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intention to leave and Associated Factors among Health Professionals in Jimma Zone Public Health Centers, Southwest Ethiopia

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Open Journal of Preventive Medicine 2016年第1期6卷 31-41页

作者： Taju Kalifa Shimeles Ololo Fikru Tafese Jimma Zone Blood-Bank Office Jimma City Ethiopia Department of Health Economics Management and Policy College of Health Sciences Jimma University Jimma City Ethiopia

Background: Inadequate human resources are a major constraint to improving global health. The health sector is characterized by a high turnover coupled with internal as well as external brain drain but there is little information on intention to leave among health professionals in public health centers of Jimma Zone, Oromia Regional State. The aim of this study is to assess intention to leave and associated factors among health professionals in public health centers of Jimma Zone, southwest Ethiopia. Methods: A cross-sectional quantitative and qualitative study was conducted on seven randomly selected woredas (districts) which have 53 public health centers. All health professionals in sampled district public health centers were included (n = 505). Factor analysis was employed for all Likert scale instruments to extract factor(s) representing each of the scales using SPSS version 16.0. The qualitative data was analyzed by thematic analysis methods. Ethical approval was obtained from Jimma University. Results: Four hundred fifty five (90.1%) health professionals participated in the study;out of this, 290 (63.7%) had intention to leave. Among variables, job satisfaction (Beta = -0.298, (95% CI, -0.568 to -0.029), working environment (Beta = -0.612, (95% CI, -0.955 to -0.270), and organizational management (Beta = -0.552, (95% CI, 0.289 to 0.815) had statistically significant association with intention to leave among health professionals in public health centers of Jimma Zone. Conclusions: The overall intention to leave among health professionals was high. Level of job satisfaction, working environment, work pressure, and organizational management had statistically significant association with intention to leave. Thus, responsible bodies should aggressively work on the concerns identified, like, improvements in salary, promotion in terms of training/educational opportunity, improving working environment, and transfer of health professionals, and improvement of the leade

关键词： intention to leave Job Satisfaction Working Environment Work Pressure Organizational Management Health Professionals Public Health Centers Jimma Zone

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Exploring the Relationship between Work Engagement and Turnover intention among Nurses in the Kingdom of Bahrain: A Cross-Sectional Study

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Open Journal of Nursing 2021年第12期11卷 1098-1109页

作者： Francis Byron Opinion Fairouz Alhourani Maha Mihdawi Tareq Afaneh Assistant Director of Nursing for Quality & Accreditation Nursing Research & EBP Magnet Program and Informatics King Hamad University Hospital Muharraq Kingdom of Bahrain Director of Nursing King Hamad University Hospital Muharraq Kingdom of Bahrain Nursing Research& EBP Coordinator Nursing Research and EBP Department King Hamad University Hospital Muharraq Kingdom of Bahrain Nursing Manager Risk Management KPI/Data Management Patient Experience King Hamad University Hospital Muharraq Kingdom of Bahrain

Background & Aim: Employees’ engagement is a significant organizational competence. Turnover intention is an institutional concern that needs critical analysis of identifying its predictors. Studies have supported the relationship between nurses’ engagement and their desire to leave the organization. This study aims to explore the relationship between work engagement and turnover intention among nurses working in the Kingdom of Bahrain. Methods: A cross-sectional design was used for this study. A group of 922 nurses from a major tertiary hospital in the Kingdom of Bahrain was invited to complete the online self-administered survey. The work engagement was assessed using the Utrecht Work Engagement Scale (UWES). The turnover intention was assessed using the 3-item TI Scale based on Mobley et al. survey. The study was conducted in December 2019. Results: 610 nurses completed the survey on a response rate of (66.2%). The result suggests that nurses expressed high level of work engagement Mean ± Standard Deviation [M = 4.85, SD ± 0.70], and low level of turnover intention [M = 2.29, SD ± 0.94]. Pearson correlation revealed a significant negative relationship between work engagement and turnover intention at p intention to leave. Those working in ambulatory division have higher work engagement than nurses working in critical care division. Conclusion/practical implication: It’s paramount for the nurses’ leaders and human resource development practitioners to focus on work engagement dimensions, and developing effective interventions to improve it, which eventually decreases nursing staff’s turnover intention. Retention is more preferable than recruiting, employing, and training new staff. This study confirms the significant relationship between work engagement and turnover intention among nurses.

关键词： intention to leave Nurses Turnover intention Work Engagement

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