Fikirte Girma*, Frehiwot Worku, Mikias Alayu and Hailemichael Bizuneh
Background: Health workforce shortage and retention problems have been the critical challenges in the health sector. Turnover is one of the main reasons for the shortfalls and unbalanced distribution of health personnel. Therefore, this study aims to determine the magnitude and factors associated with turnover intention.
Methods: A health facility-based cross-sectional study was conducted in primary public health care facilities in Addis Ababa. A total of 402 study participants were included by a simple random sampling technique. Data were collected by using a structured and self-administered checklist. Descriptive analysis, as well as bivariable and multivariable logistic regression, were done. The odds ratio along with a 95% confidence interval were estimated to measure the strength of the association. The level of statistical significance was declared at a p-value of ≤ 0.05.
Results: The magnitude of turnover intention was [70.7%, 95% CI: (66.0%, 74.9%)]. High affective commitment to their health facility (Adjusted Odds Ratio [AOR]: 0.3; 95% Confidence Interval [CI]: 0.1-0.9), low continuance commitment (AOR: 9.6; CI: 2.4-38.0), low satisfaction with remuneration (AOR: 15.3; CI: 6.0-38.9), low satisfaction with supervision (AOR:4.1; CI: 1.5- 11.1), and low satisfaction with autonomy (AOR:3.3; CI: 1.1-10.0) were found to be significant determinants of turnover intention.
Conclusion: Turnover intention among health professionals is relatively high and is associated with high affective commitment, low continuance commitment, and unsatisfaction with remuneration, supervision, and autonomy. Therefore, leadership and human resource management training and participation of health professionals in decision making are required.
