Predictors of Workforce Retention Among Malawian Nurse Graduates of a Scholarship Program: A Mixed-Methods Study

Abstract

Several non-remuneration strategies may help improve retention of public-sector nurses: availability of supplies, adequate housing, advancement opportunities, and a positive work environment. A scholarship program with close follow-up of graduates may also help improve retention.

Nurses' intention to remain employed in hospitals: Understanding the shortage in the context of Myanmar

“…For instance, support for transport, training, and operational costs could motivate nurses to remain in work. Similar to other studies, the working environment was one of the reinforcing factors for nurses to remain employed (Goh & Lopez, 2016;Lee et al, 2014;Schmiedeknecht et al, 2015;Spence Laschinger et al, 2016;Twigg & McCullough, 2014). Nurses who perceived their work as having good work characteristics were 2 times more likely to intend to remain employed.…”

“…Several studies had have proved that the promotion of retention should be the primary philosophy to combat nurses' attrition and increase the potential to improve the quality of health services (Fan, Zheng, Liu, & Li, ; Nejati, Rodiek, & Shepley, ; Spence Laschinger, Zhu, & Read, ). Previous studies have focused on job satisfaction, work motivation, work engagement, and environment, which are significantly associated with the intention to remain (Lee, Yen, Fetzer, & Chien, ; Schmiedeknecht et al, ; Spence Laschinger et al, ; Twigg & McCullough, ). Limited literature was found on the issues of both psychological and organization support for hospital nurses in both public and private sectors in Myanmar.…”

Evaluation of a surgical training programme for clinical officers in Malawi

“…These results demonstrate the overall good fit of the COST‐Africa training model with the reality of COs living and practising in rural Malawi. Satisfying the needs of district‐level practitioners is in line with results of studies looking at factors motivating clinical staff to practise in rural areas: supervision, career progression opportunities, financial motivation and personal development. However, a follow‐on situation analysis undertaken 1 year after CA‐COs graduated found high levels of attrition (J. Gajewski, C. Pittalis, G. Mwapasa.…”

Factors Affecting Turnover Intention among Nurses in Ethiopia

“…This confirms prior studies in Ethiopia that linked nurses' intention to stay in the job with professional opportunities (Engeda et al 2014) and their intentions to leave with a lack of training opportunities (Getie et al 2015). During in-depth interviews in Malawi, nurses explained that further educational opportunities were a primary motivation for remaining in the public health system (Schmiedeknecht et al 2015).…”