Asegid Agezegn, Belachew Tefera, Yimam Ebrahim
School of Nursing and Midwifery, College of Medicine and Health Science, Hawassa University, Hawassa, Ethiopia.
Department of Reproductive Health, College of Public Health and Medical Science, Jimma University, Jimma, Ethiopia.
Nurs Res Pract. 2014;2014:909768. doi: 10.1155/2014/909768. Epub 2014 Feb 24.
Background. Workplace turnover is destructive to nursing and patient outcomes as it leads to losing competent and qualified nurses. However, developments of coping strategies demand a clear understanding of workplace variables that either motivate nurses to remain employed or lead them to leave their current jobs. Objective. This study was designed toassess factors influencing job satisfaction and intention to turnover among nurses in Sidama zone public health facilities, in Southern Ethiopia. Method. Cross-sectional study design was carried out on 278 nurses using both qualitative and quantitative data collection methods from May 12 to June 05, 2010. Result. A total of 242 nurses were interviewed giving a response rate of 87%. Nearly two-third (68.6%) of the participants were female, and the mean age was 28 (±6.27) years for both sexes. All job satisfaction subscale except benefit and salary subscale were significant predictors of overall job satisfaction. Satisfactions with work environment and group cohesion (AOR: 0.25 [95% CI: 0.12, 0.51]), single cohesion (AOR: 2.56 [95% CI: 1.27, 5.13]), and working in hospital (AOR: 2.19 [95% CI: 1.12, 4.30]) were the final significant predictors of anticipated turnover of Sidama zone nurses. Conclusions. More than any factors managers should consider the modification of working environment and group cohesions rather than trying to modify nurses to retain and maintain more experienced nurses for the organizations.
背景。职场人员流动对护理工作和患者护理结果具有破坏性，因为这会导致失去有能力且合格的护士。然而，制定应对策略需要清楚了解那些促使护士继续留任或导致他们离职的职场因素。目的。本研究旨在评估影响埃塞俄比亚南部锡达马地区公共卫生机构护士工作满意度和离职意愿的因素。方法。采用横断面研究设计，于2010年5月12日至6月5日对研究对象为278名护士，采用定性和定量数据收集方法。结果。共访谈了242名护士，回复率为87%。近三分之二（68.6%）的参与者为女性，男女平均年龄为28岁（±6.27）。除福利和薪资子量表外，所有工作满意度子量表均是总体工作满意度的显著预测因素。对工作环境和团队凝聚力的满意度（调整后比值比：0.25 [95%置信区间：0.12, 0.51]）、单一凝聚力（调整后比值比：2.56 [95%置信区间：1.27, 5.13]）以及在医院工作（调整后比值比：2.19 [95%置信区间：1.12, 4.30]）是锡达马地区护士预期离职的最终显著预测因素。结论。管理者应更多地考虑改善工作环境和团队凝聚力，而非试图改变护士，以便为组织留住并维持更多经验丰富的护士，这比其他任何因素都更为重要。
