Magnitude of Intention to Leave and Associated Factors among Health Workers Working at Primary Hospitals of North Gondar Zone, Northwest Ethiopia: Mixed Methods

Abstract EN

Background.

Human resource is the most crucial resources for the survival of an organization.

Intention to leave is an employee’s plan to leave their current job in the near future and is used as a proxy indicator for measuring turnover in cross-sectional surveys.

In developing countries human resource shortages are not only due to production of health professionals but also because of employee turnover and instability at health facilities.

Objective.

This study aimed to assess the magnitude of intention to leave and associated factors among health workers working at primary hospitals of North Gondar Zone, Northwest Ethiopia.

Methods.

Institution based cross-sectional mixed methods’ (both quantitative and qualitative) study design was conducted among health workers working at primary hospitals of North Gondar zone.

Self-administered standardized structured questionnaires for quantitative and interview guide for qualitative were used for data collection.

Variables having p-value less than 0.2 during bivariable analysis were entered into multivariable logistic regression model.

Thematic analysis was done for qualitative data analysis.

Results.

A total of 382 health workers were participated in the study with a response rate of 93.6%.

Overall, 67.8% of them were intended to leave their current organization.

Age of participants, 20-29 years (AOR=3.96; 95%CI: 1.04, 15.07), living out of family (AOR= 1.73; 95% CI: 1.23, 3.02), opportunity of other job (AOR= 2.04; 95% CI: 1.21, 3.45), performance appraisal system (AOR= 2.97; 95%CI: 1.64, 5.36), and affective commitment (AOR= 3.12; 95% CI: 1.64, 5.92) were the factors affecting health workers intention to leave current organization.

Conclusion.

overall, magnitude of health workers intention to leave their current organization was high.

Therefore, healthcare managers, supervisors, and policymakers need to develop and implement retention strategies that aim to improve the retaining of healthcare workers at their working organization such as unifying healthcare providers who are living separately with their families, use evidence-based performance evaluation mechanism, and make efforts to develop a sense of ownership in the health workers, which will reduce health professional’s intention to leave their organization.