HIV and AIDS in Workplace: The role of behaviour antecedents on behavioural intentions

Abstract

Background: Human Immunodeficiency Virus and Acquired Immunodeficiency Syndrome (IIIV and AIDS) constitutes one of the major challenges to development worldwide. Actions taken by employers of labor against staff or applicants living with HIV have great impacts in the labor force and in the fight to mitigate the impact of the disease condition. In Nigeria, there's paucity of documented work about employers of labor’s behavioral intentions when they are faced with staff/applicant living with the virus. This study explored the behavioral antecedents and intentions of employers of labor in Ibadan North Local Government Area, Oyo state, Nigeria. Methods: The study was cross-sectional survey in design. A multistage sampling technique was used to select 400 study respondents (38 publics and 362 private sectors) for interview. The instrument for data collection was a pre-tested semi-structured questionnaire. Attitude was categorized as negative (score < 54) and positive (score > 55). Data were analyzed and presented using descriptive and inferential statistics. Results: There were more males (68.2%) respondents than females (31.8%). A large majority, 79.0%, in the public sector (PuS) and 72.9% in the private sector (PrS) knew that an infected healthy looking person could harbor and transmit HIV to others. A majority, 80.0%, of which 2.3% with no formal education, 1.0% primary education, 13.5% high school education, 41.5% 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’s HIV status secret while more than half, 57.0%, would not recruit a PLWHA. More PrS respondents (47.8%) claimed to have ever organized HIV/AIDS-related educational programmes for staff than PuS (42.1 %) (p <0.05) Almost equal respondents (PuS 36.8%) and (PrS 36.2%) would require mandatory test for HIV before employment. Only 1.8% (PuS) and 6% (PrS) reported that their organizations 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 about the mode of transmission and prevention of HIV including workplace policy on HIV and AIDS. Health education strategies such as training and workplace HIV/AIDS education arc needed to address these shortcomings