| Summary: | Getachew Nigussie Bolado,1 Tadele Lankrew Ayalew,1 Bizuayehu Atinafu Ataro,1 Adem Hussein2 1Department of Nursing, School of Nursing, College of Health Science and Medicine, Wolaita Sodo University, Sodo, Ethiopia; 2Department of Adult Health Nursing, School of Nursing and Midwifery, College of Medicine and Health Science, Wollo University, Dessie, EthiopiaCorrespondence: Getachew Nigussie Bolado, Email getachewnigussie4@gmail.comBackground: Globally, nurse turnover is a problematic agenda that strongly influences health-care organizations. Nurses account for the largest share of the health-care workforce in most health-care systems, and the need for nursing has increased dramatically, but its turnover is considered a global problem. Especially in Ethiopia, nurse turnover is a serious problem and has a negative impact on the provision of quality health services.Objective: To assess the magnitude of turnover intention and associated factors among nurses working at Government Hospitals of Wolaita Zone, Southern Ethiopia, May to June 2022.Methods: An institutional-based cross-sectional study augmented with an explanatory sequential mixed-method approach was conducted among 398 nurses. A simple random sampling technique was used to select participants for quantitative study, and a purposive sampling technique was used for qualitative study. A pretested structured self-administered questionnaire adapted from previous studies and focused group discussions was used for quantitative and qualitative studies, respectively. EpiDataV4.6 was used for data entry, and the Statistical Package for the Social Science version 25 was used for quantitative data analysis. Bivariable and multivariable logistic regression was done. For qualitative data, OpenCode 4.03 software was used for thematic content analysis.Results: A total of 384 nurses participated in this study with a response rate of 96.48%. Of them, 39.8% had turnover intention. Unsatisfied payments and benefits [AOR: 2.113 (95% CI: 1.19– 3.77)], unsatisfied performance appraisal [AOR: 3.185 (95% CI: 1.91– 5.32)] and low continuance commitment [AOR: 1.899 (95% CI: 1.13– 3.18)] had positive relationship with nurses’ turnover intention.Conclusion and Recommendations: In this study, nearly 40% of nurses had turnover intention. Unsatisfied payments and benefits, unsatisfied performance appraisal and low continuance commitment were significantly associated with nurses’ turnover intention. Therefore, fair performance appraisal, appropriate and timely payments and benefits and increasing nurses’ commitment towards their hospitals are very important actions that should be taken.Keywords: factors, government hospitals, nurses, turnover, Wolaita
|
|---|