School of Nursing, College of Health Science and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia.
Department of Midwifery, College of Health Science and Medicine, Wolaita Sodo University, Wolaita Sodo, Ethiopia.
BMC Health Serv Res. 2024 May 24;24(1):662. doi: 10.1186/s12913-024-11122-9.
Nurses turnover intention, representing the extent to which nurses express a desire to leave their current positions, is a critical global public health challenge. This issue significantly affects the healthcare workforce, contributing to disruptions in healthcare delivery and organizational stability. In Ethiopia, a country facing its own unique set of healthcare challenges, understanding and mitigating nursing turnover are of paramount importance. Hence, the objectives of this systematic review and meta-analysis were to determine the pooled proportion ofturnover intention among nurses and to identify factors associated to it in Ethiopia.
A comprehensive search carried out for studies with full document and written in English language through an electronic web-based search strategy from databases including PubMed, CINAHL, Cochrane Library, Embase, Google Scholar and Ethiopian University Repository online. Checklist from the Joanna Briggs Institute (JBI) was used to assess the studies' quality. STATA version 17 software was used for statistical analyses. Meta-analysis was done using a random-effects method. Heterogeneity between the primary studies was assessed by Cochran Q and I-square tests. Subgroup and sensitivity analyses were carried out to clarify the source of heterogeneity.
This systematic review and meta-analysis incorporated 8 articles, involving 3033 nurses in the analysis. The pooled proportion of turnover intention among nurses in Ethiopia was 53.35% (95% CI (41.64, 65.05%)), with significant heterogeneity between studies (I = 97.9, P = 0.001). Significant association of turnover intention among nurses was found with autonomous decision-making (OR: 0.28, CI: 0.14, 0.70) and promotion/development (OR: 0.67, C.I: 0.46, 0.89).
Our meta-analysis on turnover intention among Ethiopian nurses highlights a significant challenge, with a pooled proportion of 53.35%. Regional variations, such as the highest turnover in Addis Ababa and the lowest in Sidama, underscore the need for tailored interventions. The findings reveal a strong link between turnover intention and factors like autonomous decision-making and promotion/development. Recommendations for stakeholders and concerned bodies involve formulating targeted retention strategies, addressing regional variations, collaborating for nurse welfare advocacy, prioritizing career advancement, reviewing policies for nurse retention improvement.
护士离职意愿代表护士表达离开当前岗位的程度，是一个全球性的重大公共卫生挑战。这个问题对医疗保健劳动力产生了重大影响，导致医疗保健服务的中断和组织的不稳定。在埃塞俄比亚，这个国家面临着独特的医疗保健挑战，了解和减轻护士离职意愿至关重要。因此，本系统评价和荟萃分析的目的是确定护士离职意愿的总体比例，并确定与埃塞俄比亚护士离职意愿相关的因素。
通过电子网络搜索策略，从包括 PubMed、CINAHL、Cochrane 图书馆、Embase、Google Scholar 和埃塞俄比亚大学在线资源库在内的数据库中，全面搜索了具有完整文献和以英文书写的研究。使用乔安娜布里格斯研究所（JBI）的检查表来评估研究的质量。使用 STATA 版本 17 软件进行统计分析。使用随机效应方法进行荟萃分析。通过 Cochran Q 和 I 平方检验评估主要研究之间的异质性。进行亚组和敏感性分析以澄清异质性的来源。
本系统评价和荟萃分析纳入了 8 篇文章，共纳入 3033 名护士进行分析。埃塞俄比亚护士离职意愿的总体比例为 53.35%（95%CI（41.64，65.05%）），研究之间存在显著异质性（I=97.9，P=0.001）。护士离职意愿与自主决策（OR：0.28，CI：0.14，0.70）和晋升/发展（OR：0.67，CI：0.46，0.89）显著相关。
我们对埃塞俄比亚护士离职意愿的荟萃分析强调了一个重大挑战，总体比例为 53.35%。地区差异，如亚的斯亚贝巴的离职率最高，而锡达马的离职率最低，突出表明需要采取有针对性的干预措施。研究结果表明，离职意愿与自主决策和晋升/发展等因素之间存在很强的联系。建议利益相关者和相关机构制定有针对性的保留策略，解决地区差异，合作倡导护士福利，优先考虑职业发展，审查改善护士保留政策。
