Wubetie Andualem, Taye Biniyam, Girma Biruk
Department of Emergency Medicine, School of Medicine, College of Health Sciences, Addis Ababa University, Addis Ababa, Ethiopia.
emergency and critical care nurse in Addis Ababa University TikurAnbesa Hospital, Addis Ababa, Ethiopia.
BMC Nurs. 2020 Oct 14;19:97. doi: 10.1186/s12912-020-00490-2. eCollection 2020.
Turnover intention is a probability of an employee to leave the current institution within a certain period due to various factors. It is the strongest predictor of actual turnover expected to increase as the intention increases. Emergency Department (ED) nurses are especially vulnerable to high turnover because of their increased risk of developing burnout and compassion fatigue associated with the work environment. This study is aimed to assess nurses' intention to leave emergency departments and associated factors at selected governmental hospitals in Addis Ababa, Ethiopia.
Institutional based cross-sectional study was conducted on 102 nurses in three selected governmental hospitals, Addis Ababa from February 19 to March 31, 2018, using a structured pre-tested self-administered questionnaire. The logistic regression model was used and an adjusted odds ratio with a 95% confidence interval was calculated to identify associated factors.
A total of 102 respondents were involved with a response rate of 91.1%. Among them, 79 (77.5%) respondents had the intention to leave the current working unit of the emergency department or hospital. Significant predictive factors of nurses' intention to leave their institutions are educational status (adjusted odds ratio (OR) =4.700, 95% confidence interval (CI) = 1.033-50.772; < 0.048), monthly income of less than 3145 Birr (adjusted OR = 6.05, 95% CI = 1.056-34.641; < 0.043) and professional autonomy (adjusted OR = 0.191, 95% CI = 0.040-0.908; < 0.037).
More than 77% of the respondents have the intention to leave their current working place of the emergency unit. Educational status, monthly income, and autonomy were significantly associated with emergency nurses' turnover intention in three governmental hospitals. Emergency leaders and hospital managers should have made efforts to enhance nurses' decision making for patient care activities and shared decision overwork or unit related activities.
离职意愿是指员工因各种因素在一定时期内离开当前机构的可能性。它是实际离职的最强预测指标，且随着意愿增强，实际离职可能性预计也会增加。急诊科护士尤其容易出现高离职率，因为他们因工作环境而产生职业倦怠和同情疲劳的风险增加。本研究旨在评估埃塞俄比亚亚的斯亚贝巴选定政府医院护士离开急诊科的意愿及相关因素。
2018年2月19日至3月31日，在亚的斯亚贝巴三家选定的政府医院对102名护士进行了基于机构的横断面研究，使用经过预测试的结构化自填问卷。采用逻辑回归模型，并计算调整后的比值比及95%置信区间以确定相关因素。
共有102名受访者参与，回复率为91.1%。其中，79名（77.5%）受访者有离开急诊科或医院当前工作单位的意愿。护士离职意愿的显著预测因素包括教育程度（调整后的比值比（OR）=4.700，95%置信区间（CI）=1.033 - 50.772；P<0.048）、月收入低于3145比尔（调整后的OR = 6.05，95% CI = 1.056 - 34.641；P<0.043）以及职业自主性（调整后的OR = 0.191，95% CI = 0.040 - 0.908；P<0.037）。
超过77%的受访者有离开急诊科当前工作岗位的意愿。教育程度、月收入和自主性与三家政府医院急诊科护士的离职意愿显著相关。急诊科领导和医院管理人员应努力增强护士在患者护理活动中的决策能力，并在工作或单位相关活动中进行共同决策。
