See the published version of this preprint at BMC Nursing.
This is a preprint, a preliminary version of a manuscript that has not completed peer review at a journal. Research Square does not conduct peer review prior to posting preprints. The posting of a preprint on this server should not be interpreted as an endorsement of its validity or suitability for dissemination as established information or for guiding clinical practice.
Learn more about In Review
A new preprint design is coming!
We have improved readability, clarity, accessibility, and opportunities for engagement.
Research article
Andualem Wubetie Aniley
Addis Ababa University
Corresponding Author
ORCiD: https://orcid.org/0000-0003-4237-3967
License:
This work is licensed under a CC BY 4.0 License. Read Full License
Background: The turnover intention is a probability of an employee to leave his or her current job within a certain period due to various factors. It is the strongest predictor of actual turnover which is expected to increase as the intention increases. Emergency Department(ED) nurses are especially vulnerable to turnover because of their increased potential for developing burnout and compassion fatigue in which the work environment has a great role.
Objective : To assess the magnitude and associated factors that affect turnover intention among nurses working in emergency departments of selected governmental hospitals in Addis Ababa, Ethiopia. Methods: Institutional based cross-sectional study was conducted on 102 nurses in three selected governmental hospitals, Addis Ababa from February 19 to March 31, 2018, using a structured pre-tested self-administered questionnaire. Logistic regression model was used and adjusted odds ratio with a 95% confidence interval was calculated to identify associated factors.
Result: A total of 102 respondents were involved with a response rate of 91.1%. Among them, 79 (77.5%) respondents had the intention to leave the current working unit of the emergency department or hospital. Significant predictive factors of nurses' intention to leave their jobs are educational status (adjusted odds ratio (OR) =4.700, 95% confidence interval (CI)=1.033- 50.772; p <0.048), monthly income of Less than 3145 ETB (adjusted OR=6.05, 95% CI=1.056-34.641; p <0.043) and professional autonomy (adjusted OR=0.191, 95% CI=0.040- 0.908; p <0.037).
Conclusion: more than 75% of the respondents has intention to leave their current working place of emergency unit. Educational status; monthly income and autonomy were significantly associated with emergency nurses‟ turnover intention in three governmental hospitals. Emergency leaders and hospital managers should have made efforts to enhance nurses' decision making for patient care activities and shared decision overwork or unit related activities.
Keywords
Addis Ababa, emergency department, Emergency nurse, Turnover intention
Figure 1
Loading...
Badges
Prescreen
This manuscript passed our Prescreen assessment
Complete author information
Appropriate declaration statements
Potential risks to human health
Prescreen
Peer Review Timeline
CURRENT STATUS: Published
View the published article at BMC Nursing.
No community comments so far
Submission checks complete
On 16 Oct, 2020
Editorial decision: Accept
On 06 Oct, 2020
No comments provided
Submission checks complete
On 07 Oct, 2020
Editorial decision: Accept
On 06 Oct, 2020
No comments provided
Editorial decision: Minor revision
On 11 Sep, 2020
Editor assigned
On 27 Aug, 2020
Submission checks complete
On 26 Aug, 2020
Editor invited
On 26 Aug, 2020
Version (no preprint)
Posted 02 Sep, 2020
Submission checks complete
On 02 Oct, 2020
Editorial decision: Minor revision
On 29 Sep, 2020
This version was not preprinted
No comments provided
Editorial decision: Minor revision
On 14 Aug, 2020
Reviewer #1 agreed
On 01 Jul, 2020
Review #1 received
Received 01 Jul, 2020
Editor assigned
On 29 Jun, 2020
Reviewers invited
Invitations sent on 29 Jun, 2020
Submission checks complete
On 28 Jun, 2020
Editor invited
On 28 Jun, 2020
Version 2
Posted 08 Apr, 2020
No comments provided
Editorial decision: Major revision
On 11 May, 2020
Review #1 received
Received 27 Apr, 2020
Review #3 received
Received 15 Apr, 2020
Reviewer #3 agreed
On 07 Apr, 2020
Review #2 received
Received 07 Apr, 2020
Reviewer #2 agreed
On 03 Apr, 2020
Editor assigned
On 02 Apr, 2020
Reviewers invited
Invitations sent on 02 Apr, 2020
Reviewer #1 agreed
On 02 Apr, 2020
Submission checks complete
On 01 Apr, 2020
Editor invited
On 01 Apr, 2020
No comments provided
Editorial decision: Major revision
On 03 Mar, 2020
Review #2 received
Received 22 Feb, 2020
Review #1 received
Received 18 Feb, 2020
Review #3 received
Received 17 Feb, 2020
Reviewer #3 agreed
On 09 Feb, 2020
Reviewer #1 agreed
On 06 Feb, 2020
Reviewer #2 agreed
On 06 Feb, 2020
Reviewers invited
Invitations sent on 05 Feb, 2020
Editor assigned
On 30 Jan, 2020
Submission checks complete
On 21 Jan, 2020
Editor invited
On 20 Jan, 2020
Metrics
Comments: 0
PDF Downloads: ...
HTML Views: ...
Learn more about our company.
A new preprint design is coming!
We have improved readability, clarity, accessibility, and opportunities for engagement.
See the published version of this preprint at BMC Nursing.
This is a preprint, a preliminary version of a manuscript that has not completed peer review at a journal. Research Square does not conduct peer review prior to posting preprints. The posting of a preprint on this server should not be interpreted as an endorsement of its validity or suitability for dissemination as established information or for guiding clinical practice.
Learn more about In Review
Research article
Andualem Wubetie Aniley
Addis Ababa University
Corresponding Author
ORCiD: https://orcid.org/0000-0003-4237-3967
Badges
Prescreen
This manuscript passed our Prescreen assessment
Complete author information
Appropriate declaration statements
Potential risks to human health
Prescreen
Peer Review Timeline
CURRENT STATUS: Published
View the published article at BMC Nursing.
No community comments so far
Submission checks complete
On 16 Oct, 2020
Editorial decision: Accept
On 06 Oct, 2020
No comments provided
Submission checks complete
On 07 Oct, 2020
Editorial decision: Accept
On 06 Oct, 2020
No comments provided
Editorial decision: Minor revision
On 11 Sep, 2020
Editor assigned
On 27 Aug, 2020
Submission checks complete
On 26 Aug, 2020
Editor invited
On 26 Aug, 2020
Version (no preprint)
Posted 02 Sep, 2020
Submission checks complete
On 02 Oct, 2020
Editorial decision: Minor revision
On 29 Sep, 2020
This version was not preprinted
No comments provided
Editorial decision: Minor revision
On 14 Aug, 2020
Reviewer #1 agreed
On 01 Jul, 2020
Review #1 received
Received 01 Jul, 2020
Editor assigned
On 29 Jun, 2020
Reviewers invited
Invitations sent on 29 Jun, 2020
Submission checks complete
On 28 Jun, 2020
Editor invited
On 28 Jun, 2020
Version 2
Posted 08 Apr, 2020
No comments provided
Editorial decision: Major revision
On 11 May, 2020
Review #1 received
Received 27 Apr, 2020
Review #3 received
Received 15 Apr, 2020
Reviewer #3 agreed
On 07 Apr, 2020
Review #2 received
Received 07 Apr, 2020
Reviewer #2 agreed
On 03 Apr, 2020
Editor assigned
On 02 Apr, 2020
Reviewers invited
Invitations sent on 02 Apr, 2020
Reviewer #1 agreed
On 02 Apr, 2020
Submission checks complete
On 01 Apr, 2020
Editor invited
On 01 Apr, 2020
No comments provided
Editorial decision: Major revision
On 03 Mar, 2020
Review #2 received
Received 22 Feb, 2020
Review #1 received
Received 18 Feb, 2020
Review #3 received
Received 17 Feb, 2020
Reviewer #3 agreed
On 09 Feb, 2020
Reviewer #1 agreed
On 06 Feb, 2020
Reviewer #2 agreed
On 06 Feb, 2020
Reviewers invited
Invitations sent on 05 Feb, 2020
Editor assigned
On 30 Jan, 2020
Submission checks complete
On 21 Jan, 2020
Editor invited
On 20 Jan, 2020
Metrics
Comments: 0
PDF Downloads: ...
HTML Views: ...
License:
This work is licensed under a CC BY 4.0 License. Read Full License
View the published article at BMC Nursing.
Background: The turnover intention is a probability of an employee to leave his or her current job within a certain period due to various factors. It is the strongest predictor of actual turnover which is expected to increase as the intention increases. Emergency Department(ED) nurses are especially vulnerable to turnover because of their increased potential for developing burnout and compassion fatigue in which the work environment has a great role.
Objective : To assess the magnitude and associated factors that affect turnover intention among nurses working in emergency departments of selected governmental hospitals in Addis Ababa, Ethiopia. Methods: Institutional based cross-sectional study was conducted on 102 nurses in three selected governmental hospitals, Addis Ababa from February 19 to March 31, 2018, using a structured pre-tested self-administered questionnaire. Logistic regression model was used and adjusted odds ratio with a 95% confidence interval was calculated to identify associated factors.
Result: A total of 102 respondents were involved with a response rate of 91.1%. Among them, 79 (77.5%) respondents had the intention to leave the current working unit of the emergency department or hospital. Significant predictive factors of nurses' intention to leave their jobs are educational status (adjusted odds ratio (OR) =4.700, 95% confidence interval (CI)=1.033- 50.772; p <0.048), monthly income of Less than 3145 ETB (adjusted OR=6.05, 95% CI=1.056-34.641; p <0.043) and professional autonomy (adjusted OR=0.191, 95% CI=0.040- 0.908; p <0.037).
Conclusion: more than 75% of the respondents has intention to leave their current working place of emergency unit. Educational status; monthly income and autonomy were significantly associated with emergency nurses‟ turnover intention in three governmental hospitals. Emergency leaders and hospital managers should have made efforts to enhance nurses' decision making for patient care activities and shared decision overwork or unit related activities.
Figure 1
Loading...