Intention to Leave and Associated Factors among Health Professionals in Jimma Zone Public Health Centers, Southwest 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 leadership skills of managers.

Relationship between effort-reward imbalance, job satisfaction, and intention to leave the profession among the medical staff of Qom University of Medical Sciences

Objective: The effort–reward imbalance(ERI) model claims that work that has the characteristics of high effort and low reward has a mutual defect between input and output and this imbalance may result in sustained and long-lasting results. This study aimed to investigate the relationship between the intention to leave the profession(ILP) and ERI and job satisfaction among the medical staff in Qom Province.Methods: A descriptive-correlative study was conducted on 202 medical staff in Qom Province based on random sampling in 2018. Demographics checklist, standard ILP, job satisfaction, and Siegrist’s ERI questionnaires were used for data collection. The chisquared test, independent t-test, and one-way Analyses of Variance(ANOVA) were used to analyze data.Results: The mean age of employees was 32.04 ± 7.9 years, and 165(87.1%) of the employees were women. The results showed that the medical staff was willing to leave their profession at a moderate level(40.7 ± 10.3). There was no significant relationship between demographics and ILP. Nevertheless, a significant and inverse relationship was observed between ERI(r:0.318, P < 0.01) and ILP(r: 0.197, P < 0.01). Leave the profession(LP) had a negative correlation with the dimensions of job descriptive index(JDI) such as job, manager, coworker and wage score(P < 0.01, r:-0.147, r:-0.262, r:-0.292, r:-0.271, r:-0.396).Conclusions: According to the results, managers need to make sure that their working staff is rewarded as they deserve. According to the results, managers need to ensure that the reward factor is observed for the staff, while an ERI imbalance may contribute to ILP of the staff. On the other hand, it leads to job satisfaction.

Examining perception of job satisfaction and intention to leave among ICU nurses in China

Objectives:Previous studies in China's Mainland found ICU nurses to be less satisfied with their jobs and more inclined to leave them than are nurses in other hospital units.We aimed to determine ICU nurses'perspectives on the factors that influence job satisfaction and whether or not to continue working in the ICU.Methods:Nine ICU nurses were asked five open-ended questions to elicit the nurses'perspectives on job satisfaction and intentions to leave.Data were analyzed according to the process described by Knafl and Webster(1988).Core concepts were identified using the constant comparative method.Results:Two themes emerged as major influences on job dissatisfaction:1)stress experienced from excessive workload demands and the ICU work environment,and 2)a lack of respect and recognition for the nurses'work.Two themes emerged as major influences on job satisfaction:1)recognition of work,and 2)professional opportunities and relationships with coworkers.The effects of job satisfaction or dissatisfaction on the nurses'intentions to leave their jobs varied,although three categories were identified.Conclusions:For ICU nurses in China,sources of job dissatisfaction are potentially remedied with simple interventions.Adequate staffing is necessary but not sufficient for a positive work environment.Administrators should address the factors that directly affect their nurses'levels of job satisfaction,as it will ultimately result in less staff turnover and greater patient care.

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

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 < 0.01. Furthermore, male staff have higher 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.