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Assessment of Factors Affecting Turnover Intention Among Nurses Working at Governmental Health Care Institutions in East Gojjam, Amhara Region, Ethiopia, 2013

Received: 28 January 2015     Accepted: 4 March 2015     Published: 12 May 2015
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Abstract

Background: The growth and success of any organization usually depends on its employees. Turnover in health care institutions has significant challenge on customer service levels, company profits, and cause training and expatriation losses cost. In light of current concerns over nursing shortages, nurse’s turnover intent is a topic of great importance. The healthcare community needs to be concerned about nursing turnover intention and the effect on the projected nursing shortage. The evaluation of nursing turnover intention and the association between turnover intention and various predictors needs to be determined. To comprehend the factors of nurses’ turnover intention can help the top management in designing effective strategies to overcome this issue. Method: Cross-sectional study design was used. Data was collected from March 2013 to April 2013 by using a structured questionnaire. A total of 372 respondents were filed the questionnaire with the response rate of 87.84%.Odds ratio and regression analysis were performed at a P value of 0.05. Result: Findings suggested that 59.4% of respondents indicating a turnover intention from their current health care institution. Family arrangement is significantly associated with nurses’ turnover intention (P-0.009, 95% C.I. 1.20-3.50).In this study procedural justice was significantly associated with nurses’ turnover intention (P 0.013, 95% C.I. 1.14-3.02). Lack or low procedural justice in the health institutions increases the turnover intention of nurses. Organizational commitment was found to significantly association with nurses’ turnover intention (P-0.026, 95% C.I. 1.07-2.84). The study shows that level of salary was significantly associated with nurses’ turnover intention (p. 0.007, 95%C.I., 1.22-3.52). The result shows that training opportunity affect turnover intention. Low training opportunity significantly associated with nurses’ turnover intention (P.0.000, 95%C.I., 1.54- 4.35). Nurses with lower salary demonstrated higher intent of turnover than higher salary employees. Lack of transport was also significantly associated with nurses’ turnover intention (P. 0.018, 95%C.I., 1.13-3.71) in these study findings. The result indicated that job satisfaction is significantly associated with nurses’ turnover intention (P. 0.029, 95%C.I. 1.06-2.97). Conclusion: Nurses are useful to the health care institution to provide quality care. If the health care institution want to reduce nurses’ turnover, then it is important to understand factors which increase nurses’ turnover intentions. The results of this study suggest that interventions should be carried out to reduce the nurses’ turnover intention in East Gojjam governmental health care institutions.

Published in American Journal of Nursing Science (Volume 4, Issue 3)
DOI 10.11648/j.ajns.20150403.19
Page(s) 107-112
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2015. Published by Science Publishing Group

Keywords

Turnover Intention, Nurses, Health Care Institution

References
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    Girma Alem Getie, Erdaw Tachbele Betre, Habtamu Abera Hareri. (2015). Assessment of Factors Affecting Turnover Intention Among Nurses Working at Governmental Health Care Institutions in East Gojjam, Amhara Region, Ethiopia, 2013. American Journal of Nursing Science, 4(3), 107-112. https://doi.org/10.11648/j.ajns.20150403.19

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    Girma Alem Getie; Erdaw Tachbele Betre; Habtamu Abera Hareri. Assessment of Factors Affecting Turnover Intention Among Nurses Working at Governmental Health Care Institutions in East Gojjam, Amhara Region, Ethiopia, 2013. Am. J. Nurs. Sci. 2015, 4(3), 107-112. doi: 10.11648/j.ajns.20150403.19

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    AMA Style

    Girma Alem Getie, Erdaw Tachbele Betre, Habtamu Abera Hareri. Assessment of Factors Affecting Turnover Intention Among Nurses Working at Governmental Health Care Institutions in East Gojjam, Amhara Region, Ethiopia, 2013. Am J Nurs Sci. 2015;4(3):107-112. doi: 10.11648/j.ajns.20150403.19

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  • @article{10.11648/j.ajns.20150403.19,
      author = {Girma Alem Getie and Erdaw Tachbele Betre and Habtamu Abera Hareri},
      title = {Assessment of Factors Affecting Turnover Intention Among Nurses Working at Governmental Health Care Institutions in East Gojjam, Amhara Region, Ethiopia, 2013},
      journal = {American Journal of Nursing Science},
      volume = {4},
      number = {3},
      pages = {107-112},
      doi = {10.11648/j.ajns.20150403.19},
      url = {https://doi.org/10.11648/j.ajns.20150403.19},
      eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ajns.20150403.19},
      abstract = {Background: The growth and success of any organization usually depends on its employees. Turnover in health care institutions has significant challenge on customer service levels, company profits, and cause training and expatriation losses cost. In light of current concerns over nursing shortages, nurse’s turnover intent is a topic of great importance. The healthcare community needs to be concerned about nursing turnover intention and the effect on the projected nursing shortage. The evaluation of nursing turnover intention and the association between turnover intention and various predictors needs to be determined. To comprehend the factors of nurses’ turnover intention can help the top management in designing effective strategies to overcome this issue. Method: Cross-sectional study design was used. Data was collected from March 2013 to April 2013 by using a structured questionnaire. A total of 372 respondents were filed the questionnaire with the response rate of 87.84%.Odds ratio and regression analysis were performed at a P value of 0.05. Result: Findings suggested that 59.4% of respondents indicating a turnover intention from their current health care institution. Family arrangement is significantly associated with nurses’ turnover intention (P-0.009, 95% C.I. 1.20-3.50).In this study procedural justice was significantly associated with nurses’ turnover intention (P 0.013, 95% C.I. 1.14-3.02). Lack or low procedural justice in the health institutions increases the turnover intention of nurses. Organizational commitment was found to significantly association with nurses’ turnover intention (P-0.026, 95% C.I. 1.07-2.84). The study shows that level of salary was significantly associated with nurses’ turnover intention (p. 0.007, 95%C.I., 1.22-3.52). The result shows that training opportunity affect turnover intention. Low training opportunity significantly associated with nurses’ turnover intention (P.0.000, 95%C.I., 1.54- 4.35). Nurses with lower salary demonstrated higher intent of turnover than higher salary employees. Lack of transport was also significantly associated with nurses’ turnover intention (P. 0.018, 95%C.I., 1.13-3.71) in these study findings. The result indicated that job satisfaction is significantly associated with nurses’ turnover intention (P. 0.029, 95%C.I. 1.06-2.97). Conclusion: Nurses are useful to the health care institution to provide quality care. If the health care institution want to reduce nurses’ turnover, then it is important to understand factors which increase nurses’ turnover intentions. The results of this study suggest that interventions should be carried out to reduce the nurses’ turnover intention in East Gojjam governmental health care institutions.},
     year = {2015}
    }
    

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    T1  - Assessment of Factors Affecting Turnover Intention Among Nurses Working at Governmental Health Care Institutions in East Gojjam, Amhara Region, Ethiopia, 2013
    AU  - Girma Alem Getie
    AU  - Erdaw Tachbele Betre
    AU  - Habtamu Abera Hareri
    Y1  - 2015/05/12
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    N1  - https://doi.org/10.11648/j.ajns.20150403.19
    DO  - 10.11648/j.ajns.20150403.19
    T2  - American Journal of Nursing Science
    JF  - American Journal of Nursing Science
    JO  - American Journal of Nursing Science
    SP  - 107
    EP  - 112
    PB  - Science Publishing Group
    SN  - 2328-5753
    UR  - https://doi.org/10.11648/j.ajns.20150403.19
    AB  - Background: The growth and success of any organization usually depends on its employees. Turnover in health care institutions has significant challenge on customer service levels, company profits, and cause training and expatriation losses cost. In light of current concerns over nursing shortages, nurse’s turnover intent is a topic of great importance. The healthcare community needs to be concerned about nursing turnover intention and the effect on the projected nursing shortage. The evaluation of nursing turnover intention and the association between turnover intention and various predictors needs to be determined. To comprehend the factors of nurses’ turnover intention can help the top management in designing effective strategies to overcome this issue. Method: Cross-sectional study design was used. Data was collected from March 2013 to April 2013 by using a structured questionnaire. A total of 372 respondents were filed the questionnaire with the response rate of 87.84%.Odds ratio and regression analysis were performed at a P value of 0.05. Result: Findings suggested that 59.4% of respondents indicating a turnover intention from their current health care institution. Family arrangement is significantly associated with nurses’ turnover intention (P-0.009, 95% C.I. 1.20-3.50).In this study procedural justice was significantly associated with nurses’ turnover intention (P 0.013, 95% C.I. 1.14-3.02). Lack or low procedural justice in the health institutions increases the turnover intention of nurses. Organizational commitment was found to significantly association with nurses’ turnover intention (P-0.026, 95% C.I. 1.07-2.84). The study shows that level of salary was significantly associated with nurses’ turnover intention (p. 0.007, 95%C.I., 1.22-3.52). The result shows that training opportunity affect turnover intention. Low training opportunity significantly associated with nurses’ turnover intention (P.0.000, 95%C.I., 1.54- 4.35). Nurses with lower salary demonstrated higher intent of turnover than higher salary employees. Lack of transport was also significantly associated with nurses’ turnover intention (P. 0.018, 95%C.I., 1.13-3.71) in these study findings. The result indicated that job satisfaction is significantly associated with nurses’ turnover intention (P. 0.029, 95%C.I. 1.06-2.97). Conclusion: Nurses are useful to the health care institution to provide quality care. If the health care institution want to reduce nurses’ turnover, then it is important to understand factors which increase nurses’ turnover intentions. The results of this study suggest that interventions should be carried out to reduce the nurses’ turnover intention in East Gojjam governmental health care institutions.
    VL  - 4
    IS  - 3
    ER  - 

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Author Information
  • Department of Nursing, College of Health Sciences, Debremarkos University, Debremarkos, Amhara, Ethiopia

  • Department of Nursing and Midwifery, College of Allied Health Sciences, Addis Ababa University, Addis Ababa, Ethiopia

  • Department of Nursing, College of Health Sciences, Debremarkos University, Debremarkos, Amhara, Ethiopia

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