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

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., 1.544.35). 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.