Angelina Boatemaa Boateng, Douglas Aninng Opoku, Nana Kwame Ayisi-Boateng, Alhassan Sulemana, Aliyu Mohammed, Joseph Osarfo, Jonathan N Hogarh
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Significant predictors of turnover intention were analyzed by using multivariate logistic regression analysis. Adjusted odds ratio (AOR) with a 95% confidence interval (CI) and <i>p</i> value <0.05 was used.</p><p><strong>Results: </strong>The prevalence of turnover intention among study participants was 87.2% (197/226). About two-thirds (61.5%, 139/226) of the participants were exposed to a high level of workplace hazards. Management support (AOR = 3.09, 95% CI = 1.09-8.75), salary (AOR = 0.07, 95% CI = 0.01-0.46), inadequate number of staff on duty per shift (AOR = 3.36, 95% CI = 1.08-10.47) and participants' rank (AOR = 6.81, 95% CI = 1.18-39.16) were significantly associated with turnover intention.</p><p><strong>Conclusion: </strong>Overall, the turnover intention was high. Hence, there is a need for policymakers, health administrators, and nurse managers to implement strategies such as increasing staff strength, providing adequate support, incentives, and other forms of motivation for nurses and midwives to help reduce the rate of turnover intention.</p>","PeriodicalId":46917,"journal":{"name":"Nursing Research and Practice","volume":" ","pages":"4299702"},"PeriodicalIF":2.3000,"publicationDate":"2022-11-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9683982/pdf/","citationCount":"4","resultStr":"{\"title\":\"Factors Influencing Turnover Intention among Nurses and Midwives in Ghana.\",\"authors\":\"Angelina Boatemaa Boateng, Douglas Aninng Opoku, Nana Kwame Ayisi-Boateng, Alhassan Sulemana, Aliyu Mohammed, Joseph Osarfo, Jonathan N Hogarh\",\"doi\":\"10.1155/2022/4299702\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p><strong>Background: </strong>Nurse turnover intention, defined as a measure of nurses' desire to leave their positions, is a global public health issue with a grave impact on the healthcare workforce. 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引用次数: 4
摘要
背景:护士离职意向是衡量护士离职意愿的一种指标,是一个全球性的公共卫生问题,对医疗保健人力资源产生了严重影响。然而,关于它的文献在撒哈拉以南非洲这个危险地区是有限的。本研究旨在确定在库马西,加纳三级医院护理人员离职意向的预测因素。方法:这是一项以机构为基础的横断面研究,随机选择226名在加纳库马西一家三级医疗中心工作的护士和助产士。采用结构化问卷收集数据。采用多元logistic回归分析对离职倾向的显著性预测因子进行分析。校正优势比(AOR), 95%可信区间(CI)和p值结果:研究参与者的离职意向患病率为87.2%(197/226)。大约三分之二(61.5%,139/226)的参与者暴露在高水平的工作场所危害中。管理支持(AOR = 3.09, 95% CI = 1.09-8.75)、薪酬(AOR = 0.07, 95% CI = 0.01-0.46)、每班值班人员不足(AOR = 3.36, 95% CI = 1.08-10.47)和参与者级别(AOR = 6.81, 95% CI = 1.18-39.16)与离职意向显著相关。结论:总体而言,离职意向较高。因此,政策制定者、卫生管理人员和护士管理人员需要实施诸如增加员工力量、为护士和助产士提供足够的支持、激励和其他形式的激励等战略,以帮助降低离职率。
Factors Influencing Turnover Intention among Nurses and Midwives in Ghana.
Background: Nurse turnover intention, defined as a measure of nurses' desire to leave their positions, is a global public health issue with a grave impact on the healthcare workforce. However, literature on it is limited in sub-Saharan Africa, an at-risk region. This study aimed to determine the predictors of turnover intention among nursing staff at a tertiary hospital in Kumasi, Ghana.
Methods: This was an institution-basedcross-sectional study conducted among 226 randomly selected nurses and midwives working at a tertiary healthcare center in Kumasi, Ghana. Data were collected by using a structured questionnaire. Significant predictors of turnover intention were analyzed by using multivariate logistic regression analysis. Adjusted odds ratio (AOR) with a 95% confidence interval (CI) and p value <0.05 was used.
Results: The prevalence of turnover intention among study participants was 87.2% (197/226). About two-thirds (61.5%, 139/226) of the participants were exposed to a high level of workplace hazards. Management support (AOR = 3.09, 95% CI = 1.09-8.75), salary (AOR = 0.07, 95% CI = 0.01-0.46), inadequate number of staff on duty per shift (AOR = 3.36, 95% CI = 1.08-10.47) and participants' rank (AOR = 6.81, 95% CI = 1.18-39.16) were significantly associated with turnover intention.
Conclusion: Overall, the turnover intention was high. Hence, there is a need for policymakers, health administrators, and nurse managers to implement strategies such as increasing staff strength, providing adequate support, incentives, and other forms of motivation for nurses and midwives to help reduce the rate of turnover intention.