BackgroundSpontaneous preterm birth is commencement of labor with intact or pre labor rapture of membrane and birth before 37 weeks of gestation. The aim of this study was to identify common factors associated with spontaneous preterm birth in Addis Ababa public hospitals.MethodsAfter random selection of three hospitals from the six Addis Ababa’s Public hospitals having Neonatal intensive care unit, systematic sampling was employed to select study units from admission log book of the neonates. Data were collected using structured checklist. Finally, data entered to EpiData 3.1 and transported to SPSS 22 for analysis. Bivariate and multivariate logistic regression analysis was done for the variables.ResultThe mean gestational age of preterm birth was 32.45 (±2.903 SD). Majority (66.1%) of preterm births were spontaneous and 33.9% were induced preterm births. Hypertension during pregnancy [P = 0.001, AOR = 0.182, 95% CI: (0.067, 0.493)] and maternal HIV infection [P = 0.041, AOR = 3.408 95% CI: (1.048, 11.079)] significantly associated with spontaneous preterm birth.ConclusionThose mothers who were diagnosed with hypertension during pregnancy less likely gave spontaneous preterm birth than who had no history of hypertension during pregnancy and HIV positive mothers gave spontaneous preterm more likely than HIV negative mothers. Thus, giving emphasis to these factors with appropriate care during pregnancy is important to reduce spontaneous preterm birth.

Turnover is a voluntary cessation of membership of an organization by an employee. Employee retention is one of the challenges facing several organizations in both the developed and developing countries of the world. It is profitable to proactively react for possible staff turnover intentions. This research was carried out to determine the prevalence of academic staff turnover intention and the factors contributing for it among Madda Walabu University academic staff. An institution based cross-sectional study involving both qualitative and quantitative data collection methods was employed. A structured self-administered questionnaire was used to collect the quantitative data from the respondents. A semi-structured questionnaire, guided by a trained interviewer was used to collect data from an in-depth interview. The interview was carried out on six purposively selected faculty members. The data obtained from both methods were triangulated in the discussion. Binary and multiple logistic regression analysis was used using SPSS version 16. A total of 217 academicians responded to the questionnaire. One hundred sixty four, (75.6%) respondents intended to leave Madda Walabu University and 24.4% of academic staff intended to retain their position or post. A bad work environment (lack of facilities like offices, chairs, internet and toilets) was the most frequently cited reason for leaving (71.3%) followed by 63.4% due to poor management and leadership and 63.4% due to inadequate salary. Academic staff who had worked five or more years in Madda Walabu University were 4.5 times more likely to leave their institution [AOR = 4.5, 95% CI: 1.37, 14.9]. The prevalence of academic staff intending to leave was found to be very high and as a result, Madda Walabu University will be in an alarming state of staff turnover. Before this happens, there should be staff retention mechanisms in place to improve the work environment, management and leadership and remuneration methods to retain senior and skilled academicians.