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 pre...
Saved in:
| Main Authors: | , , , , , , |
|---|---|
| Format: | Article |
| Language: | English |
| Published: |
Wiley
2022-01-01
|
| Series: | Nursing Research and Practice |
| Online Access: | http://dx.doi.org/10.1155/2022/4299702 |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| _version_ | 1849308439218487296 |
|---|---|
| author | Angelina Boatemaa Boateng Douglas Aninng Opoku Nana Kwame Ayisi-Boateng Alhassan Sulemana Aliyu Mohammed Joseph Osarfo Jonathan N. Hogarh |
| author_facet | Angelina Boatemaa Boateng Douglas Aninng Opoku Nana Kwame Ayisi-Boateng Alhassan Sulemana Aliyu Mohammed Joseph Osarfo Jonathan N. Hogarh |
| author_sort | Angelina Boatemaa Boateng |
| collection | DOAJ |
| description | 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. |
| format | Article |
| id | doaj-art-0afea1687e4a4f54a0d6900318827b07 |
| institution | Kabale University |
| issn | 2090-1437 |
| language | English |
| publishDate | 2022-01-01 |
| publisher | Wiley |
| record_format | Article |
| series | Nursing Research and Practice |
| spelling | doaj-art-0afea1687e4a4f54a0d6900318827b072025-08-20T03:54:28ZengWileyNursing Research and Practice2090-14372022-01-01202210.1155/2022/4299702Factors Influencing Turnover Intention among Nurses and Midwives in GhanaAngelina Boatemaa Boateng0Douglas Aninng Opoku1Nana Kwame Ayisi-Boateng2Alhassan Sulemana3Aliyu Mohammed4Joseph Osarfo5Jonathan N. Hogarh6Department of Occupational and Environmental HealthDepartment of Occupational and Environmental HealthDepartment of MedicineDepartment of Environmental ScienceDepartment of Epidemiology and BiostatisticsDepartment of Community MedicineDepartment of Environmental ScienceBackground. 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.http://dx.doi.org/10.1155/2022/4299702 |
| spellingShingle | Angelina Boatemaa Boateng Douglas Aninng Opoku Nana Kwame Ayisi-Boateng Alhassan Sulemana Aliyu Mohammed Joseph Osarfo Jonathan N. Hogarh Factors Influencing Turnover Intention among Nurses and Midwives in Ghana Nursing Research and Practice |
| title | Factors Influencing Turnover Intention among Nurses and Midwives in Ghana |
| title_full | Factors Influencing Turnover Intention among Nurses and Midwives in Ghana |
| title_fullStr | Factors Influencing Turnover Intention among Nurses and Midwives in Ghana |
| title_full_unstemmed | Factors Influencing Turnover Intention among Nurses and Midwives in Ghana |
| title_short | Factors Influencing Turnover Intention among Nurses and Midwives in Ghana |
| title_sort | factors influencing turnover intention among nurses and midwives in ghana |
| url | http://dx.doi.org/10.1155/2022/4299702 |
| work_keys_str_mv | AT angelinaboatemaaboateng factorsinfluencingturnoverintentionamongnursesandmidwivesinghana AT douglasaninngopoku factorsinfluencingturnoverintentionamongnursesandmidwivesinghana AT nanakwameayisiboateng factorsinfluencingturnoverintentionamongnursesandmidwivesinghana AT alhassansulemana factorsinfluencingturnoverintentionamongnursesandmidwivesinghana AT aliyumohammed factorsinfluencingturnoverintentionamongnursesandmidwivesinghana AT josephosarfo factorsinfluencingturnoverintentionamongnursesandmidwivesinghana AT jonathannhogarh factorsinfluencingturnoverintentionamongnursesandmidwivesinghana |