Kiptulon Evans Kasmai, Zrínyi Miklós, Siket Adrienn Ujváriné
Doctoral School of Health Sciences, Faculty of Health Sciences, University of Pécs, Pécs, Hungary.
Kenya Medical Training College- Kapenguria Campus, Po Box 576-30600, Kapenguria, Kenya.
BMC Nurs. 2025 Jul 2;24(1):823. doi: 10.1186/s12912-025-03422-0.
Kenya's healthcare system, like many in Low- and Middle-Income Countries, is grappling with a severe shortage of nurses, yet experiences continuous mass exodus and high turnover. While understanding, and early suppression of nurses' job and professional turnover intentions is crucial for tackling this crisis, there are limited studies conducted in Kenya focusing on major predictors of nurse turnover intentions, including organizational culture, work-related stress and job satisfaction. This study therefore aimed to fill this gap.
To explore the effects of organizational culture, work-related stress and job satisfaction on nurses' job and professional turnover intentions in Kenya.
This cross-sectional study surveyed 429 nurses in Kenya's major referral hospitals. Validated tools were used to assess organizational culture (OC), Work-Related Stress (WRS), job satisfaction (JS), job Turnover Intention (TI) and Profession Turnover Intention (ProfTI). Data were analysed using SPSS v28 with Chi-square, correlation and logistic regression at a 95% confidence level(P < .005).
Our analysis revealed that 81.4% and 31.4% of Kenyan nurses intend to leave their jobs and the nursing profession respectively. The overall organizational culture was largely neutral with a slight inclination to positive (M = 2.54, SD = 0.62), work-related stress was moderately high (M = 2.92, SD = 0.51), and job satisfaction was low, with only 56.6% of nurses reporting satisfaction. Predictors of TI were Age (OR = 0.45, 95% CI [0.26,0.078], P = .004), years of work experience (OR = 0.40, 95% CI [0.17, 0.93], P = .033) and job satisfaction (OR = 0.45,95% CI [0.26, 0.77], P = .004). Contrary to many existing literature, WRS inversely predicted TI (OR = 0.63, 95% CI [0.40, 0.99], P = .046). Predictors of ProfTI were: marital status(OR = 3.19, 95% CI [1.70,5.99], P = .001), working in surgical wards (OR = 12.70, 95% CL [1.48,108.85], P = .020) or in ICU/renal/theatre (OR = 10.79, 95% CI [1.27, 91.45] P = .029), salary(OR = 4.91,95% CI[1.21,19.92], P = .026),Job satisfaction (OR = 35, 95% CI [0.23, 0.54], P = < 0.001) and WRS (OR = 1.74, 95%, CI [1.15. 2.61], P = .008). Organizational culture did not significantly predict TI or ProfTI.
Kenya's major referral hospitals are facing a crisis, marked by high rates of both TI and ProfTI. Urgent action is required from hospital managers and administrators, policymakers, the Kenyan government, and all other key stakeholders to enhance job satisfaction, reduce work-related stress, foster a strong positive organizational culture, and improve salaries.
Not applicable.
与许多低收入和中等收入国家一样，肯尼亚的医疗保健系统正面临护士严重短缺的问题，且持续出现大量人员外流和高离职率。虽然了解并尽早抑制护士的离职和职业转换意愿对于应对这一危机至关重要，但肯尼亚针对护士离职意愿的主要预测因素（包括组织文化、工作压力和工作满意度）开展的研究有限。因此，本研究旨在填补这一空白。
探讨组织文化、工作压力和工作满意度对肯尼亚护士离职和职业转换意愿的影响。
本横断面研究对肯尼亚主要转诊医院的429名护士进行了调查。使用经过验证的工具评估组织文化（OC）、工作压力（WRS）、工作满意度（JS）、工作离职意愿（TI）和职业转换意愿（ProfTI）。使用SPSS v28在95%置信水平（P < 0.005）下进行卡方检验、相关性分析和逻辑回归分析。
我们的分析显示，分别有81.4%和31.4%的肯尼亚护士打算离职和离开护理行业。整体组织文化基本呈中性，略有向积极方向倾斜（M = 2.54，SD = 0.62），工作压力中等偏高（M = 2.92，SD = 0.51），工作满意度较低，只有56.6%的护士表示满意。TI的预测因素为年龄（OR = 0.45，95% CI [0.26, 0.78]，P = 0.004）、工作年限（OR = 0.40，95% CI [0.17, 0.93]，P = 0.033）和工作满意度（OR = 0.45，95% CI [0.26, 0.77]，P = 0.004）。与许多现有文献相反，WRS反向预测TI（OR = 0.63，95% CI [0.40, 0.99]，P = 0.046）。ProfTI的预测因素为：婚姻状况（OR = 3.19，95% CI [I.70, 5.99]，P = 0.001）、在外科病房工作（OR = 12.70，95% CI [1.48, 108.85]，P = 0.020）或在重症监护室/肾脏科/手术室工作（OR = 10.79，95% CI [1.27, 91.45]，P = 0.029）、薪资（OR = 4.91，95% CI [1.21, 19.92]，P = 0.026）、工作满意度（OR = 0.35，95% CI [0.23, 0.54]，P < 0.001）和WRS（OR = 1.74，95% CI [1.15, 2.61]，P = 0.008）。组织文化未显著预测TI或ProfTI。
肯尼亚的主要转诊医院正面临危机，TI和ProfTI发生率都很高。医院管理人员、行政人员、政策制定者、肯尼亚政府和所有其他关键利益相关者需要立即采取行动，提高工作满意度，减轻工作压力，培育强大的积极组织文化，并提高薪资。
不适用。
