supply compound these effects, necessitating an assessment of these influencing factors. The main objective of this study was to determine the factors affecting night shift efficacy among health care personnel at St Blaise Catholic hospital, Bamenda. This institutional cross-sectional study was conducted over one month (10 February-6 March 2026) among consented healthcare personnel working night shifts at the hospital, using a simple random sampling technique to select a sample of 50 participants. Data was collected using structured questionnaires. Data was analyzed using Microsoft Excel and inferential statistics, including Chi-square and regression analysis, with statistical significance set at p ≤ 0.05. Ethical approval and informed consent were obtained prior to data collection, ensuring confidentiality and voluntary participation. This study assessed demographic, economic, social, and environmental factors affecting night shift efficacy at St Blaise Catholic Hospital Bamenda using survey data and multivariate logistic regression analysis. The majority of respondents were aged 26 - 35 years (50%), female (60%), and mainly held HND/SRN qualifications (54%). Economically, 70% reported that the hospital provides motivation for night shift workers, and 80% indicated sufficient budgeting for night shift operations, although 40% reported inadequate salary for basic needs. Regression analysis showed that age, qualification, experience, and work setting significantly influenced perceived motivation. Respondents aged 36 - 45 years were more likely to report motivation (AOR = 5.00, 95% CI: 1.02 - 24.50, p = 0.047), as were HND/SRN holders (AOR = 4.26, 95% CI: 1.15 - 15.80, p = 0.031) and those with 10 years of experience (AOR = 6.05, 95% CI: 1.20 - 30.40, p = 0.029). Maternity ward staff also showed higher odds (AOR = 4.71, 95% CI: 1.10 - 20.10, p = 0.036). For perceived adequacy of payment, significant associations were observed with age 36 - 45 years (AOR = 3.85, 95% CI: 1.10 - 13.50, p = 0.035), HND/SRN qualification (AOR = 3.40, 95% CI: 1.05 - 11.20, p = 0.041), 10 years of experience (AOR = 4.80, 95% CI: 1.30 - 17.60, p = 0.019), and maternity ward work setting (AOR = 3.90, 95% CI: 1.10 - 13.80, p = 0.033). Environmentally, 60% of respondents reported that noise and lighting affect performance, while 70% cited temperature and ventilation as influential. Socially, most respondents reported that work-life balance (80%) and social interaction (70%) significantly affect night shift performance. Night shift efficacy at St Blaise Catholic Hospital Bamenda is moderately influenced by a combination of demographic, economic, social, and environmental factors, with several variables showing statistically significant associations with staff motivation and performance.