Magnitude of Nurses’ Intention to Leave Their Jobs and Its Associated Factors of Nurses Working in Tigray Regional State, North Ethiopia: Cross sectional study

Abstract

Introduction A significant number of nurses is leaving the health care sector. High rates of turnovers contribute to labor shortages of nursing and adversely affect patient outputs and nursing costs.Objectives To determine the magnitude of nurses’ intention to leave a job and its associated factors.Methods A cross-sectional, analytical descriptive study design among 634 nurses working in Tigray Regional State general hospitals from March 2018 to 30 June 2019 was conducted. Clustered random sample nurses completed self-administered three-item Michigan Organizational Assessment Questionnaire during data collection. Descriptive and multiple logistic regression analyses were done using SPSS version 20, 95% confidence interval and p-value < 0.05 was considered.Findings Response rate was 95.9%. Nurses were with a mean of 33.60 ± 9.71, 10.07 ± 9.54, and 2.10 ± 1.455 in years for age, work experience, and service in hospital respectively. About 56.4% were females, 95.4% Orthodox, and 56.7% were Bachelors of Science in Nursing. The magnitude of nurses’ intention to leave their jobs was 43.9%. The male nurses were 1.5 times more likely (AOR = 1.565, 95% CI = 1.095–2.237) had the intention to leave. Those nurses working in medical ward were also 2 times more likely (AOR = 1.886, 95% CI = 1.113–3.193) than working in the Out-Patient Department of the hospitals had the intention to leave.Conclusions Nurses in hospitals intend to leave their jobs. Gender and working in medical ward are the predictors for their intentions. Health care policymakers are recommended to develop nurses’ retention strategies and establish continuing education to socialize male nurses and set economic incentive strategies to encourage male nurses to stay in hospitals fulfilling their families’ income to earn. Managers are recommended to make regular rotation of nurses within hospitals to minimize a possible burden in medical wards. For the quality nursing care, nursing managers should create a favorable environment in medical wards. Educators are recommended to increase the intake of the nursing students. This study did not show the cause and effect of variables. Therefore, other researchers are recommended to conducting longitudinal studies.

The Magnitude of Turnover Intention and Associated Factors Among Nurses Working at Governmental Hospitals in Southern Ethiopia: A Mixed-Method Study

“…According to this study, the magnitude of turnover intention among nurses was 39.8% (95%, CI: 34.9-44.7). This finding was in line with studies conducted among nurses working in Tigray Regional State (43.9%) 6 and South Africa (41.4%). 14 However, this finding was higher than findings of the studies in Indonesia (12-34%), 20 South Korea (22.2%), 26 Tanzania (18.8%), 14 and Malawi (26.5%).…”

“…This tool was used in different studies conducted in Ethiopia and has a Cronbach's alpha of 0.88 for internal consistency. 3,6,16,18 The fourth part of the questionnaire contains items for organizational commitment factors, which were divided into three domains of organizational commitment, namely, affective commitment, normative commitment, and continuance commitment adapted from Meyer and Allen's Revised Scale of Three-Component Model of Commitment scored by 5-point Likert scale, with 1 denoting 'strongly disagree' and 5 denoting 'strongly agree', which demonstrated reliability with Cronbach's alpha of 0.89. 3,5,15,18,24 This instrument was also used in different studies conducted in Ethiopia.…”

“…According to this study, study participants who scored greater than or equal to 60% of the sum of all turnover intention-scale items were considered to have turnover intentions. 6,18 Nurse' Job Satisfaction Nurse' job satisfaction means the extent of positive or negative feelings nurses hold about their jobs. Study participants who scored greater than or equal to 60% of the sum of the satisfaction scale items were considered as satisfied.…”

Turnover intention among healthcare workers in Ethiopia: a systematic review and meta-analysis

“…Among the 29 included studies, 9 were from Amhara,16–24 8 were from Oromia,25–32 3 were from Addis Ababa,33–35 2 studies each from Tigray,36 37 Sidama,13 38 multiregional12 39 and Nationwide40 41 and one study was from Gambella 42. The study from Sidama region13 documented the highest prevalence (83.7%) of turnover intention among health professionals, while the lowest prevalence (39%) was documented from a study conducted by including the three regions of Afar, Gambela and Benishangul Gumz 12.…”

“…The study from Sidama region13 documented the highest prevalence (83.7%) of turnover intention among health professionals, while the lowest prevalence (39%) was documented from a study conducted by including the three regions of Afar, Gambela and Benishangul Gumz 12. Twelve studies included a mixed variety of health professionals in general,13 17–19 25 27 28 30 32 34 35 42 while 10 other studies included nurse professionals only 20 22 23 26 31 33 36–38 40. Two studies included health extension workers16 29 and five studies each included physicians,39 health information technology professionals,24 anaesthetists,41 medical laboratory professionals21 and midwives,12 respectively.…”