Mulisa Diriba, Tolossa Tadesse, Oluma Ayana Adugna, Regasa Misganu Teshoma, Bayisa Lami, Abera Tesfaye, Mosisa Alemnesh, Wakuma Bizuneh, Etafa Werku, Tsegaye Reta, Fetensa Getahun, Turi Ebisa, Diriba Dereje Chala, Besho Merga, Mosisa Getu
School of Nursing and Midwifery, Institute of Health Sciences, Wollega University, Nekemte, Ethiopia.
Department of Public Health, Institutes of Health Sciences, Wollega University, Nekemte, Ethiopia.
SAGE Open Med. 2022 Mar 8;10:20503121221081755. doi: 10.1177/20503121221081755. eCollection 2022.
The willingness of nurses to stay in nursing profession is nurses stay in the nursing profession without having intention to shift their works to other professions. In healthcare systems, nurses are currently leaving their work. To give quality of health, nurses have to stay in their work. The aim of this study was to find the willingness of the nurses to stay in the nursing profession and associated factors.
An institution-based cross-sectional study was employed among nurses in selected hospitals. After checking for completeness, the data were interred into Epi Data version 3 and exported to Stata SE version 14 for analysis. Then, the descriptive statistics were computed. To find association, logistic regression was computed. Covariates from binary logistic regression were a candidate for multivariate logistic regression at -value ⩽ 0.25. Variables in the final model were selected by the stepwise backward selection procedure. In the end, variables with a -value ⩽ 0.05 were considered as statistically significant.
In this study, 349 nurses have participated with a 100% response rate and more than half of the participants were male 188 (53.87%). The proportion of nurses who have the willingness to stay in the nursing proportion is 54.44% (95% confidence interval = 0.491, 0.59). Getting relatively high salary (adjusted odd ratio = 1.81 (95% confidence interval = 1.05, 3.11)), no presence of support among colleagues (adjusted odd ratio = 0.10 (95% confidence interval = 0.05, 0.22)), not having participation in training (adjusted odd ratio = 0.49 (95% confidence interval = 028, 0.86)), having relative low experience in nursing profession that is less than 6 years (adjusted odd ratio = 0.46 (95% confidence interval = 0.26, 1.81)), having good autonomy in the nursing profession (adjusted odd ratio = 0.41 (95% confidence interval = 0.23, 0.70)), and having a good sense of self-calling for the nursing profession among nurses (adjusted odd ratio = 2.85 (95% confidence interval = 1.64, 4.97)) are the factors related with willingness of the nurses to stay in the nursing profession.
To bring development in the nursing profession, it is a must to staying experienced nurses in the nursing profession. Therefore, to increase the willingness of nurses in the nursing profession, it is better to increase the salary of nurses, giving frequent training for the nurses, initiate the nurses to support one another, and encourage the nurses to have sense of self-calling for nursing profession. This is accomplished if there is a harmonious relationship between the governments, nurses, and other stakeholders in the healthcare delivery system.
护士留在护理行业的意愿是指护士留在护理岗位且无意将工作转向其他职业。在医疗系统中，护士目前正纷纷离职。为了提供优质的医疗服务，护士必须留在岗位上。本研究的目的是找出护士留在护理行业的意愿及其相关因素。
在选定医院的护士中开展了一项基于机构的横断面研究。检查数据完整性后，将数据录入Epi Data 3版本，并导出到Stata SE 14版本进行分析。然后，计算描述性统计数据。为了找出关联性，进行了逻辑回归分析。二元逻辑回归中的协变量是多变量逻辑回归的候选变量，其P值≤0.25。最终模型中的变量通过逐步向后选择程序进行选择。最后，P值≤0.05的变量被视为具有统计学意义。
在本研究中，349名护士参与调查，回复率为100%，超过一半的参与者为男性，共188人（53.87%）。愿意留在护理行业的护士比例为54.44%（95%置信区间=0.491，0.59）。获得相对较高的薪资（调整后的比值比=1.81（95%置信区间=1.05，3.11））、同事间缺乏支持（调整后的比值比=0.10（95%置信区间=0.05，0.22））、未参加培训（调整后的比值比=0.49（95%置信区间=0.28，0.86））、护理工作经验相对较少（不到6年）（调整后的比值比=0.46（95%置信区间=0.26，1.81））、在护理工作中有良好的自主性（调整后的比值比=0.41（95%置信区间=0.23，0.70））以及护士对护理行业有良好的自我认同感（调整后的比值比=2.85（95%置信区间=1.64，4.97））是与护士留在护理行业意愿相关的因素。
为了推动护理行业的发展，必须让经验丰富的护士留在护理行业。因此，为了提高护士留在护理行业的意愿，最好提高护士的薪资，为护士提供频繁的培训，促使护士相互支持，并鼓励护士对护理行业有自我认同感。如果医疗服务提供系统中的政府、护士和其他利益相关者之间建立和谐的关系，就能实现这一点。
