Influence of Demographic Characteristics on Health Workers’ Acceptance of Biometric-Controlled Health Informatics Systems: Evidence from Selected Regional Referral Public Hospitals in Uganda

Abstract

Background and Purpose: The integration of biometric technology into health informatics promises enhanced security and efficiency but its success depends on end-user acceptance. While demographic factors are known to influence technology adoption, their specific impact on health workers' acceptance of Biometric Controlled Health Informatics (BCHI) in low-resource settings remains underexplored. This study investigated the influence of key demographic variables of age, gender, education level, and professional experience on the acceptance of BCHI among health workers in Ugandan public hospitals, using the Technology Acceptance Model (TAM) as a theoretical framework.

Methods: A quantitative, cross-sectional study was conducted with 244 clinical and non-clinical health workers from two regional referral hospitals. Data were collected via a structured, self-administered questionnaire measuring core TAM constructs: Attitude, Actual Usage, Perceived Usefulness, Perceived Ease of Use, and Behavioral Intention. Reliability was confirmed (Cronbach’s α 0.885-0.920). Multiple linear regression analyses were performed to assess the unique predictive power of demographic factors on each construct.

Results: Gender and education level were significant predictors of BCHI acceptance, while age and years of experience were not. Male health workers reported significantly less favorable attitudes, lower perceived usefulness and ease of use, and reduced actual usage compared to females. Education showed a complex relationship: health workers with Certificate/Diploma qualifications demonstrated the highest acceptance across most constructs, whereas those with Bachelor’s degrees consistently showed comparatively lower acceptance, particularly for perceived ease of use.

Conclusions: Acceptance of BCHI is not uniform but is significantly patterned by gender and educational background. Implementation strategies must therefore be differentiated. Tailored communication and training are needed to address the specific concerns of male staff and Bachelor’s degree holders, while the positive disposition of Certificate/Diploma holders can be leveraged to champion adoption. A one-size-fits-all rollout approach is likely to be ineffective.