Gebregziabher Dawit, Berhanie Eskedar, Berihu Hagos, Belstie Addis, Teklay Girmay
Department of Nursing, College of Health Sciences and Comprehensive Specialized Referral Hospital, Aksum University, Aksum, Tigray Ethiopia.
BMC Nurs. 2020 Aug 18;19:79. doi: 10.1186/s12912-020-00468-0. eCollection 2020.
Nurses' turnover is a global concern which if not handled well can harm the productivity of an organization. The high turnover rate of health workers critically affects the health system, particularly in countries with limited resources. Hence, effective retention strategies require clear identification of the variables at the workplace that determines nurses' decision in staying in or leaving their employer organization. The aim of this study is to assess the relationship between job satisfaction and turnover intention among nurses in Axum Comprehensive and Specialized Hospital Tigray, Ethiopia.
The research was conducted using institution based cross-sectional study design. A total of 148 nurses were included in the study using a systematic random sampling technique. The study was conducted from January 2018 to June, 2019. Data were collected using semi-structured self-administered questionnaires. It was entered into Epidemiological information version 7 and then analyzed using Statistical Package for Social Sciences version 22. Bivariate logistic regression analysis was employed to examine the statistical association between the outcome variable and selected independent variables. All variables with value < 0.05 in the bivariate analysis were included in the multivariable analysis.
Out of 148 nurses, more than half (64.9%) had the intention to leave the organization. The finding of this study showed that the level of job satisfaction was significantly associated with the overall intention. Nurses who were unsatisfied on their job autonomy were 2.55 (95% CI: 1.194, 5.466) more likely to intend to leave their workplace than nurses who reported to be satisfied. Nurses who were unsatisfied on training opportunity were also 2.55 (95% CI: 1.167, 5.571) times more likely to leave their job than nurses who reported to be satisfied.
The overall turnover intention of nurses was found to be high and significantly associated with dissatisfaction on autonomy, and training opportunity. Therefore, continuous effort should be made by ward managers to enhance nurses' satisfaction onjob autonomy, and training opportunity.
护士流失是一个全球关注的问题，如果处理不当，可能会损害组织的生产力。卫生工作者的高流失率严重影响卫生系统，特别是在资源有限的国家。因此，有效的留用策略需要明确确定工作场所中决定护士留在或离开雇主组织的变量。本研究的目的是评估埃塞俄比亚提格雷州阿克苏姆综合专科医院护士的工作满意度与离职意愿之间的关系。
本研究采用基于机构的横断面研究设计。使用系统随机抽样技术，共有148名护士纳入研究。研究于2018年1月至2019年6月进行。数据通过半结构化自填式问卷收集。数据录入Epidemiological information版本7，然后使用社会科学统计软件包版本22进行分析。采用二元逻辑回归分析来检验结果变量与选定自变量之间的统计关联。二元分析中P值<0.05的所有变量都纳入多变量分析。
在148名护士中，超过一半（64.9%）有离开组织的意愿。本研究结果表明，工作满意度水平与总体离职意愿显著相关。对工作自主性不满意的护士比表示满意的护士更有可能离开工作场所，前者的可能性是后者的2.55倍（95%置信区间：1.194，5.466）。对培训机会不满意的护士离职的可能性也是表示满意的护士的2.55倍（95%置信区间：1.167，5.571）。
发现护士的总体离职意愿较高，且与对自主性和培训机会的不满显著相关。因此，病房管理人员应持续努力提高护士对工作自主性和培训机会的满意度。
